A twelve-month program to open $1.6M of net-new pipeline for Darwinbox across Singapore, Malaysia, Indonesia and Hong Kong.
Darwinbox has the AI-native HCM platform and the momentum. What a fast-scaling regional team does not have is a dedicated engine that convenes the senior HR leaders who own the HR-tech decision and converts them into net-new pipeline.
At Workday, SAP or ServiceNow the logo opens the CHRO's door; as the challenger, Darwinbox has to earn the room, and a convened, peer-led motion is how you earn it.
NO BS, led by Yuri Bhanage (ex-Tigerhall, ex-Knolskape, ex-Uplifting Service), is that engine, taking Darwinbox into the CHRO and HR-director rooms, with the future-of-work and AI-in-HR agenda, and Cortex, as the door-opener.
The HRMS decision is made once, at headquarters, so we target the decision-makers at companies headquartered in your four markets.
Your buyers, by where they sit (companies HQ-ed in your four markets)
Projections
The fundamentals
The program at a glance
What you get
Target list. Named HR directors and above at 200+ employee firms headquartered in your four markets.
The access. Senior, in-person sessions co-led by Darwinbox and NO BS, built around the future of work and AI in HR.
Meetings. Qualified 1-on-1s, tracked by name and stage in your CRM.
Reporting. A live dashboard of all activity, plus weekly progress meetings.
Why it works
Warm start. We already speak to this exact HR ICP regularly, on behalf of Tigerhall, Knolskape, WhyQ and Korn Ferry, so we hit the ground running.
The model. Give before you take: senior access peers can't reach on their own.
Validated. Proven with senior enterprise and technology leaders across the region, see the proof.
Conversion. 70% of participants to 1-on-1s; 40% of those to CRM opportunities.
Scale. ~6,400 senior HR leaders based across your four markets, at companies headquartered there.
Why it's low risk
Cost. $6K per month for twelve months, a predictable, defined line item.
Payback. On a typical three-year term the six projected new logos are worth ~$900k in total contract value, over 12× the $72k first-year fee.
Phased. Priority markets first, expandable across the wider region once proven.
Transparent. Every name, stage and week visible, nothing in a black box.
Darwinbox has the platform. The growth is in the rooms where the HR-tech decision actually gets made.
An HRMS is a rip-and-replace, multi-year decision, made once at headquarters by the CHRO and their HR leadership, then rolled out group-wide. The net-new growth sits with that finite senior HR population at companies headquartered in your four markets.
Those relationships are exactly what a fast-scaling challenger, up against Workday, SAP SuccessFactors and Oracle, rarely has time to build. The incumbents get the meeting on brand alone; Darwinbox has to manufacture that access.
Why are these rooms hard to reach?
Brand pull only goes so far
A top-three incumbent gets the CHRO meeting on its logo. As the challenger, Darwinbox has to earn that room, which means a warm, peer-led introduction on a topic they care about, not a cold pitch from a name they don't yet know well.
Everyone is chasing them
The same senior HR population is bombarded daily by HR-tech vendors, consultancies and system integrators with AI-powered emails, InMails, whitepapers, webinars and conference invites. Another cold sequence does not land.
A scaling team can't also prospect four markets
Building senior HR relationships across Singapore, Malaysia, Indonesia and Hong Kong, week after week, takes dedicated time, energy and local senior networks a fast-scaling GTM team rarely has to spare.
Give before you take.
Behind every senior enterprise HR-technology deal that closes in this region is a high-level peer-to-peer relationship. You can't build that relationship by making asks, you need to offer something of value first.
Spearfish in a small elite pond, not hit-and-hope
Decision making in APAC is top heavy. A dozen of the right people in an intimate setting beats a thousand badge scans.
Reach out like a peer
A real message from a real peer, about something they care about. Not InMail, not AI-slop emails, definitely not cold calls.
Offer something they want, not something you want to give
A real conversation on real issues with real peers. Not whitepapers, webinars or demos.
Share your point of view
Project credibility through your point of view, told through stories, experience and insight. No slide decks.
Earn the 1-on-1, never demand it
You've built credibility, authority and goodwill before your ask. The follow-up is more organic and more to-the-point because they already know and respect your point of view.
This isn't theoretical. We convene the exact senior rooms, then convert them.
Our playbook is seat-agnostic: convene the senior people you need to reach into a room they actually want to be in, then convert. Here is that motion working across clients, industries and geographies, including with founders and CTOs on a technical product. It is the same motion we would run for Darwinbox with senior HR leaders.
Proof point
Future of creator marketing lunch in Singapore
Who we did it for: Serious Fluence, a creator-marketing company. We co-hosted the lunch with their CEO, Prem, on the future of creator marketing. See the post on LinkedIn ↗
The ICP in the room: senior leaders (director and above) from named target companies. The mechanic, convene the exact seat you need, then convert, is identical whatever the title on the badge.
Why it maps to Darwinbox: same motion, different seat. We put a curated senior group in a room they wanted to be in, on a topic they cared about, then converted. It is the identical play we would run to open Darwinbox's pipeline with CHROs and HR directors across your four markets.
In the room: peers across consumer brands, platforms and agencies.
More proof points
Integrate: CEO dinner event in Singapore
An evening for B2B marketing leaders, co-hosted with the CEO of Integrate, on the revenue impact of trusted marketing data. View the post on LinkedIn ↗
In the room:
ByteDance: outbound to AI founders and CTOs
No event here: a direct, peer-to-peer outbound motion we ran for ByteDance's BytePlus AI product. 30 meetings in 3 months booked straight into the calendars of founders, CEOs and CTOs at AI and technology companies, with 5 progressing to POC. Proof the same convene-and-convert discipline works with technical buyers, one on one, not just in a room.
Who we met:
Serious Fluence: Creator marketing lunch in KL
A private lunch in Kuala Lumpur, co-hosted with the CEO of Serious Fluence, for B2C marketing leaders, on creator marketing. View the post on LinkedIn ↗
In the room:
Gimmefy: Brand marketer lunch in Singapore
A lunch event in Singapore, co-hosted by the CEO of Gimmefy, for brand marketers navigating the shift to AI. View the post on LinkedIn ↗
In the room:
Your buyers: senior HR leaders at companies headquartered in your four markets.
One group owns the HR-tech decision: HR leaders, usually at director levels and above. Because an HRMS is decided once at headquarters and rolled out group-wide, the qualifier is the company's HQ: we count only firms headquartered in Singapore, Malaysia, Indonesia or Hong Kong, at 200+ employees. The table below then shows where those buyers sit. We deliberately screen out pure L&D, talent-acquisition and recruiting specialists, they don't own the HRMS call.
| HR leaders, director and aboveat companies HQ-ed in the four markets, by where the buyer sits | Singapore | Malaysia | Indonesia | Hong Kong | Total |
|---|---|---|---|---|---|
| Based inCHRO, Chief People Officer, VP HR, HR Director, Head of HR | 1,000+ | 1,000+ | 4,000+ | 416 | ~6,400+ |
Methodology. LinkedIn Sales Navigator, September 2026. Job function = Human Resources, seniority = Director, VP and CXO (director and above). Company size = 200+ employees. The qualifier is company headquarters: because an HRMS is chosen once at HQ and rolled out group-wide, we count only firms headquartered in Singapore, Malaysia, Indonesia or Hong Kong. The columns then split that population by the buyer's own location, so you can see where to convene, a decision-maker at an Indonesia-HQ'd group who sits in Singapore appears under Singapore. We exclude L&D, talent-acquisition, talent-management and recruiting profiles with a keyword filter, that filter reads the whole profile, so it is deliberately conservative and, if anything, under-counts HR generalists who merely mention those terms. Hong Kong (416) is an exact Sales Navigator count; cells with a "+" are where LinkedIn caps the live display, so read those as floors. The ~6,400 total counts buyers based in the four markets; a small tail of in-scope buyers sits elsewhere in the region. Named, de-duplicated target lists per market are built on kickoff.
Sequence. We open Singapore and Malaysia first, where Darwinbox has the most momentum, prove the motion, then roll into Indonesia (the deepest pool, 4,000+) and Hong Kong. Every market is worked senior-first, account by account.
Where we'd start, and how fast.
The ICP puts a real number on it: roughly 6,400 senior HR leaders based across your four markets, at 200+ employee companies headquartered there. Here is the sequence.
How we'd phase it across 12 months
Phase 1 (0-3 months): Singapore & Malaysia, where Darwinbox has the most momentum.
Phase 2 (3-6 months): Kick off Indonesia, the deepest pool at 4,000+, worked as its own track.
Phase 3 (6-12 months): Kick off Hong Kong, then deepen the priority markets as results land.
Within each phase, the motion:
- Find the right peopleBuild the named target list from the ICP: the exact HR directors and above worth a room, at HQ-ed companies.
- Reach out like a peerReal messages from real people to the few who matter, not a sequence tool running on its own.
- Convene the roomSmall, senior, co-hosted sessions on the topics they care about, the future of work, AI in HR and Cortex, the kind of room they actually want to be in.
- Earn the 1-on-1Every room converts into named 1-on-1s, and we sit in every meeting that matters.
- Live trackingDashboards on activity, conversion and deal progression in your CRM, so you always see the pipeline.
- Weekly updates with usA standing weekly check-in where we walk the numbers together and agree the next moves.
What the program is worth, in your terms.
NO BS takes full accountability for the top of this funnel. The defaults below reflect what we typically see, but move the sliders to your own numbers to get a real view of what this NO BS x Darwinbox collaboration could produce.
Default sliders reflect our working estimate over 12 months: 12 rooms × 8 senior HR leaders is about 96 reached, 80% to a real 1-on-1 (77), 40% of those to a sales opportunity (31), about a 20% win rate on close (6). At a $50,000 average ACV that is $1.6M in pipeline and $300k of signed annual contract value, or about $900k in total contract value across a typical three-year HRMS term, roughly 12.5× the $72k in first-year fees, before any account expansion. Move the sliders to your own numbers.
Operators, not consultants.
Most firms sell you a plan. We are the team that executes it, in the room, from month one.
Moving Asia from strategy deck to P&L.
More on NO BS ↗
NO BS is a sales execution firm that helps enterprises build pipeline and close deals across APAC.
We don't advise from the sidelines or theorise about markets, we work in them: running outbound, winning meetings, hosting sales conversations, building pipeline, closing deals and learning directly from buyers.
Yuri Bhanage, CEO
Led by CEO Yuri Bhanage, who brings 15+ years of hands-on sales experience in Asia, across SE Asia, China, India and the US, from Fortune 500 to seed-stage startups. Selling to enterprise clients like AIA, Accenture, EY, KPMG, Braze, Almosafer, American Express and New Relic. Connect on LinkedIn ↗
Most relevant here, Yuri has sold HR, learning and people-development solutions directly, including Knolskape, Tigerhall, WhyQ and Uplifting Service, so the HR buyer and the way they buy is familiar ground.
Rahul Gokhale, Director
Brings a senior operating perspective from large, complex organizations, with leadership roles at Microsoft, Zendesk, KPMG, Deloitte and Korn Ferry, the last putting him squarely in the talent and people-advisory world Darwinbox's buyers live in, across customer success, partnerships, transformation and leadership. Connect on LinkedIn ↗
Case studies
Serious Fluence
50 meetings in 3 months with senior B2C marketing leaders from the likes of Google, Airwallex, Samsonite and Estée Lauder.
ByteDance
30 meetings in 3 months with founders and CTOs for the BytePlus AI product, 5 progressing to POC stage.
WhyQ
Built an outbound enterprise sales motion from scratch, leading to a US$200K+ enterprise deal closed in the first 3 months.
Why NO BS
Results from month one
Outreach, meetings and pipeline building from day 1, landing in the first month, not after a long ramp.
Enterprise access, without the overhead
Reach the top levels of the enterprises you want, without investing millions in a market-development team to get there.
Results that count, not theories
Meetings, opportunities and deals, tracked by name. Not market theories or a strategy deck that sits on a shelf.
What we'd need from you.
We can get into a lot more detail from here, but four questions first.
- Do the projected outcomes align with your targets?
- What questions do you have on our approach?
- How big a priority is this for you?
- What budget can you allocate to achieve these outcomes?