Flash brings together HR solutions for managing personnel, corporate expenses and law-established employee benefits.

From hiring to managing talents and corporate expenses control, Flash increases productivity with an all-in-one platform.

Flash’s market is very conservative and analog. Despite Flash being a much better choice, it’s not easy to call HR executives attention. They're used to bureaucracy, using dozens of systems and platforms – even if this makes their life harder. At the same time, they’re comfortable with renovating their existing contracts year after year, and changing their provider is not a pressing problem.

We had to make them pay attention to us and ultimately hire us, but we also needed to make the prospect game faster. Calling to set meetings was resulting in months of waiting and very few deals closed.

We disguised Flash as the perfect candidate for our potential clients’ job openings by turning a resumé into a sales pitch and applying for those jobs.

With the help of technology, we scraped all job openings and the most required skills for each of them to populate our database and discover which ones were the most important across the board. Then, we used it to build the perfect resumé and apply for those openings.

The most required skills for employees became key-words to explain why Flash was the best HR Tech choice for their company. This way, employment-focused platforms top ranked us and we ended up exactly where we wanted: the top of HR executives' inbox in an innovative and seductive approach.

HR executives spend 30% of their time reviewing resumes to find the perfect candidate. We took advantage of this time (and their undivided attention) to turn resumes into sales pitches.

With the help of a web scraper and AI, we discovered and gathered all job openings our main prospects had on LinkedIn. Once we populated our database, we discovered which skills appeared the most across the board for each job title and field. That meant those skills were the most important for those specific openings.

Then we crossed this information with what Flash could offer these companies and build the perfect resumé. All the strongest keywords were there and were used to explain why Flash was the best HR Tech choice.

This way, employment-focused platforms would top rank us and we’d end up exactly where we wanted: the top of HR executives’ inbox.

1. We selected Flash's 10 main prospects and their LinkedIn pages.

2. Links were inputted into our Python web scraping tool to populate our database for 90 days.

3. Tool provided us with the volume of open positions in these companies and their titles.

4. A correlation study standardized the database (because similar positions may have different names in different companies).

5. AI categorized these positions to understand which area each of them referred to (#marketing, #sales, #engineering).

6. AI detected which skills were most repeated in the database, defining the most relevant skills our prospects were looking for

7. Turning skills into keywords, we tailored Flash's resumes highlighting our services to make sure we'd be top ranked for the main job openings.

8. We sent 239 resumes applying for those job openings and met HR executives with the perfect media and the best content for us to be hired.

Zero cost per lead (whereas the average cost per lead is R$ 1.000,00).

30% increase in meetings scheduled with prospects.

Time taken for client acquisition reduced by half

Conversion rate 50% higher than average (10% conversion rate)

Out of 10 main prospects, 1 new major client