Overview
As we’re gearing up to launch Global HR Support, we’re looking to validate the concept, pricing, and messaging to confirm market fit before scale launch.
This plan outlines how we will run a short series of validation interviews to test assumptions, gather qualitative insights, and refine our pitch before the event on September 18th. It covers target participants, format, key questions, timeline and next steps.
Key assumptions to test:
Target audience (HR professionals) see value in flexible subscription bundles for local HR expertise. Pricing tiers are perceived as fair compared to alternatives (consultants, internal hires). Messaging around “extension of your team” and “local compliance expertise” resonates.
Interview Framework
Goal: Complete 3 interviews by August 31st.
Participants
Stefania (EU-focused People Ops/HR) Irina (influencer-focused) Harry C (customer-focused) Audience
HR/People Ops leads in remote-first or globally expanding SMEs (15+ employees) CEOs in remote-first or globally expanding SMEs (15+ employees) [Irina] Global employment/HR influencers [Harry C] Customers active for 1+ years, with 5+ employees in 3+ countries [Max] Partners in Payroll, HR or other global employment category Format
5 min pitch (current deck) + 15 min discussion (guided Q&A). Keep pitch minimal (pain point → value → example → price), avoid feature overload. 5 core questions with 1–2 optional follow-ups on each Output
20-minute recording, uploaded in a shared drive folder. Material to be analysed and synthesised into a new pitch deck by September 18th.
Process & Timeline
By 31 August, all participants will: Book 3 interviews via team networks, focused on their assigned category. Conduct sessions (record and ).
By 10 September, GTM will: [Marketing] Analyse insights into key themes: messaging resonance, pricing feedback, objections. [Dee/Owner] Revise pitch deck (v2).
By Event on September 18th [Dee] Present v2 to broader audience for scaled validation.
Final refinement → launch at next event.
Interview Questions
The goal of these questions is to measure resonance through testing:
Comprehension (is the value clear?) Appeal (does it sound compelling?) Differentiation (does it stand out vs alternatives?) Purchase intent (would they buy / at what stage?)
First impression & clarity
When you first hear “subscription-based global HR support”, what comes to mind? Follow-up: Was anything unclear or confusing in the way we described it?
Relevance to their situation
Based on what you’ve heard, how well does this fit the challenges you’re facing today or have faced in the past? Follow-up: Which part feels most relevant (or least)?
Emotional reaction & appeal
Does this sound like something you’d be excited to explore for your team? Why / why not? Follow-up: Which part of the message stood out most to you?
Pricing resonance & value perception
Hearing the pricing tiers, does it feel high, low, or about right for the value described? Follow-up: What would make the pricing feel justified to you?
Differentiation & decision triggers
How does this compare to other options you know (consultants, internal hires, legal counsel)? Follow-up: What would make this stand out as the clear choice for you?
Pitch Outline
1. Set the context (30 sec)
Many companies expanding internationally struggle with HR compliance, onboarding, and terminations across multiple countries. Laws change frequently, and internal teams can’t always keep up. Boundless already helps companies hire and pay globally. Now, we’re introducing a new way to support their ongoing HR challenges. 2. State the problem (45 sec)
HR leaders tell us they lose time and sleep over three things: Staying compliant in unfamiliar markets Handling sensitive employee issues, like terminations, correctly Scaling quickly without ballooning in-house HR costs. 3. Introduce the solution (1.5 min)
Global HR Support is a subscription service that gives you direct access to local HR experts in 30+ countries. We act as an extension of your team – on call for policy advice, compliance updates, and hands-on guidance. You choose a bundle of hours each month (4, 10, or 20 hours) and use them flexibly for whatever’s urgent: drafting compliant policies, advising on a tricky termination, or supporting a new country launch. It’s fast, predictable, and scales with your needs – no lengthy contracts or hidden fees. 4. Why it’s different (45 sec)
Unlike law firms or consultants, we’re embedded in the day-to-day. We already understand the context and nature of your problems through our expertise as an EOR, so our advice is practical and actionable, not just theory. You get global reach with one partner instead of juggling multiple local advisors. 5. Pricing (30 sec)
Bundles start at €800 for 4 hours a month, with lower rates at higher volumes. Additional hours can be added as needed. (Keep light – avoid deep pricing debate in the pitch itself. Probe perceptions later.)
6. Close with ask (30 sec)
That’s the concept in brief. We’re here to stress-test the idea and hear your honest reactions. What resonates, what doesn’t, and whether this feels like something you’d explore for your team.
Supporting Deck
1 slide on how the subscription works
Sample Pitch Script
Thanks for taking the time today. Before we dive into it, I want to give you a quick overview of what we’re working on at Boundless.
Boundless helps companies hire, pay and support employees in other countries without setting up local entities, essentially making it simple to build truly global teams compliantly.
One thing that the companies we speak with often tell us is that managing HR across multiple countries is hard. Local laws change frequently, onboarding and terminations feel risky, and internal teams struggle to keep up. Boundless already helps companies hire and pay people globally. But we’ve seen a growing need for ongoing HR support, which is what led us to develop this new service.
Here’s what we’re hearing from HR leaders: there are three main pressure points they face.
First, keeping up with compliance in unfamiliar markets. It’s hard to know what’s required in each country and stay on top of changes. Second, handling sensitive employee issues like terminations or policy changes. There’s a lot of risk if it’s done wrong. Third, scaling quickly and being able to add people in new countries without ballooning the size or cost of the in-house HR team. Global HR Support is our answer to that. It’s a subscription-based service that gives HR teams direct access to local experts in over 30 countries. We act as an extension of your team, so whenever you need advice, you can get it fast, from someone who knows the local laws and practices.
You choose a bundle of hours each month (4, 10, or 20) and use them flexibly for whatever’s most urgent. That might be drafting a compliant policy, guiding you through a tricky termination, or supporting a new-country launch.
It’s fast, predictable, and designed to scale with you as your needs evolve. No long-term contracts, no hidden fees.
What makes this different from using consultants or law firms is that we’re already embedded in the day-to-day. Because of our EOR platform, we understand your context, so our advice is practical, not theoretical. And because it’s one partner for multiple countries, you don’t need to manage different advisors or figure out who to call for what. We centralise it all for you.
Bundles start at €800 for 4 hours a month, and the hourly rate decreases as you scale up. You can also add extra hours if you need them.
That’s the high-level overview. What we want from this session is your honest reaction. What resonates, what feels unclear, and where you see gaps. There are no wrong answers; we’re here to learn and stress-test the idea.
Qualitative Validation Plan
