Why I Reach Out the Way I Do

If you're a TA or HR leader, you've probably noticed a pattern. The moment your email lands on a vendor's list, the badgering begins. Demo requests. "Quick calls." Follow-ups to the follow-ups. All of it assuming you're ready to buy something right now.

Here's the problem with that assumption: most of the time, you're not. And that's completely normal.

Most leaders aren't shopping — and that's fine

You're an operational leader. You're running a function, hitting targets, putting out fires. You're not sitting around waiting to evaluate software. Sometimes you're looking for a solution; most of the time, you're not. And from the outside, a company like mine has no way of knowing which mode you're in today.

Let me put rough numbers on it. Say I'm in touch with 100 TA leaders. At any given moment, maybe 5 of them are actively considering a solution. The other 95 aren't — and no amount of pushing changes that.

But stretch the timeline. Over the next year, perhaps 20 of those 100 will go looking for something. Over a couple of years, a large share of the whole group will look at least once — because needs change, teams grow, tools break, and priorities shift.

So the real question was never "How do I get you to buy now?" It's "How do I still be someone you remember when your moment actually comes?"

What I refuse to do

Pushing you to buy when you have no need is just spam. I don't want to build a company that does that. So I've made a few deliberate choices:

No marketing blasts.

No pitching Hirewand to you.

No "Can we get on a call?" before there's any reason to.

No cold calls interrupting your day.

No badgering, in any form.

If there's no need, there's nothing to sell. Manufacturing urgency where none exists is exactly the behavior I find exhausting as a recipient — so I won't inflict it on you.

What I do instead

If I'm not selling, what am I doing? I'm trying to be useful in the meantime.

I run a company in one narrow niche: recruitment automation and recruitment AI. That focus means I spend most of my waking hours watching this exact space — what's changing, what's hype, what's real, which innovations matter, and how we're absorbing them into what we build. I see our own challenges up close too: the technical ones, the operational ones, the market ones, and how we wrestle with each.

Here's the thing — you're thinking about a lot of the same things. We're in the same market, facing the same shifts. So the simplest, most honest value I can offer is to share what I'm seeing and learning, openly, with no sales hook attached. Call it a connection of the mind between people working on the same problem from different seats.

That's the engagement. Not a funnel — a conversation that happens to be useful while it waits for the right moment.

What staying in touch actually looks like

About once a month, I'll send a short note. No pitch. Just things I think are worth your time:

What's happening in the industry — the shifts worth knowing about.
What we're doing and thinking — our take on where recruitment is headed.
Our challenges — technical, operational, and market, shared honestly.
Our learnings — what the world of recruitment is teaching us.

That's it. Once in a while, something in there will be genuinely useful to you. And if a real need ever does arise, you'll already know who I am and what we stand for.

When that moment comes, you'll look at several options — and you should. Whether we end up working together will come down to fit: your needs, your budget, your timing, and how much of your problem we actually solve. All the normal things. But at least we'll be in the room — because we earned it by being useful, not by wearing you down.

That's why I reach out the way I do.

— Shiva Maran, Founder, Hirewand