European HR Tech Platform to 8 Enterprise Clients and $1.4M CAD ARR in 14 Months
A European HR analytics platform with 200+ clients in the EU wanted to enter the Canadian market but had no local presence, no regulatory knowledge, and no channel relationships. We built the full go-to-market from scratch — landing 8 enterprise clients and $1.4M in ARR.
Beachhead establishedPIPEDA-compliantChannel ecosystem liveCountry Manager seated
What they came to us with.
A European HR analytics SaaS company had built a workforce planning platform used by 200+ mid-market and enterprise clients across the EU — combining headcount forecasting, compensation benchmarking, and attrition prediction. The product had strong fit in Europe but zero presence in North America. Two prior attempts to enter Canada from Europe had stalled because the company tried to sell remotely without understanding Canadian employment law, privacy regulations (PIPEDA vs. GDPR), local competitive dynamics, or buyer expectations. The CEO needed more than a market research report. The company needed a partner who understood both the Canadian market and the mechanics of scaling a B2B SaaS company across borders — someone who would build and execute the entry strategy, not just advise on it.
How the work actually ran.
- 01
Market assessment
Mapped 15 domestic competitors, ran 25 buyer interviews with Canadian HR leaders, and pressure-tested CAD pricing sensitivity against PIPEDA and provincial employment standards.
- 02
Go-to-market plan
Defined the ICP (500–5,000 employee Canadian companies in financial services, technology, professional services) and built a 14-month phased launch with monthly milestones and explicit kill criteria.
- 03
Legal and data infrastructure
Stood up provincial incorporation, Canadian data residency, PIPEDA-compliant data processing agreements, and standard form enterprise contracts reviewed by Canadian counsel.
- 04
Direct sales + channel
Led enterprise sales personally for 6 months — prospecting, demos, procurement, contract negotiation — while signing 3 strategic channel partners (two HR consulting firms and one benefits broker) for warm introductions and co-selling capacity.
- 05
Local team handoff
Recruited and onboarded a Canadian Country Manager and two enterprise AEs, transitioning from direct execution to advisory support over the final 4 months with a documented playbook covering sales, compliance, positioning, and partner management.
We tried to enter Canada twice on our own and failed both times. The difference was having someone on the ground who understood our product, the local market, and how enterprise sales actually work in Canada. We didn't just enter the market — we built a business that can scale independently.
Selected. Closed.
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Tell us what you’re facing. We operate from there.
Most first conversations happen on a call within the week. We respond personally within one business day.