How HR Tech Companies Can Collect Data to Win Clients — 12 Leads for a Startup with Crona

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Most people think HR tech is an easy sell: everyone’s hiring, everyone needs efficiency, so the TAM looks massive.

In reality, it’s one of the hardest verticals for outbound. Budgets are tight. Solutions sound similar. And in regions like Southeast Asia, inboxes of decision-makers are overflowing with identical pitches.

That’s the challenge our client Aivy faced. They help companies automate interviews and candidate scoring. The product was solid — but getting the first calls in Asia and South Africa felt like pushing against a wall.

So we built a funnel from scratch with Crona — testing segments, collecting data from unexpected sources, enriching it role by role, and tailoring offers.

The result: 12 qualified leads in 3 months — with first deals now in closing.

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Here’s the process step by step:

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1. Data Collection with Crona

Instead of relying only on generic databases, we used Crona’s scraping and enrichment features to cover the full market.

• Scraped data with Crona's Sales Navigator Agent
• Crawled company websites directly with Crona’s website crawler agent and filterded with AI
• Enriched and validated contacts instantly with Crona’s waterfall email/phone enrichment.

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👉 Standard databases give you a baseline. With Crona, we expanded TAM by pulling hidden segments from local catalogs, web directories, and direct website scraping — data competitors usually miss.

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2. Smart Segmentation by Role

Crona allowed us to split and enrich by decision-maker role, creating separate pipelines for HR, C-level, and department managers.

• HR roles → messaging focused on speed of hiring.
• C-level → cost reduction and efficiency.
• Managers → less admin work, more structured processes.

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👉 Different roles = different angles. Crona makes it easy to manage role-based enrichment and outreach sequences in one flow.

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3. Industry-Specific Offers

Generic outreach failed. What worked were Crona-powered personalized sequences tied to industry pains.

Examples:

• “At Aivy, we help Telecom companies increase driver hiring speed by X times and boost interview completion rates — replacing manual interviews with async AI screening.”
• “One of our clients used Aivy to evaluate [XXX] candidates and preselect [XX] — saving [XX] hours of work and cutting cost per hire by [XX]%.”

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👉 Crona’s data pipelines let us attach context (industry, role, geography) directly into sequences — boosting reply rates.

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Results in 3 Months

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Across 18,000 contacts (LinkedIn + email outreach via Crona):

• → 168 replies
• → 58 positive responses
• → 12 qualified leads
• → First deals now in closing

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On LinkedIn, best campaigns hit 5–6% reply rates (above benchmark).

On email, strongest campaigns stayed at 1–2%, the industry standard.

Not every test worked — but Crona made it easy to identify high-performing cohorts and double down.

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Key Takeaways

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Outbound in HR tech (or any horizontal market) isn’t about a magic script.

It’s about:

• Systematic testing
• Smart data collection (beyond Apollo/ZoomInfo)
• Precise segmentation
• Doubling down on what works

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With Crona, HR tech companies can:

• Collect niche data from multiple sources (web directories, maps, websites).
• Enrich and validate contacts at scale.
• Segment messaging by role, industry, and geography.
• Build repeatable outbound systems.

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✍️ We’ve run dozens of projects like this with Crona — helping SaaS and HR tech startups build safe, effective outreach systems.

📩 Want to see how Crona can set up your outbound data pipeline? Get in touch.

📚 Curious about more? Explore our case studies on how Crona scales outbound for B2B team

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