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Why Understanding Europe is Important for Building a Global HRTech Business

For my first business trip in my new role as WorkTech/ HRTech advisor I travelled to Amsterdam 🇳🇱 today. The trip alone showed me why it’s not so easy and what it takes to build an internationally successful #HRTech business. On this trip alone I travelled through four European countries (Germany, France, Switzerland and the Netherlands). All of them have super the exciting start-ups and scale-ups in HRTech 🚀. In all of those countries companies and vendors are rethinking and how they attract and hire talent, retain and support the development of employees and keep strong talent relations. However, only being successful in one of the countries limits their growth potential. It will make it hard in the long-run to compete - especially with vendors that have much larger home markets than the individual European markets. It will make it challenging to create the next #HRTech profitable #SaaS power business - to not talk about unicorns 🦄 . It requires mastering Continental #Europe 🇪🇺. Also US-based and other international vendors are only reaching „global“ scale when being able to serve Asia and Continental Europe. With the introduction of GDPR and the growing together of the European Union economically (think about near-shoring of development centers, internationalization of clients, etc.) Europe has also laid some common ground regarding information security and data privacy. However, Continental Europe is still a super complex market to win successfully: different languages, different cultures, different economical stages and infrastructure as well as - from a vendor perspective- different ecosystem plays, product requirements and integrations, vendors and partners to connect to. To find your way around faster in this complex market is one of the keys to unlock the full market potential and scale faster. That’s one of the topics I support HRTech leaders and their investors with. Thus, they are empowered to fully focus on building and growing their people-focused product businesses.

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