TAM: All Businesses in the World

Our TAM is to be partnered globally with all businesses to help with their talent acquisition and development needs. We feel that out specialty lies in our talent acquisition and an easy market to segue into would be the talent development market. As such, our Total Available Market would then be all businesses that need talent acquisition or talent development. As all businesses need some form of talent acquisition or development if they plan to have long term success, our expertise can be utilized by all businesses in the world.

SAM:

Startups, especially growth stage or A/B, medium-to-large corporations, quite frankly, any kind of ambitious or stable business could be potential customers. Because we have a global market, our customers are everywhere.

They would be willing to pay whatever our asking price is — because we operate on a primarily B2B basis, with a small emphasis on what the executive candidate signing up wants to pay (freemium basis).

According to the Bureau of Labor Statistics, 311,600 openings for top executives are projected each year, growing at 3% from 2022-32. Total, there were 3,787,800 executives employed in the U.S, with 124,200 changing employment. We look at PitchBook, which sells itself to companies and other BI entities, that charges from $1000-1500 a month, and TheInformation, similarly billing itself to VCs and those in the space at $399 a month.

The market would be fairly niche, but if we position ourselves as the elite executive matching service, and given the information above, if we price our services to companies at around $599/month, trying to capture those 124,200 transitioning executives, and assume that based on the subscription model that those companies will match, we assume an upper bound market value of $892,749,600. We would have to do more refined market research to find the exact number of companies matching those transitioning executives to determine a complete per-unit sell.

SOM

Our SOM would be companies looking for executive talent and also people who are either transitioning executives (laterals) or people with executive potential (recruits).

• Companies that are currently in the active phase of seeking executive talent. This includes businesses undergoing leadership changes, expansions, or strategic shifts that necessitate new executive hires.
• Growth-stage startups.
• Transitioning executives who are exploring new opportunities or are open to shifts in their career trajectories.
• Individuals identified as having executive potential: high-performing middle managers, professionals with significant industry expertise, individuals from MBA programs and other business schools, ex-military generals, Senior Executive Service track civil servants, etc.