We Wish We Could Tell You... We Really Do

 But the fact of the matter is... we can't. Why? Well for some reason everyone thinks we will trade their secrets... it's almost like saying, he's a surgeon, he will steal my heart and give it to someone else... well maybe not, that was stupid, but you get the gist. We are not like surgeons, we are surgeons when it comes to this marketing gig. Lift off into the open air.

Our Clients

You Are Now Entering The Cone of Silence.

We know why you’re here. You want to know who we’ve worked with. But that’s just not going to happen.

This is when the whole “we could tell you but then we’d have to kill you” cliché applies. The first rule at Starr Tincup is … we don’t talk about our clients. The second rule at Starr Tincup is … we DON’T talk about our clients. Sorry to get all Tyler Durden on you, but we take this code of silence thing more seriously than the Russian Mafia. However, we know you are wondering a few things.

  • Do these guys know the human capital space? Absolutely. We’ve worked with over 150 of the largest and best known companies in the space. If you saw our historic client list, it would give you tingle pants.
  • Have you guys worked with our competitors? Probably. If you like what your competitors are doing, that’s the stuff we did. You really need us like now.
  • Why should I trust you guys? Did you even read the first paragraph? Clients value our confidentiality. We work in a very small niche – and our reputation would be quickly destroyed if we didn’t hold our clients secrets very close to heart.

Without getting into who we know, we can tell you a few things you may be wondering:

  • What kind of firms do you work with? We work with just about any firm that is involved in the employee lifecycle from hire to retire, including Applicant Tracking Systems, PEOs, Talent Management suites, staffing / recruiting firms, Time & Attendance software firms, HRIS software firms and screening / assessment firms.
  • Who do you mostly work with? Generally we find ourselves working with the VP of marketing or sales. Occasionally we work with the owner/principal/CEO at smaller/startup organizations.
  • What size companies do you work with? We’ve worked with wide ranges of firms, from huge, publicly-held companies down to VC-backed startups.
  • How do you get paid? We work with clients in two fashions; retainer or project work. In theory, a retainer is just a series of projects, back-to-back-to-back. The advantage of a retainer is that they receive preference in internal resource allocation.

If you’d like to find out more or speak with some references, let us know. If you’d like to see a portfolio of work that is in the public domain, we can send that to you. Email or call us.

Human Capital

What’s the Difference Between You and Your Customers?

The human capital buyer is not that different from those of you who sell human capital software and services. As they say in the patois of the human capital industry, you are in alignment. You want results and so do they.

But here’s the rub. To the human capital buyer, it seems like every day there's a new vendor in the human capital software and services market segment. Talent Management. Succession Planning. Human Resources Outsourcing. Recruitment Process Outsourcing. Assessment. Benefits. Train. Place. Compensation. You guys are like the armies of track-star-climb-the-freaking-walls zombies in I Am Legend. Relentless you are.

Whether the dude is a Harvard-MBA-golf-on-the-weekends-and-sometimes-during-the-week-three-years-from-retirement-CFO, a school-of-hard-knocks-20-years-with-the-company, or everyone-loves-Claire-VP of HR, these buyers are confused by the wild menagerie of human capital software and services vendors beating down the door with some kind of panacea. It's getting worse, too.

Claire doesn’t really care about your proven talent management methodology, she’s got real problems like putting butts in seats, retaining salespeople, showing the CFO some cost savings somewhere, and that pain-in-the-ass ex-husband with his 23-year-old blonde girlfriend who lets the kids call her by her first name. And – oh, by the way – you with all of your email, direct mail and phone calls.

With your buyer keeping a lower profile than George Steinbrenner in the bleachers at Fenway, you now have two problems – first, simply getting through to your buyer, then engaging them with a message that resonates. This is where Starr Tincup’s expertise in the human capital market makes a difference. We know how to reach your target audience, connect with them and show them how the right software and services can have a meaningful impact on the business of HR. Not just any marketing firm can do that. We can.