Book a call

Your first call with us is a relaxed, 30-minute conversation.

It’s designed to understand your recruitment challenges, how your business is structured, and what you’re trying to improve. We’ll ask a few questions and listen carefully. The aim isn’t to “sell” you anything, it’s to figure out whether Tribepad could genuinely help.

If it feels like a good fit, we’ll talk about next steps (usually a more detailed demo where you can invite colleagues). If it doesn’t, that’s completely fine too.

Absolutely.

Many people who speak to us are in early research mode. You don’t need budget approval, a signed-off project, or a live tender to have a conversation.

If now isn’t the right time, we’re happy to share insight, answer questions, and help you think things through so you’re better prepared when the timing is right.

That’s completely understandable.

Budget conversations often come after understanding the problem more clearly. A discovery call can actually help you assess whether there’s a business case worth building in the first place.

If we don’t think an ATS would deliver meaningful value for you, we’ll say so.

That’s exactly why the call exists.

Tribepad is an applicant tracking system designed to simplify, streamline, and improve hiring, but how that looks in practice depends on your organisation.

During the conversation, we’ll translate that into your world. We’ll talk about your current process, where the friction is, and what better could look like.

That’s very common.

Recruitment software decisions often involve HR, Talent Acquisition, IT, Finance, and sometimes leadership. You don’t need to come with authority, just a bit of context.

If it makes sense to move forward, we can help you build the case internally and provide the information others might need.

We understand.

Nobody enjoys high-pressure sales tactics. Our discovery calls are consultative by design. We ask questions, listen, and offer honest feedback.

If Tribepad isn’t the right solution, we’ll tell you. And if the timing isn’t right, there’s no pressure to proceed.

You won’t.

It’s our job to have conversations with organisations exploring change, whether that leads to a project now, later, or not at all.

If you’re researching, curious, or trying to understand your options, that’s a perfectly valid reason to speak with us.

That’s actually when many of our conversations start.

Sometimes organisations are looking to replace a system that no longer fits. Other times they’re exploring whether better functionality, reporting, candidate experience, or support is possible.

The call helps clarify whether change would add value, or whether your current setup is already doing what you need.

The first conversation focuses primarily on understanding your needs.

If it makes sense to move forward, we’ll schedule a more detailed session where we can walk you through the platform properly and answer deeper questions, and you’re welcome to bring colleagues to that.

That’s what we’re here to explore together.

Every organisation’s hiring challenges are different. The discovery call helps us understand your complexity, scale, processes, and goals, and whether we can support them effectively.

If we can add real value, we’ll show you how. If we can’t, we’ll be transparent about that too.

That’s completely fine.

You don’t need detailed reports or perfectly prepared metrics to have a useful conversation. In fact, many organisations come to us because they don’t currently have clear visibility of their recruitment data.

We can talk through what you do know i.e. your processes, pain points, hiring patterns, and help identify where better insight might make a difference. The discovery call is about understanding direction, not auditing your spreadsheets.

That’s more common than you might think.

Often, teams know something isn’t working as well as it could, but articulating exactly why can be difficult. The discovery call is designed to help unpack that.

We’ll prod and poke a little with questions that help surface where friction exists, whether that’s in candidate experience, hiring manager engagement, reporting, compliance, or process complexity.

You don’t need all the answers. Sometimes the value of the call is simply gaining clarity.