Every system we build is scoped to a specific problem inside a specific business. The examples below show the kind of work we do — they're not a fixed catalogue. If you don't see your problem here, that's not a reason to stop reading.
We're not a tool. We don't have a catalogue you pick from. We're engineers — which means we start with your problem and work backwards to what needs to be built. The scope of what we can build is defined by what you actually need, not by what we've already done.
Two disciplines — GTM Engineering and Recruitment Engineering. Within each, the scope is wide. Below are the outcome areas we consistently work across.
From ICP definition through to enriched, sequenced, and replied-to. The full top-of-funnel motion — built as infrastructure, not as a campaign.
Pre-meeting intelligence. Battlecards. Proposal generation. Call scoring. The systems that let your reps show up better prepared and close faster.
CRM architecture. Pipeline reporting. Deal analysis. Customer health. The operational layer that connects what's happening in the field to what leadership needs to see.
Automated sourcing pipelines, market signal monitoring, and internal network intelligence. Candidates moving toward you continuously.
Prep that arrives before the interview. Scorecards filled right after. Scheduling that runs itself. The infrastructure that makes every interview feel intentional.
ATS data quality. Offer generation. Onboarding automation. The unglamorous infrastructure that stops good hires slipping through gaps in the process.
We map your stack, find what's breaking, and identify where the cost is highest.
The single system with the clearest return and most realistic path to live in 14 days.
Architecture designed and agreed before build starts. Day 14 outcome defined upfront.
14 days. Daily updates. Built inside your stack. Live and yours on Day 14.
The examples below are systems we've built. They're here to give you a concrete sense of the work — the problem each one solves, what gets built, and what changes on the other side. They're not a menu you pick from. Every engagement starts with a conversation about your specific situation, and the system that gets built comes out of that.
The foundation most teams skip. Domains configured, warmed, and monitored before any volume runs. Enrichment feeds context into every sequence automatically — personalisation that doesn't rely on someone remembering to do it.
Most outbound fails before the first send. Domains burn. Sequences hit spam. Volume scales before the infrastructure can handle it. This builds the foundation correctly so outbound can grow without breaking.
Before a call happens the rep already has what they need — prospect context, a tailored deck from your knowledge base, and talking points matched to the buyer's role. Triggered by the calendar. Delivered to Slack before the meeting.
Reps spend the first 20 minutes re-establishing context that already existed. This ensures they walk in already briefed — so discovery goes deeper, faster.
Every sales call scored against what good looks like for your team. Coaching summaries routed to managers in Slack. Nobody has to listen to recordings to know what's happening across the floor.
Sales coaching is reactive — managers review calls after deals are lost. This closes the feedback loop from weeks to hours. Every call scored immediately, patterns surfaced before they become trends.
Scoring models that surface expansion signals and churn risk from usage, engagement, and CRM data. CS teams are proactive, not reactive. Accounts flagged before the customer knows they're drifting.
CS teams find out an account is unhappy when they send a cancellation email. The data to predict it was there — the system to read it wasn't. This changes that.
When deals close won or lost, reasons are captured automatically — not buried in a CRM note nobody reads. Patterns surfaced monthly. Playbooks updated from real data, not leadership assumptions.
Every lost deal contains intelligence — why the champion went cold, which objection wasn't handled, which competitor keeps appearing. That intelligence exists but is never synthesised at scale. This system does it continuously.
Rep triggers a proposal from the CRM. It arrives in DocuSign within minutes — scoped correctly, on-brand, signed by the right people. No ops involvement. No three-day wait.
A verbal yes loses momentum when the proposal takes three days and three people to produce. The window between commitment and signature is when deals go cold. This system closes it.
Job changes, funding rounds, tech stack shifts, hiring signals — detected and routed to the right rep with context attached. Your team reaches people at the moment something has changed, not six weeks later.
Timing is everything in outbound. A buyer who just got promoted, raised, or switched from a competitor is fundamentally more reachable. This system identifies those moments and acts on them automatically.
Closed-lost deals from 6–18 months ago systematically revisited. Outreach triggered by time, role change, or company signal — with context from the original deal already loaded.
Closed-lost doesn't mean closed forever. Most re-engagement is manual and inconsistent — a rep remembers some deals but not others. This makes it systematic: every deal revisited at the right moment, with the right context.
Pipeline velocity, outbound performance, source attribution, and MRR trends in one dashboard — updated automatically from your CRM and outbound tools. Leadership stops waiting for someone to build the spreadsheet.
Revenue reporting is someone's job instead of a system. Numbers are always slightly stale. Leadership asks for data on Friday and gets it on Monday. This makes reporting automatic and trustworthy.
Sourcing runs continuously across every open role — targeted by criteria, enriched before contact, operating across channels. Qualified candidates move into the funnel regardless of what else the recruiter is working on.
When a recruiter is deep in three searches, sourcing for the fourth stops. The pipeline runs dry before the last search closes. This system means sourcing never stops — it runs on criteria, not capacity.
Competitor headcount shifts, candidate availability signals, and market movement — monitored continuously and pushed to Slack when something relevant happens. Context before making moves, not after.
A competitor lays off their engineering team on Tuesday. By Thursday other companies have been in candidates' inboxes. Your team finds out Friday. This closes that gap.
Your team's connections mapped and cross-referenced against open roles and active candidates. Warm introduction paths surface automatically — because the system found them, not because someone happened to remember.
Every difficult hire exists two degrees away from someone on your team. The introduction never happens because nobody mapped it. The warm path goes unused while a recruiter spends two weeks on cold outreach to reach the same person.
Structured context delivered to interviewers before each conversation. A clear briefing to candidates. Triggered by the calendar — not by a recruiter chasing people down the day before.
Interviewers show up not knowing what stage the candidate is at or what they're assessing. Candidates don't know what to expect. Both sides are improvising in a conversation that should feel considered.
Automated checks running on schedule — flagging stale records, duplicates, missing fields, and inconsistent stages before they compound into a reporting problem. Clean ATS, every week, without a manual audit.
ATS data degrades quietly. By the time someone notices, the reporting is unreliable and the audit takes a week. This catches issues on a schedule so they don't accumulate.
Verbal yes to signed offer in hours. Signature to Day 1 without dropped handoffs. Document generation, signing flow, onboarding steps, and internal notifications — all automated from the ATS.
The gap between verbal yes and signed document is where good hires go quiet. Momentum evaporates while someone tracks down a template and gets approval. This system makes the gap disappear.
Applications enriched and scored against role criteria before a recruiter touches them. Obvious mismatches filtered. Strong fits surfaced and prioritised. Screening time drops before the first CV is opened.
When a role gets 200 applicants, someone has to sort them. That someone is usually the recruiter, for two hours, doing work a well-configured system handles in seconds.
Time-to-fill by role, pipeline conversion, source quality, offer acceptance rate — updated automatically from the ATS. Leadership gets the data without asking for it.
Hiring reporting is someone's job instead of a system. The head of people asks for the time-to-fill breakdown on Thursday and gets it on Monday. This makes reporting automatic and trustworthy.
Strong candidates from past searches — silver medallists, wrong timing, roles that didn't open — systematically revisited when circumstances change. A pool you already built, put to work.
The second-best candidate from six months ago might be the right hire today. But they're sitting in the ATS under a rejected status because nobody has a system to revisit them.
These 18 examples are a starting point, not a limit. A scope call is the right place to describe what's actually breaking — and find out what it would take to fix it.
tractionloophq.com — Engineering arm of Tractionloop