Deel Enterprise AE Co-Pilot

Deel · Enterprise AE

Break-In Plan

A working plan to open enterprise accounts and land the first conversation. Each account gets its own tab with the target personas, the reason they matter, the channel that reaches them, and a ready-to-send message. Facts are things we can verify today; hypotheses are what we still need to confirm before we spend the outreach.

Accounts

Travel technology · B2BEmerging Travel Group3 personas · 3 facts · 3 to confirm Cybersecurity · EnterpriseRSA Security2 personas · 3 facts · 3 to confirm Cloud infrastructure · SaaSDigitalOcean2 personas · 3 facts · 3 to confirm Visual collaboration · SaaSMiro2 personas · 3 facts · 3 to confirm

How to use this plan

Start with one persona

Pick the single persona most likely to feel the problem and open the door. Lead with their message. Do not shotgun all four at once.

Confirm the hypothesis first

Every account has open questions. Validate them with a warm intro or a quick call before sending the full pitch. A confirmed hypothesis makes the message land.

Use the channel that fits

The channel listed for each persona is the one most likely to be seen. Match the message to the channel, not the other way around.

Track and update

Mark what worked, what bounced, and what changed. This plan is a living document, not a one-time artifact.

Reading the plan

FactVerifiable today from public sources or the account's own material.

HypothesisA reasonable assumption to confirm before relying on it in outreach.

Travel technology · B2B

Emerging Travel Group

Emerging Travel Group (ETG) runs RateHawk, ZenHotels, and Ostrovok - a global online travel business with a distributed workforce across many markets. A company this spread out has real global payroll and contractor questions. The entry point is the people who own that distributed hiring.

What we know

Fact

ETG operates RateHawk (a B2B hotel booking platform for travel professionals), ZenHotels, and Ostrovok.
The business is global by design, with teams and contractors across multiple countries and time zones.
RateHawk sells to travel agencies and professionals, so the company already thinks in cross-border terms.

What to confirm

Hypothesis

ETG hires contractors and freelancers in markets where they do not have a legal entity.
Global payroll, benefits, and compliance are handled manually or through multiple local providers.
A single global payroll and contractor platform would consolidate that overhead.

Personas

Head of People / HR Operations

Persona

WHO

The person who owns hiring, onboarding, and payroll for a workforce spread across many countries.

WHY

They feel the pain of managing contractors and payroll in markets without a local entity. A global platform is their problem to solve.

CHANNEL

LinkedIn direct message, then a short intro call.

THE MESSAGE

Hi - I work with companies that hire across many markets, and ETG's footprint stood out. When your teams and contractors span countries without a local entity, global payroll and compliance usually become a manual, multi-vendor mess. If that sounds familiar, I'd love to show how we consolidate it into one platform. Worth a quick 15 minutes?

VP of Finance / Controller

Persona

WHO

The person accountable for payroll cost, accuracy, and compliance across entities.

WHY

They carry the risk and the cost of fragmented payroll. A single provider means fewer vendors, cleaner reporting, and less risk.

CHANNEL

Email, referencing a specific payroll or compliance concern.

THE MESSAGE

Hi - I help finance teams cut the number of payroll vendors they manage across countries. For a business as global as ETG, consolidating payroll and contractor payments into one platform usually removes real overhead and compliance risk. Would you be open to a short walkthrough to see if it fits?

Head of Global Operations

Persona

WHO

The person who runs the distributed teams and contractors day to day.

WHY

They see onboarding friction and contractor management pain directly. Faster, compliant onboarding helps them ship.

CHANNEL

LinkedIn, referencing a recent company milestone.

THE MESSAGE

Hi - given how distributed ETG is, I imagine onboarding contractors across markets takes real effort. We handle global contractor onboarding, payments, and compliance in one place, so teams start faster and stay compliant. Curious if that's a pain point for you right now?

Sources

Cybersecurity · Enterprise

RSA Security

RSA Security is a cybersecurity company known for SecurID, Archer, and NetWitness. It operates globally and, like most security vendors, runs a distributed workforce. The break-in angle is the operational and financial side of that global footprint.

What we know

Fact

RSA Security sells identity, governance, and security analytics products (SecurID, Archer, NetWitness).
It is a global business with customers and staff across many regions.
Security vendors are sensitive about compliance, which makes a compliant global payroll story relevant.

What to confirm

Hypothesis

RSA runs payroll and contractors through multiple regional providers.
Global compliance is a stated priority, so a compliant platform is an easy conversation.
The finance or people team would value consolidating global payroll and contractor payments.

Personas

VP of People / HR

Persona

WHO

The person who owns a global workforce and the compliance that comes with it.

WHY

A security company cares about compliant, auditable payroll. That makes a global payroll platform a natural fit.

CHANNEL

LinkedIn, then a warm intro through a mutual contact if available.

THE MESSAGE

Hi - I work with global companies that want payroll and contractor management to be as disciplined as the rest of their operations. For a security business, compliance is table stakes, and that's exactly where we help: one compliant platform for global payroll and contractors. Would a short conversation be useful?

VP of Finance / CFO

Persona

WHO

The person accountable for global payroll cost and compliance risk.

WHY

Fewer payroll vendors and cleaner compliance reporting reduce both cost and risk, which is a finance-led decision.

CHANNEL

Email, referencing compliance and consolidation.

THE MESSAGE

Hi - I help finance teams consolidate global payroll and contractor payments into one compliant platform. For a company like RSA that operates worldwide, that usually means fewer vendors, lower cost, and stronger audit trails. Open to a 15-minute look at how it works?

Sources

Cloud infrastructure · SaaS

DigitalOcean

DigitalOcean is a cloud infrastructure provider serving developers and SMBs. It is a remote-friendly, globally distributed company. The break-in angle is the people and finance teams running that distributed workforce.

What we know

Fact

DigitalOcean provides cloud hosting, managed databases, and Kubernetes to developers and businesses.
It is a remote-first company with staff and contractors distributed globally.
Its customer base is international, matching a global operating model.

What to confirm

Hypothesis

DigitalOcean uses contractors and freelancers across markets without local entities.
Global payroll and contractor onboarding are handled through multiple tools or providers.
A single global payroll and contractor platform would simplify their ops stack.

Personas

Head of People Operations

Persona

WHO

The person who runs hiring, onboarding, and payroll for a remote-first workforce.

WHY

Remote-first companies feel contractor and global payroll pain directly. A consolidated platform removes real friction.

CHANNEL

LinkedIn direct message.

THE MESSAGE

Hi - as a remote-first company, I imagine DigitalOcean manages contractors and payroll across a lot of countries. We consolidate global payroll and contractor payments into one platform, so onboarding and compliance get simpler. Would a quick intro call be worth your time?

VP of Finance

Persona

WHO

The person accountable for payroll cost and vendor sprawl.

WHY

Consolidating global payroll cuts vendors and cost, a clear finance win.

CHANNEL

Email, referencing remote-first operations.

THE MESSAGE

Hi - for a remote-first business, payroll and contractor payments usually spread across several vendors. We bring global payroll and contractor payments into one platform, which typically cuts cost and simplifies reporting. Open to a short walkthrough?

Sources

Visual collaboration · SaaS

Miro

Miro is a visual collaboration platform used by distributed teams worldwide. As a remote-first SaaS company, it runs a global workforce. The break-in angle is the people and finance teams behind that global footprint.

What we know

Fact

Miro builds a visual collaboration platform used by teams around the world.
It is a remote-first company with a global, distributed workforce.
Its own product is built for distributed work, so it values smooth global operations.

What to confirm

Hypothesis

Miro hires contractors and employees across many countries without local entities.
Global payroll and contractor management are handled through multiple providers.
A consolidated global payroll and contractor platform would fit their remote-first model.

Personas

VP of People / Head of Talent

Persona

WHO

The person who runs a global, remote-first workforce.

WHY

A remote-first company is a natural fit for a global payroll and contractor platform that mirrors how they already work.

CHANNEL

LinkedIn, referencing their remote-first model.

THE MESSAGE

Hi - Miro is built for distributed work, so I imagine your own team is spread across many countries too. We make global payroll and contractor onboarding simple and compliant, which tends to fit remote-first companies well. Would a quick call to explore be useful?

VP of Finance / Controller

Persona

WHO

The person accountable for global payroll and contractor payments.

WHY

Fewer vendors and cleaner global payroll reporting is a finance-led win.

CHANNEL

Email, referencing global operations.

THE MESSAGE

Hi - for a global, remote-first company, payroll and contractor payments often run through several vendors. We consolidate them into one compliant platform, which usually cuts cost and simplifies reporting. Open to a short conversation?

Sources

Shared approach

Cross-Account Playbook

The patterns that repeat across every account. Use these to stay consistent, keep the message sharp, and move each account forward without starting from scratch.

Principles

Target the operator, not the title

The persona who feels the pain is the one who opens the door. Find the person who owns global payroll and contractor management, not just the most senior title.

Confirm before you pitch

Every account has open hypotheses. Validate the biggest one with a warm intro or a discovery call before sending the full pitch. A confirmed problem makes the message land.

One message, one channel

Send the persona's message through the channel listed for them. Match the message to the channel, and follow up once before switching.

Lead with the outcome

Frame every message around the result: fewer vendors, lower cost, simpler compliance. Keep it specific and short.

Cadence

1
Week 1 - OpenConfirm the top hypothesis with a warm intro or discovery call. Send the persona message through the listed channel.
2
Week 2 - Follow upOne follow-up on the same channel. If silent, add a second channel with a shorter version of the message.
3
Week 3 - ShiftMove to the next persona in the account. Different problem owner, same confirmed hypothesis.
4
Week 4 - ReviewLog what worked and what did not. Update the facts and hypotheses, then repeat for the next account.