gtmagency
gtmagency
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Previously ran growth for 500+ SaaS companies through their product launches. Our team has also worked with companies backed by
This playbook maps Empressa's ideal customer profile across account, prospect, and persona dimensions, then lays out 5 signal-based outbound plays. Each play fires on a specific buying signal so your outreach lands the moment a prospect is most likely to act.
| Dimension | Qualified | Prioritization |
|---|---|---|
| Geography | North America, UK, Australia, Western Europe | Tier 1: US and Canada where female founder ecosystems are densest |
| Employee Count | 1 to 500 employees, including solo founders and boutique consultancies | Prioritize 1 to 50 person woman-led businesses and coaching practices |
| Industry / Vertical | Women-led SaaS, consulting, coaching, HR tech, DEI, professional services, media, and education | Prioritize DEI-focused firms, women's leadership orgs, and female founder networks |
| Key Qualifying Signal | Organization or individual publicly monetizing expertise through speaking, courses, consulting, or advisory roles with no royalty-based AI income stream | Highest priority if they already sell knowledge products but lack a scalable passive income layer |
| Tech Stack | Kajabi, Teachable, Thinkific, Maven, Substack, LinkedIn Creator tools, Mighty Networks | Prioritize accounts already running knowledge commerce indicating willingness to monetize expertise |
| Revenue / Funding | Pre-revenue to $5M ARR for Empressaneurs; self-funded or bootstrapped preferred for Imperial Council experts | Prioritize bootstrapped female founders who need leverage without institutional gatekeeping |
| Intent Signals | Publishing LinkedIn content about gender equity, AI, mentorship, or women in leadership; attending WEF, Female Founder events, or DEI conferences | Prioritize active LinkedIn creators with 1K plus followers posting on women in business or AI topics |
| Dimension | Qualified | Prioritization |
|---|---|---|
| Seniority | Founder, C-Suite, VP, Director, Senior Manager, Independent Consultant, Coach | Prioritize Founders and C-Suite women with established personal brands and subject matter authority |
| Primary Titles | Founder, CEO, Chief People Officer, VP of Talent, Executive Coach, DEI Director, Women's Leadership Consultant | Prioritize Founder and CPO titles at women-led or DEI-focused organizations |
| Secondary Influencers | Head of Community, Chief Marketing Officer, Director of Learning and Development, Chief of Staff | Engage as warm introduction paths into primary decision makers |
| LinkedIn Keywords | women in leadership, female founder, gender equity, AI mentorship, women empowerment, DEI, pay equity, women entrepreneurs, knowledge economy, thought leadership | Flag profiles using three or more of these terms as high-intent Imperial Council or Empressaneur candidates |
| Persona | Level | KPIs | Related Challenges | Intent Signals | Related Benefits |
|---|---|---|---|---|---|
| Female Founder / CEO | C-Suite | Revenue growth, community size, brand authority, time to first dollar from expertise | No scalable passive income from expertise, limited mentorship access, time constraints running the business | Posts about scaling, shares female founder stats, attends women entrepreneur summits | Royalty income from AI-powered expertise monetization, 24/7 AI mentor removing advisory bottlenecks, network of peer founders without gatekeeping |
| Executive Coach or Consultant | Director/Independent | Client acquisition rate, hourly rate ceiling, speaking bookings, course revenue | Income capped by hours, difficulty productizing knowledge, lack of trusted distribution | Publishing LinkedIn thought leadership, selling Kajabi or Teachable courses, speaking at DEI events | Royalty stream beyond hourly billing, AI that amplifies reach of her methodology, Imperial Council visibility to attract new clients |
| Chief People Officer / DEI Director | VP/Director | Employee retention, DEI program adoption, pay equity metrics, ERG engagement | Generic AI tools lack women-centric context, difficulty sourcing credible diverse mentors for employees | Job postings for DEI roles, publishing gender equity reports, citing WEF gender gap data | Bias-free AI mentorship for women employees, access to vetted women experts as a benefit layer, measurable DEI impact through platform engagement |
| Women's Leadership Program Manager | Manager/Director | Program enrollment, mentor match rate, participant satisfaction, career advancement outcomes | Scaling live mentorship is expensive, mentor pipelines are thin, programs are geography-limited | Hiring for mentorship coordinators, promoting women's ERG events on LinkedIn, sharing female leadership research | AI mentor available 24/7 to scale program reach, live monthly expert sessions, no geographic constraint on access |
| Aspiring Empressaneur (Rising Women Leader) | Manager/Individual Contributor | Promotion rate, salary growth, side income generated, confidence in decision-making | Imposter syndrome, no access to senior women mentors, generic AI advice not built for her context | Following women in leadership accounts, commenting on pay equity posts, searching for coaching programs | Women-centric AI built from real expert insights, direct access to industry leaders, bias-free guidance tailored to her ambitions |
We identify women who are already monetizing expertise through knowledge products and show them how Empressa's Imperial Council adds a passive royalty income stream on top of what they already do. We target Founders and Executive Coaches running solo or small-team operations.
Scan course platforms
Find creator profiles
Validate LinkedIn presence
Enrich contact data
Find verified emailScore expertise signalsIdentify Buying Committee
Email
LinkedInWe capture women who are publicly signaling alignment with Empressa's mission and outreach while their intent is highest. We target active LinkedIn creators who already have an audience and could benefit from either the Imperial Council or Empressaneur tier.
Monitor LinkedIn posts
Scrape post engagers
Track topic signalsEnrich poster profileFind work emailValidate seniority and titleLinkedInEmailWe scrape or source attendee and speaker data from conferences where Empressa's ICP self-selects in real time, then outreach while conference-topic intent is at its peak. Speakers qualify directly for the Imperial Council and attendees map to the Empressaneur tier.
Scrape event speaker listFind attendee dataMonitor event hashtagsEnrich full contact recordVerify email addressConfirm company and titleIdentify Buying CommitteeEmailLinkedInWe monitor job change signals for warm contacts who previously engaged with Empressa and reach out within 30 days of their transition when they are most open to new tools and communities. A new role creates a fresh budget moment and a new network to introduce Empressa into.
Track job changesMonitor LinkedIn updates
Pull CRM warm contactsEnrich new role dataFind new work emailIdentify Buying CommitteeEmailLinkedInWe track hiring signals that indicate a company is actively spending on women's leadership infrastructure, then reach into both the hiring manager and the incoming hire as dual targets. The hiring org qualifies as an Empressally partner and the new hire is an Empressaneur candidate.
Monitor DEI job postingsScrape LinkedIn jobsTrack hiring signalsEnrich company and contactsFind decision maker emailMap buying committeeBuying CommitteeEmailYou'll have qualified demos booked in your calendar within 45 days: infrastructure, sequences, and live campaigns installed for you.
You don't pay a retainer. Everything we build belongs to you from day one: data, playbooks, and infrastructure.
If by day 45 you aren't seeing qualified demos booked in your calendar, we keep working completely for free until you do.
We build and install a fully automated, signal-based outbound system, outbound, ads, and content, in a 45-day sprint. No retainer, and you own everything. Demos booked in 45 days or we work free until they are.
