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 Future'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 (US primary), UK, Western Europe | Tier 1: US Fortune 500 and large mid-market. Tier 2: UK and EU enterprise with US operations. |
| Employee Count | 500 to 50,000 employees | Sweet spot is 1,000 to 15,000. Below 500 lacks the transformation budget. Above 50,000 often locked into Tier 1 SIs. |
| Industry / Vertical | Commercial real estate, industrial supply chain, energy and renewables, advanced manufacturing, retail operations | Tier 1: Asset-heavy operators with complex supply chain or fulfillment. Tier 2: Financial services ops, healthcare operations. |
| Key Qualifying Signal | Company has an active AI pilot, proof-of-concept, or innovation lab initiative that has not reached production and is not moving the P&L | Highest: PoC running 6+ months with no production deployment. High: Public statements about AI investment without operational results. Medium: New Chief AI Officer or AI transformation hire. |
| Tech Stack | SAP, Oracle, Salesforce, ServiceNow, or legacy ERP indicating operational complexity. Microsoft Azure or AWS infrastructure. | Prioritize accounts with SAP or Oracle ERP plus a visible AI experimentation layer (Copilot, Azure OpenAI, Databricks). |
| Revenue / Funding | $100M to $10B annual revenue. Mid-market: Series C and beyond or profitable. | Tier 1: $500M+ revenue with transformation budget. Tier 2: $100M to $500M with funded digital transformation mandate. |
| Intent Signals | Job postings for AI transformation, Chief AI Officer, or digital operations roles. G2 or Bombora intent on AI consulting, enterprise AI, or systems integration. | High: Multiple AI or transformation hires in 90 days. Medium: Single senior AI hire. Low: General digital transformation intent only. |
| Dimension | Qualified | Prioritization |
|---|---|---|
| Seniority | C-Suite, EVP, SVP, VP | Primary: C-Suite and SVP buyers who own P&L outcomes. Secondary: VP and Director operators who are the internal champion. |
| Primary Titles | CIO, Chief AI Officer, Chief Supply Chain Officer, Chief Transformation Officer, Chief Innovation Officer, COO | CIO and Chief AI Officer are the economic buyers. COO and Chief Supply Chain Officer are the outcome owners. |
| Secondary Influencers | VP of Digital Transformation, VP of Operations, VP of Supply Chain, Head of AI, Director of Enterprise Architecture, CFO (at mid-market) | VP Digital and Head of AI are champion personas who have been waiting for someone to actually ship. Engage them to navigate to the C-Suite buyer. |
| LinkedIn Keywords | AI transformation, enterprise AI, digital operations, supply chain optimization, AI operationalization, intelligent automation, agentic AI, ERP modernization, digital twin | Profiles mentioning failed AI pilots, stalled digital transformation, or SI disappointment are the highest signal prospects. |
| Persona | Level | KPIs | Related Challenges | Intent Signals | Related Benefits |
|---|---|---|---|---|---|
| Chief Information Officer | C-Suite | IT cost as percent of revenue, system uptime, digital transformation ROI, vendor consolidation | Locked into expensive SIs with slow mobilization. AI investments are not reaching production. Board pressure to show AI ROI without another 2-year program. | Searching for SI alternatives. Attending Gartner or Forrester AI events. Posting about AI strategy on LinkedIn. | 3.3x faster time-to-value vs Tier 2 SIs. Outcome-staked delivery reduces program risk. Vendor-agnostic architecture avoids lock-in. |
| Chief AI Officer | C-Suite | AI use cases in production, P&L impact attributable to AI, speed from pilot to deployment | Inherited a portfolio of PoCs that never shipped. Struggling to translate AI experiments into operational results that finance will sign off on. | New in role within 12 months. Public LinkedIn posts about AI operationalization or moving past pilot stage. Hiring AI engineers and ML ops roles. | Structured 12-week cycles that ship verifiable value each cycle. ROI-approving stakeholder lock-in at week two removes internal approval friction. |
| Chief Supply Chain Officer | C-Suite | Inventory turns, freight cost per unit, SLOB reduction, demand forecast accuracy, working capital | Supply chain volatility exposing gaps in allocation logic and demand sensing. Manual exception management consuming ops team capacity. | Job postings for supply chain analytics or demand planning roles. Public commentary on freight costs or inventory challenges. Attending supply chain conferences. | Fulfillment digital twins, demand sensing, and SKU rationalization delivered in a single 12-week cycle. Margin and freight protection with measurable working capital release. |
| VP of Digital Transformation | VP | Program delivery velocity, change adoption rate, number of transformation initiatives in production, stakeholder satisfaction | Internal champion stuck between executive vision and SI delivery timelines. Programs are change-order-heavy and over-budget. No named senior experts on the engagement. | Actively researching AI consulting alternatives on G2 or LinkedIn. Posting about transformation frustrations or lessons learned. Engaging with Future Works content. | Named senior experts on every engagement. Change-order-free sprints. Free Until Value pilot removes budget approval barrier for first engagement. |
| Chief Operations Officer | C-Suite | Cost-to-serve, EBITDA margin, order-to-cash cycle time, cost per transaction, service level attainment | Operational workflows still running on manual or semi-automated processes. AI investments by IT are not touching the workflows that move the P&L. | Hiring for operational excellence or process improvement roles. Attending operations or supply chain summits. Board reporting on margin compression. | Agentic execution of order-to-cash, procure-to-pay, and S&OP workflows. Customer experience and service operations that lift CSAT while compressing cost-to-serve. |
We target CIOs, Chief AI Officers, and transformation leaders at asset-heavy enterprises whose AI pilots are visibly stalled, using evidence of the gap between announcement and production as the hook. Future Works offers outcome-staked 12-week cycles as the direct alternative to another SI-led program that never ships.
LinkedIn Post Monitor
Company News Scrape
Bombora Intent Surge
G2 Category Intent
Firmographic Enrich
Tech Stack Detect
Contact Find
Email VerifyIdentify Buying Committee
Email
LinkedInA new Chief AI Officer is under immediate pressure to show production results and has zero loyalty to the incumbent SI. We reach them in the first 30 days before they inherit someone else's roadmap and position Future Works as the fastest path from pilot to P&L impact.
LinkedIn Hire Alerts
Job Board Monitor
UserGems Champion TrackNew Hire Profile EnrichAccount FirmographicEmail VerifyEmail
LinkedInWe monitor LinkedIn for executives at qualified accounts who publicly signal frustration with incumbent SIs or transformation timelines, then reach out with a direct contrast to the SI model using Future Works counter-moves as proof points.
LinkedIn Post ScrapeKeyword Topic Monitor
Common Room SignalProfile to Account MatchBuying Committee FindEmail VerifyIdentify Buying CommitteeLinkedInEmailClusters of AI and operations hiring at asset-heavy companies signal a funded transformation mandate in motion. We intercept the CIO, CSCO, and transformation leaders before they staff up internally and position Future Works as the faster, outcome-staked alternative to building a delivery bench.
Job Board MonitorLinkedIn Jobs ScrapeBombora Intent LayerAccount FirmographicTech Stack DetectBuyer Contact FindEmail VerifyIdentify Buying CommitteeEmailLinkedInPast buyers, pilots contacts, and engaged prospects who move to new companies carry built-in trust and institutional memory of Future Works delivery. We track these moves and reach out within the first 30 days at their new company when they are most receptive and seeking proven partners.
CRM Contact MonitorLinkedIn Job Change AlertCommon Room TrackNew Account QualifyFirmographic EnrichEmail at New OrgBuying 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.
