TIN — GTM V2 — Saudi Ready Mix

Go-to-market draft

One-liner. We're taking TIN (Talent Intelligence Network — already live at app.talint.net) into Saudi Ready Mix Concrete Company (SRMC) as the first Kingdom of Saudi Arabia (KSA) enterprise pilot, positioning it as a white-label talent intelligence platform built for large blue-collar workforces with KSA-specific compliance pain.

Strategic shift since V1. Zan's plant-manager brief (2026-05-06) is the input that drove this V2. Old plan was discovery-first: ask SRMC about their pain points, then come back with a tailored demo. New plan is demo + credibility pack first, used as the door-opener; pain comes out during the demo. The plant manager (PM) explicitly said SRMC will only engage once we have something prepared — they won't talk to vendors who arrive with nothing built. The PM also offered to arrange a meeting with "the head" of SRMC, but only after we have a demo + company materials ready.

1 · The brief — what SRMC's plant manager told Zan

Zan spoke to a plant manager who runs 60 operators and 30 drivers (around 100 people total). The PM gave Zan five capabilities SRMC needs. Each card below names the feature, explains it in plain English, includes the relevant quote, and lays out our notes / open questions.

Zan: please review each card. If anything doesn't match what you actually heard, use the feedback box on the card to flag it. Then click Save. Then use Copy my feedback at the top to export everything.

F1 · Iqama expiry alerts

P0 — priority

✓ Approved by Zan · 2026-05-08

What it is: automated notifications when an employee's Iqama (KSA work permit / residency document) is about to expire. Saudi employers carry legal liability if Iqamas lapse — fines apply, and the worker becomes unable to leave the country until it's resolved. So HR teams need to track every Iqama expiry date for every non-Saudi employee.

"Priority feature: Iqama expiry alerts (automated notifications)" — Plant manager, via Zan WhatsApp 2026-05-06

Our notes: The PM named this as their priority feature. We can build this for the demo using mock data — TIN tracks Iqama expiry dates that HR enters into the system. We don't need to query a government database (and as it turns out, we couldn't even if we wanted to — see §6).

Zan (2026-05-08): Correct. SRMC already has an existing HRIS but it is limited — Iqama expiry alerts is one of the features they specifically mentioned wanting that their current system doesn't cover. (This is a wedge: they have HR software, but not this.)

Zan: does this accurately capture what the PM said about F1?

F2 · Iqama transferability + driver legal-presence verification

P0 — IN scope (driver-type resolved)

✓ Approved by Zan · 2026-05-08

What it is: when SRMC is hiring drivers, they need to verify three things about each candidate before signing them on: (1) does the candidate have an Iqama that is legally transferable from their current employer (only some Iqamas are — depends on contract status, sponsor permission, time served, etc.), (2) is the candidate actually present in the country legally right now (not on an expired visa), and (3) who do they currently work for (so SRMC isn't accidentally poaching from a sister company or hiring someone with an active dispute).

"Need to verify that drivers have a transferable Iqama. Confirm the candidate is legally in the country, currently employed, and who they work for. Ensure job description matches the driver's actual status and location." — Plant manager, via Zan WhatsApp 2026-05-06 (driver screening section)

Our notes: This is real pain — driver hiring at scale is messy. For the demo, we can show a "driver screening" view with mock data (clearly labelled as illustrative). For production, the data would come either from SRMC's existing HR system or via SRMC giving us access to the Saudi government portals — see §6.

Zan (2026-05-08): Right. Cement mixer drivers are the main role they usually hire. For new hires, the compatibility check inside the screener would save a lot of man-hours — currently they're doing this verification manually. (Translation: F2 isn't just risk reduction; it's hours-back-per-hire ROI we can quantify.)

Zan: does this accurately capture what the PM said about F2?

✅ RESOLVED — heavy-commercial concrete-mixer drivers. F2/F3 stay in scope.

Zan checked with the PM (2026-05-08): "Specifically concrete mixture drivers. They are usually from the subcontinent but they like to hire people based in the Kingdom but from the subcontinent."

Concrete-mixer trucks are heavy-commercial vehicles — not on the Saudized closed-professions list. SRMC's driver hires are non-Saudi (subcontinental nationals already in-Kingdom), which is exactly the population F2 (Iqama transferability) and F3 (JD vs actual status) were designed to cover. F2 and F3 remain locked in the demo; this was the blocker and it's cleared.

Driver clarification — closed 2026-05-08

RESOLVED 2026-05-08 — Concrete-mixer (heavy-commercial) drivers from subcontinent, based in Kingdom. F2/F3 in scope.

✓ Closed

F3 · Job description vs actual status verification

P1 — IN scope

✓ Approved by Zan · 2026-05-08

What it is: a candidate applies for a job claiming a particular role and location. F3 cross-checks that against what their current/previous employer has on record. If a candidate applies as "warehouse supervisor in Riyadh" but their actual registered job is "junior dispatcher in Jeddah," that's a red flag worth surfacing before SRMC hires them.

"Ensure job description matches the driver's actual status and location." — Plant manager, via Zan WhatsApp 2026-05-06

Our notes: Same data-source dependency as F2 — needs either SRMC's HR system or Qiwa portal access to verify "actual status."

Zan (2026-05-08): This is more for drivers. A lot of smaller-vehicle license drivers apply for these heavy-commercial roles — F3 needs to ensure they are present in the Kingdom and have applied under the right vehicle category. (Translation: F3 catches license-class mismatch on inbound applications — a concrete and demonstrable red-flag rule.)

Zan: does this accurately capture what the PM said about F3?

F4 · Saudization (Nitaqat) — visibility, not legal advice

P0 — reframe accepted

✓ Approved by Zan · 2026-05-08 — reframe accepted

What it is: the Saudi government runs a programme called Saudization (also called Nitaqat, which is the scoring system) that requires private companies to maintain a minimum percentage of Saudi-national employees. Companies are graded into bands (Platinum, Green, Yellow, Red) based on how well they meet quotas. Falling into a lower band has real consequences — the company can lose the ability to hire any non-Saudi staff at all, freeze visa renewals, etc. The PM described SRMC as currently feeling "stuck" because of recent rule changes.

"Help navigate new government laws requiring certain roles to be filled only by Saudis. Provide guidance or screening to ensure compliance when hiring. Solve the issue of companies being 'stuck' unable to hire new non-Saudi staff due to rule changes." — Plant manager, via Zan WhatsApp 2026-05-06

Our notes — important reframe: the PM asked for "guidance" on Saudization compliance, but giving legal compliance advice is not something an AI product should do — the rules change by ministerial circular every few months, getting it wrong creates legal exposure for SRMC. What TIN will provide instead: data visibility — current Saudi-vs-non-Saudi headcount, current Nitaqat band, role-by-role breakdown, and a "this hire would shift your ratio by X%" projection. What TIN will not provide: a definitive list of which roles are Saudi-only, or an opinion on whether a particular hire is compliant. That stays with SRMC's HR consultant or law firm.

Zan (2026-05-08): "What they meant by this is exactly this. Data visibility — current Saudi-vs-non-Saudi headcount, current Nitaqat band, role-by-role breakdown, and a 'this hire would shift your ratio by X%' projection." ✅ Reframe confirmed accurate.

Zan: does this accurately capture what the PM said about F4? Are you OK with the reframe (visibility, not advice)?

F5 · AI HR chat / email assistant

✓ Approved by Zan · 2026-05-08

What it is: a chat sidebar inside TIN where HR users can quickly draft routine HR emails and generate HR reports without leaving the system. Use cases: warning letters, leave-approval responses, offer-letter drafts, monthly headcount reports, attendance summaries. The PM specifically mentioned "ease of work" as a theme — making HR's day-to-day faster.

"Mainly it's the ease of work... if you got something where they could just quick HR email that needs to be done. HR reports that need to be created, in the conversation section... something like this would definitely appeal to them." — Plant manager, via Zan voice note 2026-05-06

"Help format and draft quick HR-specific emails. General chat feature to assist with daily HR tasks." — Plant manager, via Zan WhatsApp 2026-05-06

Our notes: Easy to build. Constraint: keep it as templated emails (bilingual Arabic + English) plus structured report generation, with a human approval step — not an open conversational HR chatbot. Reason: an HR chatbot saying the wrong thing about, say, a termination process, creates liability. Templated drafts that a human approves before sending = useful and safe.

Zan: does this accurately capture what the PM said about F5?

F6 · Screening + compatibility ranking + overall ranking

✓ Approved by Zan · 2026-05-08

What it is: when CVs come in for a role, TIN automatically screens each candidate against the role requirements (qualifications, experience, red flags), scores how well-matched they are ("compatibility ranking"), and produces an overall ranked shortlist for HR to action. The PM described this as the most desired functionality — they get a high volume of CVs and need to filter signal from noise.

"Strong screening functionality to filter the right candidates. Compatibility ranking (mentioned as highly desirable). Overall ranking system to prioritize best-fit applicants." — Plant manager, via Zan WhatsApp 2026-05-06

Our notes: This is TIN's existing core functionality on talint.net. No new build required for the demo — Keith confirms which screen state we use. Keith

Zan: does this accurately capture what the PM said about F6?

F7 · HRIS integration — work alongside existing system

Roadmap mention

✓ Approved by Zan · 2026-05-08

What it is: SRMC already runs an HRIS (HR information system — the system of record for employee data, payroll, leave, etc.). The PM's preference is that TIN works alongside their existing HRIS, not replace it. So TIN reads from / writes to their HRIS rather than asking them to abandon it.

"System preferably should work alongside their current HRIS." — Plant manager, via Zan WhatsApp 2026-05-06

Our notes: Integration is straightforward technically. What we don't know yet: which HRIS SRMC actually uses (Bayzat? ZenHR? SAP SuccessFactors? something in-house?). Zan to ask the PM — see Q5 in the right pane.

Zan (2026-05-08): Yes, will get HRIS info. Can be discussed during the demo — Zan brings it as an open conversation rather than blocking the demo on getting it locked first.

Zan: does this accurately capture what the PM said about F7? Do you know which HRIS they use?

F8 · Workforce reduction analytics

Roadmap — reframed by Zan

✓ Clarified by Zan · 2026-05-08

What it is (REFRAMED): the PM's reference to "downgrade" is workforce reduction — identifying which non-essential staff to cut when the business needs to right-size. Performance indicators here are retention-decision support, not annual performance reviews: who's redundant, who's underperforming relative to peer roles, which seats can be consolidated.

"They're trying to downgrade as well... where you can add to that as well to see, you know, performance indicators if you could as well." — Plant manager, via Zan voice note 2026-05-06

Zan (2026-05-08): "Downgrade" = cut non-essential staff. So this would be helpful. (TIN angle: combine F4 visibility + F6 ranking to flag candidates for reduction without making a legal judgement.)

Our notes: Politically sensitive territory — frame this as roadmap in the SRMC demo, not a headline feature. Useful internal-positioning insight: SRMC is in a downsizing mindset, not just a hiring mindset. Pitch should acknowledge both directions.

Zan: any clarification on what the PM meant by "downgrade" and "performance indicators"?

2 · Demo scope — comparison matrix

✅ Zan's pick (2026-05-08): Option B — Full 5-feature. Reasoning: "Option B would be the best as it shows a variety even in a mock state." Now needs Keith's engineering-day estimate to confirm Option B is feasible inside the demo window, or counter-propose a fallback.

Plant manager named 5 must-have capabilities. Building all five to demo quality is a real lift. Below: four scope options. Zan has picked Option B. Keith picks next — what's feasible to build, in what timeline? Group locks one option as the demo target.

Keith: please fill in your engineering-day estimates in the input fields below the matrix and click Save. If Option B's engineering cost is too high inside the target window, counter-propose A or D.

Feature	A · Focused MVP (Recommended)	B · Full 5-feature	C · Tight 2-screen	D · Pragmatic hybrid
F1 · Iqama expiry alerts	mock	mock	mock	mock
F2 · Iqama transferability + driver	roadmap	mock	—	mock
F3 · JD-vs-actual verification	roadmap	mock	—	roadmap
F4 · Saudization visibility dashboard	✓ build	✓ build	roadmap	✓ build
F5 · AI HR chat (templated emails)	roadmap	mock	—	mock
F6 · Screening + ranking	✓ live	✓ live	✓ live	✓ live
Engineering days Keith
Impact on app.talint.net	Light — additive screens	Heavy — branch + merge later	Negligible	Light — mostly mock UI

Cell legend: ✓ live = exists in TIN today · ✓ build = build before demo · mock = high-fidelity mock with realistic data, labelled as illustrative · roadmap = on roadmap slide · — = not in this option.

✓ Zan: Option B · 2026-05-08 — "variety even in mock state"

Zan + Keith: which option do we ship? Comments / counter-proposals welcome.

Recommended option:

Feasible option:

3 · Demo arc — what we walk SRMC through

✓ Approved by Zan · 2026-05-08

Zan's positioning directive (2026-05-08): "Yes we need to come across as a business with past results and TIN as the first of its kind in KSA." Two-part frame: (1) credibility through past delivery — Keith's UK clients, OBP track record; (2) category-creation language — TIN positioned as the first KSA-built talent intelligence platform, not a Western tool retrofitted. This shapes the opening 2 minutes below.

The structure of the actual demo session, ~20 minutes total. The PM described what would resonate: come in with something already built, ask briefly about challenges at the start, walk them through the demo, position as a partnership.

Open (~2 min). "We're TIN, part of Keith's group. Used in the UK by [clients]. Expanding into the Kingdom. Brief intro of who we are + the three of us."
Brief challenge probe (~2 min). "Before we walk you through what we've built — what are the top 2 challenges your team faces today on hiring + workforce compliance?" Listen, don't pitch.
Walkthrough (~10 min). Walk the locked demo scope. Tie each feature to a pain we already know they have (from the PM brief). Don't ask "what about this?" — show, then ask "does this match what you'd want?"
Partnership ask (~3 min). INTERNAL THINKING — not pitch language until Keith approves The thinking is: "We'd like to work with SRMC + Alturki Holding as a partner — built-for-KSA system in exchange for our reference + KSA market entry. Joint announcement when ready." Reality check: this language is presumptuous before a relationship exists. Pitch language likely softens to "we'd value the chance to be evaluated as a strategic vendor for your KSA workforce intelligence."
Close (~3 min). Next steps: data audit, integration scoping, pilot proposal.

"Prepare it, get a demo ready. Rather than asking them, 'What about this? What about that?' come in with a prepared demo that covers these things... 'And we have worked with projects where we've been developing technologies for different sorts of businesses. And we've got clients in the UK that use Talent Intelligence Network. Now, as part of our expansion into the Kingdom, we'd like to have a discussion where we can work with you as a partner.'" — Plant manager (paraphrasing the suggested pitch), via Zan voice note 2026-05-06

Zan: does this demo arc match the PM's suggestion? What would you refine?

4 · Credibility pack — board-pack PDF + public website

✓ Approved by Zan · 2026-05-08

Zan's three asks for the credibility pack (2026-05-08):

Marketing domain — Zan votes separate marketing domain (not talint.net root). Specific domain still Keith decision.
Team Partners — board pack + website must surface the partner/team layer prominently. Not just product, but the people + group behind it.
Story type — pack needs a narrative arc, not just feature pages. KSA market-entry story + first-of-its-kind framing carried through the deck and the site.

The PM was very clear: SRMC won't engage with vendors who arrive with nothing built. We need a 2-3 page company profile PDF ("a board pack"), and a public website that makes us look like an established vendor — not a startup pitching ideas.

"Saudi Arabia is not like the West. There's a lot of doubts. Your company should have some sort of a profile as well — like a bill of board pack type of thing. A two to three PDF, slides of what you have, and some of the clients we as a group have worked with... Saudi Ready Mix is a big organisation. They won't speak to developers who want to do something for them — they won't take the risk. You've got to create that thing first... You should not come in with no product. You should come in with a million dollars and a website ready, essentially." — Plant manager, via Zan voice note 2026-05-06

Board pack PDF — 2-3 pages

Page 1: Cover · TIN logo · "Part of Keith's group" · KSA-specific framing
Page 2: Group track record (UK clients Keith supplies the list) + three founder bio cards (Keith, Zan, Shivy)
Page 3: 4 KSA-specific value pillars (Iqama / Saudization visibility / AI HR ops / Screening + ranking) + demo screenshot strip + partnership ask

Public-facing website

Domain decision needed — talint.net root, or a separate marketing domain? Keith
Single-page enterprise SaaS aesthetic — must read as established vendor, not indie startup. Reference visual quality: Workday, Bayzat, ZenHR, Salesforce.
Sections: Hero · Built for KSA (4 pillars) · Why TIN · Team · Track record · Partner with us · Contact
Build budget: ~2–3 days once brand assets + content are in hand · deploy on Cloudflare Pages

Zan: does the PM's framing of "board pack" + "website ready" match this plan? Anything to refine?

5 · Sales motion + sequenced next steps

Entry: plant manager → "the head" of SRMC. The PM said the CTO doesn't know the day-to-day pain, so we route through the PM to whoever "the head" is. The PM will arrange this once we're demo-ready.
Demo-led, partnership-led. No procurement marathon — fast move from demo to pilot to commercial discussion.
Reference flywheel: SRMC + Alturki reference unlocks RASCO / Naqua + the wider Alturki portfolio (~30 companies).

Sequenced timeline

Now → next 48h: Zan reviews V4 §1 and confirms accuracy of feature brief · Keith reviews V4 §2 (engineering days) and §6 (technical/regulatory) · group call to lock demo scope option · driver-type fact-find with PM (binary)
+1 week: Demo scope locked · MISA + PDPL workstream owners assigned (see §6) · UK client list confirmed · founder bios drafted · domain + brand decisions made
+2 weeks: Demo built (Keith) · board pack PDF drafted (Shivy) · marketing website drafted (Shivy) · group review
+3 weeks: Plant manager arranges meeting with "the head" · demo + pack go in · partnership conversation
+5 weeks: Pilot proposal or clear no-go · RASCO + Naqua enter discovery

6 · Research findings — KSA HR data integration feasibility

✓ Approved by Zan · 2026-05-08

Zan's positioning clarification (2026-05-08): "The Absher, Qiwa and other platforms are more for government ID, violations, right. But our focus would be from HRIS & what we discussed above." Translation: the gov-portal integration path is real but not the lead. The product enters through HRIS (read SRMC's existing HR system → enrich → act); Absher/Qiwa become a roadmap deepening, not a demo blocker. Frames the sale as "we work alongside your HRIS" rather than "we replace your relationship with the Saudi government."

Before locking the demo scope, we ran research on how Saudi HR data actually works — what's accessible, what costs, what we can build for real vs what we'd need to mock. Below is the plain-English version. Full technical report at 01-Strategy/_Research_KSA-HR-Data-Integrations.md.

What we wanted to know

Is the data we'd need to power features F1 (Iqama expiry alerts), F2 (Iqama transferability + driver verification), F3 (JD-vs-actual), and F4 (Saudization visibility) actually accessible to a foreign vendor like TIN? If yes, how — and at what cost? If no, can we still build a credible demo using mock data?

What we found out

The Saudi government's HR data systems are a closed ecosystem, not a public marketplace. Each system is run by a different government body, and access is locked to the actual employer — not to outside vendors:

Absher (run by the Ministry of Interior) — the master record for Iqama details, visa status, exit/re-entry permits. Only the employer's authorised representative can query this.
Muqeem (also Ministry of Interior) — handles Iqama issuance, renewal, and transfer. Same access model — employer-only.
Qiwa (run by the Ministry of Human Resources) — the system of record for employment contracts, work permits, Saudization percentages, Nitaqat band. Employer access only.
Mudad (also Ministry of HR) — the wage protection system, payroll records.

Authentication into all of these is via Nafath, the Saudi national digital identity system. Whoever queries the data has to be authenticated as an authorised representative of the actual employer. There is no developer signup, no public API, no Stripe-style "pay us per query" model.

What this means for TIN: we cannot pull SRMC's data ourselves. SRMC has to either (a) export their data to us themselves (e.g. CSV from their own HR system, or screen-grab from their Qiwa portal), or (b) authorise us as their delegated agent inside their own Qiwa / Muqeem accounts.

Good news for the demo. None of this blocks us from building a credible demo. Every feature SRMC asked for can be shown convincingly with realistic mock data, clearly labelled as "illustrative." The only feature we can build with real data even at demo stage: a Saudized-profession matcher — a static lookup of the 100+ professions HRSD has reserved for Saudi nationals, cross-referenced against SRMC's job titles. Cheap, real, defensible.

Three real-data paths for production (not blocking demo)

Customer-push integration. SRMC exports their employee Iqama / payroll / contract data to TIN via CSV or SFTP from their existing HR system. Authorised SRMC signatory grants us delegated access. Lowest friction, cleanest legally, fastest to live data.
Partner with an existing Saudi HR-tech vendor. Companies like ZenHR, Bayzat, and Jisr have already done the hard work of integrating with the government systems. We'd consume their data layer via API or partnership. Faster than building it ourselves, but means giving up some margin (typical 20–40% revenue share) and being on their roadmap for changes.
Direct government integration. Bilateral integration with Qiwa / HRSD via SRMC's authorisation. Slowest path — months of paperwork. Only worth it after multiple paying KSA customers justify the cost.

Regulatory prerequisites — what TIN needs before SRMC can sign

A Saudi business licence. Specifically a MISA licence (Ministry of Investment Saudi Arabia) plus a Commercial Registration. This is the standard precondition for any foreign company selling to a Saudi enterprise. Cost ~SAR 12,000–25,000, takes 2–6 weeks. 100% foreign ownership is permitted for IT services.
A data-protection compliance programme. The Saudi PDPL (Personal Data Protection Law) has been in full enforcement since September 2024 and applies extraterritorially — meaning it applies to TIN even if our servers are in the UK. We need a Data Protection Officer (DPO) function and a Data Protection Impact Assessment on HR data.
A KSA-region cloud deployment. SRMC's procurement will likely require employee data to physically reside in the Kingdom. Realistic options: AWS Bahrain, STC Cloud. Keith decision

Recommended approach

Ship the demo on mock data. Use the Saudized-profession matcher as the one piece of real data. Run the MISA licence + PDPL compliance + KSA hosting decision as a parallel workstream — these things take weeks and need to be done anyway, but they don't gate the demo. In the demo conversation, frame TIN as "integration-ready" rather than "live-integrated" — honest, defensible, and gives us room to negotiate the right path with SRMC after the demo lands.

Keith: technical / regulatory comments. Zan: does any of this contradict what the PM said or expects?

Group questions for the call

Decisions and inputs the group needs to align on before the demo build starts. 9 questions, grouped by type. Owner-tagged for the lead.

Decisions this week

Q1 · Driver type — light-vehicle or heavy-commercial? Zan asks PM

Are SRMC's 30 drivers light-vehicle (which by Saudi labour law means they must be Saudi nationals) or heavy-commercial (no such restriction)?

Yes/no fact-find. If light-vehicle, those drivers are already required to be Saudi nationals — meaning there's no Iqama to transfer or verify, and the driver-screening features (F2 + F3) don't apply. We'd cut them from the demo. If heavy-commercial (likely for concrete-mixer drivers), F2/F3 stay in the demo. Don't ship a driver-screening feature until this is confirmed in writing.

Q2 · Demo scope lock-in Zan first then Keith

Of options A / B / C / D in the §2 matrix, which one ships?

Zan: what's 100% required to move forward with SRMC? Keith: what's feasible to build, in what timeline? Use the approval buttons in §2.

Q3 · Where does TIN's data live — in Saudi Arabia or stay where it is now? Keith

Do we move TIN's hosting to a Saudi-region cloud (AWS Bahrain or STC Cloud) before the deal lands, or keep the current TIN deployment as-is?

Saudi data privacy law (PDPL — Personal Data Protection Law) means SRMC's procurement team will likely require employee data to physically sit on a server inside the Kingdom or a nearby cloud region. If we don't have that ready when we get to procurement, the deal stalls. Two options: (a) commit now and run the migration as a parallel workstream during the demo build; or (b) accept it as a known-risk we'll handle at production rollout — not blocking the demo itself.

Q4 · Partnership / joint-PR framing Keith

Approve the "partnership / joint-PR market-entry" framing, soften it, or drop it?

Currently flagged as INTERNAL THINKING in §3 — needs Keith call before any of this language goes external. Affects website copy, board pack tone, demo arc step 4.

Inputs needed

Q5 · What we need from each of you to build the credibility pack Keith Zan Shivy

Keith — UK client list. Each of us — a 50–80 word bio.

Both feed into the board pack PDF (credentials page) and the website (Founders + Track Record sections). For the client list — logos + a one-line case study per logo preferred; anonymised descriptors like "a top-5 UK asset manager" acceptable if the real names are NDA-restricted. For the bios — keep them credibility-focused (career highlights, expertise relevant to TIN), not personal.

Q6 · Domain + brand Keith

Marketing website at talint.net root, or a separate domain?

Currently app.talint.net hosts the product. Either talint.net root becomes the marketing site, or we register a marketing domain. Affects website build path + brand consistency. Also: co-brand "TIN, part of Keith's group" or stand alone?

Q7 · What HR system does SRMC use today? Zan asks SRMC

Which HR system runs at SRMC currently — Bayzat? ZenHR? SAP SuccessFactors? Something in-house?

Knowing the existing system lets us pitch honestly: "we sit alongside what you already have — we don't replace it." It also tells us which downstream integration partner is most relevant if we go the partnership route (see Q9). The integration itself is on the roadmap, not in the demo — but the answer shapes the narrative.

Q8 · Meeting trigger Zan

What signal does the plant manager need to trigger arranging the meeting with "the head"?

Specifically: does he need to see the website live, the board pack PDF, a demo video, or the live demo session itself? We ship to the lowest bar that gets the meeting booked.

Research-driven

Q9 · How do we get real Saudi HR data into TIN, and when do we set up the Saudi business side? Keith

Two related decisions for production rollout (after the demo lands).

(a) How do we get real Saudi HR data into TIN? The research (§6) found three paths:

SRMC sends us their data themselves — they export from their existing HR system (CSV or SFTP) into TIN. Fastest, cleanest, bilateral with the customer.
Partner with an existing Saudi HR platform — companies like ZenHR, Bayzat, or Jisr are already plugged into the Saudi government data systems. We consume their data layer and pay them roughly 20–40% revenue share in exchange.
Direct government integration — bilateral integration with Qiwa / HRSD via SRMC's authorisation. Months of paperwork; only worth it after we have multiple paying Saudi customers.

Recommendation: path 1 first, path 2 next, defer path 3.

(b) Do we set up the Saudi business side now or later? Selling to a Saudi enterprise needs two things in place: (1) a MISA licence (Saudi business registration — about 2–6 weeks, ~SAR 12–25k), and (2) a PDPL compliance programme (Saudi data privacy law — needs a Data Protection Officer appointed and an internal review of how we handle personal data). Neither blocks the demo. But both are required before SRMC's procurement team will actually sign a contract with us. Recommendation: start both now as parallel workstreams during the demo build.