Danimarka start up vizesine başvuru yapacağım da Yerel işe alım uzmanları ile de anlaştık. Direkt onlarla da iş birliği yapacağız. Ayrıca gibi yerel işe alım şirketleri ile de iletişim halindeyiz. Ortak da çalışmalar yapacağız. Butik bir şirket olduğumuz için büyük işe alım şirketlerine göre daha esnek ve birebir müşteriler ile olumlu ilişkiler geliştireceğiz. Onu da vurgulayabilirsin. başka eklemek istediğin bir kısım var ise onları da ekleyebilirsin. sıfırdan iş planını tekrar oluşturabilir misin bu kısımları da iş planına ekleyip yine ingilizce sıfırdan oluşturabilir misin? iş planı ### TalentMatch HR Business Plan

—

#### 1. Executive Summary

##### 1.1 Business Overview
TalentMatch HR is a pioneering startup based in Copenhagen, Denmark, transforming the HR landscape with innovative solutions. Our expertise spans recruitment services, outsourced software developer support for technology companies, and bootcamps for training fresh software engineering graduates. Our unique panel system connects freelance recruitment specialists with companies in need of top talent, facilitating global service delivery.

We differentiate ourselves by integrating AI-powered recruitment tools, patent-pending features, blockchain technology for transparency, and utilizing advanced analytics to offer precise solutions. We further enhance our innovative edge with features like VR-based job interviews and AI-driven personalized career development paths.

##### 1.2 Mission Statement
Our mission is to empower companies with innovative, sustainable HR solutions that boost workforce efficiency by at least 20% within the first year. We aim to attract and retain top talent through expert consultancy services, bridging the gap between technology and human capital to ensure businesses have access to the best talent and effective HR processes.

Our commitment to sustainability includes implementing paperless HR practices and providing eco-friendly technology solutions, aligning our operations with global sustainability goals.

##### 1.3 Market Opportunity
With an increasing demand for digital transformation and efficient talent management in Danish and Scandinavian markets, TalentMatch HR is ideally positioned to deliver tech-driven HR solutions. The HR technology market in Scandinavia is projected to grow at a CAGR of 10.4% over the next five years, highlighting a significant market opportunity.

Our target market includes companies with 50 to 5,000 employees across IT, finance, healthcare, and manufacturing sectors, representing an annual market size of approximately DKK 20 billion. We will initially prioritize technology and financial services companies across Denmark and the European Union.

By leveraging partnerships with local recruitment firms and utilizing global freelance recruiters, TalentMatch HR aims to enhance its market reach and service customization. Collaborations with recruitment companies like Ethic HR, TalentChase, TalentCollective, and Rise Teknoloji further extend our capabilities and market knowledge.

—

### 2. Business Description

#### 2.1 Company Overview
TalentMatch HR is set up to revolutionize the traditional recruitment and HR landscape. Our offerings consist of:
- Advanced Recruitment Services: Utilizing AI-powered recruitment services for efficient candidate matching and machine learning for enhanced candidate screening. Incorporating blockchain for transparent and fraud-proof hiring processes.
- Outsourced Software Developer Support: Providing access to a pool of skilled software developers equipped with on-demand talent and real-time collaboration tools.
- Graduate Bootcamps: Intensive training programs for recent software engineering graduates, focusing on both technical and soft skills.
- Freelance Recruitment Panel: A platform connecting freelance recruitment specialists with companies to widen the talent pool.

Our operations are driven by cutting-edge technologies, including AI, VR, AR, blockchain, and advanced analytics, ensuring a streamlined and transparent recruitment process.

#### 2.2 Vision Statement
To become the leading provider of innovative HR solutions in Scandinavia, creating seamless connections between job seekers and employers through cutting-edge technology.

#### 2.3 Values and Principles
- Innovation: Continuously adopt and integrate the latest technologies.
- Sustainability: Commit to eco-friendly practices in all operations.
- Integrity: Ensure transparency and trust in all dealings.
- Client-Centricity: Deliver exceptional value and customized solutions to clients.

—

### 3. Industry and Market Analysis

#### 3.1 Industry Overview
The HR and technology consulting sectors in Denmark are growing, driven by the need for digital transformation and effective talent management. Denmark’s commitment to sustainability provides an edge for eco-friendly solutions, making it an ideal location for TalentMatch HR. The digital transformation of HR processes is expected to grow in economies like Sweden, Norway, Germany, and the Netherlands.

#### 3.2 Market Opportunity
- Geographic Focus: Initially target Denmark and the European Union, focusing on technology companies, pharmaceutical firms, and financial services sectors.
- Demographics: Companies with 50-5,000 employees in IT, finance, healthcare, manufacturing, and related sectors.
- Psychographics: Growth-oriented management teams valuing innovative and sustainable solutions.

Denmark offers a conducive environment for new businesses, including a simplified startup process with minimal costs, ample support and guidance from government programs, and a vibrant startup ecosystem fostering innovation and growth.

##### Entrepreneur-Friendly Environment
Denmark is recognized as one of the most digitalized and entrepreneur-friendly countries. The Danish Government’s “Start-up Denmark” visa scheme attracts talented entrepreneurs looking to grow high-impact startups or establish branch offices in Denmark.

—

### 4. Marketing Plan

#### 4.1 Marketing Strategy
- Branding: Develop an identity centered around innovation, efficiency, and sustainability.
- Digital Marketing: Enhance online presence with a professional website, SEO strategies, and active engagement on LinkedIn, Twitter, and Facebook. Utilize LinkedIn for B2B engagement through blogs, case studies, and video testimonials.
- Content Marketing: Publish insightful white papers, eBooks, and webinars focusing on recruitment strategies and sustainable HR practices.
- Public Relations: Cultivate relationships with industry influencers and media for visibility through press releases and thought leadership articles.

Success will be measured through website traffic growth, social media engagement rates, and conversion metrics from digital marketing campaigns.

#### 4.2 Customer Acquisition and Retention
- Sales Team: Hire an experienced sales team for data-driven, personalized client outreach.
- Referral Programs: Implement client referral programs offering service discounts or exclusive offerings.
- Customer Service: Introduce a CRM system to track client interactions and feedback, ensuring personalized follow-ups and exceptional service delivery.

Target a client satisfaction rate above 90% and a 20% annual growth rate in our client base to build long-term relationships and retain customers.

—

### 5. Enhance Scalability

#### 5.1 Scalable Operational Framework
- Cloud-Based SaaS Platform: Implement a platform for clients to manage their recruitment processes.
- Technical Infrastructure: Detail support systems that enable scalable operations, including multi-language support and 24/7 customer service.

#### 5.2 Global Expansion Strategy
- Phased Plan: Strategy for expanding services to new markets with clear timelines and milestones.
- Partnerships and Localization: Include plans for partnerships, market entry strategies, and localization.

#### 5.3 Clear Revenue Growth Plan
- Revenue Roadmap: Detailed projections and key performance metrics highlighting scaling through customer acquisition, upselling, and cross-selling.

#### 5.4 Enhanced Sustainability Initiatives
- Sustainable Practices: Introduce practices like carbon offset programs for remote work and partnerships with eco-friendly tech firms.

#### 5.5 Advanced Analytics and Reporting
- Detailed Analytics: Offer clients recruitment metrics, diversity hiring, and candidate satisfaction reports.

#### 5.6 Customer Success Stories and Metrics
- Case Studies: Demonstrate the efficacy of our solutions with before-and-after analyses.

#### 5.7 Leveraging Technology for Scalability
- Mobile Apps and Integrations: Develop apps and integration with existing HR software.

#### 5.8 Talent Pipeline Partnerships
- University Partnerships: Establish partnerships with universities and coding bootcamps to create a fresh graduate pipeline.

—

### 6. Operations Plan

#### 6.1 Office and Facilities
- Location: Secure an office in Copenhagen’s central business district.
- Facilities: Equip with modern meeting rooms, co-working spaces, and remote consultation capabilities.

#### 6.4 Staffing Plan
- Initial Team: Start with 5-10 experts in HR, technology, sales, and marketing.
- Training and Development: Regular training programs including certifications, workshops, and technology tools.

—

### 7. Financial Plan

#### 7.1 Funding Strategy
- Bootstrapping: Initial funding from the founder’s personal savings and ongoing services.
- Angel Investors: Involve ready investors like Serkan Borancili, Erdem Yurdanur, and Begüm Öztan.
- Diverse Funding Sources: Pursue Danish venture capital, innovation grants, and other investments.

Leverage existing operations in Turkey to attract further investment.

#### 7.6 Financial Risks and Mitigations
- Market Risk: Diversify services and maintain robust client relationships.
- Operational Risk: Implement comprehensive training programs and backup systems.
- Financial Risk: Maintain cash reserves and diverse funding sources.
- Legal and Compliance Risk: Ensure regular compliance audits and GDPR policies.

—

### 8. Management Team

#### 8.1 Key Personnel

- Founder/CEO: Emrah Ayyıldız, with over 15 years of HR experience, including significant roles at Getir and a major recruitment company. Holds university degrees in Business Administration and Translation Studies, and a master’s in Human Resources. Fluent in German, English, and Spanish.
- Freelance Recruiters:
- Arzu Kılıç: Local insights and top talent sourcing. Speaks English and French.
- Beyza Turkozan: Global headhunter support, especially in tech and startups.
- Gökçe Ece Toptaş: Specialist in technology recruitment and HR strategies.
- HR Consultants: Certified and experienced in a variety of HR functions.
- Tech Specialists: Skilled in HR tech solutions, with certifications in AWS, Microsoft Azure, and data science.
- Sales/Marketing Team: Specialized in B2B sales and digital marketing.

Strategic partnerships with global HR companies and local firms strengthen market presence and service delivery.

#### 8.2 Advisory Board
The advisory board comprises experienced professionals including:
1. Arda Yenen
2. Aylin Öney
3. Ceyda Ertan
4. Erdem Yurdanur
5. Nazım Salur
6. Selin Esencan Baykal
7. Insia Valika

—

### 9. Risk Management Plan

#### 9.1 Risk Identification and Mitigation
- Market Risk: Regular trend reviews, service diversification, and strong client connections.
- Operational Risk: Training programs, robust backup systems, and succession planning.
- Financial Risk: Multiple funding sources and a flexible financial model.
- Legal and Compliance Risk: Ongoing compliance audits and updates on legal regulations.

—

### 10. Legal Considerations

#### 10.1 Business Registration and Licensing
Register TalentMatch HR as an ApS in Denmark and obtain necessary licenses and permits.

#### 10.2 Compliance with Danish Laws
Ensure ongoing compliance with Danish labor and data protection regulations (GDPR) through regular legal consultations.

#### 10.3 Intellectual Property
Secure patents, trademarks, and copyrights for proprietary technologies and branding.

—

### 11. Exit Strategy

#### 11.1 Potential Exit Scenarios
- Acquisition: Sell to a larger consulting or tech firm.
- Merger: Merge with another company to expand market reach.
- IPO: Consider an IPO after achieving significant growth.

—

### 12. Implementation Timeline

#### 12.1 Phase 1: Pre-Launch (Months 1-3)
- Finalize the business plan, secure funding, register the company, and hire initial team members.

#### 12.2 Phase 2: Launch (Months 4-6)
- Develop and launch the company website, initiate marketing campaigns, and start acquiring clients.

#### 12.3 Phase 3: Growth (Months 7-12)
- Expand service offerings, hire additional personnel, and establish strategic partnerships.

#### 12.4 Phase 4: Expansion (Year 2 and Beyond)
- Explore opportunities to expand into other Scandinavian and EU countries.

—

### 13. Activities in the Start-Up Phase

#### 13.1 Business Planning and Registration (Months 1-2)
- Finalize the business plan.
- Register TalentMatch HR as an ApS and acquire necessary licenses.

#### 13.4 Client Acquisition and Service Delivery (Months 6-12)
- Target 100 potential clients in six months through direct sales.
- Start delivering services to initial clients, using feedback mechanisms to improve.

—

### 14. Sustainability and Social Responsibility

#### 14.1 Environmental Practices
- Implement paperless and eco-friendly office practices.
- Offer consulting solutions to reduce clients’ carbon footprints.
- Collaborate with green tech firms to support environmental initiatives.

—

### 15. Industry Trends and Innovations

#### 15.1 Staffing Industry Trends
TalentMatch HR integrates several key trends shaping the future of the staffing industry:
- Automation and AI: Utilize AI-driven tools to automate tasks from candidate screening to scheduling interviews.
- On-Demand Talent: Leverage freelance and gig economy workers for quick, flexible position fills.
- Skill-Based Hiring: Focus on candidates’ skill sets over traditional qualifications, aided by AI and machine learning for evaluating proficiency.
- Diversity and Inclusion: Use AI tools to eliminate biases during recruitment and support workplace diversity.
- Remote Work Adaptation: Incorporate remote work capabilities and virtual onboarding to adapt to increasing remote work trends.

#### 15.2 Recruiting Trends
TalentMatch HR capitalizes on the following recruiting trends:
- Data-Driven Recruiting: Use data analytics for more precise and efficient recruitment decisions.
- Enhanced Candidate Experience: Streamline application processes, ensure transparent communication, and provide timely feedback to improve the candidate experience.
- Employer Branding: Enhance brand visibility to attract top talent through digital marketing and a strong social media presence.
- Technology Integration: Adopt AI, blockchain, advanced analytics, VR, and AR to provide superior value and differentiate services.

By embracing these trends and technologies, TalentMatch HR positions itself as a forward-thinking, innovative leader in the HR landscape, continuously adapting to meet the evolving market needs.