In HR tech, adoption is the real work. Helping organisations change how they work takes time, investment and patience. Fund it without giving up equity.
Real situations we hear in almost every first call.
01
Renewal depends on people actually using it. You pay for training, champions and support long before you know it worked.
02
GDPR reviews, works council sign-off and ISO 27001 often come before a deal closes. You pay for the audits and the people upfront.
03
HRIS integrations, data migration and payroll cutover take months. Your salaries run the whole time, before the customer pays in full.
04
Per-employee pricing grows with your customers’ teams. When they freeze hiring, your expansion stops. Your costs don’t.
From the first People Ops champion to multi-module renewals. Every step of the HRTech deal cycle has its own cash moment.
A Head of People wants your tool. You run a scoped pilot with one business unit to prove time-to-hire or engagement gains.
Where the cash goes
Solution engineers and CSMs work the pilot for free or at a discount. Revenue is still months away.
With Float
Draw to staff the pilot properly. A strong pilot is the cheapest way to win the enterprise deal.
Procurement, IT security and legal step in. In Germany, Austria and the Nordics, the works council reviews any tool that touches employee data.
Where the cash goes
Deals slip a quarter or two. Your team is already hired for the pipeline.
With Float
Pick a grace period of up to 6 months, so repayments start once the contract is signed.
You connect to Workday, SAP SuccessFactors, Personio or HiBob. Org charts, contracts and payroll data move over before go-live.
Where the cash goes
Implementation cost peaks before the first full invoice. Services revenue rarely covers it.
With Float
Tailor each draw to the project. Spread repayments over up to 24 months.
Every employee logs in, managers run their first cycles, and usage becomes habit. This is where retention is won.
Where the cash goes
Customer success is your moat, and your largest cost line. Cutting it costs you the renewal.
With Float
Keep CS fully staffed while usage compounds. Pay interest only on what you draw.
Headcount grows, new modules get added, and multi-year renewals land. PEPM revenue finally compounds.
Where the cash goes
You want to invest in the next module and the next market, without selling equity at the same time.
With Float
Your facility grows with ARR. Draw again, bigger, for the next stage.
How money moves in HRTech.
Cash break-even
Float covers the gap
Facility grows · draw again
We're here at every stage
The pressure
Free or discounted pilots. Your team does the work before anyone pays.
With Float
Fund sales and solution engineers through the pilot.
The pressure
Security reviews, DPAs, works councils. Deals slip a quarter.
With Float
Draw to cover the wait. Choose a grace period that matches it.
The pressure
HRIS integrations and data migration. Cost peaks before go-live.
With Float
Tailor the draw. Repay over up to 24 months.
The pressure
Employees need onboarding. Customer success is your moat, and your biggest cost.
With Float
Keep CS fully staffed while usage compounds.
The pressure
Seats grow, modules get added. Revenue finally compounds.
With Float
Your facility grows with ARR. Draw again, bigger.
We understand it
Long procurement, sticky customers, strong renewals. We underwrite on the retention you have built, not on a forecast.
Simple
Connect Stripe, Xero or QuickBooks in clicks. Get an offer based on your real numbers. No deck, no data room.
Flexible
Grace periods up to 6 months for slow procurement. Repayments up to 24 months for long implementations. Pay only for what you use.
17
European markets
