Precise positioning for SaaS and AI products

10+ years of decoding human behavior.

[Precise positioning for SaaS and AI products @igorconsult]

I see many strong SaaS products still speaking too broadly on their hero section. That means there’s a lot of interesting work ahead on precise positioning 🙂

[Precise positioning for SaaS and AI products @igorconsult]

During a website audit against the voice of the market, it often becomes clear where current positioning differs from the real reason customers choose the product.

If your product may have that gap too, message me — we can take a look together.

[Precise positioning for SaaS and AI products @igorconsult]

This shows clearly how precise positioning connects to business metrics

When the product message becomes more specific, the value is easier to understand

That’s exactly the kind of gap I’m analyzing now: the gap between what a website says and what the market already tells us

[Precise positioning for SaaS and AI products @igorconsult]

This is my independent, outside-in diagnostic demonstrating the JTBD methodology and Causal Inference in action.
ARR figures are probabilistic models intended for methodological demonstration.
Full 40-page Strategic Audit available for product leaders upon request

[Precise positioning for SaaS and AI products @igorconsult]

A well-written job description attracts top talent, reduces churn, and saves months of time.

Send me your job post in DMs.
I’ll show you where you’re losing your best candidates.

[Precise positioning for SaaS and AI products @igorconsult]

Startups keep losing top engineers to corporations

Spoiler: it’s not about salary.
It’s the job description.
#Startup #Hiring

[Precise positioning for SaaS and AI products @igorconsult]

Strong candidates either go straight to corporations, where everything is clear from day one,
or join a startup and leave in 3–6 months because expectations don’t match reality.

[Precise positioning for SaaS and AI products @igorconsult]

Founders hiring first engineers 🔥

How often do your strong candidates pick a corporate offer instead and drop out at the final stages?
How often do your engineers fail to meet expectations or get let go for performance reasons in the first 3-6 months?

#startup #jobposts

[Precise positioning for SaaS and AI products @igorconsult]

Founders hiring first engineers 🔥

How often do your strong candidates ( founding engineers) pick a corporate offer instead and drop out at the final stages?

How often do your engineers fail to meet expectations or get let go for performance reasons in the first 3-6 months?

[Precise positioning for SaaS and AI products @igorconsult]

Gerra`s job posting is part of the company’s strategy, not just hiring.
It reveals where the company is constrained and what they need to fix to grow.
One thing that could be clearer:
what parts of the system already exist vs. what still needs to be built from scratch.

[Precise positioning for SaaS and AI products @igorconsult]

What Startups do You Actually Want to Work at?

Experienced engineers skip most job postings for a simple reason:
it’s unclear what you’ll actually build and what impact it will have.

Without that, there’s no reason to invest time in interviews.
But sometimes it’s different...

[Precise positioning for SaaS and AI products @igorconsult]

That makes the hiring logic clear:
they’re bringing someone in at the moment they need to move from isolated launches to a more systematic operation.

You can see who they need, when, and for what.

[Precise positioning for SaaS and AI products @igorconsult]

What do you think?

#Startup #Jobs

[Precise positioning for SaaS and AI products @igorconsult]

Startups You’d Actually Want to Work At.

Most job postings get skipped in seconds —
they don’t explain what needs to be done or why it matters.

Every so often, you find a different kind. Here’s one 👇

[Precise positioning for SaaS and AI products @igorconsult]

A rare case where the job posting is part of the company’s strategy,
not just a search for a “strong engineer.”

While this is critical for hiring quality, 80% of job posts continue to be generic and templated.