Zigtal built a Collective Intelligence platform that turns HR systems into Internal Talent Marketplaces, where skills, not titles, are the currency. On paper, the value was obvious. In reality, the market wasn't listening.
Its platform uses a proprietary model to surface dormant skills inside enterprises, turning raw HR data into an active talent marketplace where project leads find the right people without external hiring. The product had real depth. But the outbound was getting lost in a crowded HR tech category, with prospects filing Zigtal next to LMS and HRIS tools and missing the strategic layer entirely.
To scale inside large enterprises, Zigtal needed a GTM motion that bypassed HR tech fatigue and landed directly with CHROs, COOs, and Transformation Leaders looking for a structural fix to the global skills shortage. Thyleads took over GTM execution with one goal: reposition Zigtal from ‘another HR tool’ to mandatory infrastructure for skill-based enterprise growth.
"The HR tech market is incredibly noisy, and our outreach was falling flat. Thyleads fixed this by re-engineering our messaging to finally resonate with decision-makers. They turned our struggle into a consistent pipeline of qualified demos."
The Challenge: Escaping the HR Tool's Big Category
Zigtal was fighting an institutional blind spot. Enterprises were spending millions on external headhunting while their own internal talent, carrying vast reservoirs of dormant skills, was disengaging and walking out the door.
Mislabeled as another LMS
Zigtal was being bucketed as another LMS or HRIS. The product's real value as a Skill Intelligence Platform wasn't reaching the right ears.
Culture buy-in, not business buy-in
Decision-makers liked the 'culture' angle but needed a direct line to Innovation Velocity. The ROI conversation wasn't landing.
L&D saw the need. Ops held the budget.
Sales conversations were dying in the gap between Learning & Development (who understood the problem) and Operations (who controlled the money).
“One more thing” hesitation
Prospects were reluctant to add another tool without seeing how Zigtal acts as the nervous system for their existing stack — not a replacement, but a layer on top.
The Solution: Engineering the Skill-Centric GTM
Thyleads positioned Zigtal as the Architect of Future Readiness. We moved the conversation from optimizing employees to optimizing invisible assets.
The Dormant Skill Audit
We dropped the generic ‘Employee Engagement’ angle and focused on asset underutilization. We approached enterprises with a diagnostic lens: how much of your workforce's expertise is currently invisible to your project leads? By positioning Zigtal as a way to monetize internal knowledge, we turned a soft HR want into a hard operational need.
SAP Alignment & Infrastructure Hardening
Leveraging Zigtal's status as an SAP Solution Partner, we built a high-fidelity outreach grid. We didn't blast lists, we surgically partitioned outreach to target the SAP SuccessFactors ecosystem, positioning Zigtal as a natural upgrade to a multi-million-dollar SAP investment rather than a disruptive new cost.
Signal-Led Talent Bleed Mapping
We replaced broad targeting with friction-based signals. Using a waterfall enrichment stack, we looked for companies experiencing:
- Massive external hiring surges (signaling a failure in internal mobility).
- Rapid technological pivots (signaling a skill-gap emergency).
- High turnover in knowledge-heavy industries like Tech and BFSI.
Multi-Threaded Account Surround
Workforce decisions are never solitary. We launched synchronized offensives, hitting the CHRO with talent-retention logic and the COO with project-velocity proof. By the time the first demo was booked, we had already built internal consensus across the hierarchy.
An Intelligent Feedback Loop
We re-manufactured outbound as a data-capture system. Every objection about culture shift or integration was fed back into the Zigtal lab, turning each ‘not now’ into a data point that refined our skill-intelligence positioning for the next send.
What Thyleads Delivered
The Zero Noise Outcome
Zigtal shifted from being seen as an optional HR tool to being positioned as mandatory infrastructure for skill-based enterprise growth.
Future Outlook: From Finding Talent to Predicting Skill Gaps
The precision engine is now the baseline. The next phase moves from finding talent to Predictive Skill Orchestration.
By using the data captured in this phase, Zigtal and Thyleads are building a GTM model that predicts which companies are one expert departure away from a project failure. The goal: make sure Zigtal is there with the fix before the break happens.