Recruit 2 COMEX members for post-series A scaling
Recruit 2 COMEX members for post-series A scaling
Results
Results
Mission context
Mission context
Thynk.cloud, a $2T disrupter in the hotel industry, is lining up to become a leader in vertical SaaS, following in the footsteps of companies like Veeva and nCino. Its innovative product, developed on Salesforce, targets a fast-growing market.
The startup has closed a $13M Series A with leading investments from VCs such as Singular & Fly Ventures, aiming for rapid expansion into a global market.
With a globally distributed team and customer base, Thynk.cloud embraces a flexible and inclusive corporate culture. Its ExCom includes experienced tech and hospitality profiles, such as Pascal Petit (former co-founder of NET2S), Nils Scheers (experience at Hilton, Fresham), Joel Pyser (former SVP at Amadeus Hospitality), Ilaria Marinoni (former at Pegasus, Laynion) and MIT alumni Melissa Jurkoic.
Thynk called on Sonnar to recruit 2 key profiles for their scale: a CFO to structure the Finance BU, and a Head of Professional Services to scale post-Sales.
What made the difference
Our network of experts and the Sonnar method enabled us to precisely define roles that were new to Thynk - 1st CFO and 1st Head of Professional Services.
The analyses carried out after 3 weeks and then 6 weeks of assignments enabled us to refine our needs and stop hunting for certain personas that weren't living up to their promises.
The dynamism of the Sonnar teams made it possible to organize physical culture fits, even though Thynk is a remote-first company. These culture fits were crucial in bringing candidates closer together.
Our network of experts and the Sonnar method enabled us to precisely define roles that were new to Thynk - 1st CFO and 1st Head of Professional Services.
The analyses carried out after 3 weeks and then 6 weeks of assignments enabled us to refine our needs and stop hunting for certain personas that weren't living up to their promises.
The dynamism of the Sonnar teams made it possible to organize physical culture fits, even though Thynk is a remote-first company. These culture fits were crucial in bringing candidates closer together.
Our network of experts and the Sonnar method enabled us to precisely define roles that were new to Thynk - 1st CFO and 1st Head of Professional Services.
The analyses carried out after 3 weeks and then 6 weeks of assignments enabled us to refine our needs and stop hunting for certain personas that weren't living up to their promises.
What made the difference
Our network of experts and the Sonnar method enabled us to precisely define roles that were new to Thynk - 1st CFO and 1st Head of Professional Services.
The analyses carried out after 3 weeks and then 6 weeks of assignments enabled us to refine our needs and stop hunting for certain personas that weren't living up to their promises.
The dynamism of the Sonnar teams made it possible to organize physical culture fits, even though Thynk is a remote-first company. These culture fits were crucial in bringing candidates closer together.
Our network of experts and the Sonnar method enabled us to precisely define roles that were new to Thynk - 1st CFO and 1st Head of Professional Services.
The analyses carried out after 3 weeks and then 6 weeks of assignments enabled us to refine our needs and stop hunting for certain personas that weren't living up to their promises.
The dynamism of the Sonnar teams made it possible to organize physical culture fits, even though Thynk is a remote-first company. These culture fits were crucial in bringing candidates closer together.
Our network of experts and the Sonnar method enabled us to precisely define roles that were new to Thynk - 1st CFO and 1st Head of Professional Services.
The analyses carried out after 3 weeks and then 6 weeks of assignments enabled us to refine our needs and stop hunting for certain personas that weren't living up to their promises.
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