A twelve-month program to open net-new enterprise pipeline for Humaine Labs, one senior room at a time, starting in Singapore.
Enterprise AI upskilling is a crowded, noisy market. Dozens of players, big and small, all making the same claims. Singapore's pull toward brand names favours McKinsey and BCG; its obsession with credentials favours Coursera and Emeritus, who tie up with Stanford and Harvard. Many SMBs will only train on government subsidy, which Humaine Labs can't tap yet without a partner.
And every buyer already owns something, LinkedIn Learning, an LMS, a half-finished pilot, so the reflex is to add on, not switch. Against that, cold outreach and another AI-readiness webinar land nowhere. There is no shortcut on brand, credentials or track record yet.
What works is spearfishing. NO BS goes after the few right companies, Singapore-HQ first, where Humaine Labs already has the logos, approached peer-to-peer through the founders' own LinkedIn, into senior rooms on moving AI from pilots to production. The accounts worth winning, opened by the people they will actually meet.
Your buyers in Singapore (director and above, 500+ employees)
Projections
The fundamentals
The program at a glance
What you get
Target list. Named AI, HR and learning leaders at 500+ employee firms in Singapore, split by Singapore-HQ and regional-HQ.
The access. Senior, in-person sessions co-led by Humaine Labs and NO BS, on moving AI from pilots to production.
Meetings. Qualified 1-on-1s, tracked by name and stage in your CRM.
Reporting. A live dashboard of all activity, plus weekly progress meetings.
Why it works
Warm start. We already speak to senior people, learning and transformation leaders regularly, on behalf of clients like Tigerhall, Knolskape and WhyQ.
The model. Give before you take: senior access peers can't reach on their own.
Validated. Proven with senior enterprise and technology leaders across the region, see the proof.
Conversion. 70% of participants to 1-on-1s; 40% of those to CRM opportunities.
Scale. ~3,800 senior buyers in Singapore alone.
Why it's low risk
Cost. S$7,700 per month for twelve months, a predictable, defined line item.
Payback. 23 qualified opportunities, about S$460k of pipeline, against a S$92k annual fee. Year-one signed lands around S$100k as those opportunities close.
Phased. Singapore first: Singapore-HQ enterprises, then the regional HQs of global firms.
Transparent. Every name, stage and week visible, nothing in a black box.
Humaine Labs has the program. The growth is in the rooms where the AI-adoption decision gets made.
Buying an enterprise AI-upskilling program is a senior decision, owned by the AI, transformation, HR and learning leaders who are on the hook for making AI actually land. In Singapore, that net-new growth sits with roughly 3,800 of them at 500+ employee companies.
Those relationships take time to build, and "AI training" is now the most crowded pitch in the market. Everyone from the LMS vendors to the big consultancies to the bootcamps is in that inbox. Humaine Labs has to earn the room, not rent it.
Why are these rooms hard to reach?
"AI upskilling" is deafening noise
The senior buyer gets pitched AI training every week, by LMS platforms, consultancies, bootcamps and system integrators. A cold sequence that opens with "AI readiness" is deleted on sight.
Too many stakeholders, too much complexity
An AI-upskilling decision touches L&D, HR, IT, the AI and transformation office and finance, each with its own agenda. That complexity stalls deals. The only way through is top-down sponsorship from a senior leader who owns the mandate.
This can't be done remotely
Opening senior relationships in Singapore takes local presence and knowhow that can't be built remotely from India. It needs active founder participation, week after week, which a team scaling across three regions rarely has to spare.
Give before you take.
Behind every senior enterprise AI-adoption deal that closes in this region is a high-level peer-to-peer relationship. You can't build that relationship by making asks, you need to offer something of value first.
Spearfish in a small elite pond, not hit-and-hope
Decision making in APAC is top heavy. A dozen of the right people in an intimate setting beats a thousand badge scans.
Reach out like a peer
A real message from a real peer, about something they care about. Not InMail, not AI-slop emails, definitely not cold calls.
Ride Humaine Labs' own momentum
The Leapfrog Summit, the enterprise logos already trained, the DotKonnekt execution partnership and the named client cohorts are built-in credibility. Time the room around them, and the invite carries Humaine Labs' own momentum, not a cold ask.
Offer something they want, not something you want to give
A real conversation on real issues with real peers. Not whitepapers, webinars or demos.
Share your point of view
Project credibility through your point of view, told through stories, experience and insight. No slide decks.
Earn the 1-on-1, never demand it
You've built credibility, authority and goodwill before your ask. The follow-up is more organic and more to-the-point because they already know and respect your point of view.
This isn't theoretical. We convene the exact senior rooms, then convert them.
Our playbook is seat-agnostic: convene the senior people you need to reach into a room they actually want to be in, then convert. Here is that motion working across clients, industries and geographies, including with founders and CTOs on a technical AI product. It is the same motion we would run for Humaine Labs with senior AI, HR and learning leaders in Singapore.
Proof point
Future of creator marketing lunch in Singapore
Who we did it for: Serious Fluence, a creator-marketing company. We co-hosted the lunch with their CEO, Prem, on the future of creator marketing. See the post on LinkedIn ↗
The ICP in the room: senior leaders (director and above) from named target companies. The mechanic, convene the exact seat you need, then convert, is identical whatever the title on the badge.
Why it maps to Humaine Labs: same motion, different seat. We put a curated senior group in a room they wanted to be in, on a topic they cared about, then converted. It is the identical play we would run to open Humaine Labs' pipeline with AI, HR and learning leaders in Singapore.
In the room: peers across consumer brands, platforms and agencies.
More proof points
Integrate: CEO dinner event in Singapore
An evening for B2B marketing leaders, co-hosted with the CEO of Integrate, on the revenue impact of trusted marketing data. View the post on LinkedIn ↗
In the room:
ByteDance: outbound to AI founders and CTOs
No event here: a direct, peer-to-peer outbound motion we ran for ByteDance's BytePlus AI product. 30 meetings in 3 months booked straight into the calendars of founders, CEOs and CTOs at AI and technology companies, with 5 progressing to POC. Proof the same convene-and-convert discipline works with technical buyers, one on one, not just in a room.
Who we met:
Serious Fluence: Creator marketing lunch in KL
A private lunch in Kuala Lumpur, co-hosted with the CEO of Serious Fluence, for B2C marketing leaders, on creator marketing. View the post on LinkedIn ↗
In the room:
Gimmefy: Brand marketer lunch in Singapore
A lunch event in Singapore, co-hosted by the CEO of Gimmefy, for brand marketers navigating the shift to AI. View the post on LinkedIn ↗
In the room:
Your buyers: senior AI, HR and learning leaders at 500+ employee companies in Singapore.
Three groups own the AI-adoption decision: learning leaders (CLO, VP, Head and Director of L&D and talent development), people leaders (CHRO, Chief People Officer, Head of HR, VP HR) and AI and transformation leaders (Chief AI Officer, Chief Data and Digital Officer, Chief, Head and Director of Transformation). We size them in Singapore at 500+ employee companies, and split each by where the company's global HQ sits: Singapore-HQ enterprises, where the decision is usually made locally, versus regional offices of firms HQ'd elsewhere. We count by job title, not broad job function.
| Buyer group, director and aboveSingapore-based, at 500+ employee companies | Singapore-HQ | Regional HQ elsewhere | Total |
|---|---|---|---|
| Learning and L&D leadersCLO, VP / Head / Director of L&D, Head / Director of Talent Development | 277 | 197 | 474 |
| People leadersCHRO, Chief People Officer, Head of HR, Head of People, VP HR | 484 | 947 | ~1.4K+ |
| AI and transformation leadersChief AI Officer, Chief Data / Digital Officer, Chief / Head / Director of Transformation | 907 | 1K+ | ~1.9K+ |
| Total, all three groups | ~1.7K+ | ~2.1K+ | ~3.8K+ |
Methodology. LinkedIn Sales Navigator, October 2026. We size by current job title, not broad job function, because the function filter (all of HR, all of IT) counts analysts, coordinators and specialists who don't own the decision. Learning titles: Chief Learning Officer, VP / Head / Director of Learning and Development, Head / Director of Talent Development. People titles: CHRO, Chief People Officer, Chief HR Officer, Head of HR, Head of People, VP HR. AI and transformation titles: Chief AI Officer, Chief Data Officer, Chief Digital Officer, Chief / Head / Director of Transformation, Head of AI, Head of Digital Transformation. Company size = 500+ employees, buyer based in Singapore. The split is by the company's global HQ (COMPANY_HEADQUARTERS filter): "Singapore-HQ" is a firm headquartered in Singapore; "regional HQ elsewhere" is the same buyer at a firm headquartered outside Singapore. Cells with a "+" are where LinkedIn caps the live display (about 1,000), so read those as floors; the ~3,800 total is therefore conservative. Named, de-duplicated target lists per group and HQ-tier are built on kickoff.
Sequence. Singapore first and in full: AI and transformation leaders and Singapore-HQ enterprises, where the decision is made locally, then people and learning leaders and the regional offices of global firms. As Singapore results land, we line up Indonesia, Malaysia and Hong Kong. Every group is worked senior-first, account by account.
Where we'd start, and how fast.
The ICP puts a real number on it: roughly 3,800 senior AI, HR and learning leaders in Singapore, at 500+ employee companies, about 1,670 at Singapore-HQ enterprises. Here is the sequence.
How we'd phase it across 12 months
Phase 1 (0-6 months): Singapore. AI and transformation leaders and Singapore-HQ enterprises first, where the decision is made locally, then people and learning leaders and the regional offices of global firms.
Phase 2 (6-12 months): Deepen Singapore as results land, and line up the next markets: Indonesia, Malaysia and Hong Kong.
Within each phase, the motion:
- Find the right peopleBuild the named target list from the ICP: the exact AI, HR and learning leaders worth a room, at 500+ employee companies, Singapore-HQ first.
- Reach out like a peerReal messages from real people to the few who matter, not a sequence tool running on its own.
- Convene the roomSmall, senior, co-hosted sessions on the topic they care about, moving AI from pilots to production, the kind of room they actually want to be in.
- Earn the 1-on-1Every room converts into named 1-on-1s, and we sit in every meeting that matters.
- Live trackingDashboards on activity, conversion and deal progression in your CRM, so you always see the pipeline.
- Weekly updates with usA standing weekly check-in where we walk the numbers together and agree the next moves.
What the program is worth, in your terms.
NO BS takes full accountability for the top of this funnel. The defaults below reflect what we typically see, but move the sliders to your own numbers to get a real view of what this NO BS x Humaine Labs collaboration could produce.
If year one lands: the three-year trajectory
Enterprise AI adoption is land-and-expand. The first program lands in one or two functions, then grows cohort by cohort across the org, so the signed number compounds: about S$400k in year two and S$700k in year three as new logos stack on top of expansion inside existing accounts.
Default sliders reflect our working estimate over 12 months: 12 rooms × 6 senior leaders is 72 reached, 80% to a real 1-on-1 (58), 40% of those to a sales opportunity (23), about a 20% win rate on close (5). At an S$20,000 average ACV that is S$460k in pipeline and about S$100k of signed value in year one, against roughly S$92k in fees (S$7,700 a month). Move the sliders to your own numbers.
Operators, not consultants.
Most firms sell you a plan. We are the team that executes it, in the room, from month one.
Moving Asia from strategy deck to P&L.
More on NO BS ↗
NO BS is a sales execution firm that helps enterprises build pipeline and close deals across APAC.
We don't advise from the sidelines or theorise about markets, we work in them: running outbound, winning meetings, hosting sales conversations, building pipeline, closing deals and learning directly from buyers.
Yuri Bhanage, CEO
Led by CEO Yuri Bhanage, who brings 15+ years of hands-on sales experience in Asia, across SE Asia, China, India and the US, from Fortune 500 to seed-stage startups. Selling to enterprise clients like AIA, Accenture, EY, KPMG, Braze, Almosafer, American Express and New Relic. Connect on LinkedIn ↗
Most relevant here, Yuri has sold corporate learning and people-development solutions directly, including Knolskape, Tigerhall and Uplifting Service, exactly the L&D and people leaders Humaine Labs sells to, and has run outbound for an AI product, ByteDance's BytePlus, straight into founders and CTOs. The learning, HR and AI buyer, and the way they buy, is familiar ground.
Rahul Gokhale, Director
Brings a senior operating perspective from large, complex organizations, with leadership roles at Microsoft, Zendesk, KPMG, Deloitte and Korn Ferry, the last putting him squarely in the talent and people-advisory world Humaine Labs' HR and learning buyers live in, across customer success, partnerships, transformation and leadership. Connect on LinkedIn ↗
Case studies
Serious Fluence
50 meetings in 3 months with senior B2C marketing leaders from the likes of Google, Airwallex, Samsonite and Estée Lauder.
ByteDance
30 meetings in 3 months with founders and CTOs for the BytePlus AI product, 5 progressing to POC stage.
WhyQ
Built an outbound enterprise sales motion from scratch, leading to a US$200K+ enterprise deal closed in the first 3 months.
Why NO BS
Results from month one
Outreach, meetings and pipeline building from day 1, landing in the first month, not after a long ramp.
Enterprise access, without the overhead
Reach the top levels of the enterprises you want, without investing millions in a market-development team to get there.
Results that count, not theories
Meetings, opportunities and deals, tracked by name. Not market theories or a strategy deck that sits on a shelf.
What we'd need from you.
We can get into a lot more detail from here, but four questions first.
- Do the projected outcomes align with your targets?
- What questions do you have on our approach?
- How big a priority is this for you?
- What budget can you allocate to achieve these outcomes?