Oyster HR

How Oyster HR Achieved Unicorn Status with $150M Series C in 2 Years

Monthly Revenue

$8.33M

Founders

Employees

600 (est.)

Profitable

Yes

Year Started

2020

Customer

B2B

Founders

Employees

600 (est.)

Profitable

Yes

Year Started

2020

Customer

B2B

Who is Tony Jamous?

Tony Jamous, the founder and CEO of Oyster HR, hails from Lebanon and has a background in computer science obtained in France. Before starting Oyster, Tony co-founded and led Nexmo, a communications platform, which achieved significant revenue milestones before its acquisition by Vonage.

What problem does Oyster HR solve?

Oyster HR helps companies easily hire and manage employees globally, solving the cumbersome and expensive process of international employment for businesses and enabling access to diverse, high-quality talent pools. Customers use it to avoid setting up local entities, navigating complex legal requirements, or finding local payroll providers, which can be a huge hassle and cost.

How did Tony come up with the idea for Oyster HR?

Tony Jamous, after successfully leading Nexmo to an acquisition, took some time to reflect on what he wanted to achieve next. During this period, he realized a persistent challenge he faced at Nexmo: hiring and managing a distributed workforce across multiple countries was cumbersome and inefficient. This firsthand experience with the complexities of global employment inspired him to create Oyster HR as a solution that could simplify the process for other companies.

Tony's idea was further shaped by his personal background and the desire to create opportunities for talented individuals worldwide, regardless of their location. He conducted extensive discussions with potential customers and industry experts to validate the need for a platform that could streamline the hiring process for global teams. By understanding the challenges other companies faced in navigating different employment laws and logistics, he fine-tuned his vision for Oyster.

He leveraged his existing network and early investor support to bring his vision to life, ensuring that his initial product mirrored the market's immediate needs through manual processes, which were later automated at scale. Tony's commitment to mission-driven work and his personal experiences of overcoming barriers led to the creation of Oyster HR, a solution designed to democratize access to global employment opportunities.

How did Tony build the initial version of Oyster HR?

Tony Jamous built Oyster HR by leveraging a combination of innovative strategies and strategic decision-making. The initial product development focused on creating a software platform that would drastically simplify global hiring, allowing companies to employ personnel worldwide without the need for setting up local entities or hiring expensive legal teams. Instead of initially building a fully automated product, Oyster presented a front-end experience that concealed manual backend processes, a method that enabled them to quickly meet market demand and learn from it.

Oyster HR began by establishing a network of partners with local entities, allowing them to offer services in various countries despite the logistical challenges presented by the pandemic, which included closed government offices. This strategic pivot enabled them to respond rapidly to customer needs. Key hires, such as a seasoned head of product from Carta and a general counsel from Trinet, were made to ensure the capability to transform compliance-heavy tasks into seamless software solutions. Within less than six months, they transitioned from planning to securing their first revenue by employing these strategies and emphasizing efficient, scalable operations.

Throughout the development phase, the experience was intense as the team operated within a fast-paced, evolving remote work environment catalyzed by the COVID-19 pandemic. The strategic choice to employ a mission-driven approach and focus on the transformation of existing manual practices into scalable services through software proved to be instrumental in their growth trajectory.

What were the initial startup costs for Oyster HR?

Funding Rounds: Oyster HR has raised over $220 million in funding, including a $150 million Series C round.

What was the growth strategy for Oyster HR and how did they scale?

Oyster HR leveraged social media to drive brand awareness and attract inbound interest. The company focused on storytelling around remote work, sharing insights into building distributed teams, and promoting the benefits of a flexible work environment. This strategy enabled them to establish a strong brand presence, even with limited resources, and become a recognizable name within the HR community.

Why it worked: By positioning themselves as thought leaders in the future of work, Oyster HR built a brand that resonated with their target audience, leading to increased inbound inquiries and customer trust. Their visibility in the HR community made them a go-to source for information on remote work, helping to generate a steady flow of inbound leads.

Inbound Marketing

Oyster HR initially relied heavily on inbound marketing to attract customers, utilizing content to engage potential clients organically. They shared educational resources and provided thought leadership on remote work and distributed teams through blogs, podcasts, and social channels.

Why it worked: This approach aligned with the natural market demand driven by shifts towards remote work during the COVID-19 pandemic. Providing valuable content not only attracted prospects but established Oyster as a trusted authority in the global employment space.

Partnerships and Network Leverage

The early success of Oyster HR also hinged on strategic partnerships, including those with local entities in different countries to rapidly scale international hiring capabilities. By acquiring a small company that had relationships with local partners, Oyster was able to quickly overcome initial infrastructure challenges during the pandemic.

Why it worked: Partnerships allowed Oyster HR to extend their reach and offer comprehensive services across numerous countries without the need for extensive resources. This network effect accelerated growth and helped meet the urgent market demand for global employment solutions.

Customer Feedback and Product Iteration

Oyster HR committed to product development driven by customer feedback, using manual backend processes to manage tasks while the software caught up. They leveraged real-world use cases and partner insights to refine their product roadmap, focusing on automating high-demand features like payroll and employment contract generation.

Why it worked: By involving customers directly in the product development process, Oyster HR ensured their offerings met practical needs, enhancing customer satisfaction and retention. This customer-centric approach helped them build a robust, scalable product that addressed critical pain points in global hiring.

What's the pricing strategy for Oyster HR?

Oyster HR offers a pricing model that starts from a free plan for hiring and managing contractors, while employing full-time workers costs from $399 to $599 per employee monthly, scaling with company size and additional features.

What were the biggest lessons learned from building Oyster HR?

Invest Early in Top Talent: Building the best team early on has been vital for Oyster HR's success. Tony Jamous emphasizes hiring mission-aligned, skilled executives as a foundational strategy. This allows the company to scale efficiently and handle the complexities of rapid growth without frequent restructuring.
Adapt Your Business Based on Market Shifts: Oyster HR leveraged the shift to remote work during the COVID-19 pandemic by focusing on their core service of global employment. They pivoted their approach quickly to meet the new demands, prioritizing scalable infrastructure and a flexible platform while manually handling complex backend processes initially.
Emphasize Culture and Trust: As a fully remote company, Oyster HR underscores the importance of a strong culture built on trust. Implementing practices like asynchronous communication and focusing on results rather than hours worked has enabled them to foster a high-engagement environment where people feel empowered.
Follow a Purpose-Driven Mission: Tony Jamous stresses the importance of aligning business goals with a broader mission. This has helped Oyster HR attract top talent and create a compelling brand, offering meaningful work that contributes to reducing global inequality.
Prioritize Resilience and Flexibility: The company's ability to pivot during economic shifts, such as focusing on cost-effective hiring in emerging markets during tech sector layoffs, shows the importance of resilience. By being adaptable, they maintained growth and continued to deliver on their mission even during challenging times.

Discover Similar Business Ideas Like Oyster HR

How Bryam Loaiza Built Resume Boost AI to $1K MRR in 7 Days

Learn how an aspiring programmer turned his frustration with job hunting into a successful AI-powered resume tool, earning over 10,000 users and generating $1,000 in monthly recurring revenue by leveraging cost-effective pricing, social media, and SEO to capture a niche market hungry for simple and affordable resume solutions.

$1K Monthly Revenue

Read by 4,119 founders

How 3 Founders Built Handshake to $3.5B Valuation in 9 Years

Handshake's case study demonstrates how three young founders, driven by personal challenges and a mission to democratize job access for college students, turned a $700-a-month house into a platform connecting millions of students with employers, all while raising substantial capital including a $200 million Series F round that valued the company at $3.5 billion.

Read by 457 founders