The opening slide (slide 1) is simple and direct: brand, tagline (“We help teams grow and succeed”), and short positioning (“The One-Stop People Enablement Platform”). This immediately communicates the mission without clutter and sets the expectation that the deck will explain how the product supports team growth across people processes. The minimalist design, with a faint product screenshot in the background, signals product-driven credibility while keeping the focus on the core message.

For founders: a clear, short value proposition on the first slide helps an investor decide quickly if the deck is relevant. The cover balances brand, mission, and product hinting — an effective pattern for SaaS companies selling to HR and C-suite buyers because it ties emotional benefit (teams succeed) to a practical promise (one platform).

Slide 3 articulates three core drivers of team and company success: clarity of goals, clarity of strengths, and an enabling environment. This framing is effective because it translates a broad HR problem into three actionable dimensions that map directly to product modules. It prepares the audience to see the product as a holistic solution rather than a point tool — a key positioning for winning enterprise buyers who prefer integrated platforms.

Founders should note the cognitive clarity: an explicit problem decomposition makes it easier to align metrics, product features, and customer pain points later in the deck. It also primes investors to judge product-market fit by whether features map cleanly to these drivers.

Slide 4 quantifies the problem with two strong data points: 51% of employees are searching for a new job and the average cost to replace an employee (presented in euros). Using a mix of engagement and expensive replacement cost creates urgency — showing both behavioral intent and a financial hit. The slide is visually sparse but uses large, contrasting numbers to ensure the stats land immediately.

This is a classic investor-oriented move: tie product benefits to economics. For founders, include sourced, high-impact stats and connect them to the ROI of your solution (retention, productivity) so that investors can more easily model customer payback and enterprise ROI.

Slide 5 presents the product as a cycle of Performance, Engagement, and Development with specific modules listed around the circle (reviews, goals & OKRs, feedback, people analytics, pulse surveys, 1:1 meetings, learning). The visualization emphasizes continuity — that data and workflows flow between modules — which supports the one-stop platform claim. Icons add personality and make the functional list easier to scan.

This section is effective because it translates the earlier problem drivers into concrete product capabilities. Founders should emulate this by mapping features to the customer journey and showing how modules interlock; integrated value beats best-of-breed claims when selling to HR functions seeking consolidation.

Slides 6 and 7 (using slide 06 URL) dive into a specific module — 360s and performance reviews — with screenshots that highlight ease of use, radar visualizations, and analytics for team comparison. These visuals demonstrate both end-user UX (simple, clean review flows) and admin analytics capability (skill distribution, team comparison). Showing a representative, polished workflow helps buyers and investors imagine adoption and scale.

For founders: include at least one deep-dive screenshot that shows both the front-end user experience and the backend analytics. It establishes credibility that the product is production-ready and that the company has thought through data capture and reporting — two critical requirements for enterprise purchasing and retention.

Slide 15 lists what makes Leapsome different: one-stop platform integration, modular/customizable architecture, SaaS and EU data security, and structured people analytics. This combination addresses three buyer concerns: breadth (consolidation), flexibility (rollout/customization), and compliance (GDPR/EU hosting). Highlighting 'made in Germany/EU' and GDPR compliance is a strategic differentiator for EU enterprise customers and procurement teams.

Founders in HR SaaS should call out explicit differentiators beyond product features — compliance, data residency, and modular deployment models can be decisive in enterprise selection and justify pricing premiums or RFP inclusion.

Slide 17 shows a clear upward MoM growth chart (average 23% month-over-month) with stacked bars and a trendline. This visual communicates momentum succinctly — a steep, sustained climb is one of the most persuasive things a growth-stage SaaS company can show. The chart lacks raw numbers on the slide, but the clear trend and labeling convey rapid adoption and compounding growth dynamics.

For founders: present growth visually with a simple chart and a concise, credible metric. Investors look for consistent acceleration and evidence that growth scales month-to-month. Accompany charts with a short caption explaining drivers (e.g., land-and-expand, channel expansion) in the spoken pitch or appendix.