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Building HR Tech Without Paid Ads: How WorkShield Protects 160,000 Employees Through Organic Growth

Most tech startups pour money into paid advertising to fuel growth. WorkShield took a different path – betting their entire go-to-market strategy on organic channels and PR. The gamble paid off. Today, they protect over 160,000 employees across 300 companies, achieving this scale without spending a dollar on paid ads.

The journey began during the height of the Me Too movement in 2017. As WorkShield’s founder Jared Pope watched workplace misconduct issues dominate headlines, he started asking deeper questions: “How do we solve this problem of harassment, discrimination, workplace misconduct, and really diving into what is the existing system? Is it broken? Can it be fixed? And if it can be fixed, can it be scalable?”

Rather than rushing to market, WorkShield spent months analyzing how companies typically handled workplace misconduct. They discovered a fundamental flaw – most internal reporting systems routed complaints back to the same departments where the issues originated, often taking over 30 days to resolve cases.

Their early marketing decisions proved pivotal. “Our approach was if we’re going to start paid advertising you have to be committed to continually doing paid advertising,” Jared explains. “And that was an approach that we just said hey you know what, we’re going to make a strategic bet that we’re not going to do that.”

Instead, they invested in PR – a monthly retainer that exceeded their mortgage payment. This forced them to focus on organic growth through thought leadership, LinkedIn content, and SEO. The strategy required patience but enabled them to build credibility in a space where trust is paramount.

WorkShield’s platform isn’t just software – it’s a human-powered service that combines technology with expert investigators. “We have a very hard line about any company that’s trying to solve workplace drama, toxicity, HR misconduct, through chatbots, through technology alone, is losing a very critical point that when these issues come up, voices want to be heard, and there’s got to be another human voice on the other side of that line,” Jared emphasizes.

This human-centric approach stems from a deeper understanding of workplace psychology. Jared shares an insight from his law school days about the “role of apology” – a study found that 99% of plaintiffs who won multi-million dollar settlements said money wasn’t what they wanted: “All I really wanted was an apology, but they just weren’t willing to give it.”

This insight shaped WorkShield’s entire approach to product development. Rather than just building reporting tools, they created a platform that ensures every voice is heard and every case is thoroughly investigated by humans – not algorithms.

Their data has revealed surprising patterns about workplace dynamics. “Any department that has 100% male or 100% female has way more issues than when there’s departments that just have female and male together,” Jared notes, challenging conventional wisdom about workplace composition.

The COVID-19 pandemic tested their model but ultimately validated it. While many assumed remote work would reduce incidents, WorkShield saw the opposite. “People got really bold in their actions,” Jared explains. “And then, as you can imagine, when people went back to the office, it’s the same thing. They forgot how to act.”

Today, WorkShield maintains its growth through rigorous hiring standards. Every hire must meet three criteria: “They got to be hungry, humble, and smart,” Jared emphasizes. This framework has enabled them to double in size since September while maintaining their culture and service quality.

Looking ahead, WorkShield aims to expand beyond misconduct reporting into ethics, fraud, and whistleblower protection. They’re so confident in their process that they’re planning to cover insurance deductibles for clients who face lawsuits – a bold move that demonstrates their commitment to customer success.

Their story offers a powerful lesson for tech founders: in sensitive categories like HR tech, trust and credibility often matter more than rapid user acquisition through paid channels. Sometimes, the path to scale isn’t about spending more – it’s about earning trust through consistent, thoughtful execution.