Apoorva Pande

Focused Founder

Focused Founder is a mastermind company that puts tech Founders and operators into peer groups as they grow towards $20 million in revenue or $100 million in valuation. In addition, Focused Founder provides an end to end process for growing revenue, profit, and impact.  Founders and operators that join are focused on:  solving real world problems, being profitable, learning, and implementing systems.

Our core focuses are: green-tech, health-tech, AI, and resource allocation.

If you'd like to know more, go here: https://www.focusedfounder.com/

Advisor at Various Startups

Growth 

Different Hunger

We help digital agencies grow and automate their businesses.

President

Pande Solutions

A portfolio of companies that build solutions for the automation age.

Founder and Chairman

SPInternational

SPI builds multimillion dollar pipelines for high tech companies.

Principal

Awesm.io

Creating traction for Awesm Early Stage Products.

Chief Growth Hacker

Formsfield

A Utility-Based Curated 3D Printing Marketplace

Advisor

Cognitive Media Inc.

Medical 3D printing to increase surgery success rate.
CEO of their Novelties Subsidiary PhotoBiscuit.

Catalyst

Tara Designs

Interior, Retail, and Exterior Design Firm.

JunoWallet

First hire for the team that brought 3MM+ users to the App in under a year
Led and Managed a globally distributed team
Created Strategic Alliances with Amazon, InComm, Aarki and many more

Director of Business Development and Strategic Alliances

Mistakes, I've had a few...

❌Like running out of cash flow before making a profit

❌Like pouring my entire college career into a business that sank without a trace

❌Like draining my bank account, my friendships, and my will to keep going

❌Like watching a close friend make millions while I hit the big red FAIL button again

❌⌃⌃⌃Like not paying attention to the CLUES… 

❌Like scaling a service company to 7 figures in 4 months and realizing I'd built a prison for myself 

❌Like losing control of my own business

❌Like the time I crashed … and burned

❌ Like the time I built an ad agency from scratch and tapped out at 7 figures 

❌ Like the time I wasted years managing people instead of profits

❌Like the time my good friend invited me to create her well-oiled sales machine… 

And I failed so hard I still have whiplash all these years later.

There’s a word for this kind of “mistake”: 

Growth. 

Or more to the point: 

Sloppy growth. 

Sloppy growth is growth that doesn’t grow your impact.

Sloppy growth is sales that don’t scale your time, team or cash-flow.

Sloppy growth is losing control of your own purpose, time and freedom.

You get the idea. 

But life’s too short to put up with sloppy.

I wanted more. 

(MUCH more)

So I disappeared for a while.

Shut myself away.

Spent TWO years and a fistfull of days figuring out a growth system that actually works.

Here’s what I built:

A leverage-based growth model.

One that predictably closes more sales, bigger contracts, and more cash flow.

One minute in, ten minutes out. 

One dollar in, ten dollars out. 

One hire in, ten times the output – not ten times the stress.

One prod—well, you get the picture. 

I started Focused Founder.

Then I invited a small group of tech founders to oil the cogs of their own growth machine with hands-on coaching, scalable systems, and plug-and-play frameworks. 

Our small group of founders have already generated an extra $100+ million dollars:

✅Aviron Active went from ZERO sales to hundreds of thousands a month

✅Mailmonitor went from barely scraping by at $8K/month to $100K

✅That’s 11X cash-flow in just 30 days

✅iQi Air made $598K in the first month…

✅AND they landed a fat $30.5 million commitment

✅Blubanyan went from low 7 figures to solid 8 figures…

✅Massive cash reserves…

✅Another year of 100% growth…

✅And DELETED stress from their team…

✅Jan, the CEO, said getting this 10X growth felt "calm"

✅There’s plenty more where that came from.

Sloppy growth is a miserable grind that burns you out.

Leveraged growth lets you win.

Want to know more?

See below.

Scaling from $1M to $10M isn't luck.

It's a proven framework.

Most founders hit $1M and think they can keep doing what got them there.

That's the biggest mistake.

The playbook changes completely at scale.

VC firms come to me for advice on how structure their founder acceleration playbooks.

This is the exact guide I'll give them to help their portfolio companies break through the $1M ceiling and scale to $10M+.

Inside this framework:

→ Which pricing model actually scales (and why most founders choose wrong)
→ The exact math: leads, calls, and demos needed to hit $10M
→ How to restructure your sales motion for enterprise-level deals

This framework has helped 6+ B2B tech companies successfully scale add $10M+.

The difference between stalling at $1-2M and hitting $10M+ comes down to knowing which levers to pull and when.

If you're a founder currently between $1M-5M and serious about reaching $10M, this guide will save you years of trial and error.

Want the full framework?

1. Connect with me
2. Comment "10M" below

I'll send it directly to your DMs.

Simplicity is not the absence of complexity - it is the presence of clarity.

Heartbeat Human Resources

Founder - Heartbeat HR Limited

Managing Director at Heartbeat HR Ltd

HEARTBEAT HR LIMITED

Human Resources and Business Coach

Heartbeat HR

Heartbeat HR provide the full range of HR services to develop and drive companies forward.

It’s my mission to change the face of Human Resources. 

I believe that effective HR is not just about forms and formalities, it’s also about empowering your people so you have a skilled, engaged and motivated workforce to help drive your business forward.

I focus quickly to understand client needs, challenges and opportunities. 

I work in partnership with clients to develop an HR approach which is aligned to client strategic objectives and designed to enhance Companies greatest asset –  'people'.

Heartbeat HR which offers all the benefits of an in-house HR Department, with the flexibility and efficiency of outsourced support, knowledge and skills when clients need it.

As a generalist the support covers each of the areas of HR; Employee Relations, Rewards, Resource and Training and Development.

Supporting companies on either a retained or project basis.

Your in-house HR Department

Redfin Management LLP

Providing an outsourced HR expertise to a number of media and marketing communications organisations.

Focussing on the key elements of HR, including Resourcing, Relations, Rewards and Training and Development.

Carried out all CMS Audits on behalf of the PRCA.

HR Director (Consultant)

GlaxoSmithKline

HR Manager

Architects Co-partnership

Various Roles

FCIPD. Founder @ Heartbeat HR Limited | HR & Leadership Consultant

I am the founder of Heartbeat HR Limited, a company that helps business leaders increase team and business performance. With over 30 years of HR and business leadership experience, I have worked in blue-chip organizations and SMEs across various sectors and industries, such as GlaxoSmithKline, Redfin Management LLP, and Architects Co-partnership.

I provide tailored solutions for my clients' people-related challenges and opportunities, such as leadership and team development, culture review, HR strategy, policies and procedures, and conflict resolution. I also offer leadership coaching to help leaders develop their skills, confidence, and vision. My approach is based on a deep understanding of the commercial, financial, and legal implications of HR and business decisions, as well as a commitment to enhancing employee engagement and well-being. My mission is to help my clients create a heartbeat in their organizations that drives growth, innovation, and success.

Heather Scales

We have all spent years being told that pay is the silver bullet for retention. 

Turns out, it isn’t.

A recent survey across the UK, US and Western Europe shows employees are putting respect at the top of the list (36%), followed by job security (31% globally and 40% in the UK). 

Compensation doesn’t show up until third place (29%).

No surprise, really. 

People want to be treated like adults, know their job is safe, and feel their work matters. 

Money only stretches so far when those basics aren’t there.

For leadership teams, particularly in creative industries where culture can make or break a business, this is the wake-up call. 

The employer proposition has to go beyond salary. 

It’s about how leaders show respect day-to-day, how clearly security and stability are communicated, and how pay is framed within the bigger picture.

If we want people to stay, grow and actually give their best, we need to focus less on perks and more on how we lead.

Heather Scales 

Chartered FCIPD. Founder @ Heartbeat HR Limited | HR & Leadership Consultant

More than half of UK professionals say their workplace is experiencing “culture rot.”

And honestly, I’m seeing the same patterns crop up in businesses far more often than most leaders realise.

Culture rot isn’t a big dramatic moment, it’s the slow, quiet erosion of how things used to work.

People stop speaking up, standards slip, accountability fades… and by the time anyone notices, the damage is already creeping through the foundations.

I have written a new newsletter breaking down:

 🔸 What culture rot actually is
 🔸 The early signs most leaders miss
 🔸 Why it spreads so easily
 🔸 And what to do if it’s happening in your team

If you are leading a business or even just working in one that feels “off” lately, this one’s worth a read.

Have a read, and if any of it hits a bit too close to home, I’m always up for a straight, no-fluff conversation about what’s really going on.

View newsletter: Develop your team and business

I came across an article recently stating that 54% of UK professionals believe their workplace is experiencing “culture rot.” Honestly? I’m not shocke

Open article: Is Your Workplace Showing Early Signs of Culture Rot?
 by Heather Scales • 2 min read

Is Your Workplace Showing Early Signs of Culture Rot?

We talk a lot about the “talent market” being tough, but most new hires don’t fail because they’re the wrong person.

They struggle because the environment they walk into isn’t set up for them to succeed.

Over the years, I have seen brilliant people fall through the cracks simply because:

• No one told them what “good” looked like
• Their onboarding was basically a laptop and a login
• Leadership was inconsistent or stretched too thin
• My personal favourite, the culture they were sold in the interview didn’t match the reality they stepped into.

And when that happens, businesses blame recruitment.

When really, it’s everything after day one that makes or breaks a hire.

So I’m curious…

Where do you see new starters struggle the most in their first 90 days?

If this hits a nerve and you want to stop good people slipping away, just drop me a message. 

There’s always a way to tighten things up.

What is the biggest reasons new starters struggle in the first 90 days?

The author can see how you vote. Learn more

Too many leaders focus on KPIs, strategy, and meetings but forget the basics of building trust and connection with their people. 

Relationships at work don’t just happen; they are built deliberately.

Here are five ways to strengthen yours:

Be consistent 
Nothing kills trust faster than unpredictability. Your team should know where they stand with you.

Listen properly 
Not waiting for your turn to speak, but actually hearing what’s being said (and what’s not being said).

Follow through 
If you say you’ll do something, do it. Reliability is leadership currency.

Recognise effort, not just results Outcomes matter, but acknowledging the hard work along the way builds loyalty.

Show you are human 
Share your challenges, admit mistakes, and let your team see the person behind the title.

Strong relationships aren’t a “nice to have”. 

They are the foundation for performance, retention, and trust. Ignore them, and the cracks will show fast.

What would you add to this list?

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Heather Scales

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The Battle

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Heather Scales

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Likes

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