Kilum · Operating brief · September 2026
Velai, run as a corridor, not as a job board.
Kilum owns Velai. ChromaBlend is hired as contractor to manage it, launch it, and take it toward profitability: software, marketing, and outreach.
01 · Where it stands
The platform is built. The operating model is what we are deciding now.
Velai was delivered as a one-time build for Kilum: an AI recruitment platform for German employers, with an India–Germany placement corridor behind it.
The software exists. What does not yet exist is a tight commercial motion: a niche, a product surface German employers will trust on first look, and a team that can run outreach every week without drowning in features.
This brief is that operating model. If Kilum hires ChromaBlend as contractor, this is how we will run Velai.
02 · The product
Too many moving parts for a first launch.
Today the application includes a full stack of tools. We will keep three. The rest still happens. It happens through a named account manager, not through more screens.
Keep in the product
Three surfaces. Clean and reliable.
- AI matching
- Hiring pipeline
- Migration pipeline updates
Handled by the account manager
Positioned as personal service, not missing software.
Each candidate and each employer gets a named account manager who runs directory work, company search, eSigning, visa processing, milestone payments, and travel assistance. Fewer moving parts in the app. A human who owns the file.
03 · Focus now
One corridor. Not a general marketplace.
We will not launch Velai as a general job board. That market is crowded and low-margin. Wave 1 is on-site STEM relocation for mid-career Indian engineers:
SAP / S/4HANA. Automotive and industrial software (embedded, AUTOSAR, Industry 4.0). Electrical and mechanical engineers for Mittelstand manufacturers.
Nursing and skilled trades come later, once language and recognition operations exist. Generic IT remote is a race to the bottom. We are not starting there.
For a German employer seeing us for the first time, a short, reliable product beats a feature catalogue. That is why we are hiding most of the current surface.
04 · The next three months
Month one tests the marketing. Revenue, if it comes, comes later.
Month 1
Test the channel
Lock the niche. Strip the product to the three surfaces above. Start candidate and employer outreach. This month is for learning what converts. Do not expect significant return here.
Months 2–3
Interviews in motion
Serious candidates in front of German employers. Weekly slates. Interview loops on both sides. The pipeline should start to look real. Hiring still sits with the employer.
Months 3–4
Where revenue can show
If employers convert, this is the window where significant revenue becomes realistic. Not a promise of closed hires on a 90-day clock. How this kind of corridor actually ramps.
05 · Marketing and outreach
Outbound and proof. Not paid awareness.
Germany. A list of Mittelstand and specialist integrators with open SAP, Elektro, and Maschinenbau roles. Founder-led outbound in German and English. Offer a short, relocation-ready slate. Not a portal login.
India. Do not buy generic job-board traffic. Source from SAP communities, automotive and embedded networks, and German-facing GCCs. One flagship webinar on Blue Card 2026 for SAP and automotive software, then convert that room into a vetted pool.
Trust. A handful of pages only: Blue Card salary check, Anabin degree check, a relocation timeline, and employer FAQs on visa sponsorship. That is the leave-behind. Matching is table stakes. The offer is a relocation-ready hire, with a person attached to the file.
06 · Goals
We will fill the pipeline. We cannot make an employer hire.
2–3
placed candidates a month. That is the goal we are aiming at. It is a target, not a contractual guarantee.
ChromaBlend can commit to bringing in people who are serious about the job and ready to relocate, and to putting them in front of German employers. Outreach on both sides. Interviews in motion.
Whether a company actually hires is their decision. We will not guarantee placements, and we will not guarantee that the P&L turns on a fixed clock.
When a hire does close, the unit economics still work: blended revenue per relocated hire is in the €15–22k range, paid by the employer. That is why the corridor is worth running.
07 · How we will run it
A project manager as first contact. A cadence you can see.
First contact
A project manager is the single point of contact for Kilum and the Velai team.
Daily
Internal scrums. A written update goes to the group every day, so nobody is waiting on a weekly dump to know what moved.
Weekly
Stakeholder meeting. Pipeline, outreach, blockers, decisions needed.
Monthly · Velai team
Review with the Velai team: Eby, or whoever Kilum assigns to Velai.
Monthly · stakeholders
Progress review with stakeholders: numbers, what we tried, what we are changing next month.
If this does not work, the responsibility sits with ChromaBlend. Because of that, final decisions on features, marketing angles, and strategy sit with ChromaBlend. Kilum sees the work, weekly and monthly. ChromaBlend calls the operating shots.
08 · What we need from Kilum
Hire us to run it. Let us run it.
Engage ChromaBlend as contractor at €2,500 a month to manage Velai: software, marketing, and outreach, on the model in this brief.
Name the Velai-side contacts (Eby, or the people Kilum assigns) so the weekly and monthly cadence has a room.
Leave feature, marketing, and strategy decisions with ChromaBlend for the duration of the engagement. That is the condition that matches the responsibility.