OM

Omnipresent Financial Model

Tech platform (app.omnipresent.group) sits between the employer, the employee, and local payroll providers.

• Automates local payroll processing.
• Instant employee onboarding (6-step wizard; no human intervention required).
• 24/7 availability.
• Omnipresent's own global network of legal entities employs workers locally, removing the need for the customer to set up a local subsidiary.
• Handles cross-border payments, local taxes, pensions, and benefits.
• One invoice per month per customer for their entire global team.

• TAM today: £7B.
• Market growth trajectory: described as set to "explode over next 3–5 years as remote becomes the norm."
• Cited stat: By 2028, 73% of all teams will have remote workers.
• Two additional bullet points on slide 6 are placeholder ("XX") - no data provided.

• EOR / managed employer service: customers pay one monthly invoice per employee for the company to employ that worker locally on their behalf.
• Implied revenue streams: (a) per-employee-per-month (PEPM) management/service fee; (b) potential margin on payroll pass-through, benefits, FX/remittances.
• Channels: direct (inbound from deck; email contact listed).
• No pricing figures disclosed in deck.

Team:

• Matthew Wilson, Co-CEO: co-founder/CPO Veratrak (pharma SaaS); Forbes 30 Under 30 (2019); Oxford Theoretical Physics.
• Guenther Eisinger, Co-CEO: 3 Master's + PhD; Special Forces (Afghanistan/Africa); founder/CEO Eisenburg (operational risk).
• Chris Mason, Tech Lead: founder Totup; founder/CTO Yatta (option-scheme SaaS); Tech Lead at Santander-backed Asto.

• Archetype + why: Per-Employee-Per-Month (PEPM) SaaS/managed-services revenue model. Omnipresent is a classic EOR business: revenue is entirely a function of (active employees on platform × monthly fee per employee). This is subscription-like (sticky, recurring) but billed per seat rather than per company tier - closer to Deel/Remote's model than a pure SaaS ARR build. A 3-statement model should underpin it, driven by PEPM cohorts.

• Forecast horizon & granularity: 3 years (Y1–Y3), monthly for Y1, quarterly for Y2–Y3. Early stage warrants monthly visibility on cash given no disclosed runway.

• Key drivers & assumptions:

| Driver | Value | Source | | -- | -- | -- | | TAM (EOR market) | £7B | - | | % of teams with remote workers by 2028 | 73% | - | | PEPM service fee | £300–£600/employee/month | - | | Gross margin on service fee (net of payroll/benefits pass-through) | 40–55% | - | | Starting employee count on platform (Month 1) | 10–25 | - | | New employees added per month (ramp) | +10–20/month in Y1, accelerating | - | | Average contract length / churn | Monthly rolling; <5% monthly logo churn | - | | CAC | £2,000–£5,000 per customer | - | | Sales cycle length | 4–8 weeks | - | | FX/remittance margin | 0.5–1% on cross-border payments | - |

• Scenarios (Base / Bull / Bear):
• Bear: Slow remote-work adoption post-pandemic normalisation; PEPM fee pressure from Deel/Remote incumbents; low employee ramp (~5/month). Low gross margin (35%) from manual ops overhead.
• Base: Steady PEPM ramp; fee of ~£400/employee/month; gross margin 45%; 20 employees added/month by end Y1.
• Bull: Remote-work tailwinds sustain; platform automation drives margin expansion to 55%; viral referral channel accelerates employee ramp; secondary FX/benefits revenue material.
• Flex variables: PEPM fee, employee ramp rate, gross margin %, CAC.

• Required sheets / outputs:

1. Assumptions dashboard (all inputs clearly flagged).
2. Employee cohort model (monthly additions × PEPM fee × retention curve → Revenue).
3. P&L (Revenue, Payroll pass-through COGS, gross profit, S&M, R&D, G&A, EBITDA).
4. Cash flow & runway (critical given no disclosed funding).
5. Balance sheet (light; accounts receivable / payable / deferred revenue).
6. Headcount plan (by function).
7. Scenario toggle (Bear / Base / Bull on key drivers).
8. KPI summary (employees on platform, PEPM revenue, gross margin %, monthly burn).