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- March 2025 Update
Introduction
In March, we made a pivotal shift in how we think about the future of our team by beginning the transition from a remote-first operating model, one we’ve relied on since our inception, to building our core team in-person here in Boston.
This month marked the beginning of our collaboration with two top-tier talent recruitment agencies, one based in the greater Boston and New York area, and one based in North Carolina, both who came highly referred to us by two firms on our cap table. These firms specialize in executive-level placements and are helping us identify and onboard high-caliber talent to support our next stage of growth. Specifically, we are focused on replacing our previous VP of Operations and bringing in a new VP of Sales, as we move away from an outsourced sales structure. Both of these hires will be in-person roles and central to building a strong Boston-based leadership presence.
While our Engineering team continues to operate out of Portugal, we’ve spent time this month evaluating our upcoming six-month sprint roadmap. Based on this review, we’ve determined that a full transition or replacement of this function would introduce too much risk to our product velocity, particularly with key releases on the horizon, including our freemium model. Instead, we’ve made the strategic decision to begin building a Boston-based engineering subsection focused specifically on Krepling Pay. This will allow us to start localizing some of our technical capabilities without compromising current momentum.
We remain mindful of the high burn associated with maintaining a large engineering presence in Portugal, and we plan to reassess this structure later in the year. However, a “rip and replace” approach at this stage would threaten product stability and our timeline for critical feature rollouts.
Our objective is to have both VP-level roles filled by the middle of March (I am pushing for the end of April), with the broader goal of operating as a fully in-person team in Boston by year’s end. We believe this transition will strengthen our culture, increase execution speed, and better align the team as we scale through the year.
Revenue 🚀
Krepling is now at $498.7k in MRR, pacing 4-7% MoM revenue growth.
Other KPIs 📊
Average monthly gross churn (%) is at 2.7%, Average MRR net retention is at 106%, Average gross margins are at 87%, ARPU is at $4.9k
Burn 🔥
Krepling burnt $47,255 during the month of March.
Runway 🛫
We estimate we have 12-18 months of runway given the current cash on hand.
Team Size 👥
Krepling currently has 10 team members (including both co-founders).
Click here to explore openings at Krepling
We are hiring in almost every sector! Feel free to reach out with resumes you feel we should be taking a look at.
Product Update ⚙️
The current development status of V2.0.0 of the product (titled 'V2 Release') is at 12%.
Asks and Discussions 🗣
If you know of any exceptional candidates for sales or operations leadership roles based in the Boston or New York area, we’d be incredibly grateful for any referrals. As we continue to build out our leadership team, your support and network can play a key role in shaping the next chapter of Krepling’s growth.
Reach out 👋
My email: [email protected]
If you would like to quickly catch up let's schedule 15 mins here:
Best, Liam