How each of our seven deck templates handles this slide, side by side.
The winning fundraising deck template
Team
Why THIS team uniquely wins THIS problem. Earned insight, not resume logos.
Formula
[Name], [role]. [The one sentence about what they shipped that maps to this exact problem].
Strong example
Jane Liu, CEO. Built Rippling's international contractor product from 0 to $40M ARR. Ran it for 40 countries.
Must have
- One sentence per founder that maps to the wedge, not to LinkedIn
- The functional lead the category demands (regulated to compliance)
- The reason this specific team, not any two ex-FAANG engineers
Avoid
- A row of FAANG logos with no earned insight underneath
- '20 years of combined experience' with no shipped artifact
- Advisors on the team slide (move them to appendix)
The winning sales deck template
Why us
Name the two structural reasons you win this buyer, not a feature grid vs. competitors.
Formula
You'll evaluate us against [incumbent] and [alternative]. Two reasons teams like yours pick us: 1) [structural reason tied to their stack], 2) [structural reason tied to their scope].
Strong example
You'll compare us to Deel and building on Wise plus Gusto. Two reasons Loop-shaped teams pick Nimbus: 1) we're a single vendor of record in the 47 countries you actually hire in, not 150 on a map; 2) seat pricing at $149, not $599. Deel wins if you need EOR in every OECD country from day one.
Must have
- Named alternatives the buyer is actually evaluating
- Reasons rooted in structure (rails, coverage, pricing model), not feature parity
- One line about where the competitor is genuinely better
Avoid
- A green-tick / red-X matrix
- 'We're the only ones who...' when you're not
- Attacking the incumbent by name in a way the buyer will quote back
The winning demo day deck template
Team (one line each)
One sentence per founder that maps to why THIS team wins THIS problem.
Formula
[Name], [role]. [Shipped artifact that maps to the wedge].
Strong example
Jane Liu, CEO. Built Rippling's international contractor product from 0 to $40M ARR. Ravi Menon, CTO. Shipped Wise's Africa rails.
Must have
- One sentence per founder that maps to the wedge, not to LinkedIn
- The functional lead the category demands (regulated: compliance)
- No advisors, no 'stealth mode' resumes
Avoid
- A row of FAANG logos with no earned-insight line
- '20 years of combined experience' with no shipped artifact
- Reading the LinkedIn bullets on the slide
The winning board deck template
Org + headcount
Show the org chart, the hires shipped this quarter, and the seats you owe the plan.
Formula
Headcount: [start] to [end]. Net hires: [N]. Regrettable attrition: [N]. Open per function: [Eng X, GTM Y, Ops Z].
Strong example
34 to 41. Net +7 (12 hires, 5 exits, 2 regrettable). VP Sales offer out to J. Kim (accepts by Apr 22). Open: Eng 4, GTM 3, Ops 1.
Must have
- Regrettable attrition called out, with name (or 'anonymous exit interview attached')
- Open roles per function, not one aggregate number
- Any leadership offer in flight, named
Avoid
- One aggregate headcount number with no function split
- Hiding regrettable exits inside gross churn
- 'We are always hiring' with no roles named
The winning recruiting deck template
Role mandate (what you'd own)
In one slide, describe the scope of the job in the candidate's language, not HR's.
Formula
[Role]. You'd own [scope]. First hire: [role you'd hire in the first 90 days]. First metric you'd move: [named KPI + target].
Strong example
VP Sales. You'd own outbound + AE hiring for FY26. First hire: 2 AEs by end of Q3. First metric you'd move: ARR from $2.1M to $6M by Dec 2026, at $60K CAC payback under 10 months.
Must have
- Scope in one sentence, not a JD paragraph
- The first hire under them, named as a role
- The first KPI they'd move, with a target and window
Avoid
- A JD copy-paste with 20 bullets
- 'Build the sales function' as the scope (too vague)
- No KPI or window
The winning recruiting deck template
Team in place
Show the people who'd report to them, work with them, and back them up.
Formula
[Name], [role]. [One line of earned insight for the role].
Strong example
Jane Liu, CEO (your boss). Built Rippling's international contractor product 0 to $40M. Ravi Menon, CTO. Shipped Wise's Africa rails. Peers: Priya Rao (Head of Ops, 4 yrs Stripe), Ana Garcia (Head of Marketing, 3 yrs Vanta). You'd inherit 2 SDRs, hire 2 AEs.
Must have
- The candidate's future direct reports and peers, named
- One earned-insight line per person, tied to why they're at Nimbus
- The reporting line (dotted vs. solid) crystal clear
Avoid
- A row of LinkedIn logos with no earned-insight
- Vague reporting lines ('we'll figure it out together')
- No mention of who they'd inherit