Breaking Boundaries: The Mailmodo Success Story – Achieving $150k/month Growth

In your own words, what does your company do?

Mailmodo is an email marketing platform for marketers to create and send interactive emails. 

We’re talking about AMP emails with forms, quizzes, spin the wheel, and 20+ widgets that users can fill out or submit inside the email. No links asking users to visit a second webpage. 

Businesses use Mailmodo to get feedback, event registrations and increase user engagement. And so far, they’ve seen a 3x increase in conversion rates. 

We are trusted by 10,000+ brands, including leading names like Monster Jobs, Turing, and boAt.

📈 Monthly revenue: $150,000

📈 ~% Churn: N/A

📈 ~% Net profit: Do not wish to disclose

📈 Funding: $3M

📈 Initial cost/investment to start the company: Do not wish to disclose

📈 Number of team members:70

📈 Number of founders: 2

📈 Started: 2019, November 

How does the company make money?

We’re a SaaS tool and our monthly subscription has three tiers based on monthly email volume and the number of contacts. 

💰Gold – ₹7,600 +GST/month 

40k contacts and 75k email sending credits

💰Silver – ₹19,500 +GST/month

100k contacts and 250k email sending credits

💰Platinum – ₹46,500 +GST/month

300k contacts and 1 M email sending credits

For customers with higher requirements, there’s also a custom plan. You can find more information here

3 strategies that have worked to attract and retain customers? 

✅ Building in public: We share our product journey and milestones with the public. It works well to gather feedback, suggestions, and gain among customers.  

✅ Influencer Marketing: Collaborating with influencers in our niche helps promote our tool to large audiences. These people are already engaged and trust the influencer so acquisition becomes easier.  

✅ SEO: Our content engine has been a great source of organic leads. We set up our blog and started SEO early and are now getting a decent number of conversions to customers.

3 things that you’ve learned about hiring and retaining great talent?

✅ The skill set needed is different at each stage of the company. For instance, the first few hires in the early stage need to be growth-hungry, creative people who can adapt quickly. These folks are more generalists than specialists and can set up varied processes from scratch.

✅ Radical transparency is key to retaining team members. We’re open about key business decisions, risks, and progress. We maintain an open-door policy so people can clearly share their problems or doubts. And on the ground level, use 1:1’s or team meetings to make sure each person knows how they add value to the company’s overall goals. 

✅ Ownership is an essential trait we look for during hiring. There are different ways to figure out if a candidate is the right fit. Check for any impactful pivot in their professional or personal journeys. Rapid growth in previous roles usually indicates they are quick learners and adapt fast. For a fresher, see if they took key responsibilities in non-academic positions. 


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