L&D Expert / Corporate Channel Opener

About Three Doors

Three Doors is a pre-launch immersive entertainment company. We're building a 90-minute live experience for teams of 3–6 where every player walks out with a behavioural profile derived from how they actually moved through pressure — not from a questionnaire. Two audiences, one product: consumer tickets for friends, couples and groups; corporate team-development packages on weekdays.

The founder is Tom Ball, who built DeskLodge (48,000 sq ft, £4m turnover, Sunday Times Top 10 Best Places to Work 2023, B-Corp) and has played 121 escape rooms in service of this.

We are pre-seed. The corporate channel is half the revenue model — weekday daytime utilisation we cannot fill with consumer tickets. We need to start L&D buyer conversations earlier than a cold outreach motion would allow.

The role

You make warm introductions to senior L&D buyers — and what you're offering them is the chance to give us honest feedback on what we're building, not a sales pitch.

That distinction matters. Three Doors is pre-launch. We don't yet have a corporate product to sell into a buying cycle; we have a corporate proposition that needs to be pressure-tested against the people who would actually buy it. The 60-minute conversations you set up are feedback sessions: what does this look like to a real Head of L&D, what doesn't land, what would they price it at, what would make them say yes, what would make them say no.

This protects your relationships. You're not asking your contacts to take a sales meeting under the guise of feedback. You're offering them a privileged look at something interesting being built, and the chance to shape it. That's a much easier introduction to make.

If, much later, one of those buyers comes back as a paying customer once we've launched, that's not selling — that's the natural result of having genuinely listened. You get a referral fee on that future spend.

You know the L&D function inside UK mid-to-large companies — Heads of L&D, People Directors, team-development buyers, leadership-programme architects — and you have credibility with them. People you'd introduce us to would take your call.

Deliverables

The initial paid project is 10 warm introductions to senior L&D buyers at companies that fit our corporate profile (~50–500 employees, leadership-development programmes, mid-to-high willingness-to-spend on experiential). Each intro is to a real, named person who agrees to a 60-minute video or in-person feedback session with Tom.

• 10 qualifying warm introductions. "Qualifying" means: the person accepts the meeting, attends, and engages with the conversation. If three out of your ten flake or send a junior delegate, we'd reasonably expect you to top up to ten qualifying intros. Mutual judgement on edge cases.
• A short positioning read-back at the end — what you heard back through the grapevine after the meetings. Honest, even if it's uncomfortable. We'd rather know.
• Optional: mini-advisor on the corporate proposition — review of the corporate first-meeting deck, the team-composition-report concept, the debrief format. This is bonus, not core.

Who you are

• You've spent meaningful time inside or adjacent to L&D, leadership development, organisational psychology, executive coaching, or corporate team development — and emerged with a working address book
• People you'd introduce us to would take your call. The introduction is real, not "I sent them a LinkedIn message"
• You're honest about which doors you can actually open and which you can't. We'd rather have ten warm intros than a promise of fifty
• Aligned with the Three Doors thesis: behavioural observation under pressure beats self-report. If that doesn't ring true to you, this isn't the role
• Comfortable with a pre-launch product. Some of your intros will be "look at this when it's ready" rather than "buy now"

Bonus

• Background in occupational psychology or assessment design (FRINGE has a measurement layer that benefits from real expertise)
• Existing fractional/advisory practice — you do this for other companies too
• Experience selling or advising on team-development products with a behavioural-data layer
• Spoken or presented at L&D industry events

How we work

• AI-leveraged. We use Claude/ChatGPT extensively and expect you do too
• Pre-venue. The product is being built — your intros are "look at what we're making and tell us if it's interesting", not "buy this"
• Cockroach, not unicorn. We optimise for surviving long enough to learn, not for looking impressive
• Bias to operating discipline over startup-theatre. Tom's background is operational real estate, not VC-circuit

Terms

Initial scope, with view to more. This is an initial paid project — 10 qualifying introductions, paid per outcome. If it works for both sides (good intros, useful feedback, a real read of the market), there's a clear path to more: a second round of 10, ongoing advisory on the corporate channel, mini-advisor work on the corporate proposition, and meaningful referral economics if any of your introductions convert to paying customers down the line. Several of the consultant briefs in this pool exist because the right initial engagement could grow into something bigger — this is one of them.

What we're imagining:

• A per-introduction fee for each qualifying warm intro. Paid as each intro qualifies (meeting accepted, attended, engaged with). Specific number by discussion.
• A referral share on first-12-months corporate spend from any introduction that later converts to a paying customer. Tracked transparently. "Later" can be 6 months, can be 24 months — there's no cliff. Specific share by discussion.
• No retainer in the initial project. Quality is paid for per outcome.

What we'd like to see: your proposal. If you'd structure this differently — flat retainer, a fee for time + smaller per-intro fee, pure success-fee, something else — show us. We're more interested in finding a model that lets you do great work than defending the one above.

• Fully remote — meet by phone, video, or coffee when in London / Henley
• Advisory option grant available for the right candidate if longer-term involvement makes sense
• Plain-English contract — no obligation to deliver beyond the agreed 10 intros; mutual exit at any time

How to apply

Send us, in your own words: (1) three companies you've meaningfully connected to a new product/service in the last two years (named or anonymised), (2) the L&D thesis you most disagree with in the mainstream — and why, (3) your honest take on the feedback-not-sales framing above — does it match how you'd want to position the intro to your contacts, (4) one question you'd want to ask Tom before deciding.

Three Doors Experience Ltd is an equal-opportunity employer. We hire on judgement, behaviour under pressure, and whether you'll make the team better — not on credentials.