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  • Shattering Legal Obstacles: Basic Compliance and Contracts Every Startup Should Understand

    This article has been contributed by Shreya Sharma, Founder, Rest The Case.

    Entrepreneurship is a thrilling experience, but the legal process can be difficult for business owners. Most startups, in their initial enthusiasm, recall significant legal compliance and agreements, resulting in expensive litigation and regulatory fines. Familiarity with the main legal requirements can help avoid damage and achieve long-term development. Here is a complete guide for major legal compliance and agreements, which requires all startups to be informed.

    1. Trade Structure and Registration

    Selection for a suitable legal structure is the most essential step for any startup. Various structures have various legal, taxation, and compliance requirements:

    • Sole proprietorship: Ideal for small businesses but does not enjoy legal separation of ownership.
    • Partnership: The partnership demands a deed and is regulated by the Indian Partnership Act, of 1932.
    • Ltd. Liability Partnership (LLP): Provides limited liability and is ruled by the LLP Act, 2008.
    • Private Limited Company: The Companies Act provides limited liability and safety of scalability on the cost of compliance with the Act, 2013.
    • A person company (OPC): A hybrid form of business that enables an individual entrepreneur to operate the business with limited liabilities.

    Startups must register themselves under the same unit to protect individual assets and for legal reliability.

    2. Taxation and Financial Compliance

    Each startup must complain about tax, and some of the following are:

    • Goods and Services Tax (GST): Compulsory for companies having annual turnover above the threshold amount.
    • Income tax compliance: Each startup has to be tax compliant, and the following are some of them:
    • Income Tax Compliance: Submission of yearly returns in accordance with the Income Tax Act of 1961.
    • Tax Deducted at Source (TDS): Deduction and payment of tax on remittances to employees and suppliers.
    • Accounting Standards Compliance: Keeping proper books of account as per the Companies Act, 2013.

    Ignoring tax compliance can result in heavy penalties and legal trouble. Engaging a professional or outsourcing accounting services can assist in effective tax compliance.

    3. Compliance with Labor Laws

    Startups that employ staff need to comply with labor laws, such as:

    • Employment Contracts: Clearly defining job descriptions, salaries, benefits, and termination terms.
    • Provident Fund (PF) & Employee State Insurance (ESI): Compulsory for companies with over 20 employees.
    • Shops and Establishments Act, 1948: Regulates working hours, remuneration, and employment conditions.
    • Sexual Harassment of Women at Workplace Act (POSH): Mandates businesses with 10+ employees to create an Internal Complaints Committee (ICC).

    Neglecting compliance with labor laws may result in court cases and reputational loss.

    4. Intellectual Property Protection

    Protecting intellectual property (IP) is important for startups based on innovation. The most important IP protection is:

    • Trademarks: Shield’s brand names, logos, and slogans.
    • Copyrights: Protects original work, software codes, and creative pieces.
    • Patents: Provides exclusive rights over new inventions.
    • Non-Disclosure Agreements (NDAs): Restricts improper disclosure of trade secrets.

    Startups must file their IP rights early to avoid infringement and build competitive edges.

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    Critical Contracts All Startups Need

    1. Founder’s Agreement

    A Founder’s Agreement documents the roles, responsibilities, and equity holdings of every co-founder. It consists of:

    • Decision-making powers and voting rights.
    • Exit strategies and buyout options.
    • Conflict resolution procedures.

    Having a well-written Founder’s Agreement avoids future conflicts and guarantees business continuity.

    2. Non-Disclosure Agreement (NDA)

    An NDA is essential when working with employees, investors, and third parties. It safeguards:

    • Business ideas and strategies.
    • Customer information and trade secrets.
    • Product development and financial information.

    NDAs guarantee confidentiality and protect sensitive business information.

    3. Employment Contracts & Offer Letters

    Well-written employment contracts specify:

    • Job responsibilities and roles.
    • Compensation, benefits, and stock options.
    • Termination and confidentiality provisions.

    Well-crafted employment contracts shield employers and employees from legal disputes.

    4. Vendor & Service Agreements

    Start-ups typically work with vendors, freelancers, and service providers. A Vendor Agreement should have:

    • Terms of payment and delivery schedules.
    • Service level agreements (SLAs).
    • Dispute resolution and indemnification terms.

    Clear contractual terms ensure there are no misunderstandings and disruptions to business.

    5. Investment & Equity Agreements

    When raising funds, startups need to draw up:

    • Term Sheets: Specifying investment terms prior to an official agreement.
    • Shareholder’s Agreement (SHA): Documenting investor rights, voting authority, and exit options.
    • Convertible Notes: Adjustable financing for seed-stage investments.

    Founders’ interests are well-guarded while investors are assured by well-structured investment agreements.

    6. Website Terms & Privacy Policy

    If your company has an online presence, website policies have to adhere to data protection legislation. These are:

    • Terms of Service: Regulating website use.
    • Privacy Policy: Explaining how user information is gathered, stored, and utilized.
    • Refund & Return Policies: Critical for e-commerce companies.

    Legal compliance with these policies assures customer confidence and avoids regulatory fines.

    Last Thoughts

    For start-ups, being aware of and executing the proper legal compliance and contracts is not only a regulatory requirement but a strategic strength. By making sure they are legally prepared right from the start, entrepreneurs can avoid risks, get investors on board, and lay a solid foundation for long-term success.

    Startups need to collaborate closely with legal experts to customize compliance plans and create foolproof contracts. Keep in mind that legal readiness today avoids expensive disputes tomorrow!

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  • The Harsh Reality of E-commerce Platforms for Potential Startups to Run Their Business

    This article has been contributed by Nupur Thakkar, Founder & Director, Fugeno.

    In today’s digital age, e-commerce platforms appear to be the major visibility for startups aiming to launch their businesses successfully and generate revenue. With promises of vast reach, customer engagement, and exponential growth, many entrepreneurs rush to list their products on these platforms, expecting quick results. However, the reality is the opposite. For startups with limited budgets, e-commerce platforms often become an endless money pit without having returns. 

    1. Pay to Play – Without Money, No Visibility 

    E-commerce platforms are designed to prioritize businesses that spend extensively on their internal advertising and promotional campaigns. If you don’t allocate a substantial budget towards their paid marketing, your products will hardly get noticed. Organic visibility is almost non-existent, and even when your product is listed, it gets buried under a sea of competitors who are willing to spend more. Simply put, if you don’t pay, you don’t get seen. For startups, it has to be free for some months until they get good visibility as that’s the only option helping the economy of startups. 

    2. High Spending, Low Returns 

    Many startups enter the e-commerce space with a limited budget, expecting to generate some organic traction before scaling up. However, they soon realize that despite spending a significant amount on ads, they aren’t generating enough leads or conversions. The customer acquisition cost (CAC) is so high that even if they make sales, their profit margins shrink drastically, making it difficult to sustain in the long run. ROAS for startups are like 0.44 with no gross profit even! What will be the solution for this? 

    3. No Guarantee of ROI 

    Spending money on an e-commerce platform doesn’t guarantee a return on investment (ROI). Many businesses pour funds into advertising, only to see little to no increase in orders. The platforms encourage higher spending with the promise of better exposure, but often, the returns are not proportional to the investment. This harsh reality leaves startups struggling to recover even their marketing expenses, let alone make profits. 

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    4. Competitive Saturation 

    E-commerce platforms are flooded with thousands of sellers offering similar products. As a startup, unless you have a highly unique product or an exceptionally strong brand identity, competing against established sellers with deeper pockets becomes almost impossible. Larger brands dominate the space due to their ability to outspend on promotions, leaving small businesses struggling to make an impact. However, you’re having good and unique product range, you are not able to make your space because you don’t have that money. There is no point starting any startup if you do not have money from scratch. 

    5. Platform Fees and Hidden Costs 

    Apart from advertising expenses, startups also have to bear platform commissions, transaction fees, and logistical costs. These hidden expenses further eat into the already-thin profit margins. Many new businesses assume that selling online is cost-effective, but when all these additional costs pile up, they end up making little to no profit. The only way to cut this down is to have your brand stall in some fest or event and sell your product where you see good footfall of people, that will generate your net profits too along with discounts.

    6. Limited Control Over Customer Data 

    Unlike running an independent online store, selling on e-commerce platforms means you have little to no access to customer data. This restricts your ability to build direct relationships, retarget customers, or create personalized marketing strategies. The platforms own the customer base, making startups dependent on their system, which is already stacked against them. You will get some orders from selected cities like Karnataka, Hyderabad, Karnal and some places you have never heard of! It’s like they generating orders because you have put money on their campaigns so that you feel it is working. It doesn’t seem like genuine people orders. Nowadays, fake review services are also there and even Amazon does it for their brand. It’s all fake made out of money. 

    Conclusion: Is E-commerce Worth It for Startups? 

    While e-commerce platforms provide access to a huge marketplace, they are not as startup-friendly as they seem. Without a substantial advertising budget, visibility is minimal, and even with heavy spending, there’s no assurance of success. Startups need to carefully evaluate their options and consider alternative strategies such as building their own website, focusing on social media marketing, creating their own people community or exploring niche marketplaces where competition isn’t as fierce. 

    For those looking to enter the e-commerce space, understanding these harsh realities beforehand can save them from financial strain and disappointment. Instead of blindly investing in major e-commerce platforms, startups should focus on sustainable growth strategies that allow them to build a brand without burning through their budget with little to no returns. Start building your community from your friends, family, colleagues, etc. you have to make real people community which re-buys your products. 

    Building community and leads from online or E-com platforms are bullshit now a days.

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  • Building a Future-Ready Education Consultancy: Trends, Business Models, and Growth Strategies

    This article has been contributed by Ms. Ritika Gupta, CEO, Aaera Consultants. 

    Education consultancies offer information and counseling services to help students, professionals, and institutions make sensible academic and career decisions in a time of rapid technological advancement and shifting career landscapes. The education field has long since exceeded conventional pathways; new-age careers, online learning, and AI-enabled resources are changing how individuals approach education and skill-building processes.

    To thrive in a shifting paradigm, education consultancies must adopt emerging trends that build a sustainable business model with strategic growth initiatives. This article highlights important trends, business models, and innovative and successful strategies to establish a future-ready education consultancy. 

    As the education sector evolves, consultancies must stay ahead by embracing new trends. Here are some key developments shaping the future of education consulting:

    Personalizing Services by Using AI and Data Analytics

    Artificial Intelligence and data analytics have changed educational counseling by providing individual recommendations for students based on interests, strengths, and career aspirations. AI-based career dashboard assessments and predictive analytics will allow the consultant to channel data-backed guidance that enables better decision-making for students and their parents.

    The rise of hybrid and online learning

    The pandemic accelerated the global movement toward digital education, making hybrid learning models a more favoured option. Universities and ed-tech sites offer online degrees, micro-credentials, and other flexible options. Education consultancies need to keep up with these trends to render relevant advice to students about non-traditional pathways.

    Career Readiness and Upskilling

    Career readiness has become critical for education consultancies since employers increasingly value skills over degrees. Collaborations with skill-based learning platforms, coding boot camps, and industry-led certification programs allow consultancies to provide advice beyond the conventional.

    Global Mobility and International Education

    Even with visa regimes, international geopolitical transformations, and all the whirlwinds along the path to fad studies, the pursuit of international education remains formidable. Education consultancies need to provide sprawling insights on scholarships, alternative study destinations, and post-study work opportunities to help students cope with never-ending scars abroad.

    Ethical and Sustainable Educational Guidance

    There is increasing demand for ethical education consultancy in which students are directed to potential pathways truly based on their set potential and talents rather than on lucrative partnerships with universities. Sustainable and responsible education consulting will involve transparent counseling, with unbiased recommendations and advisory services centered around the student.

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    Business Models

    Selecting the right business model is essential for building a scalable and ethical consultancy. Here are some common and emerging models:

    Commission-Based Model 

    Most consultancies deal with universities and earn commissions when they successfully enroll a student for them. While this model is lucrative, it should be regulated by ethical counseling practices to refrain from any biased recommendations.

    Fee-For-Service Model 

    Getting paid directly from students is a guarantee of service that is unbiased. This model is particularly applicable to the premium ones that provide individualized mentoring, guiding through essays, and coaching for interviews.

    Subscriptions-Based 

    Education consultancies can also offer counseling services on subscription or mentorship programs. The students and professionals would subscribe monthly or annually for continual guidance on academic as well as career choices, thereby providing a steady source of revenue.

    Corporate Training and Upskilling Services 

    Getting into corporate training, executive education, and skill development for the manpower team of companies are the next areas of work for education consultancies. This creates an opportunity to collaborate with companies and offer training within upskilling drives, thus creating a new source of revenue.

    Digital Productization and Online Platforms 

    Online courses, career assessment tools, and the opportunity to offer AI-driven counseling platforms would enable education consultancies to expand their services beyond geographical limitations. Content-based blog writing, webinars, and digital workshops would help with brand visibility while also generating cash. 

    Growth Strategies 

    To ensure long-term success, education consultancies must adopt effective strategies for growth. Here are key approaches to consider:

    Leveraging technology 

    Any upgrade in efficiency or scalability is possible with investment in AI chatbots, automated university admissions platforms, and virtual counseling. The techno-enabled design allows the delivery of services beyond geographic constraints.

    Structured Alliance between Universities and Industry 

    The credibility and offerings of an education consultancy will get a boost if strategic collaborations are made with universities, skills training bodies, and corporate organizations. These partnerships also help draw exclusive scholarships, direct admission, and placement opportunities for students.

    Making inroads in the frontage market

    Tier-2 and Tier-3 cities and emerging study-abroad destinations can throw opulent growth opportunities open for an education consultancy. These areas have an overwhelming demand for quality education counseling, people are coming forward to pay a certain value for guidance.

    Content Marketing and Thought Leadership

    An omnipresent digital presence, via blogs, social media, or webinars, provides education consultancy leadership. Papers, career webinars, and other collaborations with education influencers widen a firm’s audience.,

    Customer Relationship Experience and Trust

    Trust relies heavily on transparency, ethical counseling, and continuous support for students. With clear pricing structures, offering guidance and constant feedback from the students builds a basis for customer satisfaction and referrals.

    An education consultancy that can meet future challenges requires flexibility, creativity, and a student-centered approach. Consultancies can bring lasting value to their students and institutions by keeping pace with the latest trends in education, adopting sustainable business models, and utilizing technology.

    The future lies with personalized education consulting, AI-driven insights, and holistic career development strategies. Consultants that champion innovation, and apply sound, ethical counseling practices will remain relevant and thrive in this ever-changing arena. 

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  • Monetizing AI: Business Models That Work (And Those That Don’t)

    This article has been contributed by Nida Sahar, CEO, Nife.io.

    In 2017, a small AI startup had what seemed like an unbeatable product: a powerful deep-learning model that could generate human-like text. Investors were excited, the demo was impressive, and the hype was real. But there was a major challenge—they had no clear monetization strategy. 

    After months of experimentation, they launched a subscription product, but user churn was high. They then attempted to license their model to enterprises, but the sales cycle was too slow. Finally, they pivoted to an API model, which allowed them to scale revenue quickly. 

    That startup was OpenAI. 

    Their journey reflects a challenge every AI company faces: Having powerful technology is not enough—without the right business model, even the most advanced AI products will fail. 

    Three Proven AI Monetization Strategies 

    AI startups typically choose among three primary monetization strategies, each with advantages and challenges. 

    1. Subscription-Based AI: The SaaS Model 

    A common approach to AI applications is the subscription-based SaaS model. Whether it’s an AI-powered tool for marketing, automation, or data analysis, many companies opt to charge users a monthly or annual subscription. 

    When Subscription Works Best 

    • The product provides continuous value (e.g., Grammarly enhances writing daily).
    • A freemium-to-premium conversion strategy is effective (Jasper AI monetized free users by offering premium marketing features). 
    • The target audience consists of individuals or small businesses that are unlikely to commit to enterprise contracts. 

    Challenges of Subscription AI 

    • High churn rates: If users do not perceive ongoing value, retention becomes difficult.
    • Customer acquisition costs: Scaling an AI SaaS product requires significant investment in marketing and customer education.
    • Compute costs: AI-driven SaaS products often have higher infrastructure costs than traditional SaaS, which can eat into margins. 

    Case Study: Grammarly & Jasper AI 

    Grammarly successfully leveraged the freemium model, allowing users to test the product before upgrading to paid plans. Jasper AI found a profitable niche in marketing, charging users based on AI-generated content. 

    Both succeeded because they solved a specific, recurring pain point rather than simply offering an interesting AI feature. 

    2. API-Based AI: The Developer-Focused Approach 

    Instead of building an end-user application, some AI startups monetize by offering API access to their models, allowing developers and businesses to integrate AI into their own products. 

    When APIs Work Best 

    • Developers need off-the-shelf AI without the cost of in-house development. ● The AI model is expensive to build but relatively cheap to scale (Deepgram optimized infrastructure to make speech recognition cost-effective). 
    • Enterprises prefer usage-based pricing over fixed subscriptions. 

    Challenges of API Monetization 

    • Cloud costs can escalate if you don’t carefully structure pricing; usage growth can lead to unsustainable infrastructure costs. 
    • Commoditization risk: Open-source alternatives and competitors can drive prices down, leading to a race to the bottom. 

    Case Study: OpenAI & Deepgram 

    OpenAI successfully implemented pay-per-use pricing, which allowed it to generate significant revenue while maintaining accessibility. Deepgram positioned itself as a cost-effective alternative to major cloud providers by optimizing infrastructure and pricing aggressively. 

    APIs are scalable, but success depends on controlling costs and maintaining differentiation in a competitive market. 

    3. Enterprise AI: Selling to Large Organizations 

    Enterprise AI focuses on selling AI solutions directly to businesses, often through customized deployments or large-scale integrations. This model is common in industries like finance, healthcare, cybersecurity, and government contracting.

    When Enterprise AI Works Best 

    • The AI product solves a critical business problem that organizations cannot solve internally (e.g., Palantir provides intelligence solutions to government agencies).
    • Customers require custom AI models that are not easily replaced by off-the-shelf solutions. 
    • The company has the resources to withstand long sales cycles (often 12+ months).

    Challenges of Enterprise AI 

    • Sales cycles are long: Closing enterprise deals can take a year or more, creating cash flow challenges for early-stage startups. 
    • Customer acquisition requires direct sales efforts, which can be expensive and complex. 
    • Procurement processes are slow and bureaucratic, making it difficult to scale quickly. Case Study: Palantir & C3.ai 

    Palantir built a successful AI business by securing large government contracts before expanding into the private sector. C3.ai focused on industry-specific AI applications, such as energy and supply chain optimization, allowing them to differentiate from general-purpose AI platforms. 

    Enterprise AI can be highly profitable, but it requires significant capital, patience, and a strong sales team. 

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    What Doesn’t Work? 

    While some AI business models have proven successful, others have consistently failed.

    1. “Cool Tech Without a Business Model” 

    Many AI startups focus too much on research and product development without a clear go-to-market strategy. Having a high-performing model is not enough; it needs to be packaged, priced, and distributed effectively. 

    2. “Subscription Models with High Churn” 

    If users do not see continuous value from an AI product, they will cancel their subscriptions quickly. AI tools that are used sporadically or fail to integrate into users’ workflows often struggle to retain customers. 

    3. “APIs Without Pricing Control”

    APIs can be profitable, but only if usage-based pricing accounts for infrastructure costs. If an API model scales usage without sufficient margins, the company can end up losing money as it grows. 

    4. “Enterprise AI Without Sufficient Funding” 

    Many startups attempt to sell AI to enterprises without realizing how long and expensive the process is. Without strong financial backing, these companies often run out of capital before closing enough deals to sustain operations. 

    Pricing AI Products: Key Strategies 

    Selecting the right pricing model is critical for AI monetization. The most successful companies use one or a combination of the following approaches: 

    1. Usage-Based Pricing (Best for APIs & Enterprise AI) 

    • Charges customers per API call, token processed, or data analyzed.
    • Example: OpenAI’s pricing scales based on usage. 

    2. Tiered Subscription Pricing (Best for SaaS AI) 

    • Offers multiple pricing plans based on feature access or limits. 
    • Example: Jasper AI charges higher fees for businesses, generating more AI content. 

    3. Freemium-to-Paid Conversion (Best for Consumer AI) 

    • Provides free access to basic features, with paid upgrades for advanced functionality.
    • Example: Grammarly’s free version drives user adoption before upselling premium features. 

    4. Enterprise Licensing (Best for B2B AI) 

    • Companies sell AI solutions as a one-time license or an annual contract.
    • Example: Palantir’s multi-million-dollar government contracts. 

    Key Takeaways for AI Founders and Investors 

    • Subscription AI can work, but retention is critical. 
    • API-first models scale quickly, but pricing and cloud costs must be managed carefully.
    • Enterprise AI is lucrative but requires capital, patience, and strong sales execution. 
    • A hybrid approach often provides the most stability and scalability. What’s Your Strategy? 

    The AI market is exploding, but monetization remains a major challenge. The most successful AI companies are not necessarily those with the best technology, but those that have a well-defined business model and execution plan. 

    For AI founders, the key question is not just, “What can we build?” but “How will we sell it?”.

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  • How Fintech Startups Can Utilise Content Marketing for Growth

    This article has been contributed by Ankita Barthwal, Content Manager, Freo.

    I still remember the day our team proudly published a blog post called “Understanding UPI Transaction Fees.” We thought we’d given the world a literary masterpiece. 

    Spoiler alert: We hadn’t. 

    The post read like an income tax manual and got fewer clicks than the Loveyapa cringe-fest reels. My boss printed it out just to dramatically fall asleep on it during our next team meeting. Point taken.

    Below is a blueprint for turning your fintech content from zero to hero—hard-earned lessons from someone who’s deleted more drafts than I care to admit.

    1. Start with the Human Problem (Not Your Product)

    People don’t lie awake at night dreaming about your interest rates. They do worry about paying their bills on time or figuring out how to invest without feeling like they need a PhD in economics.

    Why It Matters: When you address real financial pains—like saving for a dream vacation, building credit, or surviving the last week of the month when you’re eating Maggi for dinner again—readers actually see themselves in your content.

    Fun Example: Zerodha nailed this when they launched “Varsity.” Instead of dry tutorials on stock trading, they created easy-to-digest modules answering the question on every newbie investor’s mind: 

    “How can I buy shares without losing my shirt?” 

    The result? 

    A stampede of users who felt heard instead of lectured. I was one of them—after three failed attempts to understand P/E ratios elsewhere, their explanation finally made it click for me while I was sitting in a Café Coffee Day, probably spending money I should’ve been investing.

    Pro Tip: Kick off articles or videos with a mini story—like “Meet Kavita, who realized her ‘shopping spree’ credit card balance was more horrifying than that Rajkummar Rao movie where he’s trapped in a high-rise.” It’s a simple hook that mirrors real life.

    2. Blog Like You’re Telling a Friend a Crazy Story

    A blog in fintech is often code for “Please let me bury you in facts while I demonstrate my MBA vocabulary.” 

    But guess what? 

    After three years of watching our readers bounce faster than my nephew on his first cup of chai, I’ve learned they want stories they can actually relate to—maybe even ones that make them snort-laugh (which happened exactly once when I accidentally included a typo about ‘pubic’ instead of ‘public’ offerings…my editor still hasn’t let me live that down).

    The Magic of Storytelling: Turn jargony topics like “loan amortization” into something your 10-year-old cousin could grasp. Tuck an interesting tale in there—maybe how you once misunderstood APR and ended up with a bill that made you almost faint in a Domino’s pizza queue while your date pretended not to know you.

    Who Did It Right?We at Wealthsimple became a hit by going super conversational. They don’t say “build a diversified portfolio.” They say stuff like “Stop letting your money nap in your bank account while inflation beats it up.” It’s punchy, it’s personal, and it makes you think, “Wait, I need to do something about this.”

    Pro Tip: If you catch yourself using words like “synergy,” “leverage,” or “ecosystem,” ask: “Would I actually talk like this at a dhaba with a friend?” If not, delete and rephrase. I have a physical buzzer on my desk for this purpose. It’s gotten more use than my office coffee machine.

    3. Make Social Media About Real Conversations, Not Just Ads

    Ever had a friend who only talks about themselves? Annoying, right? The kind who turns every conversation back to their breakup from 2018? Now imagine social media channels that do nothing but shout product features. Nobody’s going to engage.

    Conversation Starter: Ask open-ended questions. “What’s the strangest money advice your parents ever gave you?” (Mine was “Always hide ₹2000 in your shoe”—useless in the UPI era and incredibly uncomfortable.) fosters more discussion than “Check out our new loan product!” People love sharing stories—especially weird money quirks.

    A Look at CRED: Their mind-bending ad with Rahul Dravid going ballistic in traffic? That took an incredibly mundane task—paying credit card bills—and made it the talk of social media. I still can’t see a traffic jam without thinking “Indiranagar ka gunda.” The brand’s vibe online stays consistent: they’re not just a billing platform, they’re a conversation starter about money.

    Pro Tip: Use polls, memes, or mini-case studies in bite-sized posts. Keep it dynamic, not stuffy. My most successful post ever was asking people whether they’d rather have ₹10 lakhs cash or zero debt. The comments section nearly crashed our page.

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    4. Case Studies That Prove You Walk the Talk

    Claims like “We’re the fastest payment gateway” are about as believable as me saying I can outrun Usain Bolt after two plates of chole bhature. Readers want evidence.

    Recipe for a Great Case Study:

    1. Set the Scene
    • “Meet Amina, a small-business owner drowning in delayed invoices while trying to pay her staff’s Diwali bonuses.”
    1. Show Your Intervention 
    • “We introduced our invoice financing tool, which she initially thought was ‘too good to be true’—her words, not mine.”
    1. Reveal the Results 
    • “She got paid in 3 days instead of 30. Cue happy dance, on-time bonuses, and one less stressed entrepreneur in Pune.”

    Stripe’s Masterstroke: They consistently feature real-life businesses—like e-commerce startups or nonprofits—that scaled faster using Stripe. The focus is on their success story, not “Stripe is so awesome.” It’s a subtle but powerful difference.

    Pro Tip: Keep it short, personal, and data-driven. Avoid turning your case studies into shameless bragfests. Show the numbers, share the heartfelt quotes, and leave the rest implied. And for god’s sake, use real photos, not those horrible stock images of people in suits pointing at invisible charts.

    5. Educational Content That Makes People Feel Smarter

    The best fintech brands aren’t just slinging loans and payment solutions; they’re educating people in a way that schools somehow never did. My economics teacher would be shocked to know I now voluntarily read about yield curves.

    Tactics:

    1. Interactive Quizzes
    • “Which type of saver are you—Under-the-Mattress or High-Roller?” (I scored “Panic Investor” on our own quiz, which wasn’t even a category. We had to add it just for me.)
    1. Short, Shareable Guides
    • “5 Must-Know Budget Hacks for Your 20s That Don’t Involve Giving Up Street Food.”
    1. Simple Explainer Videos
    • Break down big topics—like cryptos or mutual funds—into 90-second animations.
    • Bonus points if you can explain UPI without using the phrase “seamless integration” even once.

    Groww’s Explainers: Groww turned the average person’s confusion about mutual funds into easy-to-digest articles and short videos. 

    Their content soared in popularity because it felt like a friend guiding you, rather than a teacher grading you. I still remember their explanation of SIPs clicked for me while I was stuck in Bangalore traffic—made those 40 minutes almost worth it.

    Metrics to Watch

    • Time on Page: Are people actually reading your entire blog post, or bailing after the intro? (Our UPI security piece had an average read time of 18 seconds. The entire security team still gives me the side-eye.)
    • Click-Through Rates: Do your Instagram or LinkedIn posts lead people to dig deeper?
    • Conversions: Ultimately, are folks signing up, downloading your app, or asking for a demo after reading your stuff?
    • Fail Fast, Fix Fast: If a piece of content bombs, dig into why. Was the topic uninteresting? Was it too wordy? Did the headline need more sparkle? Learn, pivot, and try again. My personal worst was a series on “Banking Transformation” that was so boring even I couldn’t proofread it without coffee.

    Pro Tip: Tools like Google Analytics or social media insights can do wonders, but the best data might come from actual user feedback. Ask them, “What content would you love to see next?” They’ll tell you straight up. We once scrapped an entire content calendar after a particularly brutal feedback session. It was the best decision ever.

    Final Thoughts: Talk to Real People, Not to a Faceless Crowd

    • Money is a deeply personal topic—people get anxious, excited, or downright confused by it. So, if you’re going to create content, make it resonate on a human level. That’s what turns random browsers into loyal users.
    • Be a storyteller: Even when discussing terms like APR or KYC, find the human angle. Nobody cares about KYC until you explain how it once saved your cousin from identity theft.
    • Focus on the benefits, not just the features: Show how your fintech solution solves the “Where’d my money go?” panic that hits at 3 AM.
    • Keep it real: Sound like a human, not a finance textbook or, worse, a LinkedIn influencer overusing the word “hustle.”
    • Experiment relentlessly: Try new formats and topics. Let your audience’s feedback guide you, even when it hurts your feelings (still nursing wounds from the “this blog is so boring” comment).

    Because at the end of the day, if your fintech content can make someone grin, sigh in relief, or take immediate action to improve their finances—you’ve already won half the battle.

    P.S. If your content is so technical that it bores you while writing it, trust me, your audience won’t make it past the first paragraph. 

    Keep it lively, keep it honest, and watch the magic happen. 

    And if all else fails, add a picture of a dog with a credit card. Works every time. 

    Don’t ask me how I know this.

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  • Why Automation is Essential for the Professional Services Industry’s Growth and Efficiency

    This article has been contributed by Anjana Desai, Founder & CEO, Juntrax.

    In the early stage, most Small and Medium Enterprises (SMEs) see their growth driven largely by smaller teams, manually-based processes, and quick decision-making. The growth, in turn, comes with more complexities in operations from managing a larger workforce and bigger financial transactions to finer coordination across the different departments.

    As the business scales, their lack of integrated solutions, automation, and other processes will indefinitely plunge them into a stagnant cycle of inefficiencies, inconsistent data, slower decisions, and increasing operational costs. They must get rid of the manual and disconnected system of operations to enable continued growth.

    The Growing Demands of SMEs

    SMEs are utilizing services comparatively smaller, i.e., having a smaller number of members in a team, minimum workflow, and manual processes. When they do expand, these set systems serve as a bottleneck in their operations, particularly when handling more significant increases in data, workforce, and complexity levels.

    For example, working in a company with 25 employees would require the manager to carry out payroll, leave tracking, and financial reporting manually. As a company expands with 50 employees, the workload doubles. Therefore:

    • Double the measurements to process payroll and adhere to tax compliance checks
    • Better synchronization of employee leave tracking with work schedules and payroll functions
    • With this, tracking project and financial data becomes all the more complicated, delaying decision-making.

    At this stage, manual systems no longer suffice, making it increasingly difficult to maintain the accuracy and efficiency of the tasks. Hence, SMEs are looking for integrated business operations solutions to automate workflows, minimize inefficiencies, and have visibility into critical business functions that are updated in real time.

    What Growing SMEs Need & How Integrated Solutions Meet Those Needs

    Enhanced Workflows & Process Automation

    Entrepreneurial ventures overwhelmed by spreadsheets, emails, approvals on paper, etc., outdated approaches don’t qualify for the prime needs of an effective business environment. An integrated system eases the way workflows are undertaken by automating approvals, requests, and notifications cascaded throughout the different departments. In the case of a leave application by an employee, it updates Timesheets, Payroll, & Attendance Records automatically without manual interventions. This reduces data entry duplications and errors while ensuring real-time updates across systems.

    Real-Time Financial & Project Data Management

    Errors and misalignment resulting from manual financial tracking can lead to poor decision-making. Integrated ERP solutions give:

    • Real-time cash & budget tracking.

    • Insight into project costs vs. actual expenses.

    • Automated invoicing based on project status.

    Consider when your supplier invoices you by project stage. As this information becomes part of an integrated system, it becomes standardized and linked to Project Management & Accounting on the specified milestone in the payment process, thereby correcting the billing. The benefits of this are that it improves budgeting accuracy, financial discrepancies, and smarter planning.

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    Integrated Workforce Management

    A growing workforce means complexity in attendance tracking, payroll processing, compliance, and performance management. An integrated system automates or eases:

    a) Leave, Attendance & Time Tracking

    • Automate leave policy enforcement and real-time attendance tracking.
    • Ensures compliance with labor laws regarding overtime, sick leave, and paid time off.

    Example: Employees’ working hours and overtime are automatically updated on payroll and compliance reports, with minimal manual intervention.

    b) Recruitment & Onboarding

    • Automated job postings, applicant tracking, and approval for hiring.
    • Smooth onboarding through digital document processing & training schedules, etc.

    Example: Data of new hires automatically go into HR records, payroll, and benefits platforms.

    c) Performance Management & Payroll Compliance

    • Provides real-time tracking of employee performance, reviews, and progress toward goals.
    • Automate payroll processing, tax deduction, and benefits administration.

    An example is, when an employee is assigned a new project, their working hours automatically make it to Timesheets & Payroll for compensation. This saves, HR teams an enormous amount of time, compliance is enhanced, and the experience is significantly improved.

    Efficient Project and Resource Allocation System

    As the number of projects increases, SMEs must utilize strategies to allocate resources efficiently. This would eliminate delays, mismanagement and stressed teams. An integrated solution may facilitate-

    • Meet project deadlines and controlling workload allocation.
    • Proportionate assignment according to the skill set of resources and availability.
    • Real-time updates on the project status.

    For instance, The project manager has to assign one of their team members to a new client project. The hours of work are automatically tracked in a timesheet system by project and task and accurately billed to the client by project in the billing cycle. Resource management is simplified and utilization is optimized during the planning and completion of each project.

    Payroll, Compliance, and Workforce Analytics

    Processing payroll manually will increase the exposure to mistakes, delays, and compliance violations for any employee workforce that exceeds a certain level of growth. An integrated solution will automate:

    • Payroll processing and tax calculations.
    • Payment of salaries.
    • Compliance with labor laws for overtime, benefits, and deductions.

    Within an automated system, the overtime pay discrepancies are flagged out, indicating that compliance with the laws has been adhered to. The benefits of this include reduced payroll errors, compliance with regulations, and workforce planning.

    Why SMEs Can’t Rely on Manual Processes Anymore

    Manual processes turn into bottlenecks when the SME grows. Simple challenges include:

    • Duplicate Entries: Re-entry of the same data increases the risks of errors and inconsistencies.
    • Report-and-Visibility Constraints: Leaders do not have real-time sources of information about financial, workforce, and project performance.
    • Data Inconsistency: This can lead to errors in payroll, costing the company both time and money.
    • Compliance Risks: Payroll and labor law compliance processes become complex, exposing the business to legal risks.
    • Delay in Decision-Making: Making informed decisions without real-time data is difficult for SMEs.

    How to Choose the Right Integrated Solution

    When choosing to put an integrated business software into place, SMEs must look at the following:

    • Industry-Specific Features: Clear evidence exists that this system meets operational requirements.
    • Scalability & Cloud-Based Access: Enabling remote management with secure storage of data.
    • Seamless Integration: Connectable with current operational systems of the businesses such as accounting, HR, and Customer Relationship Management (CRM).
    • Cost & ROI Justification: Ensuring that it provides measurable business profit.

    Scaling Smart with Integrated Solutions

    Integrated Business Operation Solutions are fast becoming a necessity for SMEs wanting to grow successfully. An integrated approach towards workflow automation as well as financial tracking, workforce planning, or compliance management has increased efficiencies, reduced costs, and created a more productive organization.

    From smart automation, small and medium-sized organizations can turn their attention toward growth, innovation, and developing new and better ways for customer engagement. The perfect solution will assure an increasingly smooth connection between every business function, such as HR, finance, and project management, among others, allowing for an environment conducive to sustainable growth.

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  • Funding the Future: Why Women-Led Mobility Startups Struggle for Capital and How to Change That

    This article has been contributed by Monalisha Thakur, Co-founder & CMO, Tummoc.

    The mobility industry is evolving quickly due to new technologies and the growing demand for sustainable forms of transport. While certain startups are leading this, the female entrepreneurs within those startups face huge challenges in accessing funds.

    This is not just about inclusion; this is overlooked potential in the growth of innovations and market value. Funding mobile women entrepreneurs is critical as the sector has a high growth potential and gives effortless access to new markets and ideas.

    Through their experiences, women founders in mobility have learned that the funding gap is fueled by deeply segregated biases. Regardless of possessing a solid business approach, market demand, and established traction, many women have remained skeptical about capital due to huge biasing hurdles. Investors appear to interrogate the founder’s leadership skills or their forgetful technical competencies, assuming that they simply cannot expand vertically in a capital-rich industry.

    This article discusses the issues that stem from insufficient funding provided as well as the steps that can be taken to foster a more inclusive volatile startup environment.

    Reasons why women positioned in mobility face difficulties obtaining funding.

    The numbers are shocking. Out of women led firms, only 2% venture into global capital mobility crossing nations which remains unprecedented.

    Bias Against Investors, Implied and Expressed

    Several female entrepreneurs reported a distinct difference in the way investors pitch to them versus their male counterparts. Men are frequently asked about their growth prospects, while women are asked the risks and challenges they are expected to encounter.

    For instance, some investors are prone to asking women founders, “What do you consider the risks?” or “How do you intend to manage setbacks?”, whereas male founders are asked, “What’s the speed at which you can scale?”, and “What’s your expansion plan?”

    This kind of difference in questioning leads to bias, unconscious in nature, where an entrepreneur is asked to think about the risks only instead of the opportunities available. A pitch that sounds less optimistic results in lesser investment.

    Underrepresentation Within Venture Capital Firms

    Venture capital as an industry is, for the most part and always has been, male-dominated, and very few women hold decision-making positions. This gives credence to the notion that male investors prefer to back male founders since they invest in people they can relate to.

    A number of women in mobility have crossed paths with all-male investor panels who are not very familiar with female-led businesses in this space. Even if this is a lack of intent, it does create a sense of reluctance that makes it difficult for women entrepreneurs to access capital.

    Mobilities businesses are more difficult to scale due to higher capital requirements, unlike many SaaS startup businesses, which can remotely expand with little funding.

    Missed innovation opportunities

    Women bring unique insights to mobility, particularly in public transport, accessibility, last-mile connectivity, and sustainability. When women-led businesses are excluded from funding, investors miss out on fresh, consumer-driven innovations that could reshape the industry.

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    Ignoring a massive market opportunity

    Women influence 70-80% of consumer purchasing decisions. Female founders often have a deeper understanding of market needs, particularly in areas like safety, convenience, and user experience. Overlooking their businesses means ignoring a huge potential for the customer base.

    Slowing down industry progress

    Let’s not forget that startups drive industry change, and limiting investment to male-led companies slows down innovation and market evolution. More diverse leadership leads to better financial performance and problem-solving, yet many investors are still hesitant to back women-led mobility businesses.

    Well, change is possible. Here’s what needs to happen:

    More women in venture capital and investment roles

    To state obvious funding decisions, start with those who control the money. Increasing the number of women in venture capital and leadership roles will lead to more inclusive investment decisions.

    Gender-neutral pitch evaluations

    Startups should always be evaluated based on their potential, not the founder’s gender. Blind pitch assessments, where business ideas are reviewed without revealing the entrepreneur’s identity, could help reduce bias in funding decisions.

    Expanding alternative funding options

    Instead of relying only on VC funding, women entrepreneurs in mobility should consider impact investing, crowdfunding, or even grants. Moreover, many entrepreneurs have succeeded with crowdfunding platforms since they cut out the need for investors.

    Better networking and mentoring opportunities

    Women founders in mobility can overcome challenges of scaling and fundraising by joining women-centered accelerators and making use of organized mentorship systems.

    There is a need for more active support for women entrepreneurs with investor access, experienced mentors, and industry stakeholders to help them address intricacies in the sector.

    Investors should reevaluate the risk

    The notion that women-led businesses are inherently a riskier investment is not always data driven. While the existing contemporary suggests that stronger returns are generated from diverse leadership teams, many investors are still skeptic. It is crucial that the financial arguments follow through. Prioritizing investment in women-run firms is essential in achieving sustained growth in a particular industry.

    The lack of financial support for women entrepreneurs who wish to establish mobility startups goes beyond issues of gender and actually serves as a constraining barrier for innovation and expansion into new markets for the long-term evolution of the industry.

    Allowing ladies to access the capital they require to innovate will deduct systemic biases, allowing women entrepreneurs to compete on a more leveled field. Women owned firms are experts in deep market analysis and have fresh ideas and unique ways of solving problems, which is beneficial for the mobility industry. However, existing biases hinder their access to funding, leading to slower innovation in the industry.

    Momentum is building, but it is far too slow. Women-led organizations should have a seat at the table since this leads to smarter policy-making by receiving direction from industry experts rather than outsiders looking in.

    These problems can enable mobility sectors to take advantage of new opportunities, setting in place greater competition within the industry as well as fostering inclusion.

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  • Building Her Story: A New Era for Indian Women in the Construction Sector

    This article has been contributed by Jasna Bedi, CMO, BCD Group.

    The Indian construction sector, one of the largest employers after the agricultural sector, was once regarded as a male-dominated field. It still is, but women are beginning to break barriers. Over 40 million people work in the construction sector, which will likely grow at a compounded annual rate of over 6% between 2024-2033. Regardless of the staggering number, women in this sector have always been relegated to the lowest-paying jobs. Nonetheless, a new chapter of change is unfolding as women are now steadily gaining their footing in this sector; this indicates an encouraging trend for women’s participation.

    Until recently, Indian women were mainly concentrated in unskilled manual work in the construction industry. However, as infrastructure and construction firms have realised the value of inclusiveness, they began implementing policies that encouraged women’s involvement in skilled work and managerial levels. 

    Diversity–a Business Necessity

    Having more women in construction is not just about equality. It is a business imperative. A diverse workplace brings together different perspectives, besides driving more effective decision-making. It also addresses the industry’s shortage of skilled labour. 

    Women also bring unique strengths to the construction sector. Studies have found that women pay greater attention to detail, are quick learners, and possess good work ethics, all of which are valuable attributes in the construction and infrastructure industries.

    Nowadays, women are increasingly hired in the construction sector as plant and equipment operators, site supervisors, and even project managers. As the industry expands and modernises, businesses have realised that a gender-balanced workforce can make operations more productive and efficient.

    Indian construction companies have also realised that diverse leadership drives innovation and improves decision-making. Consequently, women are stepping into leadership positions in the construction sector, and forward-thinking real estate firms are actively promoting gender diversity in executive roles. Also, training, counselling, and funding for aspiring professional women have reduced the discrimination against them and allowed them an even playing field.

    Additionally, perceptions toward women in the construction sector have also started to change. As more women enter and perform well in the industry, society’s perspectives are slowly changing. The visibility of women in technical and leadership capacities is breaking down traditional stereotypes, and the construction sector is welcoming more women professionals. This attitudinal shift, although slow, is an important step toward ending the cycle of gender-based constraints.

    Supportive mentorship and equal opportunities are some of the steps being taken to engage women more significantly in this industry. This is not a symbolic move to check diversity boxes but a deliberate step to utilise women’s contribution to this industry.

    Women Entrepreneurs Driving Change

    Entrepreneurship is another significant driver of change. Women-led construction businesses are sprouting up and breaking the conventional mould. According to Knight Frank-RICS reports, the construction sector employs a 7.1 crore workforce, which will surpass 10 crore by 2030. Likewise, the WTC and Primus Partners report shows that the sector employs only 70 lakh women workers compared to 500 lakh male workers. Though women’s participation seems negligible, their inclusion is steadily increasing. As their numbers multiply, so does the demand for policies that support female entrepreneurs in this field.

    The economic benefits of integrating more women into the workforce are enormous. A McKinsey Global report estimates that increased female participation in India’s labour force could add $700 billion to global GDP. This alone should push policymakers and business leaders to invest in programs that inspire women to pursue careers in construction/infrastructure.

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    Challenges on the Path to Equality

    A career in construction is not without challenges for women. Gender discrimination, hostile working environments, and social stereotyping discourage them from entering the profession. The belief that women are best suited for clerical or administrative jobs instead of substantive construction work such as engineering, site management, or operating heavy equipment still inhibits opportunities.

    But change is in the air, and shifting industry needs have created new opportunities. The industry’s shortage of skilled labour has compelled employers to re-examine hiring strategies and encouraged more women to be included in various positions.

    The Reality Check–Gender Gap Still Persists

    Inclusiveness in the construction sector is impossible without women’s presence. A 2023 McKinsey report indicates that boards with diversity are 27% more likely to outperform non-diverse boards. Though favourable initiatives are driving women towards prestigious roles in the infrastructure/construction sector, statistics look disheartening. In India, women occupy only 18.3% of the board seats and 4.1% of the board chairs. However, women’s representation in senior leadership has reached 18.5% in 2024 though at a much lower baseline. Another report by the World Trade Centre (WTC) and Primus Partners highlights that women occupy less than 2% of executive roles in Indian construction firms, with even fewer in managerial positions. Much work still needs to be done to make sure that qualified women are involved in the industry and provided equal opportunities to climb the ladder of leadership.

    Global Perspectives–Lessons from Around the World

    Cross-comparisons against global trends reveal that India is not alone in this fight. Women in Australia make up a paltry 12% of the construction sector, and ASEAN countries are also on a similar mission to increase the role of women in infrastructure development. However, global initiatives, such as ASEAN’s Gender Mainstreaming Strategic Framework, show how regional coordination can be more effective. India can learn from these to formulate its own policies to boost the role of women in infrastructure development.

    Paving the Way Forward

    Since the construction industry is changing fundamentally, women are becoming increasingly engaged in every aspect of the field. These changes are breaking down old stereotypes and creating opportunities for future generations of female leaders. Furthermore, many organisations are taking up CSR initiatives to introduce skill development and educational programs with adequate employment avenues. 

    Although policies and corporate efforts strive to build a more inclusive world, change will only happen once the industry understands women’s worth. Eliminating structural barriers, promoting a safe working environment, and laying out clear career progression channels are imperative to tap into the untapped potential of women in the construction sector.

    Dispelling barriers in India’s construction sector isn’t easy but Indian women are living proof that they can do it. They are not only contributing to its growth but also helping mould the infrastructure of tomorrow. The sector can develop a work environment that values diversity and empowers its women, thus setting an example for others to emulate.

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  • Employer Branding Tips from a Woman Founder in Hiring Software

    This article has been contributed by Darshna Solanki, Co-Founder, Recooty.

    Quality of hire will be a challenge for us. That was my first thought when I started hiring for my business in 2018. 

    However, today, when I am actively hiring for my growing business, I realize it’s not so challenging. The reason behind this shift? 

    Employee Branding. 

    Employee branding is a representation of your company as an employer to people outside and inside your organization. This representation isn’t limited to your career page and job posting but includes all efforts you put in conveying your organization’s culture. 

    Today, employee branding is so important that 59% of leaders worldwide invest in it. 

    Because 9 out of 10 times, an employee will join your organization based on how good your company is to work with. 

    Build a company or brand that people don’t just want to work for, but one they are proud to be part of. 

    I have seen many businesses with winning teams trying to build a culture that makes employees feel the same. But building employer branding isn’t as easy as it looks. 

    After closely analyzing the hiring practices of our clients, I have come across a few strategies that may ease this process. 

    Let’s get started. 

    Internal Employer Branding 

    The first set of advice is about creating positive employer branding inside your organization. Employee voices are 3x more credible than the CEO’s when talking about working conditions in a company. 

    Listen if you want to get listened 

    As a business leader, you make decisions important for your company but may disappoint employees. Recently, we introduced new policies in our company. While few employees were okay with it, some had disagreements. In such instances, leaders usually have 2 options:

    1. Become rigid and not consider the employee’s point of view, or,
    2. have one-to-one sessions where they can mutually come to a decision. 

    While the first may feel appropriate, it creates a negative experience for your employees, as they are your biggest ambassadors. Studies have found candidates trust employee voices 3 times more than official company messaging.

    So, we went with the second option and had an open discussion. The results were shocking: disagreements were solved, and we created a better policy everyone in the team was okay with. It helped us create a positive employee experience, which they will share with others, creating a positive brand for us. 

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    Give them the opportunity to grow 

    9 out of 10 times, a hiring manager struggles to find a skilled candidate. This shows the scarcity of quality hires today. 

    When a skilled candidate joins your company, they expect to grow and learn. If not offered, it creates a negative experience. This becomes more important if you are a startup, as the candidate is forgoing stability for immediate impact or tremendous growth. 

    Make sure your team is continuously learning new things and growing. This doesn’t need huge investing—it can be as small as offering work outside their job description. 

    You can offer subscriptions to certification courses relevant to their field. At Recooty, we take teams to profile-relevant meetups for opportunities to grow and network. This has helped us in employer branding and maintaining a good retention rate. 

    External Employer Branding 

    What you offer within the organization reflects outside. Here are strategies to enhance your employer’s branding for outsiders: 

    Candidate experience is uncompromisable 

    What process do you follow to hire a candidate? Most companies post a job, schedule interviews, and select one. However, they often miss the steps that impact the candidate’s experience. 

    For example, acknowledging candidates after applications or informing them about interview outcomes. Candidates notified of their outcome are 3.5x more likely to reapply to a different position with the same company. 

    This can be time-consuming when hiring in masses. You can set up automated emails in your hiring software. AI becomes important here; the more automated your hiring process, the less average time you will have to hire. AI can handle tasks like job description recognition, posting, candidate sorting, and automated replies. With automation, your recruiting team can focus on providing a positive candidate experience rather than repetitive tasks. 

    The career page is non-negotiable

    One important way to convey your beliefs and culture as an employer is through your careers page. Show what working with you feels like and give job seekers an experience of your culture. It helps convey the benefits and perks your employees receive. Tell the story about what your employer brand is. 

    Share your beliefs on social media 

    What’s common between L’Oreal and Starbucks? They show the world how to work with them through social media. They post about their team, offices, and culture, creating a positive impact on employer branding. Social media isn’t only for promoting your product brand but also your employer brand. At Recooty, founders share views on company culture, recruitment, and employee well-being. This helps job seekers understand what people who lead the company believe. 

    These tips turned out to be super effective in building the team I have today. Remember, every company has its story. Employer branding should be iterative – you can’t fix 2-5 options to promote your brand; it should change as your business needs. 

    No matter what strategies you adopt, maintain positive employee branding. Trust me, the impact will be immeasurable for your business success.

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  • B2B Payment Frauds: Trends and Techniques to Prevent Them

    This article has been contributed by Payal Nambiar, Founder and Director, B Square.

    In today’s fast-paced digital world businesses rely on electronic transactions to run smoothly. However, this reliance has also led to the rise of B2B payment frauds, which is becoming more complex. By staying updated on the newest trends and taking preventative measures, organizations can stay ahead of fraudsters. 

    There are various types of payment fraud. Fraudsters can manipulate email communications to impersonate executives or vendors, tricking employees to transferring funds to fraudulent accounts. These scams often involve urgent payment requests that bypass standard verification processes. Attackers may also use malware to take over legitimate email accounts, enabling them to send false payment requests.

    Another scam is invoice fraud, which takes place when scammers alter payment information by intercepting invoices and then redirecting money to false accounts. This could entail sending duplicate invoices with fake bank information posing as a reliable supplier or misleading accounts payable departments into making unauthorized payments. Without proper verification procedures in place, businesses are at risk of falling victim to these fraudulent transactions. 

    Scammers are using deepfake technology to create convincing voice and video messages that imitate executives due to advances in artificial intelligence. This type of fraud crucially increases the risk of unauthorized transactions being approved based on fake communications. 

    B2B payment fraud can be prevented by implementing preventive measures

    1.Use Multi-Factor Authentication 

    Using Multi-Factor Authentication (MFA) is one of the most effective strategies to prevent fraud. Through several authentication mechanisms, such as passwords, fingerprints, and security tokens, MFA reduces the possibility of unwanted access. 

    To infiltrate legitimate email accounts, attackers often use tactics like malware or email spoofing. Once they have access, they submit fraudulent payment requests, often disguised as urgent or confidential, increasing the possibility that verification procedures will be bypassed. They can result in serious financial losses as well as reputational damage. 

    Businesses must implement email authentication procedures, regularly train employees in cybersecurity, and verify payment requests via separate channels of communication to prevent this fraud.

    2. Utilize Secure Payment Platforms 

    Using secure ERP-integrated payment platforms, such as Pothera ERP, ensures that transactions are encrypted and traceable. To enhance financial security, these platforms offer automated audit trails, access controls, and fraud detection tools. They also enable real-time transaction monitoring, helping companies identify and address suspicious activity promptly. 

    Businesses that centralize financial transactions within a secure ERP system can lower the risk of fraud and ensure regulatory compliance. Because automated reporting and audit trails make it easier to track transactions and identify abnormalities, businesses gain greater financial transparency and control.

    3. Implement Robust Procedures for Vendor Verification  

    Companies should set up strict vendor verification procedures before processing payments. Verifying contact information, validating business authenticity, and conducting extensive background checks should be part of vendor onboarding. 

    Businesses should never rely just on emails to verify payment details, instead, they should use formal channels of communication like direct phone calls to authorized personnel. Requests to change a vendor’s bank account details should go through a multi-step verification process that includes getting secondary approval from senior management and comparing information with previous records. To guarantee authenticity over time businesses should also implement a policy mandating the periodic revalidation of vendor details.

    By integrating vendor verification processes into an ERP system like Pothera ERP, businesses can automate approval workflows, monitor transaction patterns, and flag inconsistencies. 

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    4. Establish Strong Cybersecurity Measures

    Strong security measures are important to protect against fraud and illegal access to financial systems. Companies should implement firewalls to monitor and filter network traffic, intrusion detection systems to identify potential cyber threats, and endpoint security solutions to safeguard devices from malware and phishing attacks. To fix vulnerabilities in systems and applications, regular software update and patches should be implemented. Additionally, employers should also ask staff members to use password managers and multi-factor authentication while enforcing strict password policies. 

    5. Conduct routine monitoring and audits

    Regular audits and transaction monitoring are crucial for early fraud detection. Businesses should conduct regular financial audits to examine past transaction data and identify any irregularities or suspicious activities. Real-time monitoring systems can identify payment irregularities and illegal access attempts. 

    By establishing automated alerts to identify discrepancies, finance teams can take immediate action before significant losses occur. To further strengthen transparency and guarantee adherence to financial regulations, both internal and external audits must be conducted. Businesses can reduce the risk of fraud and preserve strong financial controls by taking a proactive approach to financial oversight.

    6. Adopt Blockchain Technology for Transactions

    Blockchain technology provides an additional layer of security by creating an immutable ledger of financial transactions. Smart contracts and decentralized verification processes increase B2B payment transparency and reduce fraud risk.

    Although B2B payment fraud is becoming a growing concern, companies can reduce their risk exposure by taking proactive measures. Organizations can effectively safeguard their financial transactions by leveraging advanced technologies, educating employees, and implementing strict verification procedures. By adopting technologies such as blockchain, multi-factor authentication, and secure ERP platforms, organizations can better protect their financial assets.

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    The B2B ecommerce market is rapidly expanding. The sector is adopting new technologies and innovations to thrive for significant amount of money.
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