An opinion shared by Mr. Arjun Nijhawan, Director, Nijhawan Group.
Finding seed capital, which converts a “two dudes in a living room idea” into something with considerably more promise, is one of the most thrilling occasions for a startup. Here are some of the areas where we should concentrate our efforts:
Hiring T-shaped people versus specialists
One of the axioms of the startup world is that everyone must wear several hats. Backend programmers might have to pitch in and do some feature development, designers could have to write some marketing copy, and the CEO might have to vacuum the office, to name a few truisms in startup land. Also, if you feel that startups are essentially learning about their customers and the market, you’ll need people who are adaptable and can identify links between disparate topics. So, you’re looking for generalists, but a certain type of generalists.
The first group of people you want on your team will be T-shaped, indicating they are wide in a variety of areas but specialize in one. The range of their skills provides them enough in common that they can talk about anything with anyone in the team, but the depth of their knowledge makes them indispensable to the team.
Make an effort to recruit doers
Early on, it’s critical to hire folks that are execution-oriented. Senior folks or “philosophers” who don’t immediately bring value to the product development process just don’t fit in. When it comes to seniority, prefer to hire people who have recently held positions such as team lead or director, but no higher. That way, you get folks who are used to being in charge of a team but are yet close enough to have an immediate influence. This is why people with expertise in consulting or finance are impractical partners — they are overly focused on strategy and financials while you should be 100% focused on specific products and customers.
More candidate flow addresses several issues
Getting the first 2-3 people for most seed-stage startups is usually not an issue — you’ll have folks in mind or someone in your close circle of acquaintances who are easily available. What’s more difficult is moving beyond your immediate network, where you might come across:
People you desire are employed and uninterested.
As an entrepreneur, you know a lot of entrepreneurs who want to start something, not join something
There are a lot of “OK” people who are interested, but who are difficult to get excited about.
It’s all too easy to get into a trap where limits are reduced, things you don’t want are accommodated, and all sorts of other issues arise. Alternatively, you may have had interviews where the person was adequate but not exceptional, and you desperately need the skillset.
Interview for the actual work you’ll be doing, not skillset trivia
Most interview techniques are ineffective because they do not simulate what it would be like to work together. The ideal interview would consist of merely an interview, followed by two months of collaboration and a checkpoint to assess if everything is going well. However, because the majority of job seekers are unwilling to do so, a three-day “working interview” is a viable alternative.
Don’t place too much emphasis on intelligence alone
All of the young, brash entrepreneurs I know want to hire more people like them — hardworking, high-powered individuals. As a result, you can design an entire hiring process around intelligence, complete with puzzles and brainteasers, and reward everyone who can think swiftly. I’ve discovered that using this as a minimal threshold for recruiting individuals is a bad idea — it’s equally as crucial to consider factors like love for the field you’re working in, their motivations and goals for working at your firm, and so on. The reason you need to analyze this is that startups are extremely difficult and can take longer than expected; as a result, it’s critical to understand people’s motivations from the outset to ensure a good fit.
Conclusion
Rather than taking people who love numbers/data/algos and trying to train them to love a specific product area, the ideal scenario is to locate people who have a passion for the product you’re bringing to market and then train them to be metrics-oriented.
India is one of the youngest nations in the world with a large chunk of its population, under the age of 35. So, if India wants to be at the pinnacle of success, this population must be employed. Every year crores of students graduate from colleges with an aim to earn and live their dreams.
Earlier, it was an easy shot for companies to find their candidates during college recruitment as the population was less and so was the competition. But today in this era of cut-throat competition, it becomes difficult for the hiring team to find the perfect guy for their company!
Every Computer Science graduate burns the midnight oil to get placed at Google or Microsoft while an Electrical/Electronics engineer wants to work with Texas instruments. So, the selection process too became complex and difficult.
Since companies can’t spend a lot of money and time on recruitment, they have found a better way to do that i.e. to just give the task to an HR company! So some other firm would do the task for you. So, let’s find out about this new venture and whether it will stabilize for the long run in the market! So, let us see the complete story behind the top HR Tech Startups in India:
Launched in 2014 by BITS Pilani alumnus Vijay Sharma. Belong is a predictive hiring platform to discover and engage high-impact talent through data science and predictive analytics. They are considered as one of the top HR-Tech companies in India.
Currently, Belong works with Amazon, Reliance Jio, Cisco, and ThoughtWorks. Belong’s machine learning algorithms help businesses discover and target high-fit talent, engage candidates through personalized interactions, and accelerate hiring cycles at scale. In 2019, the firm raised $10 million.
Darwinbox
Darwinbox Website
Established in 2015 by Jayant Paleti, Chaitanya Peddi, and Rohit Chennamaneni. Darwinbox is a cloud-based HR solutions firm. An end-to-end HR platform, Darwinbox offers solutions for recruitment, core HR processes, employee engagement, performance management, employee movement, and others.
The platform’s AI engine allows a recruiter to analyze a job description and employee profile picking up keywords to arrive at a certain ranking metric. So, if there are 400 applicants for a job, the system will shortlist about 10-15 applicants for the recruiter to talk to, which saves time, increases productivity, reduces costs, and results in better talent acquisition. The three-year-old firm serves over 100 clients, including Paytm, Ekart, Spencer’s, Delhivery, and others.
Started in 2012 by Arjun Pratap, EdGE Networks provides a suite of AI-powered products that not only auto-source, auto-screen, auto-engages the best candidates and employees for a role, but also recommend the best career path and draw up a personalized learning path for each employee.
Over six years, the team at EdGE Networks has developed productivity tools that leverage AI to help businesses address challenges in the areas of talent acquisition, workforce optimization, talent transformation, and workforce planning. The company has three enterprise solutions –Talent Analytics, Workforce Optimisation, and HIREalchemy – that cover a gamut of HR requirements.
Launched in 2014 by Abhijit Kashyape, Monjin is an on-demand interview platform that uses digital and video assessment to let candidates showcase their skills and personality, and help corporations find the right hire. On Monjin, assessments are not done by technology. Senior industry individuals review prospective employees for a company.
The interviewers and candidates are matched on the Monjin engine through AI for an interview. The clients have access to a video interview where they see the interviewer and the candidate both in the frame, the interview is indexed, rated, tagged by skill, and subskills, by behaviour and by competency. There is also a summary video as a part of an assessment, which is delivered by the expert.
Mettl
Mettl Website
Mettl’s journey began in 2009 when Co-founders Ketan Kapoor and Tonmoy Shingal came together with a common vision: leveraging technology for hiring practices in Indian and Global companies. Mettl offers recruitment assessment, programming tests, psychometric tests, aptitude tests, a pre-built test library of 200-plus tests, an interview app, vocational skills assessment, remote proctoring, deep analytics in performance management, and certification platform, among others. With a presence across 100 countries, the Gurugram-based HR tech firm has over 1,800 clients across the world.
So, this completes our list of top hr tech companies in India. If you are looking for HR startups in India, then give these startups a go! It’ll save you a lot of money and energy and find you the right candidate for your company.
FAQ
What does an HR do?
An HR or Human Resources manager looks into the well-being of the employees in the company specifically in strategic management, recruitment and training, policy formulation, risk management, labour relations, and alike.
What are some HR startups in India?
Some HR startups in India are DarwinBox, Belong, Monjin, Mettl, and EdGe Networks.
Is it compulsory to have an HR in your company?
It depends on the size of the company, if it is a small startup usually the founder takes on the responsibilities of HR as well. But for bigger established companies a separate person for HR is a must to function smoothly.
Zomato is a startup that took the food delivery business to greater heights. It not only delivers food but also provides details, menus, and customer reviews of a restaurant.
The startup made the food delivery convenient, affordable, reachable, and reliable. It is now India’s most tried and trusted platform for at-home food services.
Being a successful startup, it attracts various professionals to its workstation. Be it a fresher or an experienced professional, everyone would love to work and learn at Zomato.
Getting hired at Zomato however, is not a piece of cake. Recently, Zomato has made clear that it hires its employees only via referrals. This means that one cannot directly apply but only with a referral of an already employee.
Zomato- India’s Most Trusted Food-Delivery Platform
Zomato is a startup that provides online services of food delivery. It functions in collaboration with the Indian restaurants to serve the customers.
The startup is well-established and has also entered the unicorn club in 2018. The Indian borne company has now various competitors like Swiggy, Uber Eats, etc. But it continues to occupy a huge place in markets and the customers’ hearts.
Foundation
The food-tech startup was founded in the year 2008. There are two founders of the platform- Deepinder Goyal and Pankaj Chaddah. At present, Deepinder is the CEO of Zomato.
Headquarter and Operating Areas
The headquarters of the startup is in Gurugram, India. Zomato serves in almost every city of India now. Apart from India, the company has now expanded its services worldwide. The other operating countries include- Sri Lanka, South Africa, The United Kingdom, Qatar, The Philippines, etc.
How Does Zomato Work?
Zomato in simple words offers suggestions and takes orders from the customers. It acts as a bridge between the customers and the food stations.
Firstly, a customer opens the app or website and can browse various food stations. Then they can place an order at any particular restaurant. When the restaurant receives the order, it starts prepping the meal. After that, the Zomato delivery partner comes to pick up the order. The order then reaches its home.
The customer makes the payment and can also share their reviews. Zomato takes a commission from the restaurants for this. In this way, it helps the customers get their favourite meals at ease.
Work Culture at Zomato
Zomato offers a professional, learning, and friendly work culture. It is like an ideal working condition for any employee.
Working at Zomato is great but it is not everyone’s cup of tea. It demands a strong mindset and dedication beyond the 9 to 5 regime. The employees are required to give in their efforts at odd hours and sometimes even on holidays.
After all, a company so big does need dedication beyond the usual for successful functioning. The best quality about Zomato is, it doesn’t hide its culture. An employee survey was conducted about the working conditions. The result of the survey came on Zomato’s blog and its Twitter handle.
Zomato ranked at the bottom of 2020 Fairwork India scores. We knew we had things to work on, but we didn’t know that there is so much room for improvement.https://t.co/q9YeoxJ07I
Zomato is a tech-based startup. It involves various processes behind its successful functioning. It is not a one-man show to run. It needs a trusted and efficient team.
There are many fields of work at Zomato. These include- marketing, engineering, designing, advertising, etc.
In recent times, Zomato declared that it will hire employees only through referrals. It means one cannot give a direct interview on their own. You cannot go to a job portal, apply for a role and bag an interview from there.
To get in as a professional in Zomato, a person needs a referral from an employee at Zomato. Since the Zomans (employees at Zomato) do not give a referral to everyone, the hiring gets limited. This makes it difficult for various professionals to apply at Zomato.
What is Referral Hiring?
Referral hiring is a type of recruitment process of a company. In this, the employees of a company take part in the recruiting process.
Under this method, the already employees of the company share job vacancies in their company. They share this within their network. Then they provide recommendations to certain candidates who apply. In this way, the hiring process becomes network-based rather than open to all.
Why Zomato Hires Through Referrals?
Zomato laid off various employees during the harsh conditions of the pandemic. Now, the company is reviving its employee base at a slow pace. The catch is that the company now hires its technical professionals, product teams, marketing, legal professionals only via referrals.
Zomato is hiring via referrals from the Zomans to make sure they get the right employees.
The company faced losses during the pandemic. This made the company lose its employees as there was not much work for them. So, to keep a check on depreciation rate is also a reason that Zomato hires through referrals.
Another major reason includes establishing a simple and clear hiring process. Hiring through referrals means no extra rounds of interviews for the candidates. It saves the company time and effort.
Hiring through referrals helps Zomato to focus on the distinctive qualities of candidates. This helps to get the best and the most efficient professionals in the team.
This helps Zomato have direct and easy access to the best talent. It makes the process trustworthy because the talent is acquired by their employees.
By hiring through referrals Zomato cuts the time and cost of sourcing, screening, negotiation, and coordination.
Thus, Zomato has decided to make its best team only through referrals.
Conclusion
Zomato since its start has come far and made great progress. With its tremendous growth, it is not only customers’ favourite but also an ideal workstation for professionals.
The company has now made it super clear that they will hire only through employee referrals. The company has laid down on their website that they don’t accept job applications. So, if you know someone at Zomato, reach them and send your attractive application to them.
Even if you don’t know someone, it’s time to build up your network and connections. With a great skillset, mindset, and networking, you can try to get into this successful startup.
FAQ
How do you get selected in Zomato?
Zomato conducts a series of rounds to select a candidate, Resume Shortlisting, Written Round, Group Discussion, Technical Rounds, HR Round. After the pandemic, Zomato has started hiring through referral only.
Who owns Zomato?
Founder and CEO, Deepinder Goyal owns Zomato.
How does Zomato recruit?
Zomato has started hiring via referrals after the pandemic to ensure they get the right people.
Company Profile is an initiative by StartupTalky to publish verified information on different startups and organizations. The content in this post has been approved by AlmaBetter.
India has always been home to innovation and creativity, fostering human development over many centuries. Sadly these virtues have not fully manifested themselves in shaping the current higher education system despite having world class institutions such as IITs, IIMs, etc.
Students normally graduate from colleges with huge debt after graduation that they need to repay over a long duration. And conventional jobs are not lucrative enough. Those don’t give adequate funds to meet their monthly expenses or pay off the tuition balances.
Practically, there is a disconnect between affordable education and profitable jobs. It is with this problem that we are faced today. This grotesque mismatch spells huge economic concerns over time. It causes disruption in the current economic scenario and threatens to create long-term damage to our human capital.
Unfortunately, this crucial lacuna has often been overlooked or overshadowed by other issues. And this in turn has inhibited the society from addressing it boldly and effectively.
Although the revolutionary advances in technology have given new momentum to our education system, our contemporary education cannot be reconciled with the society’s requirements. Today, there is a gargantuan shortage of skills and talent, which is a direct outcome of an outdated education model. Even as we witness an exponential surge in Artificial Intelligence (AI) related job opportunities, there is an acute shortage of skilled workforce with AI, machine learning and data science skills even in the information technology sector.
Evidently, there arises a dire need for providing quality education and jobs to minimize this glaring discrepancy between educated youth and lucrative employment opportunities. This is where AlmaBetter comes with its upskilling venture that strives to make learning easily accessible for the aspiring students.
Read the full success story of AlmaBetter here with this StartupTalky article including the Founders and Team, Startup St0ry, Business and Revenue model, Competitors, Funding and Investors, Growth, Future Plans and more.
June 17, 2021 – AlmaBetter has allocates funds worth Rs 2 crores to train 25,000 aspiring data science students and make them employment-ready by March 2022.
AlmaBetter, founded by two IIT Kharagpur graduates, Shivam Dutta and Vikash Srivastava, to address the major challenges of upskilling in the rapidly evolving world of technology.
AlmaBetter – About
AImaBetter Logo
AlmaBetter is a platform for students to utilize their potential and to demonstrate their real-world skills. It brings together students and professionals. Through this platform, students can learn modern-day skills at a prescribed optimal pace. No tuition is required for the learners to enroll for the program. Upon finding a job after graduation, a small monthly payment is made by them for some period of time while they get settled down in their respective jobs.
“Education is a major component that can break down all social inequities, and AlmaBetter can provide a pathway to thousands of people to build their careers in Artificial Intelligence, thus making a profound impact in the world.”, says Vikash who heads the learning department at AlmaBetter.
Shivam, who heads the placement department, says “Traditional education puts all the risk on an individual student, while skill schools like AlmaBetter can remove the risk of education and provide equity on the skill frontier. Financial risk associated with education is a major cause of anxiety among students.”
AlmaBetter provides a Data Science program, popularly known as ‘Learn-Earn-Return’ or LER program. This 8 month long program is meant for final year students, graduates and working professionals aspiring to get best paying jobs in the domain of Data Science. Almabetter focuses on students’ success by taking every measure to meet their learning outcomes. In a day to day academic schedule, live lectures, live doubts sessions, assignments and quizzes are conducted not only to impart knowledge in the subject but also to increase their confidence level by providing a venue for interaction with experts in the field with regular guest lectures. This ensemble learning approach ensures that each student is confident and prepared enough for Data Science roles.
Almabetter offers strong placement support through an expanding network of hiring partners across various high growth startups, mid-sized companies and big firms looking forward to recruiting graduates from this program. Starting from resume workshops, job portfolio building and interview rehearsals, profiles of students are forwarded to a large number of organizations operating in various domains. Thus, they help students secure a job above 6 LPA or make 25% more than their previous salary. Once the students fulfill these terms and conditions they can opt for tuition fee payment through easy monthly installments considering an Income Share Agreement.
A perfect blend of personalized mentorship and dedicated career coaching ensures guaranteed success of their students. Each student has the option of choosing their career coach who is a highly experienced professional from top companies and provides personal attention towards each student’s placement struggles. At times students might face problems understanding a particular aspect or solving their respective assignments which prompts a friendly mentor for necessary help and guidance.
Shivam Dutta, an IIT KGP alumni, worked at Reliance Industries and then at Radware and Blackbuck where he served the role of statistical modelling engineer. He was involved in the role of hiring employees for the data science roles, which later turned into a huge beneficial role after he founded AlmaBetter to fuel his entrepreneurial dreams.
Shivam started the company in August 2020 with an aim to supply skilled data scientists to the industry. His IIT-KGP wingmate, Vikash Shrivastava was soon to follow him as the Co-founder of the company. Together they dream of training talents and preparing them for the rapidly pacing industry ahead within 6-8 months.
AlmaBetter – Business and Revenue Model
AlmaBetter is designed to extend cohort-based courses ranging from Data Science, Machine Learning, Deep Learning to other cutting-edge tech courses for the aspiring students. The company extends a 32-week instructor-led programme for the students who are willing to delve into the promising world of tech and ensures that they get well-placed with a handsome salary ranging between Rs 6-25 lakhs per annum. The students need to pay only after they get placed in data science roles at any of the fast-growing startups or Fortune 500 companies.
The business model of AlmaBetter can be described as a PAP (Pay After Placement) model. Though the model, as described by the company, is “risk-heavy” they have taken it up for empowering students and get a considerable profit out of it. However, the PAP business model of the company demands a stringent selection process of hand-picking the top talents, who would be assets to any organization when supplied with the necessary skills, which AlmaBetter provides them with!
The income sharing model that the company has undertaken helps it receive an income of Rs 3 lakh per student, where the students who are trained by the company are bound to pay them Rs 10,000 for 30 months, “only after they start earning,” goes the words of the founder. Newton School, Lambda School, Masai School and Konfinitty are some other popular companies that have already embraced the income-sharing agreements (ISA) with their students.
The revenue run rate of the company may be slow at present but once the company will successfully crack the formula of student success, then value will soon follow. “Our mantra is value and not valuation”, said the Founder-CEO of the company, Shivam.
AlmaBetter – Competitors
Some of the competitors of AlmaBetter can be listed as:
Newton School
Lambda School
Masai School
Konfinitty
upGrad
Udemy
Coursera
Simplilearn
Masterclass
While the first four companies share AlmaBetter’s revenue model of paying after placement, AlmaBetter also has a tough competition ahead with the already established Edtech platforms that offer certification programmes in data science and AI.
AlmaBetter – Funding and Investors
Founded recently in August 2020, by Shivam Dutta, AlmaBetter is still standing unfunded. The bootstrapped company is currently looking forward to receiving its maiden round, Pre-Series A, of funding in order to launch new courses and expand the business geographically. Any news of its funding will come live shortly after it starts receiving funds.
AlmaBetter – Growth
EdTech startup AlmaBetter is gaining significant interest for its unique model from thousands of students. Due to its successful past batches, AlmaBetter has already become a partner-of-choice for several reputed companies throughout the country. It aims at nurturing a new generation of tech workforce equipped with Artificial Intelligence skills and thus, revolutionizing the traditional education industry.
AlmaBetter has already been successful in roping in over 120 hiring partners, which includes some of the biggest brands of India – Flipkart, Paytm, Delhivery, Ola, Swiggy, PaisaBazaar, and other recognized MNCs, which are usually spoken of highly like Accenture, Oracle, HSBC, Microsoft, Citibank and more.
AlmaBetter launched its first cohort in October 2020 and has already reported having registered 40,000 users successfully by May 2021. Furthermore, it has also recorded a 30% month-on-month growth of its paid memberships.
AlmaBetter – Future Plans
With the rapid implementation of automation across diverse industries, upskilling is turning into a necessity, says Shivam. This is what will make AlmaBetter attain its goal of growing its learner community to 1-2 lakh by 2022.
AlmaBetter is eyeing to raise a Pre-Series A round to launch new courses in product management and software development and to fulfill their aim of expanding to other geographies. This will help AlmaBetter slowly inch towards satiating the global demand for data science learning.
"If you’re doing well, you’re a target, nobody’s interested in you except how you can be of use to them." – Richard Grant
This is the way headhunting works. You may have heard a lot about recruiting agencies and may be familiar with how an agency works. But what is headhunting? Let’s take a look into the plan of action of headhunting.
Headhunting is the process of finding potential candidate for a specific job profile. It is done mainly by a group or a company or an individual, commonly called headhunters.
What Do Headhunting Agency Do?
They headhunt the perfect candidate for a particular position, that may be an executive post in a company such as CEO or MD. These candidates may be happy with their current position and may not be looking for a job change. But that’s where a headhunter starts his job. They get paid by their clients to hire the most experienced and valuable and coveted candidate.
How Headhunting is Different From Recruiting?
What does a recruitment agency do? They post job offers, receive thousands of resumes for that 1 vacancy they have posted, shortlist the resumes to find the best ones, call for interviews, finalize the ideal candidate for their vacancy. This actually works while looking for employees or workforce who are responsible for the production or providing services that the company offers to the public. While in the case of headhunting, they select candidates without posting offers or letting them know they are being hunted. If someone is found apt for a position, they are directly contacted, offered the top positions they are capable of, without adhering to the antiquary.
After successfully headhunting the quintessential, they are directly contacted and offered the job they might have not thought about yet. Headhunters are given the complete authority to find the perfect candidate by their clients.
How Does Headhunting Work?
Headhunting
Head hunters may concentrate on a particular area of interest. They gather the details and connections among that particular area and maintain a good relationship with the clients by constant communication. They attain success by choosing the right candidate for the right position. For that, they have to ,maintain a proper course of action for the hiring process.
They must have the data of most talented professionals in their area of interest or for whom they are working for.
They must have the ability to match the perfect person with the clients requirements.
Matching doesn’t mean matching the resume which fulfills clients requirements, they must be proven talents, else which can make a black mark in a headhunters profile. For that, these candidates must go through thorough assessment before letting know about the new opportunity.
Although the whole process is completely different from recruitment, both target in matching the job with the ideal candidate. Headhunters focus on the job and select the ideal one whereas recruiters select the one from a batch of qualified candidates.
Both are headhunters with different mode of operation, with their own advantages and disadvantages.
Contingency Headhunting Agency
They focus on completing the work of hiring first and then getting paid. They are cheap compared to retained headhunters, but gives more assurance as they have to get paid for what they do. They are forced to complete the whole process within a time limit to keep up a good position in this field.
They would be completely prepared about the candidates and the job offers they get to be filled. So they will be ready any time to fill the vacancies notified the client companies with the available data in their hands. Presenting the best candidate in front of their clients make them win in this field and they work hard to ensure the same.
Retained Headhunting Agency
Retained headhunters, on the other hand, are paid at first before finishing the hiring process and after the whole process is done, they get complete payment from the clients. They assure more possibilities of getting the ideal person for the vacancy reported.
Both these agencies work on a global basis to stand out from the crowd. Choosing the best available person according to their client’s requirement is not a simple task. For that, they have to check globally and pick the perfect one and communicate with them.
Their clients are the companies who are in search of exemplary talented professionals for their company. They can’t go through a heavy recruitment process for filling the position of a CEO or MD. So they go to the headhunters to get the perfect employee for their firm.
Next is their responsibility to find the best match for the particular job. They are already connected with a large circle of employees and firms based on their experience in this field. So that makes it easier for them to choose the correct one for each assignment.
How do They Choose Employee?
In this contemporary world, everyone is living or working digitally, which makes the job easier for headhunters. Digital life exposes the work, industry, skills, and professional experiences and many more details a headhunter would look for while headhunting the candidates. Direct Communication and giving value to everyone’s time makes one a good headhunter. Choosing a high level employee to a low profile job and an employee to a high job profile are the mistakes headhunters can make if they are not completely prepared about the candidate and the job profile.
Headhunters research about the candidate’s profile available or with whom they are connected with and choose the perfect one. Candidates or top level employees who update and showcase their skills are more likely to be shortlisted by the headhunters. Also, active network and good communication skills are add-ons to get captivated by the headhunters.
Conclusion
Thus headhunting is not about hunting fresh or new faces. It’s all about selecting the expertise for a top level vacancy and convincing them to join the new company through genuine and clear cut communication.
FAQs
What does headhunting mean in recruitment?
Headhunting is a specialist recruitment service which attracts candidates with relevant work experience for a particular job profile.
Is a headhunter the same as a recruiter?
Headhunter searches and finds the potential candidate and recruiter is involved in the the hiring process of the candidate.
What does a headhunter do?
Headhunterhunts for candidates to find exclusive or highly skilled candidates for top-level positions.
Employees make or break your company. Hiring the right employee for a position is a constructive process. As a recruiter for an esteemed position, you may only hope that you can sort through the hundreds of employees through traditional means.
Breezy HR is an end-to-end recruiting software that has been built to make the employee hiring process less tedious. Breezy is a platform complete with the necessary tools to advertise, interact, sort, and hire employees.
Breezy with its automation tools, make sure you have the chance to assess all your candidates before making a decision. The platform was built to simplify the recruiting process while also making it better.
The UI of any software service has to be pleasing especially if it’s in production. Breezy HR has a fine UI with easy and configurable options. It’s meant to be a platform to help ease the recruiting process and it’s built with tools that reflect the same. It’s clear why some of the biggest businesses like Loreal, docebo and Opera rely on Breezy. Some of the excellent features of the platform include:
Breezy will automatically post the job on more than 50+ free job boards at the same time. Breezy also supports posting to regional sites that support your job title. This means your targeted candidates can be local as well as international. This ensures that recruiters won’t have to hop from site to site to advertise positions.
Breezy also lets you post to premium job boards while saving you 40% off. This is sure to be a pleasant feature for recruiters looking for the best candidates.
The analytics dashboard shows you stats that matter
The analytics dashboard gives recruiters precise information, allowing them to make better decisions for the hiring process. The dates for scheduling interviews with the candidates can be obtained based on the analytics.
The panel enables you to track your sources, ad clicks, candidate profiles, and more. Besides statistics on incoming candidates, you can also view the full details of how a candidate is performing including their obtained scores.
Performance metrics are an easy way of analyzing the eligibility of a candidate. The panel maintains a record of information such as:
Candidates applied
Candidates sourced
Candidates referred
Candidates disqualified
Candidates hired
Built-in Site Creator
Breezy has a built-in page creator so that you have a webpage with your own branding to be used as a career or referral page. A simple and beautiful page that lets candidates directly apply for your listed jobs.
The webpage is fully optimized for mobile and supports customization. The website is embeddable and an API is provided for those who wish to further enhance its functionality. Employee referral pages are a great way to hire fresh, trusted employees that get referred.
Breezy lets you fire up an employee referral page in a few seconds. The site also serves as a place to put up your EEO compliance surveys.
When you’re dealing with hundreds of candidates to sort, some automation is definitely appreciated. Breezy has options that allow you to manage candidates in groups. That means you can hire, disqualify and promote employees.
Processing qualified candidates quickly really speed up the hiring. Next thing you’ll know Breezy will set up interviews and then the final call will be up to you. Breezy also allows bulk management for sending emails and notifications so candidates remain updated and keep track of the recruiting chain.
Collaboration
Breezy allows all members of your team to share their opinion
The best decisions are made together and recruiting your next employee is one of them. Breezy has features to help you collaborate in real-time with your team through the entire hiring process. You can stay connected with your team and follow along even if you’re away with push notifications.
Breezy lets everyone assess candidates through a custom scorecard. Scorecard ratings leave less room for bias and heighten your chance of making a long-term hire. Breezy also supports integration with Slack, a popular business communication platform.
Although Breezy HR includes a free plan to their pricing, it’s more like a trial. You only get the option to use the platform for one single position or pool. When it comes to businesses this doesn’t cover many needs.
The monthly prices might be a bit higher than your SaaS tools demand starting at $171 a month for the Startup plan. The Growth Plan is priced at $299/month and the business plan at $479/month.
You have the choice to pay annually as well which grants 2 free months on all the paid plans. The platform also offers paid add-ons such as Talent search, which is a custom search engine for candidate profiles across various platforms. Further details on pricing as follows:
As a recruiter, you may already have the means to find, rate, and hire employees. Whether it’s through traditional means or through the use of modern-day software stacks, it’s probably worked for you in the past.
Although Breezy HR has a Startup plan, the platform is more likely targeted at businesses with a bigger scale with its pricing. It’s fully up to you and the affordability at your disposal to decide if Breezy is right for you. As with any new tool, you may try out the platform and decide if it’s worth making the switch or sticking to what you’re used to.
FAQ
What is Breezy HR?
Breezy HR is an end to end recruitment software that is designed for recruiters and HR mangers to streamline the hiring process.
Which Companies use Breezy HR
Scribe media, Pet Palace Resort, Pedalheads Bike Camps and MSI Credit Solution are some of the companies that use Breezy HR.
What is the pricing of Breezy HR?
The monthly prices of Breezy HR is $171 a month for the Startup plan. The Growth Plan is priced at $299/month and the business plan at $479/month.
We Indians are well-familiar with this digital job portal company, Naukri.com! The very amazing job search platform, established by Sanjeev Bikhchandani in March 1997.
Naukri.com is nothing new, the company was established long ago through its parent company, Info Edge. The founder- Mr. Bikhchandani is an Economics graduate from Delhi University, India.
After a thorough study and knowledge of marketing and the corporate sector, he went to IIM Ahmedabad for his master’s graduation degree. Mr. Bikhchandani got the job at a lucrative management company, HMM but soon after working there, Mr. Bikhchandani left the company and went to start his own venture.
They begin with offering the review of different company’s salary review reports. These reports were sold to various companies based on their requirements. And that’s where Naukri.com was founded!
Today, Naukri.com is a completely digital recruitment portal that receives around 3,569,323 distinct visitors along with 28,554,744 page views every day. Naukri.com has a google ranking of 6th among the top 10 job portables companies in India. In this article, we will be briefly discussing the business model of Naukri.com. Let’s get started!
Naukri.com is counted among India’s top employment websites that generally operate in India as well as the Middle East. The company was founded by Sanjeev Bikhchandani when he founded Info Edge Ltd in 1995. Naukri.com is headquartered in Noida, India, and functions entirely through the internet. The company has officially over 49.5 million registered job seekers and around 15,000 resumes are added daily.
Naukri.com offers great customer services that attract the customers the most. These services also come as paid ones. According to records, in the Fiscal year (2013-14), Naukri.com received over 51,000 corporate customers who opted for the paid services of this company. And, these customers were provided with the service of job postings, database access, listing, or advertising on various other sites. The company has over 100-5000 employees.
Where does Naukri.com operate?
One of the biggest Indian digital job portal companies, Naukri.com operates in over 56 offices across 42 cities in India as well as overseas. The company was founded in 1997 and is widely used in India and the Middle East.
Key Features of Naukri.com
The key features that come with Naukri.com for its registered customers include:
Custom Application Process
Company Branding
Automated Screening Process
Actual communication and notification to the employees
Employee referral automation
Integrated tracking
Target Audience of Naukri.com
Naukri.com has around 15,000 major clients. Its registered customers are categorized under job seekers and job providers. The company majorly focuses on people between the age of 25-35 years old. Those who need a good job and searching for it around. Naukri.com provides them an easy way to search for a job they prefer and get themselves ready for it.
Business Model of Naukri.com
Naukri.com follows two distinct forms of business model, that is Business-to-Business and Business-to-consumer model. These models are described below:
Business-to-consumer model
Through this business model, Naukri.com offers tons of services such as profile enhancement, resume writing, recruiter reach, and various other premium job openings.
Business-to-Business Model
Through this model, the company provides the RESDEX product which offers end-to-end recruitment services to numerous corporate companies including big and small. This service gives the vacancy listing, resume database excess, SMS marketing, and others; to the companies. A large portion of revenue is generated through the Business-to-Business model.
How does Naukri.com make money?
The job portal company, Naukri.com generates its revenue from pay-per-click advertising, email marketing, database sales, and many others. There are numerous ways this job portal company makes its money. Naukri.com provides a platform for job seekers where it allows them to connect with the job news and openings. The company works as an intermediate between the job seekers and providers and brings out the best deal. Some of the ways Naukri.com makes money are listed below.
Advertising
When a company has any job openings, they bring them to Naukri.com for a better selection of candidates. Naukri.com displays the company’s job openings on its homepage and gets a huge number of visitors. Naukri.com earns its money when a user clicks on the company’s news.
Email Marketing
The companies with the job openings contact Naukri.com to send out the job vacancy to the candidates through email. Companies give Naukri.com money for each email sent.
Database Sales
Naukri.com holds the information about all the registered candidates including their resume, contact details, profile, and others. Naukri.com sells this database to companies with job openings. Through this, they earn suitable money.
Premium Content
Naukri.com charges little amount of fees from the candidates as well as the recruiters registered on its website. Naukri.com often charges some money on certain premium services according to reputable and large companies.
Conclusion
Naukri.com originated from the Info Edge company which was founded in 1995. Its business model is based on B2B as well as B2C. And this brings out great results and revenue to the company. Naukri.com is widely famous across India and the Middle East. The company has a long way ahead with great profit in hand.
FAQ
Who is the founder of Naukri.com
Sanjeev Bikhchandani is the founder of Naukri.com
Who is the CEO of Naukri.com?
Hitesh Oberoi is the current CEO of Naukri.com
Who are the competitors of Naukri.com?
Monster, Timesjobs, JobSitesIndia, Shine, and IIMJobs are some of the top competitors of Naukri.com.
Technology has an impact on every industry. The recruitment industry has also been influenced by various technologies in past. The industry is experiencing rapid growth as a new players are entering the market. Technology has advanced at a ridiculous pace in the last ten years. Every company should be updated about upcoming tech trends in the market. As we near the end of 2020 lets look at some Top Tech Trends Every HR Must know in 2021.
Top 7 Tech Trends Every HR Must Look Out for in 2021
Artificial Intelligence in The Recruitment Process
HR tech trends in 2021
One of the most well known tech trend in HR is the use of Artificial intelligence which growing exponentially in every field from health to teaching to everything. In 2021, AI will play a major role in the recruitment and hiring process. AI can save the time of recruiters to screen and shortlist candidates. The recruitment process will also speed up with the help of AI as it can answer repetitive questions through a chatbot.
Every organization wants to improve workforce engagement. As an HR it is important to ensure that your employees are passionate about their jobs. Various feedback tools are available to improve the workplace environment and employee engagement tools for employees. There’s a lot of distractions in the modern workplace, especially for employees who use internet-connected devices to complete their daily tasks. These feedback tools will help management to better understand their employees. There are various Employee Engagement Software and Tools in 2021
On the Job Training
On the job training is an important top trends of HR that helps in the prosperous growth of the organization. Employees require continuous mentorship and skill development training to perform well in their jobs. On job training helps employees get business demands met more promptly. This also develops a great mindset of always learning in employees. Many companies have adopted Different Policies to Upskill the Employees.
Top HR trends of 2021
Employee Experience Platforms
There are various platforms available to rate companies on their Employee Experience. Employees don’t hesitate to share their experience on these platforms which can affect the company’s reputation. A positive employee experience makes it easier for companies to attract top talent in this competitive market. This generation is the largest part of the workforce and it is important to join millennials in your workforce.
Many organizations employ data analytics tools in human resources to improve hiring decisions. It can also help to identify factors that have the most significant influence on the employee. Employee data can be used to create a personalized experience to engage employees. Data analytics can be presented visually in graphics or statistical reports to better understand and take action.
Technology has advanced at a ridiculous pace in the last ten years. HR needs to identify the best workforce for their organization. The impact of technology has also enhanced the hiring experience for both the candidates and the hiring teams. Various tools and technologies are available for HR to facilitate the recruitment process.
Cloud based HR
The HR department is known to help key functions such as recruiting, managing the data of the employees managing the employees performance, hiring, etc. One thing they all have in common is data processing. Before the cloud based solutions like PeopleSoft, the HR managers would take care of all these details. Which is why with the introduction with cloud based HR solutions improving the process of hiring, getting an employer brand and updating information and data security.
Giving importance of the employees mental health
The mental health of the employees must be given importance because they are what make or break the company. For taking care of their wellbeing the HR department can hold a weekly office yoga session or a healthy Friday. Not only that the the physical, and financial health of the employees must also be given equal importance. And as such, the number one condition when it comes to getting your workforce ready for the future.
Frequently asked questions – FAQs
What do HR department do?
The HR takes care of the employer branding, recruitment or selection, Onboarding, performance management, learning and development and most importantly workplace safety and culture.
What does a HR manager do?
The HR manager has a lot of responsibilities such as managing their internal team, stakeholder management, making new policies for recruitment etc.
What does an HR analyst do?
The HR analyst works on the collection, analysis, and reporting of data.
Why is adding new tech trends important for the HR?
Adding new tech trends to the HR departments in improving the HR policies, growth of organisation helps in performing the basic functions of HR like recruiting, onboarding, training the employees, etc.
In 2019, the US Bureau of Labor Statistics reported that 35% of the total US workforce are gig workers, and the percentage will increase to 43% by 2020. India is also following a similar trend. As per ASSOCHAM reports, gig economy sector in India is projected to grow at a CAGR of 17% and is likely to be valued $455 billion by 2023. With the growing popularity of gig jobs among the youth, the number of gig workers is sure to be on a rise. Besides companies are also interested to hire gig workers owing to many advantages like low cost to the company and easy hiring process.
Bengaluru based startup, Awignis simplifying hiring of gig workers for the companies by taking care of everything from hiring and training the workers to supervising the work and getting the task accomplished.
Startuptalky interviewed Awign founders Annanya Sarthak, Gurpreet Singh and Praveen Sah to get more details about the startup and what it is doing to boost the gig economy sector in India
Awign was started with the mission of organizing & fulfilling enterprise work digitally with human aspirations & humanized efforts. Awign creates a bridge between companies & gig-workers by not only providing manpower to these enterprises but also taking the complete onus of finding the gig-workers, mapping them to the work, training them, managing them and getting quality outcomes for the enterprises. All enterprises have to do is give Awign their requirements, and the entire management is taken care of by the Awign team.
For the gig workers, Awign is not just a platform to find a job, but they also receive the required training and guidance to finish the work seamlessly, thus they not only earn, but get to learn as well.
“We are at a war against unemployment, underemployment and lack of skills.” quotes the Awign founders
Client Requirement: Client is onboarded and their requirements are captured on the platform (volume, quality, commercials, etc.)
Project configuration: Detailed execution workflows, parameters defining quality of work and workforce are fed in. This is captured on three different interfaces: app for the workforce, war room (Awign’s internal team) and client dashboard.
Publish: Listings of jobs, internships & gigs are published on the platform for gig workers to view & apply.
Skill Assessment: Each gig worker is assessed on required skills and trained as appropriate.
Task Allocation: The allocation engine ensures that every micro-task is assigned to an appropriate gig worker based on various parameters (proximity, availability and previous performance of the gig worker)
Fulfilment & Quality Control: Awign’s fulfilment team uses the war-room and ensures on-ground performance in real time.
Client Dashboard: Clients get full visibility of everything happening on the ground across multiple cities, on their screens. The dashboard also lays down all the insights generated from the ground enabling clients in decision making.
Awign – Services
Awign is a industry agnostic platform and provides manpower for almost every sector. However, the focus has been on FMCG, BFSI, ECommerce, Consumer Durable, Mobility, Assessment, Retail, Hospitality, Retail and Construction. Some of the services being provided by Awign are –
Verification Services: Awign helps clients verify their customers, partners, employees, and assets periodically. They by providing background verification, identity verification, geo-tagging and document collection. They work with Instaveritas, Authbridge, IDfy, BetterPlace, TataCapital, IndiaLends, etc in this regard. Awign is clocking a speed of over 1 lac verification a month across 450+ cities.
Audit: Awign does it by providing services such as mystery/non-mystery audits and surveys ranging across quality, revenue leakage, SOPs, customer experience, branding, market execution, etc. A few of the audit engagements include Revenue Leakage Audits for OYO, Stock and Visibility Audits for ITC Ltd., Competitive Benchmarking for Swiggy, etc. Till now Awign has audited 50k+ entities spanning across multiple use cases and industries.
New Business Development: This is an offering driven towards growth and market expansion for the clients. Awign does both demand acquisition as well as supply acquisition through the gigworkforce. They are helping teams at PharmEasy, Medlife, Amazon Pay, Khatabook, etc. to acquire demand and companies like Ultratech, Uber, etc. have partnered with Awign to acquire supply. The Business Development teams have been getting 25k+ new customers every month through Awign’s partnership
High Volume Calling: Awign can set-up a virtual call center to place telephonic calls to the client’s specific target audience to either pass vital information or collect certain data points. They’ve been helping teams to reach their audience at scale at Udaan, ZestMoney, Cred, etc. and have built capacities to place and handle 2 lac+ calls per day with a set-up time of less than 48 hours.
Digital gigs: Awign takes up high volume data/image/voice labelling, transcription and digitization assignments like content creation and executes this through a crowdsourced workforce with human augmented quality checks at scale. A few such engagements include – real time menu digitization for Swiggy and Zomato; training data creation for AI based bot for Policybazaar and Accenture. Capacity to process 10 million+ data points every month.
Last-Mile Delivery: These are the latest addition to Awign’s repertoire of service lines where Awign is leveraging the hyperlocal workforce, in-house tech platform and central team expertise to help clients to fulfill last-mile deliveries to their customers & end users. They are working with BigBasket, Licious, Supr Daily, etc.for these services.
Awign Covid-19 Compliance Platform (ACCP): Innovating amid the COVID-19 crisis when businesses are going operational, this mobile app-based platform helps thousands of people comply with the norms and protocols as per the government of India, to avoid further spread of coronavirus and maintain a safe work environment.
Praveen Sah is the Chief Technology Officer of Awign and leads the product & technology division .
Awign has a team of 150 employees, and it provides its employees a fast-paced challenging work environment where they can learn continuously and solve problem through collaboration. When it comes to hiring, people with an entrepreneurial mindset, and who those are passionate about learning and solving problems are preferred.
“The 150 Awignites are ardent believers of the fact that the next 500 million jobs in the country will rather come from the gig-economy as against the old, usual. However, technology plays a big role in driving this dream, and that precisely is what we are doing at Awign! ” the Awign founders quote.
The Idea Behind Starting Awign
Awign founder and CEO Mr. Annaya Sarthak, ex-IIT & a mechanical engineer by qualification landed a job in a big MNC. Working there, he didn’t find the perfect fit with respect to his dreams or work. He continued appearing for close to 9 interviews only to be rejected. There was something missing – knowledge and learning!
Here started the second round of academic learning – many online courses in operations, finance & HR ensuring that there is a boost in his knowledge. He now moved into a high-paying job as management consultant in a reputed firm. This is where the practical learning began; rigorous work, understanding the clients & market knowledge led to a revelation. This revelation sparked the idea of Awign!
Sarthak understood a common problem statement of most companies – whether to outsource something or not! However, outsourcing didn’t get them the best results. Companies don’t want to make risky upfront investment in permanent workforce! This was a large problem existing in the market.
Second part of the idea came when he was trying to build a Learning Management System for schools & colleges. His interactions with recent graduates and students pursuing college brought in the second revelations that this segment of people is looking out for opportunities to work, learn & earn. Here comes the idea of a bridge between what enterprises want to get done and what people in India can do or want to do. Towards the end of 2015, the concept of Awign was born. In a nutshell, the inspiration was the problem statements – with the enterprises and people.
Come early 2016 and he began ideating on building a team. First step here was to move to Bangalore from Delhi and meet Gurpreet Singh – the co-founder of Awign, ex- IIT and a computer science engineer by qualification. Their association goes back to IIT where they had a couple of not-so-successful stints together along with having a music band!
Gurpreet did land a very good job yet coming from a business background, he wanted to pursue his MBA and build something ground-up on his own, just like his father. Sitting on top of the GMAT score list, he had the opportunity to apply to the top 10 global business schools. Sarthak pitched the idea of starting a company together based on his idea and understanding of the market, client and the student. Gurpreet was convinced by the idea and found a calling in this!
There was a strong uncertainty but that’s where the second founder of Awign joins in – two of them together took a plunge of faith and risked it all.
They started working on the Proof of Concepts (POC), pitched this to a few companies and bagged the initial customers. The pitch was to give Awign a contract and pay only once the outcomes were delivered. Gurpreet and Sarthak together worked on everything right from the sales pitch to the clients, getting requirements, finding gig-workers, training, managing and getting the gig-workers working. This went flawless; the clients were happy, the gig-workers were happy but managing hundreds of gig-workers taught them that they need a technology platform to manage and scale it up!
Then joined the third member on board – Praveen Sah, the Chief Technology Officer of Awign Enterprises Pvt. Ltd., again an ex-IIT, ex-Flipkart, ex-Ola and a computer science engineer by qualification. Praveen held the experience of starting and managing his own startup for a year in Mumbai which unfortunately didn’t go well for too long and he was with Ola in their tech team soon after.
Sarthak and Gurpreet pitched to Praveen using their success so far, the POC, happy clients & gig-workers and the dream! Being the sole earner in the family, it was a difficult step for Praveen yet, he too took the leap of faith and by mid-2016 the big three were already working together to live their dream and make it bigger.
It wasn’t an easy journey. The money was flowing in from the founders’ personal savings which was soon over. The hardship was to an extent that Sarthak had to figure out an accommodation without rent for two months, a PG room became the first office but as they say, the fruit of hard work is always sweet, Awign now has touched 450+ cities, completed more than 5 million tasks and offered livelihood opportunities to 5lakh+ people and this continues to grow!
Locations in which Awign offers services
Awign – Name, Meaning & Logo
Awign is a Sanskrit word, which means “Removal of obstacles” and the logo signifies the same.
Awign Logo
Awign – Business Model
Awign’s business model is based on billing the enterprises, basis the outcomes on the ground, not on the manpower. Again it does not charge anything from the gig-workers on the platform. Thus Awign creates a win-win situation for both the enterprises (employers) and gig workers (Employees).
“We firmly believe that the jobseekers/workers shouldn’t pay for getting a job; instead the company must invest in them, give them the right tools to get trained & work on the ground and they get paid for it. End of the day, it should be about helping them earn a livelihood and learn – their skill upliftment must happen! ” The Awign founders said.
Towards the end of 2016, the founders started working on the angel round and rose close to INR 1cr. The funding led the founders to start building and developing the minimum viable product – the product journey had now begun full-fledged!
Awign was started with the idea of working with a supply pool of college students – primarily a group that has some level of education, studying in colleges in any stream, degree, etc. and are looking for avenues of learning & earning. This group can lead to great networking and virality.
Thus the Awign team figured out a strategy – Campus Ambassadors in colleges. This helped Awign with tremendous organic growth since there wasn’t much money to put in. The team spoke with placement in-charges and got the available tasks broadcasted on bulletin boards; a referral scheme also came into place and this resulted in a spike of students interested to take up tasks which helped them learn & earn that too without paying anything initially! This marketing channel works for Awign till date!
In the demand side, Awign reached out to enterprises to take up any large scale requirement at distributed locations and that required huge people engagement/involvement. With a plethora of use cases the Awign team identified the top focused verticals and industries and followed a very focused approach and reached out to specific titles/people in organizations who would require Awign’s services. Lately, a majority of customers come in through in-bound and referrals due to the high quality work developed by Awign.
Focus was also on hiring the right people for marketing. Nihal Chaudhary – Director of Supply – Brand & Product Strategy brought with him a rich experience of working with the youth, fresh out of college and even students. Due to his Edtech background with Avanti (an Edtech Company that prepares students for competitive exams) he built concrete channels of marketing and retention which changed the game of scaling for Awign.
Awign built a lot of processes in B2b sales with the ‘hunting and farming’ mechanism. With the help of a lot of advisors Gurpreet built a structure of ‘hunting & farming’ and this helped the startup cut-through thousands smoothly.
The initial idea was to select suitable workers for tasks and work fulfillment. But slowly team Awign realized that there was a challenge: to bring out quality work and standing true to the SLAs. To overcome this, they invested massively on the product to get the gig-workers work-ready. The technology helped reduce the training time from 8 days to less than 24 hours and make gig-workers work ready. Mudit Arora – Head of Operation, ex-IIT, ex-Schlumberger and ex-Grofers, led the fulfillment part of Awign and ensured quality outcomes.
Awign – Advisors & Mentors
Pankaj Banal (Founder- PeopleStrong) and Rohit Bhatiani (Ex-director – Deloitte) are the advisors on board.
Awign – Awards
Recognized as one of the Top 25 Startups for 2020 by Entrepreneur.com
Awign – Growth & Future Plans
Awign is operational in 450+ cities in India. Since 2018, Awign executed more than 5 million tasks and are the largest work fulfillment platform in the Indian gig-economy sector. The startup is operationally profitable and has grown 20X in the last two years. Some top clients and partners of Awign include Britannia, ITC, OYO, Swiggy, Zomato, BigBasket, Betterplace, etc.
With its trained pool of gig workers and its performance focused business model, Awign aims at becoming a $100 million company in terms of top line in the next four years. Through Awign, the founders envision to nurture the world of work & making it happier
“As of May 2020, India was standing at a whopping 29% unemployment rate with millions of people losing jobs due to the downspiralling economy or reverse migration of workers due to COVID-19. Even as the percentage of unemployment is getting better through June and July, underemployment still lingers on. Mint says that if the COVID-19 recovery of India stretches beyond October 2020, India will go into a possible loss of 20 million jobs; while 136 million non-agricultural jobs are at risk as per National Sample Survey (NSS). Speaking of underemployment or about daily wagers, even during good days, a daily wager earns INR 178/day which might interfere with the basic requirements of livelihood, says Trading Economics. Apart from the scarcity of jobs, people are still not job ready or come with a lack of skills for a particular job which adds on to the challenge of unemployment and underemployment in the country. This is the challenge that Awign aims at addressing” the founders said explaining the difference they intend to bring through Awign.
Awign – FAQs
Who founded Awign?
IIT alumni Annanya Sarthak, Gurpreet Singh and Praveen Sah are the founders of Awign.
What is the meaning of ‘Awign’?
Awign is a Sanskrit word, which means “Removal of obstacles” . It is a Bengaluru based startup, that is simplifying hiring of gig workers for the companies by taking care of everything form hiring and training the workers to supervising the work and getting the task accomplished.
Anagha S
