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Tag: recruitment industry

  • Info Edge: Pioneering Digital Innovation and Growth in India

    Info Edge (India) Limited is a pioneering Indian technology company renowned for its diverse portfolio of online businesses and strategic investments.

    Its flagship platform, Naukri.com, is one of India’s largest online job portals, complemented by other innovative platforms like 99acres.com for real estate classifieds, Jeevansathi.com for matrimonial services, and Shiksha.com, an education-focused portal. Info Edge’s operational excellence is amplified by its strategic approach to digital advertising, subscription-based services, and premium offerings tailored to meet the evolving needs of users and businesses alike.

    Beyond its core platforms, Info Edge has a robust track record of identifying and nurturing high-growth ventures and the company has made notable investments in transformative startups, demonstrating a sharp eye for innovation and long-term value creation.

    In this Startuptalky, we will learn more about Info Edge’s success story, its founders, business model, innovative revenue model, growth, challenges, investments, strategic partnerships, and more.

    Info Edge – Company Highlights

    Name Info Edge
    Headquarters Noida, Uttar Pradesh, India
    Sector Recruitment Solutions and Real Estate
    Founder Sanjeev Bikhchandani
    Founded 1995
    Website Infoedge.in

    Info Edge – About
    Info Edge – Industry
    Info Edge – Founders and Team
    Info Edge – Startup Story
    Info Edge – Mission and Vision
    Info Edge – Name, Tagline and Logo
    Info Edge – Business Model
    Info Edge – Revenue Model
    Info Edge – Challenges Faced
    Info Edge – Funding and Investors
    Info Edge – Investments
    Info Edge – Acquisitions and Mergers
    Info Edge – Growth
    Info Edge – Advertisements and Social Media Campaigns
    Info Edge – Awards and Achievements
    Info Edge – Competitors
    Info Edge – Future Plans

    Info Edge – About

    Info Edge, a trailblazer in India’s consumer internet space, has been shaping the online classifieds market for nearly three decades. Established on May 1, 1995, as Info Edge (India) Private Limited, it transitioned into a public limited entity on April 27, 2006. The journey began with Naukri.com, India’s first online recruitment portal and since then, the company has carved a remarkable path, expanding into diverse sectors like matrimony, real estate, education, and more.

    What sets Info Edge apart is its culture of innovation and entrepreneurship, backed by a seasoned leadership team and a sharp focus on leveraging technology. With a footprint spanning 62 offices across 43 Indian cities and a workforce of over 4,000 professionals, the company thrives on creating cutting-edge products and solutions. From integrating mobile-first strategies to harnessing the power of social media, Info Edge remains at the forefront of digital transformation.

    The company’s reach isn’t limited to India. Through NaukriGulf.com, Info Edge has ventured into international markets, establishing a presence in key Gulf regions with offices in Dubai, Bahrain, Riyadh, and Abu Dhabi. Whether driving recruitment, enabling property searches, or facilitating lifelong partnerships, Info Edge continues to redefine how online platforms serve users, setting the standard for excellence in the industry.

    Info Edge – Industry

    India’s real estate sector is a powerhouse, ranking second globally in generating employment and significantly contributing to the nation’s GDP. Currently accounting for around 5% of the GDP, this industry is projected to soar to a staggering $1 trillion by 2030. By 2025, its share in the GDP is expected to rise to an impressive 13%, underscoring its critical role in the country’s economic landscape.

    The growth trajectory of Indian real estate has been remarkable, with the sector expanding at an annual rate of approximately 30%. This upward momentum is fueled by the booming outsourcing industry, which encompasses technical consultancy, medical transcription, and call centers. These sectors alone have driven the demand for an additional 10 million square feet of real estate, further propelling the industry’s expansion.

    Info Edge – Founders and Team

    Sanjeev Bikhchandani

    Sanjiv Bikhchandani - Founder and Executive Vice Chairman, Info Edge
    Sanjiv Bikhchandani – Founder and Executive Vice Chairman, Info Edge

    Sanjiv Bikhchandani is the Founder and Executive Vice Chairman of Info Edge.

    Sanjeev’s journey began in Delhi, where he graduated from St. Columba’s School in 1981. He pursued a Bachelor’s degree in Economics from St. Stephen’s College, Delhi, in 1984, followed by an MBA from the Indian Institute of Management (IIM) Ahmedabad in 1989. His entrepreneurial spirit led him to leave a marketing role at Hindustan Milkfood Manufacturers (now GlaxoSmithKline Consumer Healthcare India) in 1990 to embark on his ventures.

    Initially venturing into pharmaceutical trademarks and salary surveys, Sanjeev founded Info Edge in 1995. Two years later, he launched Naukri.com, a pioneering jobs portal hosted on an Indian server. The platform quickly gained traction and by 2005, it was India’s largest web-based employment site. Info Edge expanded its portfolio with platforms like 99acres.com (real estate), Jeevansathi.com (matrimony) and Shiksha.com (education).

    Beyond his success with Info Edge, Sanjeev is an accomplished investor, backing unicorns like PolicyBazaar and Zomato. He also supports budding innovators as part of the ‘Vision Circle’ of FYI (Foundation for Young Innovators), a unique initiative encouraging high school students to develop social enterprises.

    Sanjeev Bikhchandani | Founder and Executive Vice Chairman of Info Edge | Naukri.com |
    Sanjeev Bikhchandani is an Indian Internet Entrepreneur who founded Info Edge (India) Limited in 1995. The company has launched different online portals like, Naukri.com, Jeevansathi.com, Shiksha.com, 99Acres.com and Naukrigulf.com.
    StartupTalkyMegha Rani

    Hitesh Oberoi

    Hitesh Oberoi - MD and CEO, Info Edge
    Hitesh Oberoi – MD and CEO, Info Edge

    Hitesh Oberoi is the Managing Director and CEO of the company.

    Hitesh Oberoi, an accomplished leader in the internet industry, serves as the Co-Promoter, Managing Director, and CEO of Info Edge, the company behind iconic platforms like Naukri.com, 99acres.com, and Jeevansathi.com. With nearly two decades of experience in the internet space, Hitesh has been instrumental in shaping India’s digital ecosystem.

    Before joining Info Edge, Hitesh spent almost four years at Hindustan Unilever Limited, where he worked as Regional Planning and Distribution Manager for the Ice Cream Division. His strong academic foundation includes a B.Tech from IIT Delhi (1994 batch) and an MBA from IIM Bangalore.

    Hitesh’s contributions extend beyond business operations. He is a charter member of TiE (New Delhi) and has previously served as Chairman of the Internet and Mobile Association of India (IAMAI). He is also a founding member of the Board of Trustees at Ashoka University, further reflecting his commitment to fostering education and innovation.

    Info Edge – Startup Story

    Info Edge was founded by Sanjeev Bikhchandani in 1995, initially by reproducing classified ads from newspapers on its website. Together with Hitesh Oberoi and their CFO, Ambarish Raghuvanshi, Sanjeev built Info Edge into a dotcom enterprise that, by 2008, employed 1,500 people, generated revenues of INR 273 crores and boasted a market capitalization of INR 2,100 crores. Info Edge’s flagship platforms include Naukri.com, Jeevansathi.com, Brijj.com, 99acres.com, and Shiksha.com.

    Reflecting on the early days, Sanjeev recounted the challenges, including the difficulty of securing an INR 30,000 bank limit in 1991. At the time, Naukri was a small operation and he realized the need for like-minded individuals and a fundamentally different business model. That’s when Hitesh joined the journey.

    Hitesh, then working at Hindustan Unilever, considered an offer to join a new venture started by Pradeep Kar of Microland. However, after consulting with Sanjeev, who suggested he consider joining Naukri instead, Hitesh decided to take the leap. He set up operations from Sanjeev’s home and took charge of marketing. Drawing from his commercial experience, Hitesh hired a few sales representatives who sold annual subscriptions for INR 6,000. By investing INR 20,000 per salesperson, including office costs, they were able to generate INR 50,000 in revenue per hire. Realizing the profitability of this model, the team continued scaling the salesforce, which eventually became a cornerstone of the company’s growth. Today, Naukri.com is responsible for one in three lateral hires in corporate India.

    Ambarish Raghuvanshi, who became the third pillar of Info Edge, joined after Sanjeev persuaded him to consider the company’s headhunting division. At the time, Ambarish had taken voluntary retirement from Bank of America and was exploring new opportunities. Sanjeev convinced him to lead the financial services practice within the headhunting division and later invited him to take on the role of CFO—a position Ambarish accepted, bringing fiscal discipline that gained recognition in the stock market.

    Sanjeev described his decision to bring Hitesh on board as pivotal, recognizing his energy, ambition, and willingness to leave a stable corporate job to join a startup. These qualities reminded Sanjeev of himself a decade earlier. He emphasized that the team’s hiring philosophy evolved, prioritizing values such as teamwork, competence, humility, and an entrepreneurial spirit while steering clear of self-promoters and those unwilling to share credit.

    Under Sanjeev’s leadership, Info Edge launched Naukri.com in 1997 with support from family and friends, followed by Jeevansathi.com in 1998, 99acres.com in 2005, and Shiksha.com in 2008. The company went public in 2006 under the ticker symbol “Naukri” and expanded its reach with ventures like NaukriGulf.com in 2006 and FirstNaukri.com in 2009 for campus recruitment.

    Info Edge – Mission and Vision

    Vision
    Info Edge envisions creating world-class platforms that transform lives, empowering individuals and organizations through innovative and impactful solutions.

    Mission
    Info Edge strives to continuously delight its customers in both current and new businesses by delivering superior value through enhanced offerings on the internet and other platforms.

    Info Edge Logo
    Info Edge Logo

    The sleek and modern design of Info Edge’s logo mirrors its forward-thinking approach and innovative spirit. Its carefully chosen color palette conveys trust, stability, and dynamism—qualities integral to the company’s identity. Each element of the logo is thoughtfully crafted to resonate with their core values: customer delight, entrepreneurship, knowledge, results, and trust.

    Info Edge Tagline: The tagline “Transform Lives” reflects Info Edge’s unwavering commitment to making a meaningful impact. Through platforms like Naukri.com, Jeevansathi.com, and 99acres.com, they connect job seekers with opportunities, help families find compatible matches, and assist in real estate transactions. These endeavors empower users and foster positive transformations in their lives.

    Info Edge – Business Model

    Info Edge is a leader in the recruitment sector with platforms such as:

    • Naukri.com: A premier employment website catering to job seekers and recruiters.
    • Naukrigulf.com: A job portal tailored to the Middle East market.
    • Quadrangle: An offline executive search service connecting top talent with organizations.
    • FirstNaukri.com: A dedicated platform for fresher hiring, bridging the gap between employers and new graduates.

    The company has extended its expertise into real estate, education, and matrimony through:

    • 99acres.com: A comprehensive real estate classifieds platform for buying, selling, and renting properties.
    • Shiksha.com: An educational portal aiding students in making informed decisions about courses and institutions.
    • Jeevansathi.com: An online matrimonial service facilitating meaningful connections.

    Info Edge has made strategic investments in numerous successful online ventures, including:

    • Zomato: A leading food delivery and restaurant discovery platform.
    • Policybazaar: An innovative insurance aggregation and comparison service.
    • Shopkirana, Shipsy, Gramophone, and Adda247, among others, expanding their footprint in diverse digital domains.

    Info Edge – Revenue Model

    Info Edge is an Indian technology powerhouse with a diversified revenue model built on multiple streams that capitalize on its robust online platforms and strategic investments.

    Info Edge Revenue Breakdown
    Info Edge Revenue Breakdown
    1. Advertising
      Info Edge leverages display ads, sponsored listings, and banner advertisements across its websites, such as Naukri.com and 99acres.com, to generate substantial revenue from advertisers seeking to reach its vast user base.
    2. Subscription Fees
      These features, offered on platforms like Naukri.com and 99acres.com, include premium search tools, analytics, and targeted user engagement functionalities.
    3. Premium Services
      These include profile boosters for job seekers and premium matchmaking services on Jeevansathi.com.
    4. Strategic Investments
      Info Edge’s forward-looking investment strategy involves holding minority stakes in successful ventures like Zomato and PolicyBazaar.

    Info Edge – Challenges Faced

    • Writing Off Investments
      Info Edge recently wrote off an investment of INR 276 crore in 4B Networks. This decision was driven by concerns over the company’s sustainability, high cash burn rate, and difficulties in raising capital, reflecting the challenges of managing portfolio investments in dynamic markets.
    • Slowdown in IT Hiring
      As the operator of Naukri.com, Info Edge has been affected by reduced hiring activity in the IT sector. This slowdown is attributed to softer demand within the IT industry, impacting one of the company’s core revenue streams.
    • Evolving Consumer Preferences
      Meeting the rapidly changing preferences of users has been a persistent challenge. Info Edge has had to focus on creating products that are device-agnostic and adaptive to modern consumer behavior, which requires continuous innovation and agility.
    • Quarterly Financial Performance
      Info Edge has encountered challenges in its quarterly financial results, including a decline in profit and earnings per share (EPS). This underscores the difficulty of balancing growth with operational efficiency in fluctuating economic conditions.

    Business Model of Naukri.com | How does Naukri.com makes Money
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    Info Edge – Funding and Investors

    The funding details of Info Edge are as below:

    Date Transaction Name Money Raised Lead Investors
    December 11, 2020 Post-IPO Equity – Info Edge $51 million Temasek Holdings
    January 1, 2019 Post-IPO Equity – Info Edge — Lightbox

    Info Edge – Investments

    Info Edge has made investments in the following companies:

    Date Name Funding Round Money Raised
    November 7, 2024 Nexstem Seed Round $3.5 million
    August 30, 2024 Clean Electric Series A Rs. 48.5 crore
    July 27, 2024 Gnani.ai Series A Rs. 30 crore
    May 16, 2024 Gramophone Venture Round Rs. 15 crore
    October 1, 2023 RayloT Solutions Inc. Seed Round $400K
    September 4, 2023 Sploot Seed Round $800K
    July 10, 2023 BrainSightAI Venture Round Rs. 99 lakhs
    April 4, 2023 Stealthed Pre Seed Round Rs. 5 crore
    January 24, 2023 Gramophone Corporate Round Rs. 9.31 crore
    October 1, 2022 Adda247 Series B Rs. 280 crore

    Info Edge – Acquisitions and Mergers

    Info Edge has acquired the following companies:

    Acquiree Name Date Price
    Coding Ninjas Oct 6,2022 Rs. 140 crore
    Aisle Jan 24, 2022 Rs. 150 crore
    DoSelect July 6,2021 Rs. 21 crore
    Zwayam Jun 14, 2021 Rs. 61 crore
    iimjobs.com May 28,2019 Rs. 91 crore
    Ambition Box Apr 13, 2017 –

    Info Edge – Growth

    Info Edge Financials 2023 2024
    Operating Revenue INR 2345 crore INR 2536 crore
    Total Expenses INR 1858 crore INR 1830 crore
    Profit/Loss INR -70 crore INR 594 crore

    In FY23, Info Edge reported an operating revenue of INR 2,345 crore, which grew by 8.2% to INR 2,536 crore in FY24. Total expenses decreased slightly from INR 1,858 crore in FY23 to INR 1,830 crore in FY24, a 1.5% drop. The company moved from a loss of INR 70 crore in FY23 to a profit of INR 594 crore in FY24, showing significant financial improvement.

    Info Edge Financials FY24
    Info Edge Financials FY24

    Info Edge – Advertisements and Social Media Campaigns

    Advertising and Marketing Strategies:

    • CTV Advertising and Live Sports Marketing: Info Edge used CTV advertising and live sports marketing for its brand 99acres.com, targeting a male audience interested in buying or renting homes.
    • Co-branded Vignettes: For Naukri.com, Info Edge partnered with CreativeWorks to create a co-branded vignette for the Hotstar Special Ghar Waapsi.

    Revenue Streams:

    • Display Ads, Sponsored Listings, and Banners: Info Edge generates revenue from advertising on its platforms, including display ads, sponsored listings, and banners across websites like Naukri.com and 99acres.com.
    • Subscription Fees: Info Edge collects subscription fees from employers and real estate agents who pay for advanced features and tools on Naukri.com and 99acres.com.
    • Premium Services: Info Edge offers premium services such as Naukri FastForward and Jeevansathi eAdvantage, which are available for a fee.

    Info Edge – Awards and Achievements

    Info Edge has been awarded with the following awards:

    • World’s Best Workplaces 2024
    • ICAI Excellence Award 2015

    Info Edge – Competitors

    Some competitors of Info Edge (India) Ltd include:

    • Just Dial Ltd
    • Matrimony.com Ltd
    • IntraSoft Technologies Limited
    • Jupiter Infomedia Limited
    • PB Fintech Ltd
    • Affle (India) Ltd
    • Tanla Platforms Ltd

    Info Edge – Future Plans

    Info Edge (India) is projected to experience robust growth, with earnings expected to grow by 37.6% per annum and revenue increasing by 13.7%-13.8% annually. Additionally, Earnings Per Share (EPS) is forecast to rise by 31.8% per year, with a projected Return on Equity (ROE) of 4.7% over the next three years. This optimistic outlook aligns with the company’s strategic investments and diversified portfolio, including Naukri.com, 99acres, and stakes in Zomato and PolicyBazaar.

    Sanjeev Bikhchandani, founder of Info Edge, emphasized that profitability in real estate and a resurgence in IT hiring would be pivotal drivers for this growth trajectory in the next 3-4 years.

    Long-Term Investment Strategy

    The flagship platforms, Naukri.com and Jeevansathi, are expected to continue expanding, driven by signs of recovery in the IT sector. The job market is showing green shoots of growth, signaling a potential rebound from the slowdown. Info Edge’s strategy of early investments in promising ventures, increasing stakes in successful businesses, and maintaining a patient, long-term approach has been a cornerstone of its success.

    FAQs

    What is Info Edge?

    Info Edge is an India-based company that provides internet-based services through its mobile applications and web portals. Its services include recruitment, real estate, matrimonial, and education.

    When was Info Edge founded?

    Info Edge was founded by Sanjiv Bikhchandani in 1995.

    Who are the competitors of Info Edge?

    The main competitors of Info Edge include:

    • Just Dial Ltd
    • Matrimony.com Ltd
    • IntraSoft Technologies Limited
    • Jupiter Infomedia Limited
    • PB Fintech Ltd
    • Affle (India) Ltd
    • Tanla Platforms Ltd

  • Building the Initial Team for Seed Stage Startups

    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.

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    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.

  • Top 6 Applicant Tracking Systems to Look For in 2022

    We earn a degree, develop our skills and start looking for jobs. All we do is make our resume, send it to a company and wait for their response.

    This is all the work that a person does as a potential employee. But it is not only about a single person. There are tons of people out there who are doing the same.

    The companies hire HR employees to deal with the recruitment processes. There are huge companies that have many existing employees and receive tons of applications from new candidates.

    Did you ever wonder how these big companies are able to manage this process? Thanks to technology now they have applicant tracking software. These help them in organizing various hiring needs electronically.

    Applicant Tracking System – Overview
    Top Applicant Tracking Systems in 2022

    1. Talent Recruit
    2. Workable
    3. SAP SuccessFactors
    4. Zoho Recruit
    5. Greenhouse
    6. HRMantra

    Applicant Tracking System – Overview

    It refers to a software application that enables the computerized conduct of hiring needs. It is like a database for the candidates for a job. This helps the employers to keep track of the entire hiring process of many candidates.

    It makes the process electronic and more effective. With this system, a job is created and then posted on the job page. Here the interested candidates apply. After receiving the applications, these get screened and ranked as per the company’s requirements. The selected candidates are then interviewed. At last, the best talent gets hired. Hence, this computerized process makes hiring simple and efficient for employers.

    This system is applicable for both big and small businesses. They can install it according to their needs. This software is of an extensive range. It can provide simple functionality of the database. Also, it has the capability to provide tools for the entire hiring process.

    This enables businesses to manage and analyze the applicants according to their company size and needs.

    How Applicant Tracking System works?

    Top Applicant Tracking Systems in 2022

    The hiring process holds great importance for any company. Every company does have an HR team to handle this. But in these fast-paced times, it gets quite difficult for recruiters to handle the entire process manually. So, now we have applicant tracking systems to solve this issue.

    Here are some top names of applicant tracking systems in 2022:

    Talent Recruit

    Talent Recruit - Best Applicant Tracking System
    Talent Recruit – Best Applicant Tracking System

    This system was born in India. It provides an end-to-end platform, where the organizations can hire candidates with an automated system.

    Talent Recruit is a cloud-based system that works on machine learning and artificial intelligence. This platform adds intelligence, analytics, and automation to the hiring process. Thus, makes the process easy and efficient for the companies.

    It offers many features. For example- application management, resume database, interview management, and many more.

    Some of its popular customers are Monster India, SHRM, Ness Digital Engineering, etc.

    Workable

    Workable - Best Applicant Tracking System
    Workable – Best Applicant Tracking System

    It started in Greece. This is an amazing recruiting software that ensures great talent for an organization. Many of the best companies in the world have relied on it for hiring their employees. Being reliable, and up-to-date it is a popular system in 2022.

    The system enables you to post a job on more than 200 sites in one click. It helps to forward the right candidates. This ensures the best applicant gets hired. All this removes the manual work of interview scheduling, getting approvals, and more. The whole process is automated and thus, makes it time-saving and cost-effective.

    It offers various features for organizations. For example- application management, background checks, interview management, employee management, etc.

    Its customers include IBM, invision, moodle, etc.

    SAP SuccessFactors

    SAP SuccessFactors - Best Applicant Tracking System
    SAP SuccessFactors – Best Applicant Tracking System

    It is an American software company. It is a cloud-based talent management system. This offers data-driven tools and strategies for the entire employee lifecycle. This lifecycle involves a complete process from hiring to retiring.

    Its tools enable the companies to track the process of recruiting, onboarding, and also employee performance. It is powered by automation and embedded intelligence. This helps to make a shift from a manual hiring process to an automated process.

    The system provides many features. For example- sourcing, scheduling, screening, onboarding, performance and compensation management, sales performance management, etc.

    Many big companies have invested their trust in this system. These include Sephora, Whirlpool, and more.

    Zoho Recruit

    Zoho Recruit - Best Applicant Tracking System
    Zoho Recruit – Best Applicant Tracking System

    Zoho Recruit is considered one of the most economical systems, based in India. It provides automated recruiting solutions for the companies. With its cloud-based technology, it makes the hiring process better and effortless.

    It helps to source the best talent, check their backgrounds, schedule interviews, also helps in sending offer letters. This makes the end-to-end hiring process automated.

    Zoho Recruit offers various features for the recruiting process. For example- applicant tracking, background screening, approval process control, contact database, customizable templates, etc.

    Some its customers are Eventful Inc., Tutor Doctor Inc., etc.

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    Greenhouse

    Greenhouse - Best Applicant Tracking System
    Greenhouse – Best Applicant Tracking System

    It is an American ATS startup that offers hiring software as a service. It provides the companies with technology for their recruiting process. It enables them to optimize every aspect of hiring. It builds an ideal hiring tech stack to make the process easy and effective.

    It automates all the tasks involved in the tracking of an applicant. These include sourcing candidates, application review, screening, interview scheduling, etc.

    They offer various services for recruiting. For example- application review, interview planning, analytics and reporting, onboarding module, candidate experience, etc.

    It has many big names as its customers. These include Airbnb, HubSpot, Casper, and more.

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    HRMantra

    HRMantra – Best Applicant Tracking System

    This is another popular applicant tracking system. It came into existence a long time ago. But its progress and inclusion of the latest features make it one of the most desirable systems.

    It has so many features that it’s considered the most dynamic HR and payroll software in the world. It simplifies and automates the full process of hiring that is from hire to retirement.

    This is a tried-and-true system that continues to hold a good place in 2022. It comes with around 160 features. For example- HR and Payroll, document management, bonus and loans management, audit trail, exit management, and more.

    Some of its customers are Palsons Derma, SoftwareSuggest, etc.

    Conclusion

    Every organization whether big or small needs an HR team for the hiring process. HRs play an important role in sourcing, screening, and hiring candidates. With fast-paced times, handling this entire process manually is becoming quite tough and time-consuming. So, many companies are now adopting applicant tracking systems for it. These systems bring technology into the hiring process. It makes the process automated, easy, time-saving, data-driven, and efficient.

    At present, there is various ATS software available in the market. Greenhouse, Workable, Talent Recruit, Zoho Recruit, etc. are some of the popular choices. These systems make recruitment better and more powerful for the organizations.

    FAQs

    What is Application Tracking System?

    The Application Tracking system is a software application that enables the computerized conduct of hiring needs like – Collecting information about candidates, organising applications, and tracking their application.

    What is the best Application Tracking System?

    Some of the best Application Tracking Systems are:

    • Talent Recruit
    • Workable
    • SAP SuccessFactors
    • Zoho Recruit
    • Greenhouse
    • HRMantra

    Why do companies use ATS?

    An applicant tracking system (ATS) helps to manage and automate hiring and recruitment practices for an organization.

  • Top 5 HR Tech Startups in India- An Ultimate Solution To Your Best Recruit

    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:

    Belong
    Darwinbox
    Edge Networks
    Monjin
    Mettl
    FAQ

    Belong

    Belong Website
    Belong Website

    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
    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.

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    Edge Networks

    Edge Website
    Edge Website

    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.

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    Monjin

    Monjin Website
    Monjin Website

    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 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.

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    Conclusion

    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.

  • How to Start a Recruitment Agency in India

    Before you can figure out how to start a recruitment agency in India first, you have to know what a recruitment agency is.

    The recruitment agency is a kind of intermediate body that stands between an entity trying to find employees and a job seeker looking for a job. The main function of a recruitment agency is to find the best person for the job which recruiters are looking for.

    This is why it plays an important role in job seekers as they ought to think about using a recruitment agency to search for a sort of job more quickly and with no hurdles. Any company which is in need of an immediate staffing solution can easily and effectively increase the number of employees through the help of an agency for recruitment.

    Here’s everything that you need to know.

    Need for a Recruitment Agency
    How Recruitment Agency Functions
    Get Thinking
    Your Basic Needs
    Setup your Objectives
    Create a Recruitment Strategy
    Know the Laws and Regulations
    Legalize your Agency
    Project Management
    Invest your Time
    Conclusion
    FAQs

    A complete guide on how to start a recruitment agency business in India

    Need for a Recruitment Agency

    The first thing you must know prior to creating a recruitment company is what exactly is its need?

    For some of the business organizations out there, the process of recruiting the ideal individuals might become a difficult and tedious assignment. Fortunately, there exist the advantages of utilizing a recruitment agency. It is pretty helpful while you have an external organization working separately and balancing all the errands of finding a candidate that the organization is looking for. Additionally, these recruitment agencies comprehend recruiting and can effectively give a check on all the candidates and limit the list down to the ideal individuals for the job.

    How Recruitment Agency Functions

    Then comes the question of how recruitment agencies function in various ways. The company communicates with recruitment agencies and let them know that they have a job opening for applicants. The recruiters will or find a suitable candidate through their current database or even advertise the job online to find candidates with the required qualifications. After they’ve sourced for applicants who have submitted an application already, they’ll request approval from the company’s side and then set up an interview via walk-in or online.

    Get Thinking

    You now know the way a recruitment agency works. It is important to consider any business that’s willing to sign a contract with you. If you already have companies in your possession, that’s fantastic, however in the event, you don’t own one, you could go to these organizations, and then approach them and have them acknowledged by your company. Make sure your company is registered so that you have the opportunity to run large companies in the near future.

    When you are familiar with the above-mentioned things work will be done, you need to know the fundamental requirements for starting a recruitment agency.

    Your Basic Needs

    1. An Accountant

    An accountant is a primary person responsible for handling your financial transactions in general as well as maintaining and analyzing all your financial documents. The majority of accountants are accountable for a variety of account-related chores. If you’re employing an accountant for your own personal requirements or for a larger company that you’ve partnered with as a recruitment agency, it is advised to retain an accountant to ensure hassle-free transactions.

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    2. Financial Investments

    The most significant factor is that you’ll require investment, no matter how big your agency is. There are a variety of things you should remember for your expenses, such as expenses, leases, kinds of equipment, the salaries of the employees you’ll keep and so on.

    3. Insurance

    Insurance is also required for protection to cover any damages that may have occurred to your recruitment companies. There is a variety of insurance you can pick from, including workers’ compensation insurance.

    4. Market Your Agency

    To make your company visible to the public, marketing is crucial. It is important to adhere to every strength you possess and also your desire to offer your company the top possible candidate it can get. Begin to promote yourself online and offline. Because it’s the time where the majority of people spend the majority of their lives on social media, you should take this opportunity to present your business to the entire world. You can join LinkedIn or Naukri.com or other sites that could be seeking companies for you.

    While you’re on this, ensure that you take these things into consideration.

    Setup your Objectives

    The idea of starting a recruitment agency should start with setting up your goals and objectives. Take note of all the goals you need to incorporate as a recruitment agency. Your goals and objectives must be SMART i.e. Specific, Measurable, Attainable, Realistic and Timely.

    Create a Recruitment Strategy

    Then you can concentrate on creating a recruitment strategy. For that, you need to create a clear plan that will explain what you are going to do for the companies that will approach you for their recruitment process. Your strategy should align with your organisation’s objectives and should be possible to implement.  

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    Know the Laws and Regulations

    The specific law that abides the recruitment agency is the Employment Agencies Act 1973. So, for your question about how to start a recruitment agency, consider that you know this act from all the corners.

    Legalize your Agency

    After setting up your recruitment agency, you need to check with significant authorities or discuss with an expert and become familiar with the sort of licenses and allows required.

    Though not all recruitment agencies would require a license to start their business, yet there are some exceptions. Check for the list in detail and get to know if your niche does need a license or not.

    Online Apply for License for a recruitment agency

    Project Management

    You need to keep track of the entire project that is being incorporated into your recruitment agencies. But it might become a hectic job to do manually. Therefore, it is advisable to get software that might incur a cost.

    Invest your Time

    There’s a particular reason to the fact why the recruitment agencies are referred to as ‘experts’. The top recruiters produce massive amounts of expert knowledge and share this information with their clients in a straightforward manner. The business owners and hiring managers require specialists whom they can consult to get the latest pay rates, the accessibility of resources, etc. Make yourself the person your clients visit and offer it at no cost and the benefits will follow.

    Conclusion

    So, these are the necessities and specifications you’ll need when you’re thinking of the best way to establish a recruiting agency on your own and operate independently. I’m sure these guidelines will answer most of your concerns and assist you to get your business properly.

    FAQs

    How do you start a recruitment agency?

    7 things that you need to know to start a recruitment agency.

    • Understand your basic needs.
    • Setup your objective.
    • Create a recruitment strategy.
    • Know the laws and regulations.
    • Legalize your agency.
    • Project management.
    • Invest your time.

    How much does it cost to start a recruiting agency?

    The price for starting a recruitment agency can vary between $60,000 to $130,000.

    Are recruitment agencies profitable?

    Recruitment agencies are not as profitable due to the fact that they are competitive in the marketplace.

  • What is Headhunting in Recruitment? | How Headhunting Works?

    "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.

    About Headhunting
    What Do Headhunting Agency Do?
    How Headhunting is Different From Recruiting?
    How Does Headhunting Work?
    Types of Headhunting Agencies
    Who Are The Clients of Headhunting Agency?
    How do They Choose Employee?
    Conclusion
    FAQs

    Headhunting Tips and Tricks

    About 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.

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    Types of Headhunting Agencies

    • Contingency basis headhunting agency
    • Retained headhunting agency

    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.

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    Who Are The Clients of Headhunting Agency?

    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?

    Headhunter hunts for candidates to find exclusive or highly skilled candidates for top-level positions.

  • How does Naukri.com makes money | Naukri.com Business Model

    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!

    About Naukri.com
    Where does Naukri.com operate?
    Key Features of Naukri.com
    Target Audience of Naukri.com
    Business Model of Naukri.com
    How does Naukri.com make money?

    About Naukri.com

    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.

  • Aviate Company Profile – Making College Students Job Ready

    Every student dreams of getting good grades, good college and a good life ahead. The young budding mind is curious, puzzled and still learning how the world works. The academic education and grades will only help too much, a person will need practical knowledge, certain skill set and so called “experience”. Aviate helps its Students to prepare for a job.

    A freshly graduated individual struggles in finding a path, a direction to a journey he has to cross alone. The college, peers and adults in one’s life can only help through the way of giving advice, which at often times confuses the person. What these final year graduates need is the correct training about the work and skills they will need to instill in order to enter the recruitment market with the confidence and competence. As such, Aviate will guide their students in the right direction and also help them develop important and necessary skills to get a job.

    Almost all the companies coming to the placement cells for recruitment are looking for students who have good communication skills and are fast learners. Why? Because they will be trained after the competitive range of interviews, GDs and tests of all sorts. Aviate provides the very same stage – a program with a vision to change the hiring market by training job-seekers on a very role-specific and organization/industry-specific that is designed in collaboration with the employers and geared to inculcate the operational as well as the soft competencies that an employer seeks for a particular job profile.

    Aviate – Company Highlights

    Startup Name Aviate
    Headquarter Bangalore
    Founder Rishi Raj Rahul & Kundan Kumar
    Sector Edtech cum Recruitment
    Founded 2019
    Parent Organization Aviate Education Private Limited

    About Aviate
    Founders of Aviate and Team
    How was Aviate Started
    Aviate – Name and Logo
    Aviate – Business Model and How it works
    Aviate – User Acquisition
    Aviate – Funding and Investors
    Aviate – Startup Challenges
    Aviate – Competitors
    Aviate – Advisors and Mentors
    Aviate – Hiring Partners
    Aviate – Future Plans
    Aviate – FAQs

    About Aviate

    Aviate is a platform for employability-enhancement and placement services for fresh college graduates and final year college students. Aviate’s long-term vision is to disrupt the hiring market for entry-mid level roles. Aviate’s objective is to create a world where companies recruit via a train and hire model instead of the current norm of hiring people and then training them to be job-ready.

    Aviate’s strategy is to train job-seekers on a very role-specific and organization/industry-specific courses that are designed in collaboration with the employers and geared to inculcate the operational as well as the soft competencies that an employer seeks for a particular job profile.

    Post the training, job-seekers are thoroughly assessed (the assessments are also approved by the employers and designed to gauge a candidate-profile fit) and only the ones that make the cut are sent for interviews.

    Aviate also has a retention cum mentorship programme wherein the alumni are paid a retention bonus after they complete a year with their organization. In exchange, the alumni conduct screening and mentorship sessions for incoming batch of job-seekers targeting the Alumni’s industry or profile. This also helps the alumni by granting them a sizeable supplementary income and provides the best possible mentorship to candidates aspiring for a particular role or an industry.

    The advantages of the ‘train and hire’ approach for employers are-

    1. Reduce employer’s TAT for hiring because of curation of eligible candidates made by Aviate.
    2. Reduce the training costs and unlock a lot of opportunity costs as the candidates are job-ready.
    3. Reduce attrition rates via its retention cum mentorship programme.

    The advantages for job-seekers are-

    1. Guaranteed Jobs for successful candidates
    2. Successful candidates get a job offer within 24-96 hours
    3. Employability – Enhancement by inculcation of core operational and soft skills
    4. Supplementary income via our retention cum mentorship programme
    5. No upfront training fee
    6. Pan-India access to multiple job profiles and employers

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    Founders of Aviate and Team

    Rishi Raj Rahul is the founder and CEO of Aviate.

    Rishi is an Engineer from MIT Manipal and he also attended MBA course at MDI Gurgaon for an year before dropping Out. Previously, he worked with LetsTransport as National Sales Manager, where he scaled revenue to $10Million ARR. He also spearheaded strategic partnerships with Porsche and JW Marriot during his stint at Bidsvilla.

    Kundan Kumar, an alumnus of IIT BHU (CSE) has joined Aviate as a Co-founder and CTO. Kundan is experienced in full-stack development. Kundan had Co-founded a company called Medaboss in the healthtech space and has also worked as tech lead with many organisations in the past.

    “I talked to Kundan on LinkedIn when he pinged me as he was itching to work in this space as he had a very similar idea a few years ago. So I remember having several very late-night conversations with him and when we realized that our vision for the product and the business were aligned, he flew down to meet us and before long, he had put in his papers and would be joining us full-time in August as a co-founder and CTO”, Rishi informed.

    In addition to the founders, Abhishek Singh is a core team member and heads the operations and online supply acquisition. Abhishek is an alumnus of IIT Dhanbad. Aviate has also made another addition in the form of Malika Bhutani to the core team as the head of community relations wherein she would lead the supply acquisition efforts.

    How was Aviate Started

    Rishi had faced the problem of hiring good frontline sales reps for a few organizations that he had been a part of and he used to wonder why that was the case and then one thing led to another and he started researching about the problem.

    Rishi spoke to the Talent acquisition teams at several prominent BFSI, FMCG and retail companies that typically employ a large sales and operations workforce. He realized that a lot of their hiring for frontline roles is outsourced to recruitment agencies and they don’t really have a good curation mechanism.

    “What I realized were three problems on the side of employers, the time taken to hire was protracted owing to a lack of good curation, the candidates needed training post-employment and weren’t job-ready and the attrition rates for these profiles was pretty high.”, said Rishi.

    Rishi also spoke to a lot of placement officers across colleges in the country, students that had recently graduated or were about to in order to understand the problems at their end. Rishi also discussed it with a few friends that are entrepreneurs and some that work with a VC fund to get a sense of what they thought of the idea. By the end of last year, Rishi put in his papers at LT and decided to take a plunge and try to solve these problems.

    “We just brainstormed on a couple of ideas for the name  and when we zeroed in on Aviate” says Rishi.

    The founder (Rishi) himself created the company’s logo.

    Aviate Logo
    Aviate Logo

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    Aviate – Business Model and How it works

    Aviate is a pioneer in the ‘train and hire’ model. Aviate trains job-seekers on very role-specific and organization/industry-specific courses that are designed in collaboration with the employers. Post training the trainees are assessed and only those perform well are sent for interviews. To reduce attrition, Aviate also provides incentives to those alumni who complete minimum an year with an organization.

    The advantages of this ‘train and hire’ model are-

    • Effective curation of employees. Employers can recruit from a candidate pool that is pre-trained.
    • Candidates are job ready even before getting hired. So the companies can skip the need for in-house training.
    • Reduced attrition. The alumni receive retention bonus on completion of minimum one year of job with a company, which reduces the attrition rate.
    • Role specific training and assessments designed in collaboration of the employers bridges skill gaps.

    Aviate – User Acquisitions

    Aviate’s client acquisition strategy has mostly been about identifying industries and sectors where they feel the model of hiring can create a dent and then reaching out to relevant stakeholders in the organizations to take the conversations ahead. Aviate is currently focusing on community building through campus ambassador network, internship platform and promotional events. The company is also taking help of digital marketing to reach out to potential customers.

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    Aviate – Funding and Investors

    Aviate raised a total funding of $45K in Feb, 2019.

    Date Stage Amount Investor
    Feb 22, 2019 Angel $45K Sanchit Saraf, Abhimanyu Dhamija, Ravish Naresh, Pushkar Singh along with some other angels

    Aviate – Startup Challenges

    A major challenge for Aviate has been to build a good mechanism for offline supply acquisition. They initially started by reaching out to colleges for supply acquisition but soon realized that most colleges could care less about the placements and outcomes for their students.

    “It’s so sad it isn’t even funny. Some colleges are responsive but the overwhelming majority couldn’t care less about outcomes as long as their seats are getting filled and they’re making money”, says Rishi.

    Now their focus in terms of offline supply acquisition is to build a network of campus ambassadors to evangelize the cause. They also plan to launch an internship platform in order to try and get a lock-in on the supply side right from the first year of college.

    Aviate – Competitors

    Aviate’s model is different from the other players in this space like Manipal pro-learn or times learning etc. Rishi, is fairly sure that some great companies would emerge in this space. However, he thinks what Lambda has achieved is quite remarkable and investors and entrepreneurs alike have shown quite an interest in creating an Indian clone of Lambda. They will be watching this space with great interest specially to see if and how the Income sharing Agreement model works in India.

    However, there are several companies and entrepreneurs that Rishi finds inspirational like Larry Ellison (oracle), Divyank Turakhia (directi, Media.net), Nithin Kamath (Zerodha), Ashish Kashyap (Goibibo, INDwealth) among several others.

    “Tech-enabled/tech-based recruitment has seen a few interesting companies but none have managed to solve the problem at scale except Naukri. It is a little odd that none of the startups founded post 2010 have made a dent in the market in terms of the scale that naukri enjoys. In terms of skill development, the market has tinkered with a train and hire model however we feel that no one has really created a model that hinges on incentive-alignment of all stakeholders. We do think a lot of interesting plays will emerge in the broader recruitment and skill-development space.”, says Rishi.

    Aviate – Advisors and Mentors

    Aviate is being mentored by Pushkar Singh (Co-founder Let’s Transport) and Ravish Naresh (Co-founder Khatabook and housing).

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    Aviate – Hiring Partners

    Unacademy, Toppr, KhataBook, White Hat Jr., CampK12, Lido, GoMechanic, Jaro Education, Travel Triangle, Vidyakul, Proctur, Jodo, CollegeDoors, Enguru, Scholr, Sutherland, LetsTransport, and many more are the hiring partners of Aviate.

    Aviate – Future Plans

    Aviate has signed up clients and has commenced training and hiring for them. The immediate focus for the next years is to create a wide array of content that enables them to create a broader base of profiles and roles as they feel this will trigger a positive feedback loop with tremendous network effects.

    Depth and breadth of content and job-types would lead to a better supply and a better supply would lead to better demand from clients. Kick-starting and optimizing this feedback loop is their immediate focus.

    Aviate – FAQs

    What is Aviate?

    The Aviate platform provides college graduates and final-year students with employability-enhancing and placement services.

    Who are the founders of Aviate?

    Rishi Raj Rahul is the founder and CEO of Aviate and Kundan Kumar is the co-founder and CTO.

    Where is the headquarters of Aviate?

    Bomanhalli, Bengaluru, Karnataka, 560068, India.

    What is the total Funding and who are the investors of Aviate?

    Total funding is – $45K in Feb, 2019. Invested by Angel investors – Sanchit Saraf, Abhimanyu Dhamija, Ravish Naresh, Pushkar Singh along with some other angels.

  • Top 7 Tech Trends Every HR Must Look Out for in 2021

    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.

    Artificial Intelligence in The Recruitment Process
    Feedback Tools to Improve Engagement
    On the Job Training
    Employee Experience Platforms
    Data Analytics Transforming HR
    Cloud based HR
    Giving importance of the employees mental health

    Artificial Intelligence in The Recruitment Process

    HR tech trends in 2021
    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.

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    Feedback Tools to Improve Engagement

    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.

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    Data Analytics Transforming HR

    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.

    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.

  • Colangels – Connecting you with 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 the organization it is based on.

    Note: This Startup has been shut.

    We hardly know any startup who has aggregated the needs of the startup community & tried to solve the problem through technology. Most of them have been doing individually or a very small part of it; some with tech & some without tech.  Colangels is a tech platform to simplify and bolster the footings across all verticals for startups to synergise with mentors, budding talent, aggregating co-working spaces and investors for angel and crowdfunding investments.

    Know more about Colangels Company Profile, Founders, Revenue Model, Growth, Competitors etc.,

    Colangels – Company Highlights

    Startup Name Colangels
    Founders Simran Chhabra, Shruti Kaur
    Founding Year June 2018
    Sector Recruitment/HR
    Headquarter Bangalore

    Colangels – About
    Colangels – Vision and Mission
    Colangels – Founders and Team
    Colangels – Idea
    Colangels – Name and Logo
    Colangels – Product/Service
    Colangels – Revenue Model
    Colangels – Customer Acquisition
    Colangels – Startup Challenges
    Colangels – Growth
    Colangels – Building Work Culture
    Colangels – Funding
    Colangels – Advisors and Mentors
    Colangels – Competitors
    Colangels – Recognition
    Colangels – Mentors/Investors
    Colangels – Partners
    Colangels – Technology Stack /Tools / Softwares
    Advice for candidates who aspires to join Colangels
    Colangels – Future Plans

    Colangels – About

    Colangels is a tech platform to simplify and bolster the footings across all verticals for startups to synergise with mentors, budding talent, aggregating co-working spaces and investors for angel and crowdfunding investments.

    It provides a network where startups and entrepreneurs can meet mentors/investors and raise funds. The platform also helps in raising funds through crowdfunding and helps startups to find and hire people for their companies

    Colangels – Vision and Mission

    Colangels wants to become an epitome of the startup industry by helping startups scale up exponentially by connecting them with Mentors, hiring talent, doing alliances, etc.

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    Colangels – Founders and Team

    Co-Founders of Colangels are Simran Chhabra and Shruti Kaur. Later, they roped in family and friends, Shruti’s husband Aman Singh, and Aman’s friend Prateek Lamechwal in the team.

    Colangels - Founders and Team
    Colangels Team

    Shruti Kaur

    Shruti hails from Ranchi and has been predominantly into teaching. It is rightly said “A teacher is like a candle – it consumes itself to light the way for others”; and that’s what the Shruti believes in and thus came up with the idea of Colangels. Shruti has done her MBA & B.ed. from Ranchi University. She leads growth at Colangels.

    Simran Chhabra

    Simran has done her MBA from Amity University & was into recruitments before starting Colangels. She leads recruitment at Colangels. She believes in starting small but doing something which is scalable & provides an extraordinary experience to the users.

    Aman Singh

    Aman did his grads from BIT, Mesra & a post-graduate diploma from Stanford University, United States. He has been working in the e-commerce, retail, recruitment industry since last 7+ years.

    Prateek Lamechwal

    Prateek did his graduation from Jain College, Bangalore & has been handling family business since then. He is a fitness enthusiast and is a certified sports nutritionist apart from being a part of Colangels.

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    Colangels – Idea

    The idea struck Simran during her stint with her first job at Beam Commerce wherein she was looking to do an alliance with Flipkart but did not know whom to reach out to. She connected with a couple of category managers but that did not help. Reaching out to the right person became a big problem. So, she thought of a platform where anyone can reach out directly to the Alliances head/Co-founder of the company easily.

    Colangels, if broken into words, defines the objective, the target audience & the vision behind it. (the characters below in the words in uppercase are from the name of the startup)

    Colangels Logo

    COLlaborate with COmpanies & COLleges in a way so that they GEL with each other for mutual growth & end up becoming an ANGEL for the start-up community. The logo shows a hand in hand, showing collaborations or working together and helping each other grow.

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    Colangels – Product/Service

    Colangels provides an ease to reach out to the investors globally across Industries to help entrepreneurs validate/scale up their idea. This can be done just by sending them the elevator pitch at the press of a button.

    Colangels Product

    Along with this, Colangels also tries to connect founders with the right mentors. We always came across multiple websites which showcase the name of mentors but it has always been at the jurisdiction of that website if they would be connecting us to a mentor which ideally flushes out some of the great ideas which startup founders have. The platform doesn’t charge anything for connecting entrepreneurs with mentors or investors.

    Colanagels can help your startup grow fast by connecting you with the right person or co-founder for alliances and partnership with a top organisation. It does a 5-step verification at the background to make sure the message reaches out to the right person.

    Changes are bound to happen in any product or service that is how the best products are made. So, Colangels keeps on implying changes to give the best product to our consumers. (They are currently at an early growth stage where the beta version of the platform is already live.)

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    Colangels – Revenue Model

    A major source of revenue for Colangels is hiring done through the platform for Internships & Jobs. The company counts Alibaba, Amazon, Chaayos, Flipkart, ShopX, Unicommerce, Roposo, Urban Ladder, Instamojo, Milkbasket, etc. as their clients.

    Colangels – Customer Acquisition

    Colangels mainly helps startups connect with mentors, potential talent, aggregating co-working spaces, investors for angel & crowdfunding investments. So the main target audience is:

    • Working Professionals looking for Jobs & Networking
    • Mentors
    • College students looking for Jobs, Internships & to connect with Mentors
    • Startups looking to hire professionals for Job & internship

    Initial customer acquisition was through references & prior work experience.

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    Colangels – Startup Challenges

    It was difficult to ask for time from Industry specialists (CEO’s/CXO’s, etc.) who can be potential mentors on the platform, but once they helped them understand the model & the difference the platform can bring in the startup ecosystem; most of them agreed to be a part of it.

    Colangels – Growth

    Until December’18 the platform had 10,000+ users in less than 6 months. The company is looking to gain traction of 100,000 users in next 6 months & 1 Million+ users by end of 2020. Colangels is currently operational in Bangalore & Gurgaon. However, they have plans to entering Mumbai as a location in the next couple of months.

    Colangels – Building Work Culture

    In the interview with StartupTalky, Simran said that they believe in flat hierarchies and everyone in the organization is very much approachable at any given point in time.

    It is important to have fun at work without compromising on the organizational goals. We also have an offshore every year to a location where the entire team works for a week & parties together.

    Colangels – Funding

    As of October 2020, the company is bootstrapped.

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    Colangels – Advisors and Mentors

    A lot of people from the hiring and e-commerce space have advised Colangels. Most of them were friends and were connected beforehand with the founders. In a way, all the advice taken was unofficial. No official mentor was reached out especially for advice or mentoring purposes.

    Colangels – Competitors

    Colangels doesn’t directly compete with any single organisation. There are multiple platforms for hiring like Linkedin, iimjobs, Naukri, etc. but the closest would be AngelList. However, Colangels differentiates itself from Angellist as Angellist doesn’t connect you with mentors.

    Colangels – Future Plans

    The company is expecting to reach to 1 Lakh users in the coming months. By the end of 2020 it is looking at a user base of a million users.

    Colangels plans to go global in mid-2019 when they enter SEA & that’s when they will take Indian talent from tier-1 colleges to SEA for internships & full-time placements as there is a massive increase in demand for Indian talent.

    Colangels – Recognition

    Colangels has officially been affiliated to the Jharkhand government and would be helping startups in the state grow exponentially. In fact, IAS Sunil Burnwal (Industries Secretary, Jharkhand Govt.) quoted, “This is one of the finest & promising tech platforms I have come across in the country”.

    Colangels – Mentors/Investors

    Colangels counts following as their mentors:

    • Ankit Khandelwal (COO, Unicommerce)
    • Vijay Shekhar Sharma (Founder, PayTM)
    • Nitin Jain (Co-founder, OfBusiness)
    • Bhavna Agarwal (CEO, NDTV Gadgets360)
    • Sahil Barua (CEO, Delhivery)
    • Narinder Singh (MD, Numero Uno)

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    Colangels – Partners

    Colangels has an official partnership with Internshala which enables them to inculcate growing startups hire the best of interns across different verticals.

    Colangels – Technology Stack /Tools / Softwares

    The company uses a variety of services, tools and programming languages to make up its core infrastructure. At the front end, their servers run a LAMP (Linux, Apache, MySQL, and PHP) stack with Memcache.

    Advice for candidates who aspires to join Colangels

    In an interview with StartupTalky, Colangels founder Shruti kaur said that

    We hire both interns and full-time employees across verticals. We look for a candidate who is full of confidence, energy, has knowledge about their field, has great communication and entrepreneurial skills, is high on enthusiasm and is always open to learning.