Starlink Begins Hiring in India, Sets Bengaluru as Hub Ahead of 2026 Broadband Launch

Elon Musk’s satellite internet venture, Starlink, opens finance and compliance roles in Bengaluru as it seeks DoT approvals, gateway stations, and prepares to challenge Jio Satellite and OneWeb in India’s fast-emerging satellite broadband market.  

Key highlights

• Hiring drive: Payments manager, accounting manager, senior treasury analyst, and tax manager.
• Location: Bengaluru as the operational hub in India.
• Launch timeline: Commercial satellite broadband rollout targeted for early 2026, subject to approvals.

Regulatory and infrastructure plans

• Licensing: Working with India’s Department of Telecommunications (DoT) on approvals and security requirements.
• Gateway stations: Permissions sought for three ground stations in Mumbai, Chennai, and Noida.
• Competition: Facing Jio Satellite (Reliance Jio) and OneWeb (Bharti-backed) in the Indian market.

Strategic importance

• Market potential: LEO satellites to deliver low-latency, high-speed connectivity to underserved rural regions.
• Global expansion: India positioned as a critical growth market.
• Investor signal: Shift from regulatory negotiations to on-ground operational buildout.

Who’s behind it

• Parent company: SpaceX, founded by Elon Musk.
• Global footprint: Starlink operates across numerous countries with a rapidly growing subscriber base.

Takeaway

Starlink’s India hiring marks a strategic milestone—building a local finance and compliance backbone in Bengaluru, pursuing gateway approvals, and aiming for a 2026 launch to compete with Jio and OneWeb in satellite broadband.

Amid Layoffs in US, IBM To Shift Hiring to India

IBM is reportedly laying off nearly 9,000 employees across multiple locations in the United States, including California, New York, Texas, and North Carolina. A significant portion of these layoffs is affecting the Cloud Classic division, with IBM shifting employment to India as part of its restructuring strategy.

Some laid-off employees were reportedly asked to train their replacements in India before leaving.

The company’s CEO, Arvind Krishna, has previously emphasized a shift in labor focus to India, reinforcing this trend.

A major portion of these layoffs is affecting the Cloud Classic division, with IBM shifting employment to India as part of its cost-cutting strategy.

IBM has been expanding its hiring in India with more job openings listed than in the U.S. The company has reportedly instructed some laid-off employees to train their replacements in India before leaving. This move aligns with IBM’s broader workforce strategy, which emphasizes cost-cutting and labor realignment.

IBM has been expanding its hiring in India listing 173 open positions since January and 2,946 openings since November last year.

Additionally, IBM has introduced a return-to-office mandate, requiring employees to work on-site at least three days a week starting in late April. Badge swipes are being monitored, and medical exemptions are reportedly discouraged.

The company is shifting jobs to India, where it can leverage a large pool of skilled professionals at lower costs. This move aligns with IBM’s long-term focus on cloud computing, AI, cybersecurity, and enterprise IT solutions.

This move aligns with broader trends in the tech industry, where companies like Meta and Google have also been shifting jobs to India.

Tesla Begins Hiring in India

Tesla has started hiring in India, signaling its plans to enter the Indian market. The company is looking to fill various roles, including customer support, operations, business support, and more. Most of these positions are based in Mumbai.

This move comes after Elon Musk's recent meeting with Prime Minister Narendra Modi during his visit to the United States.

Tesla has officially started hiring in India, marking a significant step towards its entry into the Indian market. The company has posted job openings for various roles, including customer support, operations, business support, and more. Most of these positions are based in Mumbai, with some roles also available in Delhi and Pune. 

Here are some of the job roles Tesla is looking to fill:

• Customer Support Specialist
• Service Advisor
• Parts Advisor
• Service Technician
• Service Manager
• Business Operations Analyst
• Store Manager
• Inside Sales Advisor
• Consumer Engagement Manager

Interested candidates can apply for these positions by visiting Tesla's official 'Careers' website or Tesla's LinkedIn page. The job postings came shortly after Elon Musk's meeting with Prime Minister Narendra Modi during his visit to the United States.

Tesla's entry into the Indian market has been highly anticipated, especially after the Indian government announced a new electric vehicle policy that offers import duty concessions to companies setting up manufacturing units in the country. This move is expected to attract major global players like Tesla and boost the electric vehicle market in India.

TCS Plans to Recruit 40,000 Fresh Graduates From Campuses in 2025

Tata Consultancy Services (TCS) has announced plans to hire 40,000 fresh graduates from campuses in 2025. According to TCS's Chief Human Resources Officer (CHRO), Milind Lakkad, the company aims to integrate artificial intelligence (AI) skills at all levels of the Organization.

The company plans to provide comprehensive training sessions to new hires, focusing on AI technologies and digital transformation.

TCS is also looking to reduce its dependency on H-1B visas by hiring more local talent.

Key Points:

AI Integration: TCS plans to incorporate AI skills across all levels, from entry-level (E0) to senior positions.

Foundational AI Skills: Even entry-level employees (E0) are expected to have a foundational understanding of large language models (LLMs) and their applications.

Advanced AI Skills: At higher levels (E3 and above), employees are expected to have advanced expertise in AI and its applications across various domains.

Job Transformation: Lakkad emphasized that while AI will transform jobs, it will more likely change the nature of roles rather than eliminate them. Human insight and empathy will remain crucial, especially in client-facing and knowledge-intensive roles.

This ambitious hiring plan reflects TCS's commitment to staying at the forefront of technological innovation and ensuring that its workforce is equipped with the necessary skills for the future.

This recruitment drive is expected to create significant job opportunities for fresh graduates and support India's expanding tech sector.

Tata Technologies Launches Recruitment Drive for 100+ Cloud and Data Engineers to Revolutionize Software-Defined Vehicles

Tata Technologies, a global leader in engineering and R&D services, is launching a recruitment drive to onboard over 100 skilled Cloud and Data Engineers. These professionals will play a pivotal role in driving innovation for the next generation of Software-Defined Vehicles (SDVs), transforming the automotive landscape with cutting-edge software solutions.

As a leading global engineering and R&D services provider, Tata Technologies is committed to advancing automotive technology. The company invites talented professionals to join its mission of transforming the automotive landscape. They will play a key role in designing and developing advanced software capabilities that will enhance future driving experiences.

The company is looking for candidates with at least 5 years of experience in domains such as Teamcenter, Python, Microservices, and Pyspark. Open positions include roles for Cloud Engineers, Data Engineers, and Solution Architects. Position is available in Chennai.

The organization offers a vibrant work environment and the opportunity to contribute to the revolutionary shift towards software-defined vehicles. This is an excellent opportunity to be part of a pioneering team dedicated to engineering a better future.

Apply now to be a part of the revolution: https://lnkd.in/d_msvCXJ

Infosys May Offer Freshers Salaries Up to Rs 9 Lakh/ Annum

Infosys has recently launched a new initiative called the 'Power Programme'. This programme aims to offer freshers pay packages up to Rs 9 lakh annually, reported The Economic Times citing sources. The focus is on hiring candidates with specialized skills in areas such as coding, software development, and programming.

This move is part of Infosys' strategy to attract top talent and is significantly higher than their typical entry-level packages of Rs 3-3.5 lakh. It's also seen as a response to similar initiatives by other IT giants like TCS, which offers high salary packages under its 'Prime' programme.

Infosys' 'Power Programme' focuses on hiring candidates with specialized skills in areas such as coding, software development, and programming.
The eligibility criteria typically include:

• A degree in engineering, computer science, or a related field.
• Recent graduation, usually within the last one or two years.
• Proficiency in programming languages like Java, Python, or C++.
• A strong academic record.
• Successful completion of Infosys' selection process, including aptitude tests and interviews.

This initiative is part of Infosys' strategy to stay competitive in the IT industry and attract highly skilled professionals. NNotably, Infosys’ ‘Power Programme’ is quite competitive compared to similar initiatives by other IT giants.

TCS ‘Prime’ Programme offers high salary packages for freshers with specialized skills, similar to Infosys. The packages can go up to Rs 7-8 lakh annually.

TCS Introduces New Hiring Category 'Prime' with Rs 9-11 L Packages

Tata Consultancy Services (TCS) has introduced a new hiring tier called "Prime" as part of its campus recruitment strategy this year. This initiative aims to attract high-potential talent from fresh graduates by offering annual compensation packages ranging from Rs 9 lakh to Rs 11 lakh. This is significantly higher than the standard entry-level offers.

The "Prime" category is designed to secure top talent who excel in programming, coding, and new technologies like AI and machine learning. This move is part of TCS's broader strategy to stay competitive in the rapidly evolving IT services sector.

TCS has occasionally recruited students in the Rs 9 lakh category, often referred to as “Prime” by various campuses.

However, this is the first time the Prime tier has been formally expanded to include several top-tier institutes, according to Janardhan Santhanam, TCS’ vice-president and chief learning officer.

Previously, such hiring was limited to the research and innovation (R&I) segment or product verticals but is now extended across all business units.

Essentially, TCS introduced the "Prime" tier as part of its campus recruitment strategy to attract top-tier talent from prestigious institutes. Engineers hired under the Prime category will receive annual compensation packages ranging from Rs 9 lakh to Rs 11 lakh.

The Prime tier targets students from top-tier institutes such as IITs, NITs, IIITs, BITS, and other leading engineering and technology colleges. Candidates should have strong technical skills in programming, coding, and new technologies like AI, machine learning, and data science.

TCS uses an integrated test pattern for its fresher hiring, including Prime, Digital, and Ninja roles. Candidates need to appear for a single test, and based on their performance, they qualify for the respective interviews.

TCS aims to secure the commitment of high-potential candidates by ensuring that those hired in the Prime category do not apply elsewhere

This initiative is part of TCS's broader strategy to stay competitive in the rapidly evolving IT services sector by securing highly skilled graduates.

Infosys Targets Fresher Hiring at 15,000-20,000 for FY25

Infosys has ambitious plans for fresher hiring in FY25. The company aims to hire 15,000-20,000 Freshers during this financial year, amid a decline in headcount for six consecutive quarters. This move comes after a year of declining IT job opportunities, offering hope to recent and soon-to-be college graduates.

The hiring will be both on and off-campus recruitment.

Infosys management also said they have onboarded most of the freshers whose joining was delayed. To recall, in early of last month a Pune-based union for IT professionals had written to the Ministry of Labour and Employment regarding Infosys' alleged repeated delays in the onboarding process.

Notably, even in the first quarter of FY25 , Infosys saw its headcount decline by 1,908 employees. The company’s total headcount at the end of the June quarter was 315,332. On a year-on-year (Y-o-Y) basis, the headcount is down by 20,962 employees.

In contrast, Tata Consultancy Services (TCS) plans to recruit approximately 40,000 new graduates in FY25, having already onboarded about 11,000 trainees in Q1. It's encouraging to see companies investing in fresh talent despite the challenges posed by the pandemic and macroeconomic factors.

To apply for a job at Infosys, follow these steps:

1. Visit the Infosys Careers Page: Go to the Infosys Careers website to explore available job openings.
2. Use the search bar to find job roles that match your skills, experience, and interests. You can filter by location, job function, and other criteria.
3. Submit Your Application: Click on the specific job listing you're interested in. Read the job description, requirements, and responsibilities. If it aligns with your profile, click the "Apply" button and follow the instructions to submit your application.
4. You'll need to create an account on the Infosys Careers portal if you haven't already. Provide accurate information, upload your resume, and complete any required forms.

If your application is shortlisted, Infosys will contact you for interviews. Be prepared to discuss your qualifications, experience, and why you're a good fit for the role.

Keep an eye on your email and the Infosys portal for updates on your application status.

Hiring AI-skilled Talent is a Priority for Over 9 in 10 Employers in India but 79% Struggle to Find the AI Talent They Need

AI skills could boost salaries of workers in India by more than 54% and accelerate career growth as AI adoption ramps up, finds new research

Hiring AI-skilled talent is a priority for over nine in ten employers in India but 79% struggle to find the AI talent they need, highlighting a looming AI skills gap in the country

Amazon Web Services (AWS), an Amazon.com company, has just released new research showing that when artificial intelligence (AI) is fully harnessed, workers in India with AI skills and expertise could see salary hikes of over 54%, with workers in IT (65%), and research and development (62%) enjoying the highest pay increases.

To better understand emerging AI usage trends and skilling needs in workplaces, AWS commissioned Access Partnership to conduct a regional study, titled “Accelerating AI Skills: Preparing the Asia-Pacific Workforce for Jobs of the Future”. Over 1,600 workers and 500 employers were surveyed in India.

On top of significant salary increases, 97% of workers in India expect their AI skills to have a positive impact on their careers, including increased job efficiency and career advancement. 95% of workers in India indicated a keen interest in developing AI skills to accelerate their careers, and this interest transcends generations. 95% of Gen Z, 96% of Millennials, and 93% of Gen X workers want to acquire AI skills, while 90% of baby boomers — a demographic usually contemplating retirement — say they would enrol in an AI upskilling course if it was offered.

The research also found that the productivity payoff from an AI-skilled workforce could be immense for India. Surveyed employers expect their organisation’s productivity to increase by 68% as AI technology automates repetitive tasks (71%), encourages learning of new skills (68%), and improves workflow and outcomes (64%). Workers believe AI could raise their efficiency by as much as 66%.

Organisations in India go all-in on AI

The speed of AI transformation happening in India is remarkable. Almost all employers (99%) envision their companies becoming AI-driven organisations by 2028. While most employers (97%) believe their finance department will be the biggest beneficiary, they also foresee IT (96%), research and development (96%), sales and marketing (96%), business operations (95%), human resources (94%), and legal (92%) departments driving significant value from AI too.

“The AI wave is sweeping across the Asia-Pacific region, including India, transforming the way businesses operate and the way we work. Our research shows that society as a whole will benefit from an increased productivity boost, which will translate into higher salaries for skilled workers in India,” said Abhineet Kaul, Director at Access Partnership. “With a growing number of organisations expected to deepen their use of AI solutions and tools, and the continual evolution of AI-driven innovations, there is a need for employers and governments to nurture a proficient workforce capable of steering current and future AI advancements.”

Generative AI—a type of AI that can create new content and ideas quickly, including conversations, stories, images, videos, music, and more—has captured the attention of the general public in the past year. This technology is already transforming workplaces in India where 98% of surveyed employers and workers expect to use generative AI tools on the job within the next five years, with 73% of employers highlighting ‘increasing innovation and creativity’ as the top benefit, followed by improving outcomes (69%), and automating repetitive tasks (68%).

“Generative AI offers an unprecedented opportunity to transform businesses across India, and this research shows that AI skills are imperative for the future workforce. From financial services to construction and retail, industries are embracing AI at a rapid pace, which is why an AI-skilled workforce is essential to unleashing a culture of innovation and driving productivity in India, aligning with the government of India’s IndiaAI Mission,” said Amit Mehta, Head of AWS Training and Certification, AWS India Private Limited. “At AWS, we are helping organisations such as Wipro, L&T Technology Services, Iris Software, and others, to upskill their employees to be ready for a future powered by generative AI.”

“AI skills are becoming paramount for our customers to innovate and stay competitive. AWS and Wipro are collaborating to train AWS skilled associates at Wipro in generative AI services,” said Ramesh Pai, Vice President, AWS Business Unit Head, Wipro Technologies. “Equipping them with Wipro developer experience platform devNXT.ai, which is integrated with Amazon CodeWhisperer and Amazon Q, helps in accelerating developer productivity and fostering a culture of continuous innovation.”

Bridging India’s AI skills gap is mission-critical

The research reveals a looming AI skills gap which must be bridged to ensure India is well-positioned to unlock the full productivity benefits of AI. Hiring AI-skilled talent is a priority for more than nine in ten (96%) employers in India, of which 79% can’t find the AI talent they need. The research also uncovers a training awareness gap, whereby 91% of employers indicated that they don’t know how to run an AI workforce training program. Meanwhile, 86% of workers said they aren’t sure about relevant career paths where AI skills are useful.

The research highlights the need for greater collaboration between governments, industries, and educators to help employers across India implement AI training programs and guide workers in matching their AI skillsets to the right roles to harness their newly acquired AI capabilities.

“In today's rapidly evolving digital landscape, upskilling workers in AI, founded on ethical frameworks and principles, is not just a strategic choice, but a critical imperative for governments and organisations across Asia-Pacific,” said Dr. Rupa Chanda, Director of Trade, Investment and Innovation Division, United Nations Economic and Social Commission for Asia and the Pacific (UNESCAP). “This report shows that the future of work demands a workforce equipped with AI proficiency to navigate emerging challenges and harness opportunities for sustainable and equitable economic growth and development as well as inclusive innovation.”

Accelerating digital skills training across India

AWS has trained more than 5.5 million people in India on cloud skills since 2017. But with the rapid adoption of cloud-enabled technologies like AI, more needs to be done to upskill the workforce at scale so organisations can innovate and grow in an AI-dominated future.

In November 2023, Amazon launched the ‘AI Ready’ initiative that complements AWS’s commitment to provide free cloud computing skills training to 29 million individuals globally by 2025. Through ‘AI Ready,’ we now offer a suite of free AI and generative AI training courses, aligned to both technical and non-technical roles, so that anyone can build AI skills. This is in addition to the more than 100 courses and learning resources on AI, machine learning, and generative AI available through AWS Skills Builder and AWS Educate—our digital learning centres for beginners to advanced learners. AWS also announced new generative AI innovations at AWS re:Invent 2023, including Amazon Q—a new generative AI assistant designed for work that can be tailored to businesses.

For more information about our “Accelerating AI Skills: Preparing the Asia Pacific Workforce for Jobs of the Future” research, download the report here.

About Amazon Web Services

Since 2006, Amazon Web Services has been the world’s most comprehensive and broadly adopted cloud. AWS has been continually expanding its services to support virtually any workload, and it now has more than 240 fully featured services for compute, storage, databases, networking, analytics, machine learning and artificial intelligence (AI), Internet of Things (IoT), mobile, security, hybrid, media, and application development, deployment, and management from 105 Availability Zones within 33 geographic regions, with announced plans for 18 more Availability Zones and six more AWS Regions in Malaysia, Mexico, New Zealand, the Kingdom of Saudi Arabia, Thailand, and the AWS European Sovereign Cloud. Millions of customers—including the fastest-growing startups, largest enterprises, and leading government agencies—trust AWS to power their infrastructure, become more agile, and lower costs. To learn more about AWS, visit aws.amazon.com.

NSDC Partners HCLTech to Transform Job Markets from Qualification-based to Skill-based Hiring

Aligned with the vision of the Hon’ble Prime Minister, Shri Narendra Modi, to empower India’s youth through digital technology and Artificial Intelligence (AI), the National Skill Development Corporation (NSDC) has entered into a partnership with HCLTech to bridge the skills gap, particularly in the tech and engineering sectors. Under this collaboration, both the organizations will work together to promote the adoption of technology among learners from diverse backgrounds and explore new global markets and business opportunities.

The agreement was exchanged by Ved Mani Tiwari, CEO, NSDC and C Vijayakumar, CEO & Managing Director, HCLTech. This partnership comes shortly after the recent G20's Digital Economy Working Group (DEWG) meeting, which achieved consensus on deliverables in three discussion areas: Digital Skilling, Digital Economy, and Digital Public Infrastructure.

This strategic partnership will enable NSDC and HCLTech to jointly transform the assessment landscape and digital learning by introducing digital assessments in tech and non-tech-based courses (B2B & B2C). There is also scope for collaborating on the creation of new products and programs to enhance talent with flexibility and scale. Additionally, to ensure that every Indian has access to quality training, the focus will be on enhancing the impact of learning by jointly developing and offering industry-relevant resources and tools. Under the partnership, the vision to add new dimension in assessment for setting standards in digital learning indicates the keenness of both the organizations to provide a regular check in learning and augment access to technology.

Praising this initiative, Ved Mani Tiwari, CEO, NSDC, said, “NSDC and HCLTech are entering into this partnership with a commitment to enhance the trust in job markets. Both organizations will jointly develop an assessment platform where students and working professionals can get themselves assessed and certified for skills in demand. This is a significant step towards moving from qualification-based hiring to skill-based hiring. Both parties will also collaborate to offer reskilling, upskilling online courses to prepare for opportunities in a dynamic job market.”

It is estimated that the assessments market is expected to grow to $10B+ by 2027. North America accounted for the largest (~40%) revenue share in 2021. Europe plays a significant role in international employability and rate of employment, hence contributing to the growing share in assessment services market. APAC market is expected to register the fastest revenue growth during the forecast period

As part of the agreement, NSDC and HCLTech will jointly leverage each other’s technical and domain expertise in the Assessment platform, Assessment & hiring test (both tech and non-tech), Smart labs (coding and data science), Learning programs, Faculty development & certification programs, and Advisory services for government and institutions.

Besides, both parties will also collaborate in creating joint IPs for digitalizing and digitizing assessments, covering the wider landscape of skilling as well as educational ecosystem and engage in advisory services and positioning tech solutions.

Commenting on the occasion, Srimathi Shivashankar, Corporate Vice President and Global Head, EdTech Business, HCLTech, said, “We are delighted to join forces with NSDC to leverage digital technologies to build a future-ready talent ecosystem for India and the rest of the world. I am confident that HCLTech’s proven Career Shaper learning and assessments platforms and NSDC experience in talent and nation building can make a significant impact in how technology can be smartly used for skilling.”

Under its EdTech Business, HCLTech leverages its vast experience to assist governments, enterprises and educational institutions in establishing technology and talent skill academies through its Career Shaper learning and assessment platforms.

NSDC, operating under the aegis of the Ministry of Skill Development and Entrepreneurship, is actively advancing digital skills for India's youth by integrating technology into skill development. Online learning platforms and digital resources have been introduced, making training materials more accessible and adaptable to changing industry trends.

NSDC's digital learning initiatives collaborate with Indian and global partners, offering access to over 1.4 lakh minutes of multi lingual digital content in various sectors.This extensive resource pool equips learners with the necessary digital skills for today's rapidly transforming world. Furthermore, NSDC's partnerships with industry leaders have resulted in industry-specific skill development programs, aligning training with industry needs and improving the quality of training while enhancing employment prospects for candidates. These collaborations bridge the gap between education and employment in the digital age, promoting India's digital skills revolution.

The recently launched Skill India Digital (SID) is one such platform that will play a pivotal role in transforming India into a thriving digital economy. This initiative coincides with the global consensus on Digital Public Infrastructures (DPI) during India's G20 presidency. The platform will also prepare the younger generation for international job opportunities, aligning with the vision of the Hon’ble Prime Minister, Shri Narendra Modi, to make India a global skill hub.

Giving boost to Indian Government Skill India Mission, NSDC, a nodal skill development agency, working under the Ministry of Skill Development & Entrepreneurship (MSDE), Government of India, is a unique Public Private Partnership (PPP) that aims to catalyze the creation of a large and quality vocational training ecosystem in India. Since inception, NSDC has trained over three crore people in different sectors through its collaboration with training partners pan India. NSDC has established 37 Sector Skill Councils (SSCs) and implements the Government’s flagship skill development schemes such as Pradhan Mantri Kaushal Vikas Yojana (PMKVY), National Apprenticeship Promotion Scheme (NAPS), among others. NSDC also funds enterprises, companies and organizations that provide skill training. The organization enables private-sector capacity building in skill development by offering concessional loans, other innovative financial products, and strategic partnerships. For more information, please visit at https://nsdcindia.org

HCLTech is a global technology company, home to more than 221,000 people across 60 countries, delivering industry-leading capabilities centered around digital, engineering, cloud and AI, powered by a broad portfolio of technology services and products. We work with clients across all major verticals, providing industry solutions for Financial Services, Manufacturing, Life Sciences and Healthcare, Technology and Services, Telecom and Media, Retail and CPG, and Public Services. Consolidated revenues as of 12 months ending September 2023 totaled $12.9 billion. To learn how we can supercharge progress for you, visit hcltech.com.

Tata Technologies Launches Diversity Hiring Campaign, Encourages Women to Join Them for #EngineeringABetterWorld

Company aims to hire 1000+ women over the next 12 months

Tata Technologies, a global leader in engineering and product development digital services, today announced the launch of its gender diversity focused hiring campaign, in line with its renewed focus on promoting gender diversity across its workforce. The new brand campaign #EngineeringDiversity invites women innovators to be part of the Tata Technologies transformation journey and grow with it while innovating safe, sustainable solutions for the global original equipment manufacturer (OEMs) and their ecosystem of partners. Learn more about the diversity campaign at https://www.tatatechnologies.com/diversity/

Manufacturing companies rely on Tata Technologies to enable them to conceptualize, develop and realize better products that are safer, cleaner, and improve the quality of life for all the stakeholders. This requires innovative solutions, and we believe a diverse and inclusive culture is core to incubating innovative solutions. Hence, we believe in creating an inclusive culture that provides equal opportunities to all individuals irrespective of colour, race, gender, religion, disability, age, sexual orientation, or nationality. Through a global, diverse, and exciting working environment, and access to the latest technologies, we cultivate a workplace in which everyone has the freedom and opportunity to succeed. Besides competitive remuneration, we offer innovators an opportunity to work on global projects, upskill & learn through classroom and global eLearning platforms and collaborate with 11000+ global talent pool. We believe that a diverse workforce will lead to innovation, productivity, & creativity and will also create a more positive and welcoming work environment, leading to better employee engagement, better customer engagement and overall better performance. 

Through the RAINBOW program, the company has focused interventions on onboarding more women and parallelly creating support frameworks for them to succeed. The program has a structured framework and four key pillars–

• Hiring - Focused efforts towards attracting and onboarding diverse talent pool. The company aims to hire 1000 + women engineers in FY24, to strengthen its gender diversity ratio further and has identified specific opportunities for women.
• Communication- Creating more platforms for employee participation and dialogues with an aim to break the bias and build a culture of inclusivity ground up. The company also recognizes women innovators within the organization through the SHEnnovator campaign.
• Growth- Grooming women leaders for tomorrow through the LeaderBridge-WINGS program, a 6-month developmental intervention aimed at helping women employees develop their leadership potential further and excel in their careers.
• Enabling- Aimed at creating a conducive ecosystem and infrastructure that nurtures a diverse workforce.

The campaign was launched with a new diversity focused microsite, YouTube campaign video, Linked In post, Instagram post, Facebook post, Twitter post

Amidst Layoffs, Unify to Hire 10K People

Facility Management firm, Unify, has announced that it will be recruiting about 10,000 people in India over the next 12 months, adding to its existing workforce of 8,000+ in the country. The move comes after Unify grew by more than 60 % Y-o-Y and increased its service presence throughout the country to 145 cities.

Saurabh Agarwal, Managing Director, Unify

“The Indian organized facility management services market is expected to grow at a CAGR of more than 20 percent over the next 5 years. This growth is driven by the growth in the Real estate, manufacturing, and logistics sectors. Through this expansion, we hope to positively impact our clients’ businesses across industry verticals with more customized solutions and technology-driven services,” said Saurabh Agarwal, Managing Director of Unify Facility Management Private Limited.

The facilities management market is still dominated by unorganized service providers, accounting for nearly 65 percent of the market size as opposed to the 35 percent that is shared amongst organized service providers such as Unify. However, as the country develops, the balance between the unorganized to the organized players may flip in the next decade, resulting in increased opportunities and consolidation of the service providers. Now, with a return to the offices and the demand to maintain safe and sanitized physical environments, the demand for facility management services has been on the rise. Moreover, the labor force that traditionally worked with unorganized or non-compliant service providers is also happier working with companies that adhere to labour laws and offer them benefits that they didn't receive earlier in their careers.

The hiring announcement adds another feather to the cap of the brewing relationship between Unify and its 29 Fortune 500 clients in the country. It would be interesting to see how the firm attempts to set a foothold in acquiring talent at a large scale in the highly competitive market.

“We have a new ‘accelerated hiring process’ that results in applicants getting an offer within a day of applying. To execute this, we leverage a dedicated team to reduce the hiring time. As pre-pandemic hiring was a drawn-out process and could take a week, we digitized it to make it faster with deeper screenings and outcome-based scorecards to evaluate candidates; eliminating the need for post-interview evaluations,” said Saurabh.

About Unify:

In just over a decade, Unify Facility Management has successfully established its mark across MNCs, Industries, Malls, Offices, Retail, Corporates, Data Centres, BFSI, Healthcare, Educational Institutions, Real Estate, Pharma, Logistics, etc to deliver a wide range of complex facility management services. Unify provides services in the areas of Housekeeping, Business Support Staff, Pantry Service, Pest Control, Electrical Services, Carpentry, HVAC, Plumbing, DG Set, Lift Operations, Heavy Equipment Maintenance, Building Management Systems, etc. Started with a vision to change the way the facility management business is perceived and run, Unify’s systems and processes are built around the same. In the last 13 years, Unify has grown to a 150 Cr organization, aiming to achieve 500 Cr by FY ‘25. The company has grown by over 100% this year. The company has successfully moved from the backroom to the boardroom; partnering with clients to reduce costs and enhance bottom lines.

Payment Firm Worldline India Launches Paytech Pioneer Programme; To Hire 3000+ Young Talents in 3 Yrs

To hire over 3000 young talents in three years

Worldline India, a leader in digital payment services today announced the launch of Paytech Pioneer Programme to on-board some of India’s best Engineering Talent from college campuses across the country.

Worldline India plans to induct over 200 Trainee Engineers across its Mumbai, Pune, Bangalore and Chennai offices in 2023 batch and plans to increase the head count to 3000 in three years. New joiners will begin their transformational journey from fresh graduates to full stack developers in span of 3 years while training on the job for silks sets like Java, Dot Net, C++, Testing, PHP, Python, MYSQL, Postgres among others.

In addition, Paytech Pioneers will be working on key tasks such as executing full software development life cycle, gathering requirements, documenting and proposing solutions, maintaining the code quality, reliability and redundancy, troubleshooting, debugging and enhancing existing systems.

Jose Raj, Senior Vice President and Head – HR, Worldline India and APAC said, “We are delighted to launch Paytech Pioneer Programme which is in line with our vision to establish Worldline as a premium global Paytech company. We deeply value, engage and interact with young talents and it is one of the reasons we are recognised as employer of choice. We believe young talent will bring fresh perspective to an organisation as we continue to shape new ways of paying, living, and doing business. It’s a great time for a technology professional in the country as India continues to be a hotbed of tech talent. The advantage Worldline offers is we are at the forefront of innovation in paytech. The Worldline family in India is excited to invite talents to join us, develop the next generation of paytech products, and grow with us.”

Worldline India will be visiting colleges for pre-placement talks starting September. Fresh graduates will be evaluated basis three rounds of selection process viz. Online Test, Aptitude & Logical Evaluation, Technical Managerial Aptitude & Skills. Candidates having BE/B Tech – CS/IT with 6 & above CGPA till final semester 70% & above in 10th & 12th will be considered for the qualifying rounds.

Worldline India plans to induct paytech pioneers starting January 2023 as interns and on-board as Worldliner from July 2023.

For more details on the programme and invite Worldline for pre-placement talks, visit our dedicated website: https://in.worldline.com/paytech-pioneer/

About Worldline

Worldline [Euronext: WLN] is a global leader in the payments industry and the technology partner of choice for merchants, banks and acquirers. Powered by 20,000 employees in more than 50 countries, Worldline provides its clients with sustainable, trusted and innovative solutions fostering their growth. Services offered by Worldline include instore and online commercial acquiring, highly secure payment transaction processing and numerous digital services. In 2021, Worldline generated a proforma revenue close to 4 billion euros.

About Worldline India

Worldline India Pvt. Ltd., a wholly owned subsidiary of Worldline. Worldline is a one-stop shop for all payment needs offering – In-store payments, Online payments, Omnichannel Payments, and Issuance and Acquiring solutions. Worldline India has over 20 years of payment experience and is one of the most preferred partners of choice for all leading banks, retail brands, e-commerce companies, NBFCs, Insurance, start-ups, and SMBs in India. Worldline covers the whole payment value chain and end-to-end processes that facilitate services to over 1.5 million merchants across 5000 towns and cities in India. Supported by an over 2000 members team, Worldline India is constantly investing in its people and in the latest technologies to increase efficiencies, drive innovation and enhance digital payments adoption across the country.

For more information, please visit Worldline India website – in.worldline.com

AI SaaS Startup Superbot Announces 300% Increase in Talent Pool This Fiscal

Targeting Team size of 200+ by March 2023

SuperBot an intelligent, AI-powered voice agent SaaS start-up, has announced increasing its manpower by around 300 percent. The company currently boasts a strength of 55 and targets to take this number up to 200 by the end of fiscal 22-23. In the current times when the attrition rate at Indian companies is expected to increase (19%), new-age companies widening their horizons for talent comes as a cheer to many.

Further to the hiring drive, the company looks at onboarding 20% of the new recruits for senior level, and the rest of the profiles will be with the ratio of 50% for mid-level and 30% for entry-level positions.

The hiring will be conducted across departments including Marketing & Sales, Operations, Tech, Customer Success and HR Operations. Most of the fresh recruits will be based out of its headquarter Gurugram location.

“We are expanding and wish to add fresh talent to our workforce which will bring new skill sets to the table. We understand that the market is very challenging for talented professionals right now, and this might actually be an opportunity to acquire skilled manpower which will strengthen the company’s backbone for a longer run,” said Mr Sarvagya Mishra, co-founder and director of SuperBot (PinnacleWorks).

The brand has maintained an employee-first approach since its very inception. Having an open culture policy brand is giving liberty to their employees to explore the profiles they can expertise in. Along with flexible timings and leave policies, regular appreciations and acknowledgements have been driving workplace culture. SuperBot team follows the reverse feedback mechanism as well, so that everyone gets the chance to share what they feel should be changed or added to make it the best place to work in the industry.

SuperBot has been leading the market of AI-powered voice agent tech as an enabler for multiple industries like Education, BFSI, Healthcare etc.

About SuperBot by PinnacleWorks

SuperBot is an intelligent, AI-powered voice agent SaaS company under the PinnacleWorks which was established in the year 2012. The brand has always focused on bringing a revolution in the tech industry. Following its vision of Always Evolving, PinnacleWorks launched SuperBot in the year 2018, when the concept of an AI-Powered chat agent was new to the Indian Market. It transformed the communication process for 100+ organizations & helped them connect with their users 24x7 over various media including WhatsApp, Facebook, etc. 

SuperBot, a voice-based communication agent, is capable of catering to 1M+ inbound/outbound calls a day. With the launch of SuperBot-Voice Agent, the mission stays the same and i.e to revolutionize calling and make businesses use machines for doing the hard work while the humans invest their time in doing the smart work only

Coinbase To Ramp Up Its Investment in Indian Startups; Hire 1,000 for India Hub this Year

American cryptocurrency exchange platform, Coinbase, will ramp up its investment in India and the Nasdaq-listed company will be hiring 1,000 people in the India hub this year, besides continuing investments in Indian startups through its investment arm Coinbase Ventures.

Coinbase CEO Brian Armstrong, announced in a blog post, "Coinbase Ventures has already invested $150 million in home-grown Indian technology companies in the crypto and web3 space, and is constantly identifying new opportunities to help Indian founders scale."

Coinbase’s Indian tech hub was launched last year and currently has over 300 full time employees.

Notably, Coinbase is the largest cryptocurrency exchange in the US by trading volume, and is said to be a distributed company wherein all employees operate via remote work and the company lacks a physical headquarters.

Brian mentions that the company has ambitious plans for India and seek to hire over 1,000 people in the company’s India hub this year alone. Brian is in India since the beginning of this month and will be interacting with crypto community founders, evangelists and even students

In addition to above, Coinbase will be hosting a crypto community event in Bangalore to discuss the future of crypto and web3 in India. "We will have many special guests", he said. Registration of same is here.

Recently, Coinbase Ventures, the investment arm of Coinbase, in partnership with Indian Incubator, and Buidlers Tribe, launched a Startup Pitch Session wherein Startups stand a chance to pitch and win up to $1 million in funding from Coinbase Ventures and $25K in grants and mentorship to select founders from BeliefDAO.

Recently, in response to the 2022 Russian invasion of Ukraine, Coinbase blocked 25,000 cryptocurrency wallet addresses related to Russia, believing them to have engaged in illicit activity. 

MSME Loans Provider Moneyboxx to Double Its Workforce in 2023 to Drive Growth

 

Plans to double its workforce and branch network to 600 & 60 respectively by FY2023.

Intends upgrading technical capabilities and providing on-ground assistance

Moneyboxx Finance Limited (Moneyboxx) – an NBFC that provides small-ticket business loans to micro and small enterprises – will double its headcount by 300 professionals, taking it to more than 600 by the end of FY 2023. The new hires at entry and mid-level will largely be in areas such as sales, credit risk management and select important roles in IT. With the fresh hiring, the team size is expected to grow across domains. For instance, the sales and credit risk teams of Moneyboxx will grow to more than twice their current size. 

The new hires will meet the growing demand of individual borrowers to provide small-ticket business loans and build seamless delivery. To keep pace with the increasing customer demand, continue branch expansion efforts and augment its portfolio for diverse technologies, the Company also plans to reach an AUM of INR400 crores by FY2023 from about INR120 crores (FY2022, projected).

Elaborating on the plans, Mayur Modi, Co-founder – Moneyboxx Finance Ltd, said, “Our customer base has grown consistently, leading to an increase in demand for full-stack technological and service offerings. As a result, we are seeking experienced professionals across functions and branches for seamless service delivery to customers. Functioning via an entirely digital process, risk analytics and solid branch unit economics with low Capex and operating costs, our business model will catalyze efforts to boost the workforce."

Recently, Moneyboxx crossed the INR100 crore AUM and plans to reach the figure of INR400 crore by FY2023 with its focus on essential sectors and services. To date, the Company has transformed the lives of more than 12,000 borrowers. Of these, 26% were women entrepreneurs and 31% first-time borrowers.

About Moneyboxx Finance Limited

Beginning operations under its new ownership and management in February 2019, Moneyboxx currently has 30 branches spread across five states – Rajasthan, Punjab, Haryana, Madhya Pradesh and Uttar Pradesh. The medium-term aim is to build an INR1,000 crore asset under management (AUM) within the next three years. Moneyboxx focuses on disbursing small-ticket business loans to individual borrowers (livestock, kiranas, traders as well as micro-manufacturers in tier-III cities and beyond) with loans ranging from INR50,000 to INR300,000, typically for 24-month tenures on average.

Pariksha Announces an Increase in Talent Pool by 50% in the Next Two Quarters

Pariksha, India’s leading vernacular EdTech company, has announced that they will expand their talent pool by 50% in the coming two quarters. The start-up currently manages a workforce including 105 professionals. The company is looking towards strengthening its capabilities across marketing, sales, finance, HR and technology functions by hiring high-quality talent. Through the proposed hiring drive, Pariksha expects to increase its talent pool up to 150 professionals across senior and leadership levels.

Pariksha recently raised a pre-series A round of funding, a significant part of which is intended to be used for expanding its offerings and team size. The platform has been receiving overwhelming response both from the domestic and international market.

“In the last two years, the market has been growing exponentially. We have been witnessing massive growth. In order to offer better services, and expand the content portfolio we are onboarding talented professionals. During the pandemic, a number of enthusiastic and deserving professionals struggled to get jobs. Understanding that the start-up industry has been exhibiting the right growth environment, this might be an opportunity for the candidates, as well as Pariksha to explore a fruitful association,” said Mr. Karanvir Singh - Founder & CEO, Pariksha.

Pariksha will be scouting promising candidates holding graduate degrees in relevant fields from reputed institutions, and who are willing to explore their career in the EdTech space. Additionally, the company is looking to add 15 full-stack developers with considerable experience to its tech-team.

The startup will majorly be hiring for its Head office located in Pune. However, the sales profiles will be explored for positions across MP, Karnataka, Andhra Pradesh, Telangana, West Bengal, Bihar, Chhattisgarh, Jharkhand, UP, Punjab, and Gujrat.

Pariksha serves around 5M users, and has launched operations across 16 states and in 8 different languages. It boasts an over 500% better success rate than traditional avenues.

About Pariksha

Founded in 2015, Pariksha is India’s largest vernacular EdTech company, which is solving the massive challenge of accessibility and affordability of outcome-based education for the mobile 1st internet users of Bharat. The platform provides a variety of preparatory courses, both through synchronous and asynchronous classes for vernacular exams like - State PSC, State Police Services, State Teachers Services, State Forest Services, Indian Navy, Indian Airforce, etc. The startup is backed by an array of esteemed investors including Bharat Inclusion Seed Fund, LV Angel Fund, 9Unicorns, Venture Catalysts, INSEAD Angels.

India’s Leading HRMS Service Provider Keka Is Gearing Up to Hire 150-200 New Employees Till Fy 2022

75 percent of the openings will be in the tech department while the rest 25 per cent will witness opportunities for non-tech roles

New Delhi 13th Aug 2021: The leading HRMS and Payroll software provider, Keka, is all set to increase the hiring opportunities available in the company with its recent announcement. Within the next two years, the company will be doubling its employee strength with 150-200 new hires. The determination to further revolutionize the HR world and the zeal to continue thriving has paved the way for Keka to expand its employee size.

The move directs the brand’s focus on expanding its product’s technical assistance and developing a strong tech-enabled customer service to not just strengthen the software further but also to remain firmer on its “people-first” mindset. The hiring will allow freshers and experienced professionals of various domains to apply to one of the fastest growing tech companies in India. Apart from tech-related roles, several non-tech jobs will be filled up, including across different departments like product, customer success, sales, HR and more.

The approximate number of hires of be made till FY 2022 in different categories are as follows:

• Sales- 40 job openings
• Tech- 60 job openings
• Customer Service- 60 job openings
• Other departments- 40 job openings

Final year students will also have opportunities in the form of internship through college placements.

Speaking about the company’s aim with this new announcement, Vijay Yalamanchili, Founder of Keka, said, “These hirings are a crucial part of the next growth phase. With the addition of learned and skilled employees, we aim at building a deep tech-enabled interface in our existing software, thereby catering the best services to our employees. This expansion will also help in accelerating our vision of growth and enabling an even better customer service experience for our clients.”

During its journey, Keka ascertained the industry’s need for an enhanced, tech-enabled, real-time and instantaneous client service, essential in the current pandemic-induced remote working set-up. Its employee expansion is a crucial part of this vision to serve customers better.

Keka is determined to hire nearly 65 per cent of the Freshers with 0-3 years of experience in the field. The next 20 per cent will hire Mid-level professionals having 2-5 years of experience while the remaining 15 per cent will have openings for Senior-level leadership roles.

Keka has an employee size of close to 250, including interns. This provides an excellent environment of a corporate world and with its next hiring season, the company will be a great opportunity to work with, given its growth-centric guidance and training given to every employee. Ideal candidates would have knowledge of Payroll software and the HR department as well.

The company’s association of talent and behavior with productivity in terms of recruitment to expand the family has brought them to where they are today. Keka’s employee-first mindset did not let the pandemic’s wrath affect the employees’ salaries. Moreover, no layoffs were made during the time when other companies were sacking nearly 50 per cent of their workforce.

When asked about the key skills needed to earn a position at Keka, the company representative said that they screen candidates based on their knowledge of the role, behaviour and dedication. A hard-working attitude matched with an analytical approach towards work and a passion to excel at what they do will help candidates stand out from the crowd. Keka believes in fostering the personal career growth of its employees as well and is looking forward to hire candidates who are ambitious.

About Keka:

Keka is on a mission to create inspiring digital workplaces where employees can do their best work. It all started when Vijay Y and Sashi P wanted to implement an HR software in their growing IT services organization. Frustration due to the existing inefficient HR products in the Indian market and their poor user experience drove them to create an HRMS product, which the Indian HR fraternity truly deserved. Thus in 2015, the Keka product journey began. 

Unlike the traditional HR systems, Keka focused on solving complex HR problems in a simple and intuitive way. The product enables organizations to manage their HR processes from hire to retire while ensuring an awesome user experience for the employees. This is the major reason Keka has been embraced by 3750+ organizations within just 4.5 years. Keka, which coined the term Employee Experience Software, is loved by more than 300,000 employees in India. Recognized by some as the growing market leader and by others as HR tech disruptor, Keka has become the Tesla(TM) of Indian HR products.

Hiring & Exit Trends Making a Healthy Return to Pre-COVID levels: A data-driven perspective - PeopleStrong

GURUGRAM, India , Nov. 25, 2020 /PRNewswire/ -- It's unbelievable that 2020 is soon coming to an end, however, the challenges this year threw at the global population as individuals, organizations and society are yet to be fully understood and responded to. In PeopleStrong's efforts to understand this pandemic better, many folks at an individual and organizational levels have used this time to go within.

To decipher some of the underlying trends,  the company analyzed the behavior of 1 Million users on PeopleStrong Alt Worklife  and delved deeper into data generated by transactions in their systems.

Insight 1: Equal Preference for Mobile & Laptop for HR-related transactions

With the pandemic in action and work from home becoming the norm, one would have imagined people would be accessing HR Technology mostly from their mobile devices. What PeopleStrong found in the data is a bit amusing.

Across industries Mobile and Web remain at 50-50% usage, indicating there is no clear winner here when it comes to working from home or remote locations. People seem to prefer to have access to both and would do tasks in the "flow of work" on either device.

When one looks at this in the industry context, then things become clearer. IT industry seems to be using their laptop for doing HR transactions more than they would use mobile.  While the Retail industry is more likely to use mobile for the same.  The inherent nature of work and industry has an impact on these choices, though one maintains that access to HR transactions on both devices is critical.

Insight 2: Leave Trends Seem to return to normal after a major drop in AMJ

Average leave taken per employee - As expected fewer employees applied for leave during the AMJ period as compared with JFM. The leave trends however seem to be returning to normal in JAS.

Most industries opted to use "Accrued Paid Leave" during this period. This indicates across industries employers have used this period to optimize the PL balances and ease the burden of leave encashment in a financially challenging business environment.  This looks like a win-win where employees get paid offs while organizations prevent a spike in their outflow due to leave encashments later at a higher rate.

One of the worst-hit industries, Retail, however seems to have used "Leave Without Pay" the most during this period clearly indicating the stress this sector is under.

Software and IT has embraced "Work From Home" completely, as one would expect, and shows the highest adoption of this leave type during this period.

Other industries like Manufacturing and BFSI have maximized the use of the "On Duty" leave type indicating that these industries have chosen to not fundamentally alter the leave policies in place.

In these early days, industries are still cautious and are not really making any fundamental changes to the underlying policy structures.

Insight 3: Hiring as well as Exit Trends Returning to Pre-COVID level

With a tough economic situation, one would have expected to see a higher number of layoffs in certain industries, however surprisingly that's not what PeopleStrong found. In fact, the overall trend here seems to be indicating hiring trends returning to JFM levels . The company says this as they see exit trends returning to JFM levels in JAS.

Break this up by industry and one can see that BFSI, Pharma and Software industries are experiencing lower exit % in JAS than JFM. While e -commerce, Retail and Manufacturing are seeing higher or similar levels of exit % in JAS when compared with JFM.

The drop in exit % across sectors in AMJ clearly indicates both employees and organizations took the wait and watch step here. PeopleStrong interprets the higher exit % in JAS in 2 ways - one could be organizational distress forcing employees out which the company believes is visible in sectors like Retail, second is employees reconsidering career options and choices deciding to move out.

The overall hiring sentiment in certain industries is returning to JAS levels and that could be prompting these exit trends in those industries.

Insight 4: What is happening to Confirmation, Transfer and Promotion?

The pandemic hit at a critical timeframe when most companies were preparing to wrap up a financial year and had already budgeted and planned for the next financial year. All of that had to be revisited.

Confirmation, Transfer and Promotion are typically seasonal transactions. They are likely to coincide with the annual appraisal cycles and hence the company expected to see some sharp rise in these transactions in AMJ. However, the absence of this spike in AMJ indicates that many organizations simply did not do these unless necessary.

BFSI, Manufacturing, Pharma and Retail are the 4 major industries where these decisions seem to have been put on hold in the current business environment.

Software and IT once again stands out in this data where it indicates a slight uptick in AMJ for these transactions

Travel and hospitality had a higher percentage of these activities in JFM as compared to other industry peers but has since dropped to nil or negligible levels, which is understandable.

Prakash Rao , Chief Experience Officer, PeopleStrong, commented, "India Inc. has handled this crisis with aplomb. Though there are visible signs of stress in industries like Retail and e-commerce, most other industries seem to be emerging on the other side of this crisis.

The data indicates that most industries have chosen to take a wait and watch approach. While some have created specific leave types to handle the pandemic induced medical situations, most companies have resorted to optimizing existing policies and infrastructure."

This analysis further confirms the company's optimism about the robustness of India Inc. 's ability to handle such situations and emerge stronger.

About PeopleStrong

PeopleStrong  is a leading Enterprise Technology company from Asia , that is enriching experience at work for over customers 350+ customers and over one million users globally. On its journey to writing the #NewCodeofWork, PeopleStrong product suite includes next-gen applications in the space of HR Technology (Talent Acquisition, Human Capital Management, Talent Management), Collaboration, Intelligence and Analytics and platform. Known for its penchant to innovate, PeopleStrong has many firsts to its name, the recent one being the application of Machine Learning in Recruitment (through Match Making) and Employee Experience (through India's first HR Chatbot Jinie). PeopleStrong is the first company in the space to be successfully assessed on SSAE 18 and recently won the prestigious CIO's Choice Award for Talent Management on Cloud.

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The Guide To Hiring Certified Professionals That Fit Your SaaS

For most organizations, hiring is easy. Companies post an ad, accept applications, screen out the eligible candidates, interview them, and get them on board. However, the narrative changes when you are hiring certified professionals for a SaaS firm.

To begin with, recruitment may be highly dynamic, depending on the company’s requirements. On the other hand, the job position may either be too vast or too specific to post an ad that makes absolute sense. Finally, it becomes even more crucial to choose the candidate who would fit right into your work culture.

Thus, it can be rather stressful to hire for a SaaS company. Fortunately, we have a practical guide on how you can hire certified professionals using an agile methodology. Read on to know more!

Start by Scoping Out Your Networks

It so happens that the top talent may not even be actively searching for a job when your need arises. So, whether you are looking to hire ruby on rails developers or a product manager, the best way to get started on your hunt is from their natural environment. Thus, you may start looking through open-source platforms, public forums, and professional networks to find someone.

LinkedIn is a great platform to find certified professionals for a SaaS firm. By using the LinkedIn search bar, you can filter your results by job title, company, or location. You can also use the advanced search options to find certified professionals who have specific skills or experience.

Once you've found a few candidates that you'd like to reach out to, you can get their email addresses using an email finder tool. This will allow you to contact them directly about the opportunity.

If you have carried out recruitment for the same post or a similar profile, you may even connect with previously screened-in candidates to know if they would be interested. Sure, it may not offer the same instant gratification as posting a job ad and watching those applications stream in, but it does ensure that you will land someone who is experienced and more suitable. 

Offer Suitable Perks and Remunerations

It is essential to understand that talent must not only be appropriately rewarded but also retained in the long run. Several candidates who apply for niche job roles may possess additional qualifications such as a product manager certification, which has a cost of its own. Thus, if your offer is sub-par and not in accordance with their capabilities, you will only face employee dissatisfaction, higher churn rate, and constant hiring cycles.

Pay is not the only factor that plays a vital role. Other perks, such as flexible work hours, remote working options, and performance-based incentives, could also tip the scales in your favor. Hence, be generous, and your employees will pay you back accordingly.

Build Brand Awareness and Credibility

When you are eyeing to hire certified professionals for your SaaS firm, you need to look the part. Start by developing an online presence and add credibility to your business. A half-baked website will only draw suspicion rather than resumes. Extend your digital presence to social media and platforms like LinkedIn to spread your business’ mission and vision.

Next, irrespective of whether you are a global enterprise or a bootstrap startup, you need to be known for your work culture. The idea is simple - like attracts like.

You will lure in the best professionals out there if you come off as a nurturing hotspot for talent. Whether it is through employee reviews or referrals or photographs, give the candidates an inside scoop on how your company operates. 

Hire Right, Not Fast

After laying the foundation for your hiring process, it is time to pull up your socks and design an effective hiring strategy. The hiring process must flow smoothly and contain several checkpoints to measure and quantify progress.

Ascribe timelines to this workflow so that it does not end up as a long-drawn process. Further, take the time to respond to all the queries and follow-up emails that you may receive during the hiring process.

Typically, your hiring strategy must contain the following stages:

• Start by listing your job requirements on your website’s career pages, and post a few listings on other third-party websites.
• Include a detailed submission form that contains about 1- to 12 questions. It allows you to screen out the lazy candidates.
• Establish a point system to evaluate all the CVs and shortlist the ones with the highest scores. Conduct background checks on the candidates and verify their claims.
• Conduct an online technical assessment round followed by a teleconferencing round. Alternatively, you can schedule a timetable to evaluate these qualities in-person.
• Finally, follow up by sharing a paid project to test their practical skills.

While it may take as long as 6 to 8 weeks to fill the position, you will nevertheless score an excellent candidate who will justify your hiring decision.

Focus on Onboarding

Onboarding relates to integrating a fresh recruit in the organizational structure. However, it is not the same as orientation. For instance, orientation is a one-day event, while onboarding may take weeks or even months! Onboarding is crucial to utilize the full potential of a newly hired professional and to prepare them for the position against which they have been recruited.

Training the employee not only adds to their skillset and hones their talent, but it also enhances their productivity. Further, it alleviates their anxiety as they are up to speed on all the information regarding their job requirements. In it a nutshell, it lends clarity on how they can excel at their job.

Naturally, if onboarding contains repeatable processes, then you could automate or standardize it. You could have a dedicated dashboard where you create a list of tasks for the new employees and monitor their progress. Plus, it allows the new hire to share feedback or concerns that your firm can address immediately.

Conclusion

One of the best ways to understand any business process is by analyzing your competitors and cherrypicking sections that work for you. Locate other SaaS and scrutinize what they do differently. Remember to stay hyper-focused on your company requirements and the kind of workforce required to take your business to the next level.

Make smarter hiring decisions by first locating any bottlenecks and addressing the internal limitations before starting the process of recruitment. Alternatively, before hiring in-house talent, consider if you can make do with freelancers or temporary/ad-hoc employees.

Try to keep the process scalable to accommodate any future recruitments. Having a well-defined system will go a long way in helping your company grow.