Hi. I am conducting a short anonymous survey for founders, recruiters and hiring managers to understand the issues companies face with candidate reliability and commitment. Your insights will help ...

Welcome to Indian Startups's Private Community

Hi. I am conducting a short anonymous survey for founders, recruiters and hiring managers to understand the issues companies face with candidate reliability and commitment. Your insights will help us develop a platform that ensures a more reliable and transparent hiring process, benefiting both employers and candidates.
Your responses will be kept confidential and will only be used for research purposes. We appreciate your time and effort in providing honest and thoughtful answers. Looking forward to your participation
https://forms.gle/Kv1UpWyrVtfgJQMT7

Survey on Hiring Challenges and Potential Solutions

Survey on Hiring Challenges and Potential Solutions- Grapevine

Welcome to Product Managers's Private Community

Hello people,
We are building a recruitment platform to make hiring easy and fun. Having worked with a recruitment startup, we weren't able to hire for our own team. Hire first, fire faster mode ON tha humara.

So, we found this gap mostly in the early stage startups who don't invest in their recruitment properly.

So can you guys please share your experiences with landing a job with early stage startups.

Rant about recruitment in startups

Generalist

Hey folks! 
I am trying to understand how we can make LinkedIn more effective for getting a job interview. To all those finding a job in this market, I would appreciate some feedback from your side. Please fill out this survey, it will just take few mins. 
Thanks!

Surveying to understand the effectiveness of LinkedIn job search to get interviews

LinkedIn Job search

LinkedIn job search survey

Product Designer

Welcome to Software Engineers's Private Community

Hey Folks,
I’m the founder of a well funded early age startup building a product to solve for Home Loans in India. I'm currently looking to hire my founding engineer with fullstack experience in JS based stack to lead the engineering efforts and shape the product to disrupt the home loan market in india. If you are a hustler and ready for your next 0-1 challenge please fill the form below to apply. Market Standard Salary with high ESOP's in a stable well funded startup guaranteed. Oppurtunity is based out of bangalore

https://forms.gle/4hRYNuVRFreHQmVC9Hey

Hiring Lead Fullstack Engineer

Software Developer

Hi everyone recently i have went interview with eclerx for there client as goldmansachs [soft dev role] i was fine as they are giving decent hike on current . After clearing interview she asked me to give every document to release the offer.I was ok and then she started asking every document from joining bonus credit to each sem marks along with my name in that and residential proof or what not. I was little resistive but still gave it as she was mentioning its bank and compliance.

Today she mentioned she will release the offer knowingly i have to join the other org tomorrow. Now after reaching out couple of time she called back saying i had a call with super boss since pay is high i need to take one more client round.

I see the email she used was correct and the profile of both hr were fine on linkedin but the way she behaved while expediting on document part and later saying its ok if you don’t want to join. I smell something cooking.


Did this happened to you ? What do you think assuming supply of candidates are they preparing some database. Also what are the red flags you have seen these days

Job market & recruiter

Software Engineer

Welcome to IT Company Discussion's Private Community

So recently I interviewed in many companies including google, Microsoft, Amazon I have seen common pattern that HR not being transparent with candidates. They keep hanging candidates in between and not reply to text, email, messages, calls. Even if candidate is rejected why can’t they email or call to give feedback. Is this job really hard ?
“If I will get a chance to snap out one profession from earth I will snap out all hrs, recruiters out there.”

Ps:- Google ppl was very transparent throughout process one of best experiences for me .

What is wrong with HRs/Recruiters

Welcome to Company Reviews's Private Community

Looking for honest replies - Recruiters who have ghosted candidates in the past, what stopped you from sending a 3 second update to an applicant? Do you still ghost? If not, what changed?

Welcome to Office Gossip's Private Community

I've noticed a pattern where HRs from mediocre companies are extremely arrogant and ask unnecessary questions. Whether it is from their tone of voice, to asking ridiculous questions about a candidate's personal life and things that are already on the resume, why do they act so holier than thou? Now FAANG adjacent companies and their HRs/ first point of contacts are always empathetic and very clear in asking sensible, relevant questions. Why don't companies realise that their first point of contact is what affects their brand and hiring unqualified folks makes it worse. Have you ever noticed this? What do you think can be done to make this/ candidate experience better?

Why are HRs from mediocre companies so arrogant?

HRs in mid places are usually coming from really small / unknown companies and feel like they’ve made it hence the arrogance. Folks in big/decent companies usually have come from wonderful education bgs and workplaces and if not, have worked hard enough to reach where they are. That humbles you, I feel.

Marketing Creative

I've been in the job market for a while now, and it's clear that hiring practices seem to be stuck in the past, even as job requirements are changing faster than ever. I've been on both sides of the table, and it's frustrating how often the traditional resume and interview process fails to capture a candidate's true potential.

Personally, I've found it disheartening when companies take forever to respond or don't provide feedback on why a candidate didn't make the cut.

If you had the power to change one thing about the hiring process, what would it be? And for those who have experimented with alternative hiring methods, what results have you seen?

Hiring is broken. If you could fix anything about hiring, what would it be?

Welcome to Business Roles's Private Community

YOE - ~8
Industry- B2B SaaS
City - Bangalore 
Employer - Early stage Startup, series A funded
Education- BTech ( tier 2 private college)
CTC - 16LPA 

If you are in content marketing, share your details.

Trying to benchmark Content Marketing salaries for work.

Content Marketing Manager

I recently interviewed at a large company. I applied by sending my resume to someone in my network who works there and they forwarded the resume to HR. After that I got a call from HR and they asked for my expected salary among other things to which I answered that I want a 40% hike. I cleared all technical interviews and after that I got a mail saying that they would like to offer me a full time role and asked some of my documents to prepare an offer.

I was curious about them asking for documents without having an HR round first so I called the HR and asked some details about the job and she ensured that they can give me a 40% hike on base but not on TC so I assumed they will hike my base and keep the other components in a similar range to what I currently have. 

I send the documents and on the next day I get a call from HR asking about my expected compensation again, I then ask about their salary structure and they explain that it's all fixed. I was confused on what number to give them so I said that I wanted a 40% hike but since my TC consists of variable components and theirs don't, I would like to know what is the maximum salary they could give me to which the HR replied that they will let me know in a while.

It's been more than 24 hours and I haven't heard back. I don't want to call the HR because that might make me look desperate and give them a reason to lowball me but I'm not sure what to do and am even more confused about the kind of process being followed at this company.

What kind of a hiring process is this? Need advice [Repost with better formatting]

🌟 Greetings! 🌟

I'm conducting as part of my Master’s of Science in Psychology (HRDM) project at CHRIST (Deemed to be University), Bangalore. I'm exploring the relationships between Emotional Intelligence (EI), Locus of Control (LOC), and Individual Work Performance (IWP) among Educators.

If you have a minimum of 1 year of work experience, are currently employed (hybrid/on-site), aged 18 or above, and have been with the same organization for the past 4 months, your insights are very much valuable to this study.

Your participation will help us develop practical recommendations for optimizing employee performance and well-being in organizational settings. It'll take only about 10 minutes of your time, and your responses will remain confidential.

Your feedback is greatly appreciated! Please feel free to share this survey with other eligible  employees.

If you have any questions, don't hesitate to reach out to me:
📧 Email: johnrobinc@outlook.com / john.c@psy.christuniversity.in


https://docs.google.com/forms/d/e/1FAIpQLSd7T9zhUOYXf1O3b9lbK58ytEObiskBNRJeo_QedQ6IpgpWaw/viewform?usp=sf_link

Emotional Intelligence, Locus of Control, and Individual Performance in the Workplace: Exploring Predictive and Mediating Effects

Whoever is looking for a change in Product, do you guys have preferred platforms apart from the careersites and Linkedin that generally give you good traction from recruiters?

Doing this for a survey to understand what channel would be more effective.

Where do you apply for jobs apart from Linkedin

Talent Acquisition

Welcome to Confessions's Private Community

1/ an employee has got a raise in his/her current org recently and then asks for raise again to switch to a different org 
2/ an employee has got a raise in his/her current org recently, gets an offer from another org and then asks for the current org to match the offer

What’s your first thought? Is this justified?
90% of orgs will label them as opportunistic, money hungry & capital centric.
But let’s get brutally honest here: Is the talent wrong to ask for more?
We’re quick to jump to conclusions and slap on those labels. But have you ever stopped to consider their perspective? They are leveraging their value in the market. They are pushing for what they believe they’re worth. 
Isn’t that exactly what we teach about knowing your value and not settling?
Are we really being fair when we default to calling them greedy? 

How many of you would really go back to hard, clear benchmarking and justify why this ask is justified?
How many of you are really fighting this battle of moving a godzilla out of their position (in this case, a manager) who just says, "Nai yaar... pagal hai kya... bolo same salary pe aane ke liye... abhi to raise mila hai"?
Most likely (as it is today) that this will result in a no-go from a manager or a comp approval request. And when it does - you can go all gaga on how you sold opportunity cost, how you justified the value the candidate brings to the table and all that verbatim in my head translates to CONVENIENCE. Someones convenience. This will always labelled "outlier" case. 

{continued in comments}

Two simple questions

Human Resource

Different companies follow different methods to choose their workforce, so if you've given/taken couple of interviews yourself can you provide insight on how you do it and why you think it works? Also what would you change about the general process of tech hiring?

Let me go first. 
0. (obvious, but) Minimal weightage for DSA - 
When I conduct interviews, I rarely ask DSA problems. It rarely gives me an opportunity to assess the candidate's breadth of knowledge, and come to a conclusion of how much experience they have with the tasks that they're going to do on the job. What if they've practiced the same problem / variation of the problem that I ask? I want to assess technical competence, not their acting skills. 

1. (debatable) Culture fit should be given a higher weightage than skills - 
Skills can be learnt, behavior and character takes time to build.  It most often hinders the progress of the team. 

2. Stop setting standards for the interview that your team doesn't follow in the first place -
I've had friends who had to pass interviews of high standards only to work in shitty teams. They were yearning for an achha din but it never came. 

Your thoughts? Nothing's wrong here, please be open to discussion.

How would you fix tech hiring?

I know hiring tech is nothing new, but still many issues persist. 

We are planning to build a platform which will focus on solving many issues with the current interview system in an innovative/futuristic manner. 

We'll utilise AI/LLM based solutions wherever possible, although the focus is on solving the core problem.

Mostly it will be a B2B SaSS type, focusing on hiring designers/developers etc.

What are the various issues you have faced during your interview process which you feel should have been solved by now? doesn't matter how big/small it is, if it has bothered you ever, please comment about it.

[Startup Idea Validation] Hiring Tech

Senior Software Engineer

I recently interviewed at a large company. I applied by sending my resume to someone in my network who works there and they forwarded the resume to HR. After that I got a call from HR and they asked for my expected salary among other things to which I answered that I want a 40% hike. I cleared all technical interviews and after that I got a mail saying that they would like to offer me a full time role and asked some of my documents to prepare an offer. I was curious about them asking for documents without having an HR round first so I called the HR and asked some details about the job and she ensured that they can give me a 40% hike on base but not on TC so I assumed they will hike my base and keep the other components in a similar range to what I currently have. I send the documents and on the next day I get a call from HR asking about my expected compensation again, I then ask about their salary structure and they explain that it's all fixed. I was confused on what number to give them so I said that I wanted a 40% hike but since my TC consists of variable components and theirs don't, I would like to know what is the maximum salary they could give me to which the HR replied that they will let me know in a while. It's been more than 24 hours and I haven't heard back. I don't want to call the HR because that might make me look desperate and give them a reason to lowball me but I'm not sure what to do and am even more confused about what kind of process is being followed at this company.

What kind of a hiring process is this? Need advice

Hi folks, 

I'm Aadit, Co-Founder & CEO at Zepto. We're one of India's fastest growing consumer internet companies and are today present across 10+ cities in the country. 

I'd love to chat with you folks about my journey in building Zepto, my thoughts on the quick commerce space, organization building, amongst other things.

Ask away!

I'm Aadit Palicha, Co-Founder & CEO at Zepto. Ask me anything!

Hey @Aadit  
I’m @salt  
  
Some questions from my side: 
1. As companies scale there are many diverging opinions on how things should run. How do you ensure that the best ideas drive the company even though they might be in direct conflict with your point of view?  
  
2. What kind of impact have you seen via use of Machine Learning to streamline operational efficiency wrt initial benchmarks? 
  
3. What is the key focus area that you are currently working on? 
  
4. How do you balance creating shareholder value versus customer value?

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