Ex-Exotel Co-Founder Vijay Sharma Is On A Mission To Make Hiring A Resume-Less Process




Ex-Exotel Co-Founder Vijay Sharma Is On A Mission To Make Hiring A Resume-Less Process

For startups, we could also upload that it not best makes you more potent however smarter. At least, this is what Exotel’s ex-co-founder and Practo’s ex-Marketing Head Vijay Sharma determined based on his reviews with hiring. Having gone via the pain of hiring the proper pinnacle coders and product guys at each businesses, Vijay realised that those crème de la crème product ninjas hardly ever look actively for jobs via conventional task portals.

Rather, like a huntsman seeking out his prized mark, one has to tune them socially, parent what excites them, tempt them, and win them over. Instead of the insipid and traditional inbound hiring approach, businesses might do better to comply with  the outbound hiring technique to snap the guys with the right DNA to in shape in their businesses. So after spending hours following potential hires on social media, dating them through emails and recruiting over 100 humans for one of a kind startups inclusive of Exotel, Practo, and Instamojo, Vijay Sharma (CEO and co-founder), Sudheendra Chilappagari (co-founder & Head of product), Saiteja Veera (co-founder), and Rishabh Kaul (co-founder) distilled their clever learnings into an outbound hiring corporation Belong. The startup is predicated on Big Data to aggregate the proper match applicants for agencies from masses of public and social resources.

The 70+ humans crew working from Bangalore focusses squarely on information and superior intelligence to assist recruiters spot and engage the proper applicants with almost zero attempt, auto-personalise every outreach with precise social insights – thereby delighting the candidates, saving up on time and substantially improving reaction fees. Or as Vijay places it absolutely,

The satisfactory talent gained’t locate you, you have to move looking for them. We find happiness in finding the right candidate for a enterprise.

Hunting Those Who Are Not Hunting For A Job

Recruiting has historically been an inbound technique but Belong is focussing on outbound hiring –that's an instantaneous outreach from the recruiter to the candidate. What Belong is relying on is facts technology and predictive analytics for figuring out the right candidates via culling facts from over 80 social networking web sites and communities along with Facebook, LinkedIn, GitHub, Klout, FourSquare, Dribble, Kaggle and AboutMe, after which seeking to make a suit.

Adds Vijay, “The concept is to empower businesses to find those passive candidates who are not actively searching out for a activity on social and public websites and might be a fit for their culture and skill requirements.” Thus, by analysing the digital path of capacity candidates, Belong is able to gain confirmed insights into whether they're open to new possibilities.

Once identified, Belong sends an accurately centered, personalised electronic mail on behalf of the recruiting corporation to each potential candidate. Companies can also kick-begin engagement with applicants thru personalized interactions backed with the aid of social insights. Additionally, it additionally conducts initial reference and historical past checks, quickening the system.

This way, by means of focussing on outbound hiring, Belong negates the want for counting on CVs (which is probably fudged or out-dated or much like many other applicants’). It also gives groups access to both passive and active talent via aggregating candidate information from hundreds of public and social sources. The platform reduces hiring time by way of almost 50%, allows companies store masses of recruiting hours by using eliminating wasteful screening and interviewing, and guarantees recruiters extensively increase their efficiency in developing a sturdy hiring funnel.

Also Read:- Transforming the Delivery Experience for Customers with Same Hour Delivery Solution

Belong typically facilitates hiring for IT and tech skills consisting of product managers, statistics analysts/engineers, UI/UX designers, VP Product & Engineering and technical architects for establishments, software program firms, and startups. Recently, it has additionally spread out hiring for non-tech roles in marketing, sales and operations, like digital advertising managers and income managers.

Building Teams Of 70+ Clients And Counting

Belong counts Ola, Practo, Snapdeal, Zivame, LocalOye, Helpchat, Directi, Urban Ladder, Browserstack, Freshdesk, and Instamojo amongst its 70 plus clients because inception in July 2014. The startup claims to have positioned greater than 550 candidates till date. Adds Vijay, “Our awareness is less at the quantity of clients and greater on precise paying customers.”

The SaaS-based totally startup monetises via a subscription model where corporations pay for the number of users who use the product or for unique modules consisting of a marketing module or a HR module. The modules begin upwards of $50K.

In June 2015, Matrix Partners, Snapdeal co-founders Kunal Bahl and Rohit Bansal invested in Belong. The startup raised over $5 Mn on this Series A round of funding which also saw participation from its seed level traders consisting of Blume Ventures, Redbus founders Phanindra Sama and Raju Reddy of Sierra Atlantic.

It is Belong’s consciousness on outbound hiring that has found resonance with traders. Tarun Davda, Managing Director at Matrix Partners India, states,

I think the maximum vital distinction between inbound and outbound is the level of manipulate that the skills acquisition crew has over the satisfactory of the rent. Outbound hiring could be very similar to being a VC, in the sense that the most promising startups are actively pursued through VCs, no longer the opposite way around. Finding great expertise entirely through inbound strategies could be very unreliable as the quality candidates might not be actively pursuing new opportunities.

Additionally, Tarun provides that recruiters need to filter out via lots of beside the point profiles before they discover a suitable healthy thereby increasing price and time to lease. Outbound hiring however, permits recruiters to cognizance their search & target simplest the maximum applicable candidates for the function. Also, any other key benefit of outbound hiring is the level of personalisation while engaging with prospective expertise. Inbound hiring can be pretty an impersonal enjoy, while outbound hiring places a excessive fee on customized conversation and candidate revel in resulting in more success across candidate discovery, engagement, conversion, and retention.

Moving From Inbound To Outbound Hiring

The on line recruitment area is pretty aggressive and for ages it has been monopolised by means of conventional gamers like Naukri, Monster, Shine, and TimesJobs. Now a bunch of startups like IIMjobs, Babajobs, HackerEarth, GrownOut, Venturesity, Talentpad, Jobspire, Talview, and Hiree amongst others, have mushroomed, which can be aiming to disrupt the distance. Recently, on-line categorised platform Quikr, received Bangalore-based totally online recruitment firm Hiree, focussed on white collar jobs, for an undisclosed quantity. However, Belong targets to distinguish itself from the opposition on the premise of outbound hiring.

Also Read:- Best Honeymoon Destinations in the USA - Cheap Places

For, Vijay the real competition stems from inbound hiring and no longer from other startups. With lots of jobs getting automatic and specialised jobs developing whose call for is much greater than the supply, the destiny for hiring is outbound. He adds, “The future lies in going out to locate the exceptional expertise because they won't be searching out you.”

Belong is aiming to score over others in its capacity to point out the best-performing applicants although they are not scouting for jobs. Consequently, its facts algorithms allow hiring managers understand what drives and motivates hot potentialities even earlier than they reach out to the ones possibilities.

Editor’s Note

Traditional players have ruled the recruitment market considering a while, developing stagnation. Sensing the disruptive market possibility and the on-call for nature of economic system, some of online recruitment startups have mushroomed. Capitalising this possibility, but, might be a different ball recreation altogether. These on line recruitment startups need to stay on pinnacle in their recreation and make sure that they adapt and evolve often to cater to the needs of the continuously evolving skills pool.

In order to stand out from the gang, differentiation and staying relevant is a need to. By focussing on outbound hiring in preference to the conventional technique of inbound hiring, Belong has its paintings cut out for itself on this area. The challenge can be to scale up similarly to compete with traditional players who're still inbound hiring driven and disrupt the marketplace in a larger manner.

 

For startups, we could also upload that it not best makes you more potent however smarter. At least, this is what Exotel’s ex-co-founder and Practo’s ex-Marketing Head Vijay Sharma determined based on his reviews with hiring. Having gone via the pain of hiring the proper pinnacle coders and product guys at each businesses, Vijay realised that those crème de la crème product ninjas hardly ever look actively for jobs via conventional task portals.

Rather, like a huntsman seeking out his prized mark, one has to tune them socially, parent what excites them, tempt them, and win them over. Instead of the insipid and traditional inbound hiring approach, businesses might do better to comply with  the outbound hiring technique to snap the guys with the right DNA to in shape in their businesses. So after spending hours following potential hires on social media, dating them through emails and recruiting over 100 humans for one of a kind startups inclusive of Exotel, Practo, and Instamojo, Vijay Sharma (CEO and co-founder), Sudheendra Chilappagari (co-founder & Head of product), Saiteja Veera (co-founder), and Rishabh Kaul (co-founder) distilled their clever learnings into an outbound hiring corporation Belong. The startup is predicated on Big Data to aggregate the proper match applicants for agencies from masses of public and social resources.

The 70+ humans crew working from Bangalore focusses squarely on information and superior intelligence to assist recruiters spot and engage the proper applicants with almost zero attempt, auto-personalise every outreach with precise social insights – thereby delighting the candidates, saving up on time and substantially improving reaction fees. Or as Vijay places it absolutely,

The satisfactory talent gained’t locate you, you have to move looking for them. We find happiness in finding the right candidate for a enterprise.

Hunting Those Who Are Not Hunting For A Job

Recruiting has historically been an inbound technique but Belong is focussing on outbound hiring –that's an instantaneous outreach from the recruiter to the candidate. What Belong is relying on is facts technology and predictive analytics for figuring out the right candidates via culling facts from over 80 social networking web sites and communities along with Facebook, LinkedIn, GitHub, Klout, FourSquare, Dribble, Kaggle and AboutMe, after which seeking to make a suit.

Adds Vijay, “The concept is to empower businesses to find those passive candidates who are not actively searching out for a activity on social and public websites and might be a fit for their culture and skill requirements.” Thus, by analysing the digital path of capacity candidates, Belong is able to gain confirmed insights into whether they're open to new possibilities.

Once identified, Belong sends an accurately centered, personalised electronic mail on behalf of the recruiting corporation to each potential candidate. Companies can also kick-begin engagement with applicants thru personalized interactions backed with the aid of social insights. Additionally, it additionally conducts initial reference and historical past checks, quickening the system.

This way, by means of focussing on outbound hiring, Belong negates the want for counting on CVs (which is probably fudged or out-dated or much like many other applicants’). It also gives groups access to both passive and active talent via aggregating candidate information from hundreds of public and social sources. The platform reduces hiring time by way of almost 50%, allows companies store masses of recruiting hours by using eliminating wasteful screening and interviewing, and guarantees recruiters extensively increase their efficiency in developing a sturdy hiring funnel.

Also Read:- Transforming the Delivery Experience for Customers with Same Hour Delivery Solution

Belong typically facilitates hiring for IT and tech skills consisting of product managers, statistics analysts/engineers, UI/UX designers, VP Product & Engineering and technical architects for establishments, software program firms, and startups. Recently, it has additionally spread out hiring for non-tech roles in marketing, sales and operations, like digital advertising managers and income managers.

Building Teams Of 70+ Clients And Counting

Belong counts Ola, Practo, Snapdeal, Zivame, LocalOye, Helpchat, Directi, Urban Ladder, Browserstack, Freshdesk, and Instamojo amongst its 70 plus clients because inception in July 2014. The startup claims to have positioned greater than 550 candidates till date. Adds Vijay, “Our awareness is less at the quantity of clients and greater on precise paying customers.”

The SaaS-based totally startup monetises via a subscription model where corporations pay for the number of users who use the product or for unique modules consisting of a marketing module or a HR module. The modules begin upwards of $50K.

In June 2015, Matrix Partners, Snapdeal co-founders Kunal Bahl and Rohit Bansal invested in Belong. The startup raised over $5 Mn on this Series A round of funding which also saw participation from its seed level traders consisting of Blume Ventures, Redbus founders Phanindra Sama and Raju Reddy of Sierra Atlantic.

It is Belong’s consciousness on outbound hiring that has found resonance with traders. Tarun Davda, Managing Director at Matrix Partners India, states,

I think the maximum vital distinction between inbound and outbound is the level of manipulate that the skills acquisition crew has over the satisfactory of the rent. Outbound hiring could be very similar to being a VC, in the sense that the most promising startups are actively pursued through VCs, no longer the opposite way around. Finding great expertise entirely through inbound strategies could be very unreliable as the quality candidates might not be actively pursuing new opportunities.

Additionally, Tarun provides that recruiters need to filter out via lots of beside the point profiles before they discover a suitable healthy thereby increasing price and time to lease. Outbound hiring however, permits recruiters to cognizance their search & target simplest the maximum applicable candidates for the function. Also, any other key benefit of outbound hiring is the level of personalisation while engaging with prospective expertise. Inbound hiring can be pretty an impersonal enjoy, while outbound hiring places a excessive fee on customized conversation and candidate revel in resulting in more success across candidate discovery, engagement, conversion, and retention.

Moving From Inbound To Outbound Hiring

The on line recruitment area is pretty aggressive and for ages it has been monopolised by means of conventional gamers like Naukri, Monster, Shine, and TimesJobs. Now a bunch of startups like IIMjobs, Babajobs, HackerEarth, GrownOut, Venturesity, Talentpad, Jobspire, Talview, and Hiree amongst others, have mushroomed, which can be aiming to disrupt the distance. Recently, on-line categorised platform Quikr, received Bangalore-based totally online recruitment firm Hiree, focussed on white collar jobs, for an undisclosed quantity. However, Belong targets to distinguish itself from the opposition on the premise of outbound hiring.

Also Read:- Best Honeymoon Destinations in the USA - Cheap Places

For, Vijay the real competition stems from inbound hiring and no longer from other startups. With lots of jobs getting automatic and specialised jobs developing whose call for is much greater than the supply, the destiny for hiring is outbound. He adds, “The future lies in going out to locate the exceptional expertise because they won't be searching out you.”

Belong is aiming to score over others in its capacity to point out the best-performing applicants although they are not scouting for jobs. Consequently, its facts algorithms allow hiring managers understand what drives and motivates hot potentialities even earlier than they reach out to the ones possibilities.

Editor’s Note

Traditional players have ruled the recruitment market considering a while, developing stagnation. Sensing the disruptive market possibility and the on-call for nature of economic system, some of online recruitment startups have mushroomed. Capitalising this possibility, but, might be a different ball recreation altogether. These on line recruitment startups need to stay on pinnacle in their recreation and make sure that they adapt and evolve often to cater to the needs of the continuously evolving skills pool.

In order to stand out from the gang, differentiation and staying relevant is a need to. By focussing on outbound hiring in preference to the conventional technique of inbound hiring, Belong has its paintings cut out for itself on this area. The challenge can be to scale up similarly to compete with traditional players who're still inbound hiring driven and disrupt the marketplace in a larger manner.

 

 



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