Anjanay S.

Does your VC join you in the trenches? 🤨 Kiran Venkatesh, founder of FrontM, shares what sets Motion Ventures apart: not just capital but true collaboration. From strategy to the small stuff, the team locked in with him in Bangalore to pressure-test ideas, challenge assumptions, and go deep into the details that actually move the needle. Because founders don’t just need funding. They need partners who get #BuildingMaritime #MVFounders Shaun Hon Belle Lim Cliff Tan

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Making hiring smarter, fairer, and faster. PeopleZep’s Co-Founder Harsh Srivastava has launched a powerful AI Interview Suite designed to automate first-round interviews and reduce recruiter workload by up to 60%. Built on advanced NLP + voice analysis, the system evaluates candidate clarity, confidence, relevance, and sentiment - delivering instant reports and unbiased scoring. No more repetitive screening calls. No more manual shortlisting. Just data-driven hiring that works. From campus hiring to high-volume recruitment, PeopleZep is shaping the future of intelligent recruitment in India. Tap to read the full story 👇 🔗 https://lnkd.in/gM2THPG3 #PeopleZep #Harsh #StartupStoryMedia #HiringMadeEasy #AIInterviewSuite #AIinRecruitment #HRTechIndia #SaaSStartup #IndianFounders #InnovationInHR #HRCommunity #FutureOfHiring #TechForGood #AutomationTools #StartupStory

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Launching the Talent Strategy Playbook: The Future Starts Now At #SHRMIAC25, Achal Khanna, Ruchee Anand and Teena Wooldridge unveiled the brand-new LinkedIn–SHRM Talent Strategy Playbook, a guide built for the next era of work. The launch spotlighted the biggest shifts shaping today’s workplaces: • AI accelerating faster than workforce readiness • A move from role-based to project-led structures • The growing digital talent gap across GCCs, BFSI, and manufacturing • The urgent need for skills-first, data-backed, AI-enabled talent strategies With 89% leaders predicting a structural shift in how work gets done, this playbook brings practical frameworks to help organisations realign talent with the speed of business. The future of work isn’t coming, it’s already here. And the future starts now. Download the report - https://lnkd.in/geBhikXU #SHRMIAC25 #FestivalOfWork #LetsCelebrateYou Achal Khanna, Surajit Bit, Gaurav Bansal, Nishith Upadhyaya, Ashissh Kaul, Sumit Bajpai, Jasdev Ahuja, Dedeepya (Dedu) Ajith John, Apurv Amanesh, Neeraj Deginal, Shaakun Khanna, Amogh Deshmukh

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Kluisz.ai, led by former OYO senior executive Abhinav Sinha, has raised $9.6 million (INR 82.9 crore) in seed funding. The round was led by RTP Global and saw participation from Unicorn India Ventures, Blume Ventures Founders Fund, Climber Capital, and prominent angels. Founded in early 2025, Kluisz.ai is building an open-source, AI-native cloud platform to help enterprises deploy and manage AI and edge computing workloads. Check out the full funding details : https://lnkd.in/gjs3UKNB Team Kluisz Abhinav Sinha | Venkata Surya Tej | Vamshidhar Reddy | Abhijeet Singh | #oyoCOO #OYOemployee #AiStartups #SeedFunding #CloudStartups #FundingUpdates #startupro #startupUPdates

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Why Candidate Experience Is Your Most Underrated Brand Strategy. Candidate experience plays a crucial role in how you approach recruitment. Every interaction, whether a candidate is accepted or rejected, can either build or erode your brand equity. As Vishal Chaudhary, Executive Director at Dexian India, states, "Candidate experience is no longer a side note in recruitment strategy; it is the headline. It tells talent who we are long before they walk through our doors." Hiring is no longer transactional. Every email and interview shapes perception. And in today's interconnected world, that perception ripples across thousands. When you treat candidates with transparency, empathy, and respect, even those you don't hire become your most powerful marketing channel. Word-of-mouth advocacy from a respectful recruitment journey outperforms any paid campaign. Read the full article to discover the blueprint for turning candidate experience into sustained competitive advantage: https://lnkd.in/gYiyas5n Maruf Ahmed | Kip Havel | Kumar Rajagopalan | Venkat Lakshminarasimha | Nirmal Nath | TG Suresh | Sathya Narayanan | Venkatesh Sri Krishna Perumal | Kalyanasundaram S | Ananthakrishnan Balasubramanian | Kavitha V. | Ranjini Rajashekar | Rohit Tiwari #CandidateExperience #TalentAcquisition #EmployerBranding #HRStrategy #DexianIndia #FutureOfWork #RecruitmentExcellence

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If you see an unsolved problem, go solve it! In the world of entrepreneurship, Arvind’s controversial opinion is that the biggest hurdle isn’t competition—it’s the relentless challenge of building something truly valuable. Arvind Jain, CEO of Glean, shares his bold perspective on what it takes to build a successful product, even when others are working on similar solutions. “There’s enough opportunity in the world. Even if others are tackling the same problem, you can still carve your own space because every customer has unique needs," Arvind says. Arvind believes that solving a real, unsolved problem gives you the right to succeed. And despite the presence of competitors, the law of large numbers means there’s always room for innovation. It’s not about being first; it’s about building something that truly works. Want to hear more about Arvind’s journey and how Glean is solving the search problem for enterprises? Tune into the full conversation on Building One with Tomer Cohen. Listen on Apple: https://lnkd.in/eAUQKvFe  Listen on Spotify: https://lnkd.in/emtzkCHy

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At Cocoon 2025, the fireside chat between Subramanian (Subbu) Viswanathan and Sumit Sawhney wasn’t about abstract theories. It was about what’s really changing in learning, talent, and HR - and what leaders must do now. Their conversation cut through the noise to surface two urgent truths: Skills have become the currency of work - more portable, dynamic, and resilient than roles. HR must evolve from being an order-taking function to a strategic orchestrator of skills, culture, and impact. We’ve distilled their perspectives into a carousel: Subbu’s 10 takeaways on skills as resilience and continuity Sumit’s 10 takeaways on HR as a co-creator with business Together, they map out what it means to thrive in a world where AI is everywhere but the human algorithm still defines success. As we celebrate 30 years of Chrysalis, this conversation reminds us: the future of learning is not about man or machine. It’s about humans who know how to learn, lead, and leverage AI wisely. #Chrysalis30 #Chrysalis31 #Cocoon2025 #FutureOfWork #LearningWithAI #ResultsBasedLearning

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Vivek Mehta, Partner - ABC Consultants, shares his insights in an article for Mint, on Eternal’s workforce expansion in the context of high-growth playbooks seen across scaling ventures. Read the full story - https://lnkd.in/ddVJ86DF #ExecutiveSearch #LeadershipHiring #TalentAdvisory #ABCConsultants

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What makes a founder unstoppable? 💡 In the latest episode of Honest Chats, our in-house series where our CEO Varun Alagh speaks with Kunal Bahl, Co-founder of Snapdeal and Titan Capital, breaks down the patterns he's seen in winning founders. And it's not what most people think. Here are 3 non-negotiable traits of founders with successful startup stories.

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Our Co-founders Nilesh Patel and Prashant Singh recently joined the AJVC Podcast for a candid conversation on building a high-growth SaaS company from scratch. In this episode, Nilesh opens up about one of the most defining early decisions for LeadSquared: Should it be a services company or a product-led software company? He breaks down the thought process behind choosing the software path—and why betting on scalable, repeatable tech (instead of short-term service revenues) laid the foundation for long-term impact and growth. If you're an early-stage founder grappling with product vs. service, or simply interested in how great B2B SaaS companies are built in India, this is a must-listen. 🎥 Catch the full episode in the link below! #LeadSquared #SaaS #FounderJourney #StartupDecisions #ProductVsService #B2BSaaS #StartupIndia #AJVCPodcast #EnterpriseTech

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Kudos to Ranhita Bordoloi and Blume Ventures for their transparent breakdown of VC analyst hiring at Blume Ventures. An essential reading for anyone who is trying to transition to a VC. Beyond the general advice, some specific nuances & data points from their experience stood out: 1. Shifting Applicant Pool: a. 2022: 396 applicants (sector-agnostic, focus: Consumer/Deeptech). b. 2024: 588 applicants, with a significant lean towards Consumer (60%), then SaaS/AI (32%), and Tech (8%). Insight: Clear shift in applicant interest & volume. 2. Blume is moving from "prioritizing generalists" to "increasingly seeking specialists with domain expertise." Insight: Reflects growing sophistication of India's startup landscape & fund specialization. 3. Key Trends Observed: a. Influx of India-bred, US-experienced talent seeking stability/growth back home. b. Generalist candidates often gravitate to Consumer, not always aligning with market opportunities or fund thesis. A gap aspiring VCs can address by developing deeper tech/SaaS understanding. 4. Qualities That Distinguish: a. Network Strength: Not just pre-existing, but the ability to build 80% sector coverage. b. Multidimensional Understanding: Assessing tech feasibility, PMF, business model viability, and market dynamics. c. "Blume Fit": Empathy (founder-first), Humility, Long-Term Vision (10yr fund cycles), Craftsmanship Mindset. Soft skills and cultural alignment are non-negotiable. 5. Process Rigor (Minimizing Bias): a. Manual application reviews (no AI screening). b. Blind evaluations of sector-specific assignments. Demonstrates commitment to merit and identifying raw talent beyond pedigree. These insights from Blume underscore the evolving demands and nuanced qualities VCs actually seek. Want to not just understand these dynamics, but master them? The Analyst Program by the VC Fellowship is built to equip driven individuals with the deep knowledge, practical skills, and crucial network to effectively navigate India's VC landscape and break in. The founding batch starts from 5th of June, apply now: https://lnkd.in/g7YpY_if Want to read the detailed article by Blume? Find the link to the article in the comments.

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GetWork, India’s fast-growing AI-powered HRTech platform, has appointed Chirag Mittal, Founder & CEO of Gigforce, as a Strategic Consultant to guide its product innovation and growth strategies. An IIT Kanpur alumnus and serial entrepreneur, Chirag has built and scaled multiple HRTech and B2B service ventures over the past decade. His expertise lies in building technology-first platforms, operational scaling, and developing sustainable growth models, making him a strong addition to GetWork’s leadership ecosystem. At GetWork, Chirag will contribute to product innovation, operational scaling, and strategic direction, with a focus on empowering employers and job seekers. His entrepreneurial journey and industry networks will support the company’s mission of transforming campus hiring through Generative AI. With innovations like Horizon AI, GetWork is already streamlining recruitment and bridging the gap between employers and graduates, especially from India’s Tier 2 and Tier 3 cities. Chirag’s appointment further reinforces its commitment to reshaping the future of work. CXO TechBOT extends its best wishes to Chirag Mittal on his new role with GetWork. #GetWork #AIRecruitment #HRTech #Leadership #ChiragMittal #GenerativeAI #CampusHiring #FutureOfWork #TechLeadership #CXONews

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Breaking Career Plateaus: How HR can be the catalyst for renewal- Rucchika Garg A plateau is not just an individual problem; it’s an organizational challenge. Employees who feel trapped may withdraw emotionally, impacting morale and team culture. On the flip side, HR’s interventions—coaching, mobility programs, upskilling—can turn these moments into launchpads. Read More: https://lnkd.in/g4q6rFYC #SightsInPlus #CareerPlateaus #CareerGrowth #CareerDevelopment #CareerConversations

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Still making hiring and promotion decisions on gut feeling? In fast-moving teams, whether India-led or global, the cost of subjective or slow decisions shows up quickly: missed targets, avoidable attrition, and delayed delivery. With average time-to-fill at 46 days and $4,700 per hire, delays add up fast. This is where AI and HR analytics come in: • Skills signals from resumes and internal project history • Interview quality checks • Early flight-risk indicators A global capability center in Bengaluru, for example, used these signals to redeploy analysts ahead of a quarter-end spike - reducing external hires, trimming time to productivity, and keeping work flowing. The question is simple: How do you replace hunches with traceable signals that are fast, fair, and audit-ready? Pierian Services can help you pilot and operationalize AI-driven HR analytics responsibly - https://lnkd.in/eNGbn4q8 #HRAnalytics #AIinHR #DataDrivenHR #TalentStrategy #FutureOfWork #PierianServices

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👑 Despite chatter about a CEO search, BigBasket’s Hari Menon says there’s no succession plan. 🔁 Still, the company is undergoing a major C-Suite shake-up—giving founders more room to focus on strategy and fundraising. 🗺️ In today’s Org Chart, Pranav Balakrishnan breaks down how BigBasket has restructured around a new Management Council, with city heads now running decentralised P&Ls like mini-CEOs. 🛒 Once dominant, BigBasket now lags in quick commerce. To win back consumer mindshare, does it need capital, sharper execution, or simply founders free from day-to-day ops? Read now. Link in the comments.

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