This page is managed by Ankit Saraswat, Ritteeka Pawar and Vikas Goyal

At some point of time you would need to hire someone in your team or would be part of a hiring team. This could either be adding more member on a pre-existing role or could be creating a new role with changing business needs.

Most people usually think hiring start by floating Job Description to HR team, but there is more to that.

3 important things to do before you float a JD in market

1. Define the role and positioning: Do thorough analysis to know responsibilities and requirements.
   1. Define Reporting Manager (This will automatically clarify budgets origin and position in org structure)
   2. Define Team, Project it will serve in long term.
2. Identify key competencies: Determine essential skills needed for the job.
3. Align with goals: Clearly state the purpose and how it supports company objectives.

Whom to inform before circulating JD in market?

1. Before you float JD in market, consult with People Ops Team - @Ankit Saraswat. It’s People Ops team goal to help you complete role and positioning analysis and help you define competencies.
2. After that, reach out to Human Resource Team - @Ritteeka to find the right talented person.

What is our Hiring Process?

1. HR Team is shared internally and externally at the same time.
2. Based on role, a hiring team is set up which comprise of key stakeholders related to the new role and role experts who complete rest of the process.
3. After completion of 1st project by new recruit a feedback about the hired person is shared with HR, Department Head and People Ops team on expectation vs outcome.

How we define our hiring roadmap?

1. Department Heads and Business Heads define Long terms Goals (This includes key projects and skills that we would need)