Companies Who Love DRM
One of India’s most trusted online pharmacy & medical stores offering pharmaceutical and healthcare products.
Roles: Engineering (SDE 1, 2, Tech Leads, CTOs)
Challenge: They expanded the team but could not internally close positions.
How did we help them?
We deployed a tech recruiter with four years of technology recruitment experience. Pharmeasy being a more prominent organization with multiple rounds of interviews, we ensured we got a SPOC who was super aggressive with profile and interview feedback.
We set up daily calls with the SPOC to discuss the pipeline of the roles. Round 1 was scheduled and conducted within 24 hours of the profile being shortlisted. In addition, multiple recruitment drives were conducted on Saturdays to interview candidates across all levels and to push the numbers.
We had an email ID created for the recruiter deployed; this gave her access to the hiring managers and discussed challenges if there was a delay in the process.
Result: Since we followed a strict timeline, we could close four engineers in a month whose CTC ranged from 25 LPA and above. They hired them at the cost of only INR 2,50,000!
Success: The client continued to renew the service for a year.
Dr. Dhaval Shah Co-founder - Pharmeasy
A media agency based in Singapore, providing end-to-end digital advertising solutions to their clients.
Roles: Community Managers, HR Managers, Business Development, Media Buying, Media Planning, Performance Marketing, Marketing Analytics, Content & Graphic Designers
Challenge: Drizzlin Media had a presence in Southeast Asian markets. With new projects and clients flowing in, their current resources were engaged in different projects. Therefore, they needed recruits in the following region – Singapore, Malaysia, India, New Zeeland, Philippines, Indonesia, Thailand & Sri Lanka.
How did we help them?
We deployed a non-tech recruiter to the organization who had experience of working earlier with Digital Agencies and closed roles. However, the organization did not have an HR to formulate the JDs and no strategies to close positions across countries.
Having premium access to various job portals – we identified potential candidates by thoroughly prescreening them and taking an initial round of interviews. Only the shortlisted ones were forwarded to the Founder, who took the last round of discussion and closed on the best hires.
Since the roles were similar across regions, we could reach out to maximum candidates in a day via LinkedIn messages, Naukri mass mailers, Whatsapp, etc., for inhouse applicants. We even asked the team to post jobs on their LinkedIn page. The recruiter would shortlist the in-house applicants and help the team close roles.
Result: We closed the South East Asian roles in just a month since the recruiter took the initial round of interviews, followed by the founders round, which was scheduled within 36 hours of sharing the profiles. Every alternate day, calls were set up to discuss each profile and why they were shortlisted.
Success: The client continued to renew for a year and keeps coming to us whenever the need arises. They closed international roles at just INR 2,00,000 per month!
Deepak Goel Founder & CEO - Drizzlin
Velocity offers revenue-based financing to D2C and eCommerce brands in India.
Roles: B2B Sales, Customer Success Managers, Product Managers, Key Account Managers, Growth Managers, Debt Partnerships, Strategic Partnerships & Alliances.
Challenge: Velocity had multiple roles open for each position mentioned above. They had just one in-house recruiter who specialized in tech recruitment. They had to close these positions within a quarter.
How did we help them?
We deployed a Non-Tech recruiter to the organization, which helped them with end-to-end recruitment – from Sourcing, Prescreening, and Scheduling the interviews.
Velocity had given access to the recruitment portal they use to the recruiter, where she was also responsible for prescreening the in-house applicants and processing them ahead.
Being a fintech organization and focus was on senior roles, head hunting was only the key to success. All the candidates, either from the competitor’s company or the same industry, were market mapped and approached.
A tracker was maintained to track the applications of each candidate at different interview stages. Assignments were given to the candidates on the same day they were shortlisted, and through aggressive follow-ups, duties were shared by the candidates.
All the interview rounds were finished in a week, giving us a chance to have backups for each role in case candidates backed out during joining dates.
Result: We were able to close critical roles in a month. Candidates from PAN India were reached out to, allowing us to reach out to maximum candidates and close positions, keeping in mind the quality.
Success: The client continued to renew for the next two months since multiple positions were open for each role.
