Information Technology IT Enabled Services LPO/KPO
30 May 2009 Recruiting Pundits Recruiting Pundits is a Growth Stage HR Services Company with a comprehensive service offering in the Technology Space that includes RPO, Contingency Recruitment , Cross Border Recruitment and Executive Search. Thorough research and accurate mapping of interests of both, our clients, as well as, our candidates, is what sets us apart. As a corporate partner to clients, we source professionals with high intellectual capabilities to help enhance the client’s human capital on one hand, and on the other, we help individuals optimize their career choices. Creation Recruiting Pundits was created in 2005, following the coming together of like minded professionals with more than a decade of experience in the Recruitment Space. Investment Advisor Avinash Singh joined as Investor Advisor in year 2008. Avinash is venture capitalist and owns Excel- Ventures. Global Office Network Currently we are operating out of India, Australia and US. Global Client Base Working with diversified clients across multiple geographies.
30 May 2009 …… ..Recruiting Pundits <ul><ul><li>Consistent investments in Information Technology and infrastructure to upgrade service quality </li></ul></ul><ul><ul><li>Global resources of Recruiting Pundits complement local intelligence and delivery ability </li></ul></ul><ul><ul><li>Domain expertise across specific segments in the space. </li></ul></ul><ul><ul><li>Service Offerings </li></ul></ul><ul><li>- Contingency Recruitment </li></ul><ul><li>- RPO </li></ul><ul><li>- Cross Border Recruitment </li></ul><ul><li>- Executive Search. </li></ul><ul><ul><li>Offering verticals </li></ul></ul><ul><li>- Information Technology </li></ul><ul><li>- IT Enabled Services </li></ul><ul><li>- LPO </li></ul><ul><li>- KPO </li></ul><ul><li>- Consulting </li></ul>
Information Technology IT Enabled Services LPO/KPO Consulting 30 May 2009
30 May 2009 Consultant Capability Deacon is the Executive Search arm of recruiting Pundits. Our Executive Search business is a team of experienced consultants having completed several senior search assignments across industries. Over the last few years we have had the opportunity to interact closely with key professionals in the Information Technology, ITES and Consulting Space. Our consultants were engaged with large Technology Companies as well as Companies in niche space and Start Ups and Growth Companies to hire their key management teams. Some of the relevant assignments completed during the stints are: NASDAQ listed IT-services Company: Mandated to hire the entire top management for this organization. Positions closed included CEO, CFO, Head HR, Head BPO business, Head Legal. India Fastest Growing Product Company: Successfully identified and hired Sales Director – China Region and Sales Director – APAC for one of the products for this CMM Level 5 company specializing in the TTL domain. World’s No. 1 LPO in IP : Mandated to identify and hire a Director-LPO Operations, AVP-HR and Director-Business Analytics and Vice President – Software Services. Global Product Company : Mandated to identify and hire a Sr. Director/Director-Product Development.
Talent Acquisition Process 30 May 2009 PHASE – I: DEFINE OBJECTIVES & SPECIFICATIONS EXECUTION DELIVERABLES TIMEFRAME Details Client’s Business, Culture & Future Plans Obtain client consensus on position's scope and responsibilities, compensation package, reporting relationships and profile of the desired candidate Measures Competencies against Mission Critical Skills Position Description – A draft copy of the Position Description is prepared Develop Search Strategy Position Description & Search Strategy to be reviewed with the client within 04 days from receipt of Retainer Invoice (Start Date) PHASE – II: EXECUTION OF SEARCH STRATEGY EXECUTION DELIVERABLES TIMEFRAME Identify and confirm Target sources after brainstorming with the Research Team Networking of contacts from Known Industry Contacts as well as with Industry Thought Leaders Identify candidates using proprietary database both internal as well as external Screen and evaluate candidates Develop 1 st Search Status Report – Identifying the universe of potential candidates from the target sources Develop 2nd Search Status Report – Shortlist from the initial list to bring the list down to about 10 – 15 most relevant candidates 1 st Search Status Report to be reviewed with the client in 07 days from Start Date 2nd Search Status Report to be reviewed with the client in 15 days from Start Date
… .Talent Acquisition Process 30 May 2009 PHASE – III: EVALUATION & ASSESSMENT OF CANDIDATES EXECUTION DELIVERABLES TIMEFRAME Distributing the Position Description & speaking with interested individuals to assess their qualifications & interest in the assignment Refining the pool of potential candidates & creating target list of best candidates Interview & assess target list of best candidates for skills, cultural fit and functional & technical competencies Conducting preliminary Reference Checks Develop Interview Comment Sheet based on assessing the candidates on various parameters like personality and technical & functional competencies Presenting 3 / 4 best fit candidates for the final round interviews with the client company along with the detailed Candidate Report Interview Comment Sheet to be reviewed within 15 days after approval of the 2 nd Search Status Report Final shortlist of 3 / 4 best fit candidates along with the Candidate Report to be submitted to the client within 5 days of reviewing the Interview Comment Sheet PHASE – IV: FINAL INTERVIEWS EXECUTION DELIVERABLES TIMEFRAME Facilitate client interviews of candidate Obtain feedback from client and candidate Conduct discreet Reference Checks If necessary provide additional meetings of the final candidates with the client Prepare Interview Schedule and also provide logistical support to candidates for meeting the client company Perform discreet Reference Checks from two different sources to check professional accomplishments and style of functioning. Final Interviews of the candidates to be scheduled – Timeframe will depend on client and candidate convenience Reference Check Reports to be prepared within 03 days of completion of Final Interviews
… .Talent Acquisition Process 30 May 2009 PHASE – VI: POST HIRING INTEGRATION Obtain feedback from the client as well as from the candidate within 03 months’ of his/ her joining date PHASE – V: FINAL NEGOTIATION & OFFER EXECUTION DELIVERABLES TIMEFRAME Obtain feedback from the selected candidate about the Offer Negotiate salary and benefits Ensure smooth transition and assimilation for selected candidate Delivering preferred candidate on terms that are acceptable to both client and the candidate Obtaining verbal and written confirmation of the candidate about his joining date Final / Counter Offer to be made and accepted within 03 days of Issuance of Offer Letter Confirmation to be obtained within 03 days Handholding of candidate till the time he joins the Client Company
Leadership Team PRATEEK SRIVASTAVA Prateek is a Partner-Technology Practice with the Executive Search arm of Recruiting Pundits. He has several years of experience in the recruitment industry and has led several senior & middle management mandates with various clients in technology space. In the technology space, he has worked with companies in IT consulting space, captive firms, IT Services and Embedded Systems companies. His intense client management and delivery capability has helped in building an exclusive and continuous relationship with several IT Services companies in India. His strong client engagement skills and ability to navigate through networks has allowed him to establish and build long-term relationships with clients. He was one of the earliest team members of Peopleone Consulting, the most successful HR services company in India, which later was acquired by Adecco Group. He has managed several responsibilities while at Peopleone, including heading the Blue Circle Executive Search practice in IT for North West region. His last assignment was with PE funded Ikya Search Partners where he was leading the Technology practice in Delhi. AMIT MEHTA Amit is associated with Recruiting Pundits since its inception. He comes with a rich experience of working into recruitment industry and hiring people across the globe and verticals. Currently he is associated as a Senior Specialist – Strategy and has been instrumental in providing innovative ideas and strategies that have contributed to the long range development of the organization .He is specialized in Executive search & retained engagements leadership hiring, Contract Negotiation, Out of box thinking, Managing customer expectations. He has been instrumental in developing policies and procedures related to recruitment at the same time manage multiple searches, from name generation to candidate development. DINESH ISRANI Dinesh is associated with Recruiting Pundits and is engaged at the level of Sr. Partner. He comes with a varied experience in the HR space which includes working as an entrepreneur and also being associated with Fiserv India(FISV), a Fortune 500 technology firm where he handled the responsibility of Manager – Talent Acquisition and was responsible for the CoE. As an entrepreneur he developed a team of dedicated IT Recruiters catering the services to IT & Banking domain and established a focused HR recruitment function, customised software products & Blended call centre for team in India comprising of 90+ members. His key strengths include his impeccable negotiation skills with key stake holders in the business which includes Clients and Candidates. Has an knack of understanding the pulse of the market and responding in a strategic and consultative fashion. 30 May 2009