Indian Women Entrepreneurs Who are Creating Ripples in the West – II

Women Enterpreneurs

In the first part, we focused on three Indian women, who have been able to make a mark for themselves in the US with their successful entrepreneurial ventures. We will continue with the same and focus on the stories of three more successful women entrepreneurs.

Trisha Roy, Founder, The Barn-and-Willow

A few years ago, a young Trisha (around 27–28) was busy furnishing her house in California, when she found that drapes and custom-made window treatments were too expensive to afford. Some of the customized curtains were as expensive as $10,000. This was when she was struck with the idea of starting off on her own. She made a trip to India and got in touch with a few family members who ran textile units in Kolkata and Delhi. Gradually she figured out how the supply and chain management worked and why the materials were so expensive. So, finally, she came up with the idea of launching her drapes and linen business. Thus, Barn-and-Willow came into existence.

Trisha Roy
Trisha Roy
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“Multiple traders in the supply chain buy from factories and mark up the cost by the time they sell to a retailer in the United States,” says Trisha. In the retail world, the markups can be more than 250 percent when they are sold to the consumer. She realized that if she could cut these three or four layers of middleman, she could solve a business problem in the USA.

She began sourcing cotton samples from a manufacturer in Tamil Nadu and the finest quality linen from Belgium. Roy gets the raw material stitched to order in a factory in Delhi.  From India, the product is shipped to a warehouse in California, and from there the final product is delivered all across the country. And guess what! The product markup is only 60 percent.

“I had never thought I would leave my comfortable job to start my own company. But my utter disappointment with the painful process of getting custom-made draperies for our home led me to start Barn & Willow.” says Trisha, a Punjab University and University of Arizona, Eller College of Management alumna.

Her first order for Barn & Willow was fulfilled in December 2014. Now her company does monthly revenues of $50,000 and the business is growing by 45%, as per reports.  She has already been featured on San Francisco Chronicle, Remodelista, Lonny Magazine, and Elle Decor. Roy, too, was picked up by 500 Startups with an initial investment of $125,000.

Yosha Gupta, Founder,

From Aligarh to Silicon Valley—Yosha Gupta’s story is as inspiring as other women entrepreneurs. A graduate in Economics from Delhi’s Lady Shri Ram College, Yosha always exhibited a daring attitude since childhood and an ability to do things on her own. Even as a child she knew that she would do something of her own, rather than working for someone for too long.

Yosha Gupta
Yosha Gupta (Img. Src. LinkedIn)

After completing college she worked as a consultant with World Bank and took her to the remote parts of countries like Vietnam, Myanmar, Indonesia and China. Eight years back, when working for startups were just being introduced, she dared to join one.

However, she continued to itch to do something on her own, and thus Lafalafa came into existence. Age was a factor that pushed her into having something of her own. She was driven by the idea to start soon before it’s ‘too late.’

Officially launched in April 2015, is an online coupon and cash back selling portal. While its operating base happens to be Gurgaon and Hong Kong, the startup is already the “talk of the town” in California’s Bay Area after being selected for 500 Startups Accelerator Programme. 500 Startups has already invested $ 125,000 in the company.

Rituparna Panda, Co-Founder, Fulfil.IO Inc.

Like Trisha and Yosha, Rituparna’s journey from Jaipur to Silicon Valley is equally inspiring. Her venture, Fulfil.IO was formed to help small businesses move to cloud and technology. She was working with a boutique upon completion of her engineering, when she realized that, those small and medium traders, across the world, lacks the required platform to manage their inventory when selling on several channels. Thus, she was struck with the idea of bridging this gap and went about building a new ERP system that could use the cloud to track inventory and orders on numerous platforms—both online and offline.

Rituparna Panda
Rituparna Panda (Img. Src. LinkedIn)

Fulfil.IO was aimed to support small businesses migrate to the cloud and mobile technology. In her words, “This was an opportunity, and it was not easy. If we could only convince SMBs to use an efficient tab-based multi-channel tracking and fulfillment system which could break legacy IT, then the idea was here to stay”.

She picked up the US as her first market, and she did reap the benefits. According to a report published by IDC, the consulting and research firm, about $161 billion was spent by US-based SMBs to modify their IT infrastructure in 2015. Needless to say, the market responded in positive.

In mid-2015, when Fulfil.IO was only a couple of months old, Rituparna made a trip to the US. She and her other co-founders discovered a tool manufacturer whose business was integrated upstream—and supplied downstream to retail stores and e-commerce platforms.

The subscription model of $1,000 a month became popular in barely eight months’ time, and the company now has more than 20 paying customers. No wonder they got picked up by 500 Startups, which seeded them with $125,000.

After following the stories of these six women, it must be said that Indian women entrepreneurs are making it big in the western hemisphere. Their journeys are truly inspiring for the next generation.

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Indian Women Entrepreneurs Who are Creating Ripples in the West – Part I

Much has been written about women and their dominant roles in the business and the corporate sector. Of late, the focus has shifted to women entrepreneurs who have been cracking it within India’s startup scenario. Names like Richa Kar (Zivame) and Sairee Chahal (SHeroes) have become quite popular among Indians. These women and their startups in India have succeeded in creating ripples in the domain of business.

However, how often do we shift focus to Indian women entrepreneurs who are cracking it in the west? Well, not much I guess. But if we do, we will come across some successful Indian women entrepreneurs who are making great for themselves in the Bay Area of San Francisco, New York and other parts of the United States of America (USA) and even Canada.

Yes. It might come as a surprise but some Indian women are actually creating ripples in various parts of USA with their startups.

Let’s focus on their stories.

Pooja Sankar, Founder, Piazza, California

Pooja Sankar has proved that a strong-willed woman can definitely succeed in a male-dominated space. Pooja grew up in India and studied engineering at Indian Institute of Technology (IIT) Kanpur. She was one of the only three girls in a class of 50. She figured after the challenge of learning to take the test to get into IIT by herself and being in a school with so few women that anything could be possible. She went on to purse her Master’s Degree from University of Maryland and then worked as an engineer with Oracle and Facebook before leaving the latter to study MBA at Stanford.

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It was during her stint at Stanford that she was stuck with an idea to launch her own business, intrigued by the ideas of several others at the entrepreneurial classes. She really wanted to create a support group for women who had a major in computer science. This led to the launching of her website Her idea was to build something that can help students get through schools and colleges in a much easier way. She took baby steps and finally launched in 2009. Eight years down the line, has become a popular site with millions of young registered users who are leveraging the benefits. Piazza now has a team of about 13 engineers and designers, working meticulously to improve this new form of education and with the success it has received so far. Needless to say, hundreds of thousands of students across hundreds of campuses are leveraging the benefits of Piazza for their classes. Half of Stanford undergraduate students signed up in two terms, half of MIT in one. 15,000 students at Berkeley and 14,000 at Georgia Tech are learning on Piazza today.

Aarthi Ramamurthy, Founder, Lumoid, California

Aarthi Ramamurthy came to the public eye with her first startup venture True&Co,  an online lingerie store that uses algorithms to guarantee a bra will fit perfectly. However, roughly two years down the line she left True&Co because she itched something to do with technology and photography.


Aarthi, who originally hails from Chennai; completed her engineering from Coimbatore and thereafter got placed with Microsoft. After a few years’ stint, she was transferred to Seattle, USA from the company. She met her future husband here.

While honeymooning with him in Hawaii, she came up with the idea of launching an online portal that would deal in renting and buying of all kinds of products and equipment related to photography.

This very idea, gradually led to the launching of Lumoid in 2014 (a Y-Combinator backup), an e-commerce site to help teach amateur photographers how to take better pictures. Here one can rent out or even buy all kinds of equipment related to photography.

Today Lumoid has an office in San Francisco with half-a-dozen employees and needless to say it is scaling greater heights with a revenue growth of 35-40 percent every month. In future, Ramamurthy wants to expand out to purely photography over time.

In 2016, the 32 year-old Aarthi had already made it to the list of top 50 most influential women in business within the United States.

Deepti Sharma Kapur, Founder, FoodtoEat, New York

Unlike Pooja or Aarthi who migrated to the US, Deepti was born and raised in Flushing, New York City. As a young teenager, she always craved for doing something different that would ensure help towards society and community. It was during her student days at Stony Brook University, she was struck with the idea of launching her own business. In her own words, “I was waiting on line at a food truck and I was waiting for about 30 minutes, and all I got was a peanut butter cookie. How is it that this is the only way for me to access what this food truck is selling?” This experience was enough for her consider starting off on her own.

Deepti Kapur

She turned a trip to India into an opportunity to assemble a three-member entrepreneurial squad of engineers. Building on that momentum, when she returned to New York City she hired five sales agents and account managers who would eventually end up working with 50 food trucks and 700 restaurants. Thus, in January 2011, FoodtoEat was launched.

A first-of-its-kind, the platform is an online service that allows hungry citizens to pre-order from food trucks, restaurants and even street carts. It also teaches vendors (many who belong to the immigrant community) how to use technology in order to engage customers and grow their business.

A successful woman entrepreneur, Deepti has already made it to the prestigious Forbes list of under 30 CEOs, which singles out the 30 biggest innovators and entrepreneurs who are under the age of 30.

To be continued in the second part.

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How to Create Startup Pitch Deck for Funding?

Startup Pitch Deck

Every successful business of contemporary times once might be stepping into the commercial periphery with their tiny steps. Gradually, with constant efforts, companies proceed to hold a stable position. Here, highs and lows are evident. In between, what is more, crucial for a business is a good ‘funding’ source, which require a robust startup funding pitch deck.

In a world where ‘startups’ have given a new meaning to fresh and unique business setups, looking for an investor has become a major concern for idea-makers.

Startup Pitch Deck
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It is not necessary that those who possess great business concepts are sitting on the heaps of money!

Therefore, transforming a unique or fresh business idea into a full-fledged business and further nurturing it with an appropriate amount of startup funding is vital fact. Finding a potential investor is even more crucial here. When it comes to pitching investors for the first time, the idea-makers (entrepreneurs) must put in investor’s shoes and think why an investor should fund their business concept. Despite the fact that 10s of other startups are approaching the same investors, entrepreneurs have to be confident about their business pitch and clearly, explain the USP (Unique Selling Proposition) of their business (or idea).

Most of the successful pitch decks emphasise on the following slides comprising of 15 to maximum 20 slides:

  • Product
  • Team
  • Business Model
  • Market Size
  • Company Purpose

Here are ways that successful fundraisers use to capture attention and impress investors:

1. Storytelling

Successfully convincing investors for startup funding depends on the art of storytelling. Excellent entrepreneurs are not visionaries; they are excellent at storytelling and sales! On the other hand, the earlier the entrepreneurs enter into venture; the more investors would look at investing in the potential future of the unique idea of the startup. The pitch must be more of an experience that speaks out an overall story about the startup visually through slides and words that the storyteller speaks.

2. Referrals

Quality referral is one of the best means to find the attention of active investors in the market. If an initial approach is not the direct ones (in person), make it possible to deliver the pitch message through the PDF material via referrers. Don’t even miss the tiniest opportunities available to communicate virtually with the potential investor introduced by the referrers.

 3. Timeframe

The pitch must be delivered within 20 minutes. It helps to focus on the most crucial points to represent in the pitch. The time-limit ensures that investors don’t lose their attention. The message must be intriguing and novel. If the representative crosses the timeframe, it loses the charm of storytelling, though how interesting the pitch is.

4. Money

When it comes to express the investment opportunity and ask for the amount, the same confident storyteller becomes shy and can’t find words. If investor nods in yes, ask directly how much money the startup would be needing to initiate it and what would be the flow of money to slip in the coming years. Be prepared to neatly describe the use of funds that are being raised.

5. Pitch Material

Presentation slides must have crisp and concise content. The speaker’s words complement the slides. But, later if investors want to consider the pitch sitting in their office cabin, they have to be provided with a pitch in a PDF format combining slides and the story altogether.

Startups are the future of commerce for any country. They keep the new industries flowing in with benefits at societal and overall economic grounds. For example, mobile app-based startups have revolutionised the way we live our life. For investors, it is crucial to recognise such startups. On the other hand, being an idea-maker (entrepreneur), create an experienced based story for storytelling and don’t forget to follow the above-suggested points. All the best!

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Micky Chopra Explains about Startup Hiring & What HR Needs to Know About it

startup hiring

Startup ecosystem- a legendry revolution in the history has certainly transformed the way markets are working today in the country. The evolution has caught the eye balls of thousands of investors who come up with a new story, from Flipkart to Dine Out, every now and then. Today, the land of startups holds more promises for job-seeking candidates and unquestionably it has worked on the root procedure to bring a mass pool of aspirants on board.

In similar discussions with Mr. Micky Chopra, the Director  & Co-Founder- Talent Acquisition, Taction Talent Pvt Ltd, Noida, we at CareerBuilder were delighted to have been acquainted with his words of wisdom, which we have presented right underneath.

 Excerpts of the discussion with Mr. Micky Chopra, Taction Talent Pvt Ltd   

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“Very recently, I attended an orientation program of a management institute and interacted with HR aspirants and enthusiasts. I must say most of them were geared up and had a very realistic mindset about the challenges that lie ahead in the corporate world. Though we talked about Technology, Engagement, Compensation practicalities, there was one enthusiast who stood up and asked a very interesting yet critical aspect of HR i.e. hiring:

If given a chance, should I take up the role of Hiring Executive for a start-up? How different is it from hiring for the brand itself?

He looked stressed rather confused and didn’t know what to say because he had two job offers, one from a growing brand  and the other, from a technology start-up.

 I patiently listened to him and enquired.

 “If a start-up does influence or inspire a brand (policies, marketing, branding etc), do you still categorize it as start-up?” and what comes next was plenty of Ohh’s and Ahaa’s.

 At the early stages of any start-up, due to lack of processes, policies, and practices there is always a challenge to structure things to be more productive, efficient and effectively manage business goals. Though in a Start-up, what stands out is the level of collaboration (that exists) between the various groups/departments.

 Hence for a startup, it becomes even more critical to hire the right people. Poor hiring decisions (in a startup) or delayed hiring can cost you a BOMB.

 Is there a way out? We can though argue and deliberate on many parameters, here is list of critical focus points to be considered:

 1. The Startup Mindset – as HR, delivering the right intent of the organization goals is a must. Every known brand starts as a startup and your organization is no exception. Hence it is utmost required that we understand the aspects of the organization that stands out and deliver the right pitch to the job aspirants.

 2. Create a Personalized/Brand Experience – every job aspirant could eventually turn up as the brand ambassador of your organization. Hence it is critical to create happy experience for him/her. As startup you cannot lose an opportunity to transform job aspirants into brand ambassadors.

 3. Don’t Hire the Best Fit, look for Right Fit – perhaps the biggest mistake we do in startup hiring is to hire (or look to hire) the best resource possible, while ignoring many parameters and eventually end up losing time, effort, money …  It is critical to understand the business need and look for every opportunity to transform the talent available to the best fit possible (while hiring at the first place).

4. Hire for Opportunity not Challenges – challenges and opportunities are opposite sides of the same coin. Though challenges cannot be ignored, it is critical for startup hiring managers, be intentful to discuss the opportunities available to the job aspirants in detail. There should be a focused approach towards hiring for long term benefits, while ignoring short term fixes.

5. Know Your Best Source – startup hiring is not only about hiring the right fit, but more importantly hiring at the right time. Hence it is required to know your business needs, competitors and prospect individuals. Identifying at the right time is utmost critical for startup hiring.

6. Customized Interview Process –what works well for one organization may not necessarily, work right for the other, and do not blindly copy the interview process of any organization to deliver the right results for you. Customized your interview process in a way that is effective for your business need to better ROI.

 micky-chopraAuthor Micky Chopra

Director  & Co-Founder- Talent Acquisition, Taction Talent Pvt Ltd, Noida

 Micky Chopra is a Strategic Thinker and Passionate People Leader having Experience in Organisation Strategic Planning, Practicing, Directing, Transforming various Human Capital Management Initiatives. He comes with Diversified Experience in People Relationship, Talent Acquisition, Leadership Development, Change Management, Organization Development, Engagement & Communication. Micky has been instrumental in developing Innovative HR Initiatives to streamline various HR Processes and capitalize on Organizational Growth opportunities.

 Hope you liked reading the HR blogger’s point of view on startup hiring. Please feel free to share your valuable thoughts with us.

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Instagram Marketing For Start-Ups – How To Create A Brand That Sells


Not more than four years back, two friends Kevin Systrom and Mike Krieger visualized a dream and ‘Instagram’, evolved to what it is today knows as the leading social media community with over 300 million users across the globe.

Ever wondered what the word means ? “Instagram” is a hybrid of two words ‘instant’ and ‘telegram’. Surpassing the already existing social platforms – Twitter and Facebook, Instagram which was erstwhile considered just as a photo-sharing app has come forward as a much-needed platform for marketing and branding products and services. Marketers have realized the need of a platform which helps showcase their brand and also take it viral through  media and Instagram fits the bill.

‘Photos’ and ‘Hashtags’ – that’s all you see on Instagram. However, as a famous proverb says, ‘A picture is worth thousand words’ does not seem to be wrong when we visualize the number of followers brands have attracted by marketing through this social platform. So, when it is about your startup, do not give a second thought to this photo-sharing app.

These steps give an idea of how to market a start-up on Instagram and make your brand stand out.

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#Illustrate Your Brand, Don’t Tell

Have an awesome product or service to launch in the market? Demonstrate your potential consumers what it does or how it functions by posting real pictures. Fashion brand ‘Lakme’ posts eye-catching images of Lip shades and eye-shadow shades. The shoe brand ‘Vans’ posts real life photos of shoes on ground and a huge fan base follows them. People don’t want to listen to stories, they want to experience the real feel of the product by its visual appeal.

#Share Exclusive Content

‘Content is the king’ stands true for spreading the word and when it is about Instagram, your Insta feed is where you can post content, which you have not shared on other channels like Facebook and Twitter. Take for an instance ‘WeWork’ – the company offers only shared office spaces across the globe. The brand posts only unique content related to their slogan, “Do What You Love,” and they use hashtags, which encourages audience to share similar pictures of office spaces. Post a picture that speaks volumes of content, on top of which an impressive caption can play the role of ‘cherry on the cake’.

#Relate Users with Happiness

When users search a brand ,they look for their likings & they are interested in knowing how your brand is going to make them happy. No wonder why brands like ‘Coca-Cola’, succeeds to drive a huge social media presence. A lot of it can be attributed to their punchline “Open Happiness”. The company posts happy, friendly and refreshing pictures about people sharing a good time while gratifying their taste buds.

# Only Being Unique Works

You are in the process of becoming a brand or trying to spread the buzz about your brand. How many fans you will have in future would only depend on the uniqueness of your product or service. Come up with a creative ad with an unmatched theme highlighting your product. Frooti, one of the ancient beverage brand in India uses Instagram to showcase its unique photos with advertisements as well. Simple yet different, that’s what exactly you will clearly witness in the Insta feeds by Frooti, and the brand seems to unstoppable.

# Reach Out Uncensored

Fans always want to know about what goes behind the scenes of a film, serial, realty show, celebrity’s life. The trend is continued on Instagram as well. Leverage this opportunity when you are a startup. Connect personally with followers by showing them real pictures of your development team, manufacturing process of products, and other happenings. A leading fashion brand ‘Burberry’ posts real-time images on Instagram feeds of scenes behind the Fashion shows such as live stage, photo-shoots and models without make-up.

# Blend Videos with Photos

Mixing up your photos with videos can be a fantastic marketing strategy especially when branding your startup is on your mind. A video generates three times more inbound links than simple tweets or posts. It will engage thousands of fans at one go. ‘National Geographic’- the brand has proven that, “you don’t stick to one place, you keep growing.” The way the brand utilizes photos and videos on Instagram can certainly be witnessed by the growing number of its followers everyday.

Brands mentioned in the lists were once only startups. Today, they are achieving new bests of lifetime numbers, be it followers or web or even mobile traffic. Your success on Instagram marketing depends on how you retain your followers; and, it’s as simple by giving them what they want.

You don’t need to stretch your marketing budget, but modify the approach to reach out to your target audience. Strive for consistency in your marketing strategy and Instagram is certainly going to help you reap the benefits quickly.


The article was first published on

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How Startups Can Take Concrete Measures To Avoid The Revoking Of Job Offers


Startups have been facing flak recently for revoking job offers, which has left many students in the lurch. Even institutes like IIM and IIT are on the warpath against startups, blacklisting many who made offers to their students but backed out at the last minute or deferred joining dates.

2015 has been an eye-opener for startups and the economy as a whole. While startups experienced a shower of funding, the year also witnessed the sacking trend. Big names like Zomato, Foodpanda, Housing, Flipkart and Stayzilla have laid off employees, which worried some, but also provided a good lesson to the ecosystem. `

Top Reasons growth-seeking startups are forced to fire employees and revoke job offers


Firstly, funding crunches and falling valuations cause entrepreneurs to panic, which leads to the most impactful route to survival- mass firing. When audacious growth strategies don’t work and targets are not met, pressure builds up from investors, who seek high returns and expect an elevated valuation. As investors tighten the purse strings, sacking becomes the inevitable and pragmatic option.

Increased focus on profitability and over-hiring are the reasons why companies like Housing and Zomato executed layoffs. Companies draw up unrealistic targets and goals, and to meet the demands, over-hire resources and, also, the wrong talent at times. Moreover, startups work on a different business model, relying on heavy discounts and thin margins to attract customers. This is one of the major reasons why companies are facing a major slump in the market today.

Secondly, mass firing also takes place when startups get acquired or merge with another entity. For this, they avoid duplications in talent, processes and products, which helps streamline internal business operations and improve efficiencies. An example of such an event would be the merger of Common Floor with Quickr.

So what steps can startups take to avoid massive lay-offs and reduce the trauma for aspiring young students looking to jumpstart their professional careers?

Planning sensibly at the initial phase

The most important phase for any startup is the initial phase of expansion. Here, companies need to plan properly, with a long-term approach, accommodating future goals and tangible targets sensibly. Hiring based on a long-term approach considering all phases of business growth will avoid retractions in the future.

Using HR tools

HR teams should be actively involved in each phase of expansion and work closely with senior management in order to gain an understanding of current hiring needs. Moreover, using the right HR technology and tools, like cloud computing and pre-assessment tools, organisations can cut down the cost of hiring, and would be able to extract the best talent quickly. Online tools hold an immense potential as well, especially when it comes to finding the right talent for an organisation. However, these tools have yet to be fully explored in the Indian startup scenario.

Cloud computing also provides umpteen opportunities for streamlining internal and external trails, aligning them to the targeted business goals. These systems are cost effective, and support the functioning of various practices within an organisation throughout its lifecycle. It allows HR personnel to conduct extensive research and gain insights into current scenarios, deliver new perspectives, and make predictions that can help businesses make wise and informed decisions.

Hiring interns and contract employees

Hiring college students who are on a summer break for a period of two to three months is a great option to avoid full time expenditure, especially when the future of a startup is unclear. Interns are flexible and trainable, with benefits of low cost optimisation. The trend of hiring contract-based employees is also increasing as startups can appoint talent with a high skill set for definite time spans.

With startups taking centre stage in the job market, the culture of “Hiring and Firing” is no longer an unknown phenomenon for job seekers. This culture could raise a serious question on the credibility of startups as a career option, especially for students. Planning wisely and optimising internal management practices will help startups maintain their reputation, and attract the right talent as well.


The article was first published at

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5 Latest Startups That Have Bloomed In India


Just like, ‘Apps’, India has welcomed the new trend again- ‘The Startup Trend’. The nation has evolved as the third largest base of startups in the world with over 4,200 startup firms- the number, which is still escalating. Despite the various challenges, startup entrepreneurs might have to face, the industry is booming and the impact till date can’t just go unnoticed.

There is a wide array of startups, which have left a benchmark in the country. CareerBuilder India has in store for our readers the top 5 different startups, which were born, ‘not’ long time ago, but are fair enough to adorn the hit list of the blooming startups in India:

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1. Holidify

In a country with diverse cultures, religions and cities, the young mind Rohit Shroff could not think of anything better than discovering an idea of launching a firm, which is a destination discovery website. Popularly known as ‘Holidify’, the travel website offers a wide spectrum of personalized holiday packages, which travel lovers can explore and book just from their comfort of their homes. Introduced in January 2014 with 290 destinations, the site has stretched its roots to 559 destinations, which can be booked easily by adventurers, solo-travelers, honeymooners and business marketers.

2. Instahyre

Where the startup sector is on the boom, entrepreneur thought of launching companies, which can result in increased employment. Here we came across ‘Instahyre’- the wonderful portal founded by the solo entrepreneur Aditya Rajgarhia that allows job-seekers from all over the world to find their dream job without any hassle. Remember, the platform only shows a curated list of startups out of which, candidates can choose their dream company. Prompt and relevant, the results that Instahyre brings, certainly make the job-searching process easier and smooth for fresh, medium to senior-level candidates. Say, ‘good bye’ to recruitment agencies.

3. CareerMate

The startup was launched recently by some senior IIT/IIM professionals naming Punit Srivastava as the first with Jagdish N (Advisory Director) to name a few. With over 16 years of experience in HR & Trainings, the founders of this startup became successful by helping aspirants from college to carve a fantastic career for themselves. The startup offers trainings to corporate staff on how to find the right skills in the manpower and prepare candidates for internships along with assisting them with their long term career goals.

In the starting up phase, the founder-CEO plays the role of the HR head. It is only in the scaling up phase, when the business and product market is established, that you introduce the heads for HR and other functions, said Sanjeev Aggarwal, cofounder of venture fund Helion Venture Partners.

4. PropheSee

Incepted in November 2014 in Delhi, by three co-founders, Ishaan Sethi, Harshil Gurha & Jitesh Luthra, the marketing analytics SaaS platform was formed. The idea behind launching the company was to help brands have control of their digital data and make decisions, which result in fruitful results.

Ashish Kashyap, founder of the ibibo Group, an online travel services provider, says, “Human resource leads need to play the role of business partners to the founders. The traditional paradigm of HR does not work in technology startups.”

5. Glassdoor

Last but not the least, this startup has hit the list of top 5 startups in India. The HR tech startup is a job-listing website that allows job-seekers get acquainted with insights about prospective employers, companies, work culture, salary package. The platforms makes it easier for job-seekers to choose their dream company without having to waste their time going for a wrong interview. Besides this, there are other HR tech startup companies as well offering services including recruiting, payroll, talent management and more.

Enthralled by the success of these top startups? We’ll bring more for you. Keep reading our startups stories.

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How To Hire A CEO For A Start-Up?

How To Hire A CEO For A Start-Up?

A wise man once said, “Starting a company is easy, building one is hard”.

Twenty years ago, a conventional start-up model was to have young founder(s) launch a breakthrough enterprise, then bring in “experienced” executives on board once it was time to scale the business.

There is no deny, as a founder of a start-up, your job is to recruit an outstanding team. And, the first step is to mantle yourself indeed with a passionate founder team with complimentary skill sets whom you trust and work well with.

Why should you add veterans in your team?

The answer is simple – to accelerate your business by:

– Communicating best practices for new situations that come with scale

– Establishing a sense of legitimacy in the marketplace

– Setting clear roles, paths and structure to scale the business

– Supporting with sales and recruiting via their network

If you think that now is the time to hire a leader for your firm, then this guide may help you on – How to Hire a CEO for a Start-Up?

With that said, it is a complicated process that you want to take earnestly and assign necessary time towards. CareerBuilder wanted to share a few thoughts on hiring a CEO with right attitude and resources.

How Founders Should Hire a CEO?

How To Hire A CEO For A Start-Up?
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1. Do Not Hire Too Early

“A start-up should hire an Executive when it’s obvious it needs one”, mentioned in Marc Andreessen’s essay on executive hiring.

Simply put, you are better off keeping your burn rate low if you have not found product-market fit rather hiring an expensive executive.

While his or her network and experience can accelerate your business, the company itself should be positioned in the right course.

2. Go with Referrals

Did you know? Most of the CEO hires are made through referrals, while you can spend six figures conducting an executive search. These references typically include your advisory boards, a board of directors and your investors.

On the contrary, if the possible candidate exists contemplate promoting within and save on your recruitment cost (because as a start-up firm, every penny counts).

The ramp-up phase will be much quicker; the process will be markedly faster, and you do not have to worry about any cultural fit issues.

3. Know What You Do Not Know

Before bringing the executive on board, it is imperative to be brutally honest and self-aware about the existing skill-sets of the team. Recognise whether those requirements are functional skills, industry skills, or both.

4. Ensure Vision Alignment

Ahead of hiring a CEO, make sure the person you are considering for the position shares your vision and that are in sync regarding what you anticipate accomplishing for your company.

To identify the alignment, you should question about the potential CEO’s vision and goals for the organisation, how he/she measures success, his/her priorities, ownership interest, and how company decisions will be made.

5. Find your Deal Breakers & Must-Haves

No start-up has one-size-fits-all recruitment model, which makes it challenging to generalise a seamless executive search.

It is essential for him or her to be passionate about what you are building and your space. As a start-up, you want a CEO, who not only guides you but is not afraid to roll up his or her sleeves and be an individual contributor.

Remember, long debates about perks, vacation time, and severances are bad signals. Not to say that these topics did not matter, but they should be secondary.


Once, you are done with your selection, do not micromanage it. To attract and retain great leaders and managers give them an opportunity to execute.

In scaling your business, hiring a CEO is an important business decision. Make sure you do it right and do not rush into it prematurely because it is a significant building block in developing your business.

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