Ramashis Biswas, SHRM - SCP

Read the undersigned in the story below 👇 in the economic times.🔥 https://lnkd.in/dJWN3kzU

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I’m building BeBetta out of Ahmedabad. Startup location and success are often correlated, and rightly so. But with established startup hubs like Bangalore and Hyderabad getting saturated, Ahmedabad is well in line to build the next big ecosystem in the country. 🔹Top institutions such as IIM-A, NID, MICA are all located here and serve as great incubation centers 🔹We already have a strong D2C base with startups such as Beardo, Bummer, Fogg, and Birds of Paradyes – all built out of Ahmedabad 🔹The Gujarat government is investing heavily in building startup infrastructure in the state, specifically in Ahmedabad and Surat 🔹Cost of living is lower here, yet the standard of living matches other major cities The Ahmedabad ecosystem is working tirelessly and we aim to become one of the many success stories from our city.  #startup #entrepreneurship #ahmedabad #india

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Buying gold / silver coins on the auspicious occasion of Akshaya Trithiya come under low frequency - low complexity purchase category. It is a seasonal product bought generally during specific occasions. Zepto Blinkit Swiggy lapped up this opportunity and started selling this with the benefit of quick delivery. No wonder the sales picked up quite well. I wonder how much would it have impacted the sales of larger eComm players. Sales trends from swiggy is already out. I am sure the trend will be similar for Zepto - Aadit Palicha and Blinkit - Albinder Dhindsa I detailed out this approach and more in my notes - https://lnkd.in/gBmvVKy2

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Title: Sales Maverick 🦸‍♂️ | Revenue Rockstar 🎸 Location: Mumbai / Delhi / Bangalore Type: Full-Time Grind, Part-Time Genius 🧠 🚀 About Us: We're not your average company. We're a dynamic, future-focused squad of innovators, movers, and shakers looking for a Sales Managers with the swagger and skills to rock our world. We're here to disrupt, grow, and take our revenue game to the next level. If you’re not afraid of numbers, thrive on challenge, and love converting leads like a magician 🪄, then we want YOU!   What You’ll Do: 🎯 Hunt, Close, Repeat: Seek out prospects, charm them with your wit, and close deals like it’s a sport. 🏆 Strategize Like a Chess Master: Develop killer sales strategies that would make even the toughest competitor sweat. ♟️ Team Commander: Lead a team of sales rebels and turn them into deal-closing ninjas! 🥷 Forecasting Wizard: See the future (or at least the next quarter) with your sales forecasts. 🔮 Build Relationships: Be the face of the company, the voice on the phone, and the email people actually want to open. 📧✨   Who You Are: 😎 Sales Ninja: You’ve got at least 5 years of experience crushing sales goals like a pro. Charismatic: You could sell ice to a penguin, and your vibe is contagious. Tech-Savvy: CRM systems don’t scare you – they’re your playground. You love tools like Salesforce, HubSpot, and maybe even a little Excel magic. 🧙‍♂️ Goal Crusher: You’re relentless when it comes to meeting targets. Your favorite hobby? Beating last month's numbers. 💪   How to Apply: Shoot us your resume, telling us why you’re the Sales Maverick we need. Show us your hustle, creativity, and why you're the one to take our revenue to the next level! 🌟

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Downsizing done right. In April this year, Anomaly was handed a rather unusual mandate from the HR Head in India of a billion dollar tech company. The mission? Downsize a specific department—a team of 24. This was our biggest client, a titan we've been serving for almost half a decade now. We asked - why us? And here’s the verbatim from the client “The reason I signed up with Anomaly was the way you showcased your business operations - You are an Anomaly. You do things differently; you approach a situation from a unique perspective and you take the path less travelled.” He remembered exactly what we pitched. He goes on to say “We need you to take the reins in this scenario as we do not wish that some of our very deserving team members are left out to dry. And I know that you will deliver.” We managed to place a few candidates through Anomaly, however, with the stakes sky-high, we knew a standard approach wouldn’t cut it. We needed a game-changing strategy. We went back to the drawing board and whipped up a plan. We turned competitors into collaborators, forming an alliance that placed 22 out of 24 team members in new roles from April until now. Yes, you heard that right. Competitors turned allies. Delivering stellar results. What did we gain? Trust from our client, respect from our allies, and sheer joy from the candidates. We invested our time and effort, and the returns were priceless. Being an Anomaly means going beyond the norm. It's about walking the extra mile, stepping into the shoes of our clients and candidates, and redefining success. We learnt a great deal over the last few months: 🤝 Collaboration over competition can yield incredible results.     👍 Trust is earned through actions, not words. ⏳ Investing time in people pays off in unexpected ways. 💪 A strong pitch can leave a lasting impression. 🛣 Success often comes from taking the road less travelled. Guess who stumbled upon their #leverage today. #WeAreAnomaly 🚀 #Business #Journey #ClientSuccess Kunal Sangani Anomaly Business Consult

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This is blog#8 in the series of blogs of case interviews. This is a merger & acquisition case interview. Interviewer: Bharat Sports Private Limited (BSPL)wants to buy W-United, an English football club. You are hired as a consultant to advise them whether they should go ahead with the plan or not. What would you suggest? Candidate: First of all could you please tell me a little more about BSPL? Interviewer: BSPL is a subsidiary of Alliance Industries, India and was founded in 2007. It owns various cricket franchises around the globe. BSPL is known to own cricket franchises that win or compete for the top spot every season. They want to now own a football club by buying one of the most successful football clubs in the world with a huge fan following across the globe. Candidate: Could you please tell me a little bit more about the current owners of W-United? Interviewer: W-United was bought by Matt Blazer an American businessman in early 2000’s. After his death his sons Andy Blazer and John Blazer are running the club. Candidate: Ok. What is the ask from the Blazers to sell the club? Interviewer: They want USD 2.5 Billion. Candidate: Let me summarize my understanding. BSPL, a subsidiary of Alliance Industries in India wants to buy W-United. The owner of W-Utd, the Blazers want USD 2.5Billion for the club. BSPL wants to understand if they should go ahead and buy the football club. Is my understanding correct & can I take a couple of minutes to gather my thoughts? Interviewer:  Your understanding is correct. This being a hypothetical case, the candidate did not hesitate in asking for clarity about the buyer and seller. That is a great start. Also, the candidate summarized his/her understanding after getting clarity to the clarifying questions. This is also a good practice in any case interview. Wanna know what the candidate proposed, please click the link below. https://lnkd.in/gduwzdZV Please see the link to my previous case interview blogs below. Blog#1- Introduction to Case Interviews- https://lnkd.in/gkPMyeUi Blog#2- Guesstimate- https://lnkd.in/gjVK69nT Blog#3- Root Cause Analysis- https://lnkd.in/gHkpmf4N Blog#4- Market Entry- https://lnkd.in/gNTyXnah Blog#5- Product Design https://lnkd.in/grjbRJJr Blog#6- Profitability- https://lnkd.in/guUfYnz9 Blog#7- Product Metrics- https://lnkd.in/gkYiXTWp #caseinterview #managementconsulting #productmanagement #mergers #acquisistions #strategy

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🚨CCB Raids Expose Counterfeit Products worth ₹95 Lakh in Bengaluru 🚨 Central Crime Branch busted a well-established counterfeiting network operating in Bengaluru for the past five years.⚠️ The gang targeted everyday products like Surf Excel, Vim liquid, Red label Tea Powder and many others from Hindustan Unilever and Reckitt Benckiser. Following the complaints registered by the brands, CCB raided multiple locations seizing counterfeits worth ₹95 lakh. 😨 Tbh, It’s frightening to know that the gang has been operating for the past 5 years and yet we only came to know about it now. And I am sure they are not the only ones active. It is terrifying to imagine the millions worth of fake products swarming the market waiting to deceive innocent customers. As the founder of a brand committed to authenticity and consumer trust, we stand strong in our values of safeguarding our customers against counterfeit goods. 💯 Let us all work together in promoting transparency and trustworthiness in the marketplace.💪 #consumer #trust #fakes #awareness

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Here's my take on Gautam Gambhir's Mentorship: Lessons for HR from IPL's KKR Gautam Gambhir’s mentorship of Kolkata Knight Riders (KKR) in this year’s IPL has been transformative. Known for his strategic acumen and leadership, Gambhir has significantly shaped KKR’s team dynamics and performance. His ability to foster a winning mentality and cohesive team culture is a prime example for HR professionals and leaders alike. Fostering a good work culture and implementing effective HR strategies is primarily the responsibility of leadership. Gambhir’s approach exemplifies how every leader can act as an HR manager by understanding and applying basic HR principles. His emphasis on discipline, resilience, and continuous improvement has turned KKR into a formidable team. HR professionals can draw parallels from his methods to enhance their organisations. Key lessons include: 1.Building Strong Team Culture: Gambhir’s focus on unity and mutual respect has created a supportive environment, crucial for team success. Leaders should emulate this by promoting a positive and inclusive workplace culture. 2. Recognising Individual Talents: Like Gambhir, leaders should identify and nurture individual strengths to boost overall team performance. Recognizing and developing talent is a core HR function that leaders should master. 3. Encouraging Continuous Learning: Promoting ongoing development and adaptability ensures the team remains competitive. Leaders must champion professional development to keep their teams innovative and engaged. Strategic HR advice can add immense value to this process, helping leaders to refine their approaches and drive success. Gautam Gambhir’s mentorship illustrates how strong leadership and strategic HR practices can propel both sports teams and corporate organisations to new heights. How does your HR strategy reflect these principles? Share your thoughts and experiences below! #Leadership #HRStrategies #TeamCulture #EmployeeEngagement #GautamGambhir #KKR #Mentorship #WorkplaceExcellence #HRLeadership #ContinuousImprovement #TalentManagement #StrategicHR #IPL2024 #CorporateSuccess #TeamDynamics

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1. #Captain Fresh picks Axis Capital Ltd., #BofA as bankers for $400 million public listing; prepares for pre-IPO fundraise - as per a media report 2. #Disney+ #Hotstar Head Sajith Sivanandan Resigns 3. #Blinkit brings EMI option for orders over Rs 2,999 4. #NG EarSafe raises Seed funding led by Inflection Point Ventures 5. #NVIDIA Partners #Reliance Industries Limited To Build AI Infrastructure In India 6. #MANKIND PHARMA LTD acquires Bharat Serums and Vaccines Limited for Rs 13,768 Cr 7. #OLOID raises $6M in series A1 funding led by #Yaletown Partners 8. #Jio Financial Services discussing insurance partnership with #Allianz: Report 9. #Apple tests #Aequs in latest India supply chain push 10. #Infosys to establish an AI lab in London; #Wipro partners with UK’s #Wealthtime #copied #startup #funding #venture #corportanews

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Marriage, Childbirth, Divorce, Heart attack, Trauma, Travel plans and much more… Talent acquisition means juggling all of these stakeholder states of minds simultaneously while navigating towards a consensus. In the fast paced and uncertain startup environment that we operate in at TeemGenie, the challenges are multiplied manifold leading to high levels of anxiety amongst founders and weary candidates. At the same time, it is essential that the hired candidate is a perfect fit as it is a make or break for the company’s existence. Yet, the superpower that helps me transform this circus into a smooth symphony is Empathy. As a Talent Acquisition Professional, I’m the glue that holds everything together—navigating between company leaders and candidates while balancing personal and professional responsibilities. Stay tuned as I share some interesting experiences in my journey with TeemGenie. #entrepreneurship #deeptech #FlyHighTeemgenie #technology #innovation

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In the last 1 year, we have said “no” to more clients than we have said yes to! Is this counter intuitive? Do hear me out. In the space of executive search hiring, we have given a closure rate of 98%. For context, the industry standard is just 70%. How are we able to do this? 1. We do a quick pre-research before working with any company and only if we are sure we can deliver results to them, we onboard them as our client. 2. And we are so confident in our capabilities, that our major payment is linked to a successful closure. 3. Not only that, we give the final short list of candidates within just 4-5 weeks. 4. We also make the candidate feel comfortable and only our Partners talk to them, and not our researchers as is normal practice. 5. CXO turnover rates are extremely high. 15-25% CXO’s leave within the first year! Hence, we give onboarding support for 6 months to ensure the candidate is retained. I call myself the “Pandit, who doesn’t run away after marriage” So if you ever need the services of this “Pandit “ and his immensely experienced partners, feel free to reach out. AST Consultancy Services Private Limited Pruthvish Dave Dinesh Arya Neelima Bhardwaj Bhargava Carl Friessner-Day Alfred Osta Ashutosh Kapila

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One of our clients over at TopBar Company just picked up USD 1 Million Funding In a Pre-Series A Round from Fireside Ventures DeVC.... A huge congratulations to Rahee Ambani Choksi and Raena Ambani on accomplishing this milestone within the first 2 years of launching their brand. 🚀👏 Having worked with Terractive (and many other D2C brands) on their e-commerce journey, I have a general sense of key traits and principles that make D2C founders more likely to succeed. Here are my top 5 insights for all D2C founders out there looking to grow their brand: 1) Constant Upskilling & Attention to Detail: When you start, you know nothing. You hire designers, developers, performance marketers, photographers to help you fill the gaps and run the show. Ask them how they do it, get involved in the process. You should learn through the process of working with them and eventually, one of two things will happen. You will either become good enough to replace them OR you'll hire someone who can do a much better job. 2) Build a Community & Enjoy Repeat Customers: Without a community of customers who love your product, want to buy from your next drop, and love recommending you to their friends, you will have to fight tooth and nail to scale your brand. Choose the easy route - enjoy repeat customers. 3) Do NOT Rely on Performance Marketing Alone to Build Your Brand: If you're looking to rely solely on paid ads to get you sales, you're going to suffer. There will be really great days, there will be weeks where you scream at your PM team. Use PM to grow your brand, but alongside other methods of generating revenue. That is the only way to really scale. 4) Start Small & Get It Right (Product-Market Fit): If you get the product right, the market will support it. If not, you will have to find out the hard way. You want to do the grunt work initially so you can reap the benefits later. 5) Build Fomo & Sell a Lifestyle: Terractive's Instagram page will make you feel like there's a party out there and you're missing out. Their customers enjoying the good life and raving about their products. They'll make you feel like the fun is outdoors, the lifestyle is active and to join, you need to show up in pair of terractives! . . . . . What’s been your biggest lesson in building a brand? Share your insights below! 👇 #D2C #EcommerceGrowth #Entrepreneurship #FundingSuccess #Ecommerce #YouSetTheBarAndWeRaiseIt

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I saw the documentary on Aadhaar on Docubay and can't recommend it enough. Aadhar is the fundamental building block that has not only changed payments infrastructure with UPI for you and me, but enabled direct benefit transfers for welfare schemes for millions of poor. Modi famously said: "No Prime Minister in the country can now say that I send Rs 1 from Delhi but only 15 paise reaches the poor." And, it's cost efficient - $1 for every Aadhar issued. Some fun facts and takeaways for me from the documentary: 1. A lean mean team, hybrid govt/private culture, with a mission can cross unchartered territories no one thinks is possible Nilekani appointed as Chairman in 2009 founded an efficient, persistent team with a spirit. Ram Sewak, former CEO, was an IAS officer who took to programming in his forties, and could speak Parliament, explaining good technology in chaste Hindi. Most famously he convinced the Parliament in face of mounting opposition: the total cost of this project is <10k crores but will save the country more than 50k crores/year. 2. Don't assume what others want or not. Ask them. Interestingly, when the demand generation team set out, they thought the poor in the country would be opposed to another identity card - there was already ration card, PAN, etc. A farmer told them: "I have 3 buffaloes, but if the government wants to give me one more, why will I say no?" That's when the idea of an identity as an economic asset hit home. Another interesting story on how Aadhar got its name: Naman Pugalia, a manager, was on the field with focus groups to explain the concept and understand mindsets, when an elderly man named Naiyya Ram Rathore told him this was a good idea: 'Pehchaan hi toh jeevan ka aadhaar hai.’ That was a watershed moment, and the project got its name. 3. Making your BHAG public increases commitment. Nilekani went on record early: We will give an identity to 600 million in 5 years. He did just that before retiring in 2014, delivering before its deadline. Experts in the US said de-duplication for a billion people was impossible, 10x bigger than any existing database. Even the UK had shut down its identity project for ~200mn people. But this just fueled ambition in the founding team. They built the infrastructure with Open Source tools, when none of the tech existed. Aadhar evolved to be the first identity for transgenders and solved for so many complex problems in a diverse population. But, biggest achievement: survived two opposing governments. Modi/BJP in 2014 manifesto fiercely attacked Aadhar. Yet, after winning 2014 elections, a meeting between Nilekani and Modi changed everything. And Aadhar became the foundation of the JAM (Jan Dhan-Aadhar-Mobile) trinity. -- I had the good fortune of interacting with Pramod Varma five years ago at a Thoughtworks offsite, and his talk on how to architecture solving for large complex problems came gushing back to me. You and the team are an inspiration for millions of us!

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"Seeking a skilled Product Manager with 3-8 years of experience in mutual funds and AMC. Expertise in crafting compelling content for various mutual fund products. Proven ability to collaborate with sales, investment, operations, and compliance teams. Proficient in technical tools like Excel, Word, and PowerPoint. Familiarity with platforms such as ICRA MFI Explorer, Morningstar Direct, and Bloomberg. Utilize these tools to extract and analyze data for product management and market communications. Join us in shaping the future of mutual fund offerings! #ProductManager #MutualFunds #AMC #ContentWriting #DataAnalysis"#HiringIsOn #Hiring #WeAreHiring

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Roy Kapur is selling 50% for 400 Cr, after Dharma sold 50% for 1,000 Cr Farhan's Excel is selling ~50% to Universal Not scale-up capital for closely guarded family business, it is distressed asset sales Formulaic movies no longer work, Bollywood's lack of creativity is catching up! ~ Alviral Bhatnagar (via the 𝕏 platform) Are we really surprised though? These guys keep copying Hollywood concepts. Same actors and nepo babies with no talent. Blockbuster superhero movies only. Zero creativity or innovation. So glad OTT came into India and finally started giving us good movies and TV shows that break the mould! 1. Paradigm shift to streaming platforms. 2. South Indian cinema have reset benchmarks with high-concept, authentic storytelling, while Bollywood clings to outdated tropes. 3. Audiences now prioritize content quality over star power. India has just 6 top production houses: YRF (2nd Gen) Dharma - Poonawala Excel - Universal Maddock - Nepean Capital (India) got 50% RSVP (ex-UTV) T-Series (2nd Gen) YRF and RSVP will need to secure it or they'll go Excel way of selling out to Big 5 US giants! Goenka's Saregama might step in!

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