Amri Anand's Posts - RecruitingBlogs2024-03-29T00:55:07ZAmri Anandhttps://recruitingblogs.com/profile/AmriAnandhttps://storage.ning.com/topology/rest/1.0/file/get/1527021931?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=2264gjyrmfvri&xn_auth=noStep by Step Guide to Design Beautiful Careers Pagetag:recruitingblogs.com,2017-08-14:502551:BlogPost:20377302017-08-14T21:05:35.000ZAmri Anandhttps://recruitingblogs.com/profile/AmriAnand
<p><span>Companies tend to focus heavily on creating fantastic experience across web and mobile for their customers and partners but not so much on prospective candidates. Why is that? A shoddily designed careers page can give the impression that you probably don’t care about candidates and employees much. To deliver a path-breaking candidate experience, it often starts with <a href="https://recruiterflow.com/features/design-careers-page">designing a beautiful careers…</a></span></p>
<p><span>Companies tend to focus heavily on creating fantastic experience across web and mobile for their customers and partners but not so much on prospective candidates. Why is that? A shoddily designed careers page can give the impression that you probably don’t care about candidates and employees much. To deliver a path-breaking candidate experience, it often starts with <a href="https://recruiterflow.com/features/design-careers-page">designing a beautiful careers page</a>. </span></p>
<h2><span>What does it take to design amazing careers page?</span></h2>
<p>Of course, there is no standard formula to do this. But, there are a few things that will help you think creatively about your communication strategy. Let’s discuss a few must have and look at companies who absolutely nailed it.</p>
<h3><strong>Who are you? – The Company Introduction</strong></h3>
<p><span>Imagine you had just three seconds to tell a prospective candidate about your organisation, What would you do to get them interested? As the old adage goes, a picture is worth a thousand words. The purpose of this section is to create a great first impression and display your identity. </span><a href="https://www.uber.com/careers/" target="_blank" rel="nofollow noopener noreferrer">Uber</a> does it beautifully.</p>
<p> </p>
<p><a href="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-3.46.23-PM.png" target="_blank"><img src="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-3.46.23-PM.png?width=600" width="600" class="align-full"/></a></p>
<p><span>It has all the essential elements which push the candidate to scroll further and move to next section. The first image of a happy diverse group of people standing in front of a map of all cities where Uber operates. As you move down the slider, you can see more images of people walking their dogs in the office or having fun at work. Each image has been carefully chosen to subtly communicate that we are an open diverse and fun place to work. </span></p>
<p> </p>
<h3><strong>What do we want to achieve? – The Vision Statement</strong></h3>
<p><span>Each company has a unique vision and the entire team is vested in that vision. Putting it right out there enables you to get the candidate invested in the vision right from the beginning. It is also a great filter to find people with the right cultural fit. </span></p>
<p><span>The entire world probably knows about <a href="http://www.spacex.com/careers" target="_blank" rel="nofollow noopener noreferrer">SpaceX</a>! For an organization like SpaceX or even for yours, it’s highly important that candidates know the vision of company before they apply and decide whether they want to contribute to that vision or not. SpaceX nails the vision statement on their careers page.</span></p>
<p><a href="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-3.48.46-PM.png" target="_blank"><img src="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-3.48.46-PM.png?width=600" width="600" class="align-full"/></a></p>
<p><span>Ideally, vision shouldn’t be more than 2-3 lines and should drive interested candidates to the culture of the company and the people they would be working with.</span></p>
<p> </p>
<h3>What is it like to work here? – The culture</h3>
<p><span>A company is defined by its culture. Candidates are reserved about the new work environment. This is especially true for really great passive candidates. They don’t just want to work for the company but they want to be part of the culture driven towards a vision. You want to clearly define what kind of people will make a perfect team-fit for your company. </span><br/> <span><a href="https://www.hubspot.com/jobs" target="_blank" rel="nofollow noopener noreferrer">Hubspot</a>, the leading marketing automation, and CRM tool defines its culture by HEART ( Humble, Effective, Adaptable, Remarkable, Transparent) and they want people who possess these characteristics to join their team. It is not the values but the way they deliver the message takes the prize.</span></p>
<p><a href="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-3.52.04-PM.png" target="_blank"><img src="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-3.52.04-PM.png?width=600" width="600" class="align-full"/></a></p>
<p> </p>
<h3><strong>People</strong></h3>
<p><span>Your people are the soul of your organization. A prospective candidate wants to know the people she will be spending the majority of her time with. For them, it’s their future colleagues and friends. This is a major opportunity build a familiarity and ease the candidate into considering working at your organization or at least take that call next time someone from your organization reaches out to them. </span><br/> <span>Music streaming company <a href="https://www.spotifyjobs.com/" target="_blank" rel="nofollow noopener noreferrer">Spotify</a> understands this and has a separate section for people who work at Spotify. The profile not only shows what their role is but also gives a small glimpse of what they are like. What better way to do this than music and trust Spotify to get it right! They attach a song the person identifies with in their introduction. Imagine you and your colleagues sharing the latest bands you found and playlists right across the desk! </span></p>
<p><a href="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-3.56.38-PM.png" target="_blank"><img src="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-3.56.38-PM.png?width=600" width="600" class="align-full"/></a></p>
<p><span>Spotify goes one step further here and also has a section dedicated to various teams at Spotify. To top it off, they brilliantly use videos to give a better feel of the team and work environment. </span></p>
<p><a href="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-3.56.49-PM.png" target="_blank"><img src="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-3.56.49-PM.png?width=600" width="600" class="align-full"/></a></p>
<h3><strong>Is there something for you? – Openings</strong></h3>
<p>The prospective candidate is now invested in your vision, relates to your culture and loves your team so half of the job is done. However in order to successfully convert a visitors to a candidate (much like sales) you need to have an optimized opening section/page where they can scroll through openings, read job descriptions and apply. Create filters of location, team and commitment level so that candidate can quickly sift through openings and find the relevant ones for them. Application via social platforms like LinkedIn, Github, Angellist drastically reduce the friction to apply and dramatically increase conversions.</p>
<p> </p>
<p><span><a href="https://www.facebook.com/careers/" target="_blank" rel="noopener noreferrer">Facebook</a> has multiple departments present across various locations. For them, it’s essential that the candidate can easily navigate to the relevant department and location. Candidates can easily navigate between various teams and locations on their career site. It’s just a click away!</span></p>
<p> </p>
<p><em>Candidates can browse through location</em></p>
<p><a href="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-4.00.23-PM.png" target="_blank"><img src="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-4.00.23-PM.png?width=600" width="600" class="align-full"/></a></p>
<p> </p>
<p><span><em>Browsing through various departments is also a click away!</em> </span><br/> <a href="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-4.02.06-PM.png" target="_blank"><img src="https://recruiterflow.com/blog/wp-content/uploads/2017/05/Screen-Shot-2017-05-17-at-4.02.06-PM.png?width=600" width="600" class="align-full"/></a></p>
<p> </p>
<h2><strong>Bonus Tips:</strong></h2>
<ul>
<li><span>Create a mobile friendly careers site. More than half the visitors visit your careers page on a handheld device and will leave immediately if the experience is not seamless.</span></li>
<li><span>You can also add videos in various sections. </span></li>
<li><span>There will be times when a great candidate won’t find any relevant opening. You should have an option to subscribe to your career updates so that you don’t miss out on these candidates.</span></li>
<li><span>Enable social sharing on your job page allowing visitors to refer their friends who they think can be a great fit for your role.</span></li>
<li><span>Keep your application form short and simple. Once the candidate is in the pool, you can always have conversations and get more information about them later. </span></li>
</ul>
<p></p>
<p><em>This post was originally posted on <a href="https://recruiterflow.com/blog/design-beautiful-careers-page/" target="_blank">Recruiterflow Blog</a></em>. <em>It has been brewed again with some special ingredients for Recruiting Blogs community.</em></p>
<p><em>Amri is the Co-founder of <a href="https://recruiterflow.com/?utm_source=recruitingblogs" target="_blank">Recruiterflow</a>, a recruitment CRM and applicant tracking system built for proactive sourcers and recruiters. Earlier he headed various business and people functions at</em> Inshorts <em>($24M+ in funding). He co-founded a mobile analytics company which was later acquired by</em> Inshorts<em>.</em></p>
<p><em>Connect via Twitter <a rel="nofollow" href="https://twitter.com/amri_anand" target="_blank">@amri_anand</a></em></p>How to Develop a Data Driven Recruiting Strategytag:recruitingblogs.com,2017-07-26:502551:BlogPost:20347152017-07-26T18:49:20.000ZAmri Anandhttps://recruitingblogs.com/profile/AmriAnand
<p><span>Data today is what oil was in the 18th century. Data is present in an enormous amount and those who are able to extract it meaningfully can reap a huge reward. The same applies to recruitment as well. The massive amount of data is being collected in recruitment and related processes when used correctly can help organization decrease cost-per-hire and time-to-hire. As an organization, you need data driven recruiting process up and running yesterday itself!</span></p>
<p></p>
<h2><b>What…</b></h2>
<p><span>Data today is what oil was in the 18th century. Data is present in an enormous amount and those who are able to extract it meaningfully can reap a huge reward. The same applies to recruitment as well. The massive amount of data is being collected in recruitment and related processes when used correctly can help organization decrease cost-per-hire and time-to-hire. As an organization, you need data driven recruiting process up and running yesterday itself!</span></p>
<p></p>
<h2><b>What exactly is data driven recruitment?</b></h2>
<p><span>In the 1990s, the internet hit the recruitment head on and changed the way we recruit for better. It was the time when online job portals came into existence, which gave candidates an easy way to apply to companies and companies could get access to large pool of candidates. There hasn’t been much change ever since. More than 23 years later (indeed got started in 1994!) a lot has changed and a whole lot has not. The emergence of newer mediums of communications have changed the way we recruit and in its wake, generated a tremendous amount of data. </span></p>
<p><span>A vast amount of data is present and is generated every day around recruitment, be it during the application process, screening, communication or review. Organizations need to implement data driven recruitment strategies as it can always be tested, measured and improved.</span></p>
<p><span>However, you also need to make sure what data and analytics can do and what it cannot do. As per <a href="https://hbr.org/2013/12/we-can-now-automate-hiring-is-that-good" target="_blank" rel="nofollow noopener noreferrer">HBR</a>, </span><span>a number of organizations are trying to automate the screening process but it also possesses the threat of making a bad hire, or more importantly, missing on a great hire. Various studies have already concluded that prior experience and resume have no or very limited impact on a candidate performance after joining. So, the job of the data should be to figure out most effectively the leading indicators of a candidate’s success at your organization. </span></p>
<p><span><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557619776?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557619776?profile=original" width="600" class="align-left" style="padding: 10px;"/></a></span></p>
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<p><b style="font-size: 1.5em;">How do you move towards making recruitment data driven?</b></p>
<h4>Log everything</h4>
<p><span>Data driven decisions are effective only if data is logged religiously by the user. An incomplete logged data set only gives you an incomplete picture. Decisions based on such data is generally not accurate. All the actions including communication, reviews, touch points, changes should be logged so that the system has a holistic view around the recruitment process.</span></p>
<p> </p>
<h4><strong>Automate data capture</strong></h4>
<p><span>Many systems like <a href="https://www.prosperworks.com/" target="_blank" rel="nofollow noopener noreferrer">Prosperworks</a> (in sales) and <a href="https://recruiterflow.com/" target="_blank" rel="noopener noreferrer">Recruiterflow</a> (in recruitment) offer a two-way sync with your email. This ensures that you don’t have to spend hours logging data. Data such as email, calendar invites, calls, SMS, Internal communications should be captured automatically. An organization can save 20% of their time which is generally spent on logging data into the system if they log it automatically.</span></p>
<p> </p>
<h4><strong>Automate communication</strong></h4>
<p><span>Customer data platform <a href="https://segment.com/" target="_blank" rel="nofollow noopener noreferrer">Segment</a> </span><span>did an A/B test where one of the Sales Development Representative was asked send manual emails to prospects for 6 months. On the other hand, emails were also automatically sent by the system for the same time. Surprisingly automated emails had both the better volume and efficiency. The open rate was as high as 55% and reply rate was close to 13% for automated emails. When it comes to recruitment, organizations can automate all the outbound emails sent to candidates while sourcing. The system can personalize the message and will be on autopilot based on rules unless some candidate replies. This not only saves recruiters time but immensely helps your sourcing efforts. </span></p>
<p> </p>
<h4><strong>Scorecards</strong></h4>
<p><span>All the stages in the screening process should have a scorecard corresponding to them. Candidates should be marked objectively against various relevant skills and binary decision (yes/no) should be made for the stage. Detailed notes for the stage should be maintained to dig deeper. After a certain stage organizations can also calibrate ratings given by various interviewers to remove interviewer bias. Skills should also be rated on an objective 5/10 point scale.</span></p>
<p> </p>
<h4><strong>Measure hiring speed</strong></h4>
<p><span>Most of the organizations never move beyond funnel metrics when it comes to recruitment. However hiring speed is much more helpful when it comes to find bottlenecks in your recruitment process and to forecast talent supply. The number of days a candidate spends in a stage for a job is calculated across candidates. It helps you identify where candidates are stuck the most so as to allocate resources. It increases your hiring speed. This data is also helpful to forecast when you will be able to close a particular position. It gives you an inside view of hiring pipeline.</span></p>
<p> </p>
<h4><strong>Source Quality</strong></h4>
<p><span>Sourcing candidates involves multiple channels. How many candidates does a channel provide or how many hires are made from one channel, gives you an incomplete picture. Say vendor A gives you 10 candidates, 9 of them are rejected in the first round and 1 is selected. On the other hand vendor, B gives you 9 candidates, out of which 4 were rejected in the final stage and 1 was selected. Vendor A gave more candidate and the number of hires was same for both the vendors. Still whom you would rate better? Vendor B any day. Source quality should be measured along two parameters, the number of candidates and the quality of candidates. Calculating source quality can be complicated without using a system (or at least Excel) but it helps you increase your efficiency and decrease cost per hire. You need to define the contribution of each stage in recruitment funnel to candidate quality based on your historical data. Say if a job has 5 stages you can start initially with giving each stage a value of 20%, however as you have more data about stage qualification and disqualification you can re-calibrate the distribution across stages.</span></p>
<p> </p>
<h4><strong><i>Follow structured interview process</i></strong></h4>
<p>The ultimate panacea for recruitment process is unearthing the leading indicators of candidate’s success in the interview process. In order for the data to give you right kind of insights, you need to generate the right kind of data first and structured interview process is the best way to get there. You can tie the recruitment data to the actual performance data of the hired candidates and see what are the characteristics that high performers share in their recruitment process. A structured interview process is your first step towards this goal.</p>
<p></p>
<p><em>This post was originally posted on <a rel="nofollow" href="https://recruiterflow.com/blog/?utm_source=recruitingblogs" target="_blank">Recruiterflow Blog</a></em>. <em>It has been brewed again with some special ingredients for Recruiting Blogs community.</em></p>
<p><em>Amri is the Co-founder of <a rel="nofollow" href="https://recruiterflow.com/?utm_source=recruitingblogs" target="_blank">Recruiterflow</a>, which is a CRM for recruiters. Earlier he headed various business and people functions at</em> Inshorts <em>($24M+ in funding). He co-founded a mobile analytics company which was later acquired by</em> Inshorts<em>.</em></p>
<p><em>Connect via Twitter <a rel="nofollow" href="https://twitter.com/amri_anand" target="_blank">@amri_anand</a></em></p>
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<blockquote><p><em><span>May the force (of data) be with you!</span></em></p>
</blockquote>
<p><em><span><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557619932?profile=original" target="_self"><img width="600" src="http://storage.ning.com/topology/rest/1.0/file/get/1557619932?profile=RESIZE_1024x1024" width="600" class="align-left" style="padding: 10px;"/></a></span></em></p>What Game of Thrones Teaches us About Recruitmenttag:recruitingblogs.com,2017-07-12:502551:BlogPost:20331402017-07-12T07:30:00.000ZAmri Anandhttps://recruitingblogs.com/profile/AmriAnand
<p>Winter is coming this season (7) and we all can’t wait for <a href="https://en.wikipedia.org/wiki/Game_of_Thrones_(season_7)" rel="noopener noreferrer" target="_blank">16th July</a> to watch the first episode. Game of Thrones never </p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557618339?profile=RESIZE_320x320" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557618339?profile=RESIZE_320x320" style="padding: 5px;" width="300"></img></a></p>
<p>ceases to surprise us and I am sure this season will be no different. While we anxiously wait for these…</p>
<p>Winter is coming this season (7) and we all can’t wait for <a href="https://en.wikipedia.org/wiki/Game_of_Thrones_(season_7)" target="_blank" rel="noopener noreferrer">16th July</a> to watch the first episode. Game of Thrones never </p>
<p><a width="300" href="http://storage.ning.com/topology/rest/1.0/file/get/1557618339?profile=RESIZE_320x320" target="_self"><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557618339?profile=RESIZE_320x320" width="300" class="align-right" style="padding: 5px;"/></a></p>
<p>ceases to surprise us and I am sure this season will be no different. While we anxiously wait for these unexpected events, there are few lessons which Game of Thrones gives us on recruitment.</p>
<p></p>
<h4><strong>Remove Bias and Bring Objectivity </strong></h4>
<p>Flashback to Season 1 when Robert Baratheon was fatally wounded while hunting and named Ned Stark Protector of the Realm, to function as regent until his “son” Joffrey comes of age. Cersei after Robert’s death chose Joffrey as King and charged Ned with treason. Joffrey always lacked the skills to become a King, but thanks to Cersei’s lack of objectivity and biases, he became the King. The rest is history!</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557618339?profile=original" target="_self"></a>Just imagine the world where Cersei after evaluating both the candidates free of bias and objectively, names Ned as the King. We probably wouldn’t have needed Season 2! Sounds bad for entertainment but when doing recruitment for your company <a href="https://recruiterflow.com/blog/framework-recruitment-process/?utm_source=recruitingblogs" target="_blank">always choose objectively and remove any bias</a>. You don’t want to start a GOT season in your company. Do you?</p>
<p></p>
<h4><strong>Always Focus on Employer Branding</strong></h4>
<p>Night’s Watch, an 8000-year-old army which holds and guards the Wall, once comprised of volunteers from noble houses and people with exceptional skills. The watch was highly regarded and a number of good people volunteered to join. However, Robert Baratheon ignored the wall and Watch lost its brand. Most of the people in Night’s Watch are now criminals avoiding sentences, noble people under exile, who have nowhere no else to go.</p>
<p><a href="https://recruiterflow.com/blog/wp-content/uploads/2017/07/nights-watch.jpg" target="_blank"><img src="https://recruiterflow.com/blog/wp-content/uploads/2017/07/nights-watch.jpg" class="align-full" style="padding: 5px;"/></a></p>
<p>If you don’t focus on building creating an <a href="https://recruiterflow.com/features/talent-marketing?utm_source=recruitingblogs" target="_blank">employer brand</a>, your quality of candidates and ultimately your hire will drastically decrease no matter how big or famous you are.</p>
<p></p>
<h4><strong>Identify the Right Hire by Creating Candidate Persona</strong></h4>
<p>Who is your favorite character in GOT? Mine is Tyrion Lannister any day! Tyrion can be extremely cruel to his enemies and be compassionate to people he loves at the same time. He is smart, witty and his problem-solving skills need no introduction. Yet, he was <a href="http://recruitingdaily.com/10-things-companies-miss-candidate-experience/" target="_blank">never recruited for a proper position</a> before he met Daenerys. He was neglected and humiliated by Cersei, Joffrey, Tywin and a number of people in power.</p>
<p><a href="https://recruiterflow.com/blog/wp-content/uploads/2017/07/Tyrion-and-Daenerys.jpg" target="_blank"><img src="https://recruiterflow.com/blog/wp-content/uploads/2017/07/Tyrion-and-Daenerys.jpg?width=700" width="700" class="align-full" style="padding: 5px;"/></a>What made Daenerys choose Tyrion even though he was from the House of Lannister? Daenerys had lost both of her advisors, Selmy and Sir Jorah, and really needed someone to advise her while she continues her quest to the throne. She needed someone who knows about the geography and politics of Westeros, is not loyal to the throne, is smart, knows about Dragons (whom she is not able to control) and can compensate for the inexperience which Daenerys has when it comes to ruling the kingdom. This is the candidate persona which Daenerys had in mind and Tyrion was a perfect fit for the role.</p>
<p>Next time while hiring someone for a role, do make an <a href="https://recruiterflow.com/blog/ways-to-improve-recruitment-process/?utm_source=recruitingblogs" target="_blank">exhaustive candidate persona</a> like Daenerys.</p>
<p></p>
<h4><strong>Cost of Bad Hire is Too High</strong></h4>
<p>After her father’s death, Cersei arrested the High Septon and recruited High Sparrow as the High Septon. Cersei gave High Sparrow more power by reinstating the Faith Army and allowing them to bear and use arms. It’s no secret that how that bad hire played out.</p>
<p><a href="https://recruiterflow.com/blog/wp-content/uploads/2017/07/Cost-of-bad-hire-for-Cersei.jpg" target="_blank"><img src="https://recruiterflow.com/blog/wp-content/uploads/2017/07/Cost-of-bad-hire-for-Cersei.jpg?width=700" width="700" class="align-full" style="padding: 5px;"/></a></p>
<p>The High Sparrow challenged the power of throne at various instances and made Cersei (his interviewer and hiring manager) do the Walk of Shame. That was the cost of bad hire for Cersei.</p>
<p>Always avoid making bad hire while recruiting. Better wait than take decisions in a hurry.</p>
<p></p>
<p><strong>Hiring is a Team Sports</strong></p>
<p>A wonderful trait which Daenerys possesses is her openness to decentralize power and make the governance process a team sports. She rarely takes decisions without consulting her advisors, totally opposite to Cersei. Even Jon Snow wasn’t able to defeat Ramsay Bolton alone and needed Sansa and Littlefinger to the rescue.</p>
<p><a href="https://recruiterflow.com/blog/wp-content/uploads/2017/07/Daenerys-with-her-advisors.jpg" target="_blank"><img src="https://recruiterflow.com/blog/wp-content/uploads/2017/07/Daenerys-with-her-advisors.jpg?width=700" width="700" class="align-full" style="padding: 5px;"/></a>Recruitment also when done alone has various challenges and it’s always better to involve all the stakeholders in the process.</p>
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<p><span><strong>Do you feel there are any more similarities between GOT and recruitment? Feel free to drop in a comment. </strong></span></p>
<p></p>
<p><em>This post was originally posted on <a href="https://recruiterflow.com/blog/?utm_source=recruitingblogs" target="_blank">Recruiterflow Blog</a></em>. <em>It has been brewed again with some special ingredients for Recruiting Blogs community.</em></p>
<p><em>Amri is the Co-founder of <a href="https://recruiterflow.com/?utm_source=recruitingblogs" target="_blank">Recruiterflow</a>, which is a CRM for recruiters. Earlier he headed various business and people functions at</em> Inshorts <em>($24M+ in funding). He co-founded a mobile analytics company which was later acquired by</em> Inshorts<em>.</em></p>
<p><em>Connect via Twitter <a href="https://twitter.com/amri_anand" target="_blank">@amri_anand</a></em></p>