Video 2

May 15, 2026 11:14 · 40:05 · English · Whisper Turbo · 8 المتكلمون
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S… Speaker 1 (Video 2)
record just
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S… Speaker 1 (Video 2)
a second yes sir
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S… Speaker 2 (Video 2)
Even in strategy,
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S… Speaker 2 (Video 2)
we need to give
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S… Speaker 2 (Video 2)
the upskill of the candidate,
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S… Speaker 2 (Video 2)
upskill our recruiters to how to deal with the candidates and then we
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S… Speaker 2 (Video 2)
need to educate them and then we need to upskill them on the new cutting edge technologies
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S… Speaker 2 (Video 2)
which is coming on the way in future.
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S… Speaker 2 (Video 2)
That one we need to have a strategy and also
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S… Speaker 2 (Video 2)
we need to first initially we need to set the goal.
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S… Speaker 2 (Video 2)
for any strategy before we check out the plan for
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S… Speaker 2 (Video 2)
strategy means we need to set the goal for we
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S… Speaker 2 (Video 2)
need to set the clear goal and then it should have a long -term long
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S… Speaker 2 (Video 2)
-term objectives that is means how if we get the project
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S… Speaker 2 (Video 2)
if we get any of the recruitment requirement means
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S… Speaker 2 (Video 2)
what is the profit we make how we
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can make the profit with
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S… Speaker 2 (Video 2)
with that requirement and then how it will be helpful
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S… Speaker 2 (Video 2)
for us to capture the market share in the market
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S… Speaker 2 (Video 2)
for our company means how it will be advantage for our company.
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this and all we need to calculate in the strategy.
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S… Speaker 2 (Video 2)
And also next comes,
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S… Speaker 2 (Video 2)
it will be a competitive advantage.
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S… Speaker 2 (Video 2)
Once we got the project or
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S… Speaker 2 (Video 2)
once we got the requirements,
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S… Speaker 2 (Video 2)
we need to identify the
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S… Speaker 2 (Video 2)
If we do this business and then what makes fairing
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S… Speaker 2 (Video 2)
from our competitors and then how our competitors are fairing.
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S… Speaker 2 (Video 2)
This will be a
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S… Speaker 2 (Video 2)
competitive advantage strategy.
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S… Speaker 2 (Video 2)
We need to check out the plan for that.
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S… Speaker 2 (Video 2)
and then next it will come the resource allocation means
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S… Speaker 2 (Video 2)
resource allocation in the sense as we in our way back sessions as we
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S… Speaker 2 (Video 2)
spoke means we need to get the right candidate for the right
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S… Speaker 1 (Video 2)
fit.
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S… Speaker 2 (Video 2)
we need to have a call with the candidates and then we need to screen
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them and then line up for an interview and then once
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S… Speaker 2 (Video 2)
once they got selected means we need to make sure that they have
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got they have joined the organization
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means this and all the strategy we need to make
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S… Speaker 2 (Video 2)
means this will help us with getting the talent
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S… Speaker 2 (Video 2)
towards the right talent for right technology and
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then to leverage the activities
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S… Speaker 1 (Video 2)
better.
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S… Speaker 1 (Video 2)
And
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S… Speaker 1 (Video 2)
then
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we need to have an action
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S… Speaker 1 (Video 2)
plan.
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S… Speaker 1 (Video 2)
We need to set the to achieve the strategy to achieve the goal.
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S… Speaker 1 (Video 2)
uh in a long term um um in in
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S… Speaker 1 (Video 2)
long term uh we need to have an action plan we need to set the kpis
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we need to care um that is key performance indicators for
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S… Speaker 1 (Video 2)
each and every uh recruiters as well as even bdm and also
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S… Speaker 1 (Video 2)
we have a self kpi for us also as a director we need to have
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S… Speaker 1 (Video 2)
a first first we need to have a self kpi and then
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S… Speaker 1 (Video 2)
we need to set the kpis goal for the uh recruiters
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If we give any plan,
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any work to the recruiters,
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how they are faring,
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we need to monitor the success
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of the recruiter,
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means through the KP what we have said.
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This is about the strategy.
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Very good.
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I think all of you test upon various aspects of strategy.
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Yeah.
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S… Speaker 1 (Video 2)
There's a takeaway from all of you.
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Very good.
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S… Speaker 1 (Video 2)
I'm going to share something to say on Pawan thing.
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You can complete.
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S… Speaker 2 (Video 2)
It's a simple process.
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S… Speaker 1 (Video 2)
Simple process in the sense for
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S… Speaker 1 (Video 2)
the niche skills means we need to go all out.
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S… Speaker 2 (Video 2)
Simple process you spoke about the vanilla skills.
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S… Speaker 2 (Video 2)
See, for us,
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it is a simple skill or vendor skill,
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end of the day,
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the closures count is very important.
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S… Speaker 2 (Video 2)
My question is,
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closure count is very important for us.
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Because until we don't do the closures,
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we will not get a good recognition when we interact with
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kids.
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S… Speaker 2 (Video 2)
What I think is first thing is we have to give the importance for the ongoing
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projects because they are the clients who are already available.
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We know the value of the clients and they are building payment service and all.
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So that is the reason first importance is we have to give for them.
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We have to give a good service.
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And simultaneously,
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we have to think about the other clients because many people will
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go and keep getting the new clients.
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But at the end of the day,
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we don't know how good the client is,
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whether it comes for the payment -wise or whether it comes for
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the requirement,
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what we have sent,
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the input -wise from their end.
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We don't know.
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So that is, we make a list of who are the clients who
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are very good in payment services and very fast in giving the feedback.
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First priority,
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we have to give for them.
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And simultaneously,
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later part,
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we have to think about the other,
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because we have around 15,
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assume that only 15 clients or 15 recruiters we have,
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in that we are going to specialize.
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We have to check,
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means if Santosh is the one -hour recruiter,
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if that person has already handled the DevOps or any
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XYZ requirement,
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then immediately when we get any requirement,
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first priority we have to give for Santosh because he already worked out.
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He knows about the domain,
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he knows about the technology.
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In DevOps also,
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many different technologies will get.
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Many different roles and responsibilities will get.
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So, first we have to give him.
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Because he has his own database.
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No one recruiter who carries 7 % CSO,
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they will not share the database.
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They will keep it with them.
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Because that is their EOSP.
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Because they have to do the process of that month.
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So, we have to recognize those people,
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how good they are,
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how they are working.
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And at the end of each and every client,
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assume that we are working for Wipro,
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today the Wipro closure,
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everything is done.
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So,
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we should have a meeting,
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we have to just communicate with other recruiters,
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what are the things we have to do,
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what are the things we are not supposed to do when we get the same requirement from
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the same client.
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It may be requirement,
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may be difficult,
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but how we have to interact with the Wipro
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S… Speaker 1 (Video 2)
people.
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So, because we know,
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already we have worked with them.
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So, whenever we get,
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now the Wipro client is already existing,
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we are getting the Wipro requirement and simultaneously we are getting a new requirement from
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TCS.
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So,
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first priority we have to give for the Wipro client because it is an ongoing client and we have to
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build a relationship.
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Then first priority we have to give them and simultaneously we have to give less time for
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the TCS.
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If there is a shortage of
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recruiters.
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This is what I said.
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Thank you so much.
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S… Speaker 5 (Video 2)
Hello.
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S… Speaker 5 (Video 2)
Hello.
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S… Speaker 5 (Video 2)
Yes,
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I know. Yeah.
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S… Speaker 5 (Video 2)
Correct,
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S… Speaker 2 (Video 2)
sir. Yeah.
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S… Speaker 3 (Video 2)
When it comes to giving importance,
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it has to be equally.
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The importance has to be equal to all.
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Be it used,
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be it existing.
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The importance are given.
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S… Speaker 2 (Video 2)
Hello.
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Yes,
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S… Speaker 4 (Video 2)
sir.
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S… Speaker 3 (Video 2)
There is no difference in terms of prioritizing.
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But the priority is to do with focusing on who needs
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your immediate attention.
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S… Speaker 3 (Video 2)
profile submission front.
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S… Speaker 2 (Video 2)
Yes.
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S… Speaker 1 (Video 2)
Yes.
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S… Speaker 6 (Video 2)
Right?
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S… Speaker 5 (Video 2)
Yes.
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S… Speaker 5 (Video 2)
Yes.
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S… Speaker 6 (Video 2)
Okay.
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S… Speaker 3 (Video 2)
So, when you're working with 15 plus clients,
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or you want 20 plus clients,
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it is very obvious.
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S… Speaker 2 (Video 2)
First,
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S… Speaker 3 (Video 2)
you've got to figure out the priority.
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S… Speaker 2 (Video 2)
Yes.
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S… Speaker 2 (Video 2)
Okay.
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S… Speaker 3 (Video 2)
Priority of requirements.
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Then you've got to prioritize who needs to be given importance
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first.
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S… Speaker 2 (Video 2)
Yes.
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S… Speaker 3 (Video 2)
On the requirements front.
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There are clients who are not very active and
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there are clients who are very active.
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So your priority lies on who are very active first.
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If we focus on new client,
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sometimes that existing
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clients, something goes wrong means they may get out
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of our hands.
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S… Speaker 1 (Video 2)
It is to give the priority for both of
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them as well as getting the new clients as well as we need to handle
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the...
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existing plans.
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S… Speaker 2 (Video 2)
Yes.
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S… Speaker 5 (Video 2)
Sir,
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S… Speaker 4 (Video 2)
actually I had a question there.
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S… Speaker 4 (Video 2)
Speaking of the point,
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I added two or three points,
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which is like,
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S… Speaker 4 (Video 2)
now assume that we have only the recruiters,
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we have 15 recruiters with us.
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S… Speaker 1 (Video 2)
Now,
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the ongoing clients,
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we are happy with that.
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Means like we are happy delivering 15 resources.
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Means we have 15 resources,
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we are able to manage that.
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S… Speaker 1 (Video 2)
All of a sudden,
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S… Speaker 4 (Video 2)
in one or other season,
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we will get a huge requirement from,
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S… Speaker 4 (Video 2)
as you said,
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that in a month,
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S… Speaker 4 (Video 2)
we will get two or three requirements.
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In that requirement,
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we have gotten six to seven.
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So,
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when we have more requirement,
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blindly, we can't hire the recruiters.
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Because when we,
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for that month,
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we are thinking that we can't hire the recruiters.
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Who are the recruiters we are going to hire?
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Obviously, we have to pay them only.
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S… Speaker 4 (Video 2)
So in that case,
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S… Speaker 4 (Video 2)
like if we feel that in future,
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we are not sure whether we get so many requirements with them,
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then we have to handle with only 15 recruiters.
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S… Speaker 4 (Video 2)
In that scenario,
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we have to focus on only the existing clients first.
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S… Speaker 4 (Video 2)
Since as you said,
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now Vipro is our existing clients and TC is our cognizant
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is our new client.
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S… Speaker 4 (Video 2)
But both of them have the same duration requirement.
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They have to fill in two months.
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S… Speaker 4 (Video 2)
They have to do it in two months.
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S… Speaker 4 (Video 2)
As we said,
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our data is six hours.
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All the other recruiters are completely packed.
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S… Speaker 4 (Video 2)
We have around three or four recruiters.
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S… Speaker 4 (Video 2)
So these three or four recruiters,
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they have to first concentrate on the
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Wipro and try to close the closures.
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S… Speaker 4 (Video 2)
It's from their end.
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S… Speaker 4 (Video 2)
Closures means like sending the,
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S… Speaker 4 (Video 2)
how many requests are there.
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So those many profiles has to be sent.
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After that, they have to work on the new client,
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right? Do you agree,
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S… Speaker 5 (Video 2)
sir? Hello.
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S… Speaker 2 (Video 2)
Nice.
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S… Speaker 6 (Video 2)
Yes, sir.
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S… Speaker 3 (Video 2)
Yes, I know.
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S… Speaker 3 (Video 2)
I think first you got to figure out the
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S… Speaker 3 (Video 2)
TAM, right?
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S… Speaker 1 (Video 2)
Okay.
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S… Speaker 3 (Video 2)
You don't hire people just because of one or two clients.
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S… Speaker 3 (Video 2)
You hire people because you wanted to grow quarter and quarter year on year.
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S… Speaker 5 (Video 2)
Correct,
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S… Speaker 6 (Video 2)
sir. Right?
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S… Speaker 3 (Video 2)
Okay, so people are into business.
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S… Speaker 2 (Video 2)
Okay,
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S… Speaker 3 (Video 2)
very first thing they say is the TAM.
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What is TAM?
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S… Speaker 4 (Video 2)
Total addressable market.
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S… Speaker 2 (Video 2)
Exactly.
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S… Speaker 3 (Video 2)
Okay, then you need to figure out the industry growth rate.
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S… Speaker 3 (Video 2)
What is the industry growth rate year on year?
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S… Speaker 2 (Video 2)
Right, Avinash?
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S… Speaker 5 (Video 2)
Correct.
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S… Speaker 6 (Video 2)
Okay,
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S… Speaker 3 (Video 2)
when the scale is,
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S… Speaker 3 (Video 2)
when the base is small,
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it is very obvious you will put a double digit.
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S… Speaker 3 (Video 2)
Starting with 15 resources,
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S… Speaker 3 (Video 2)
even adding another 50 is 100
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S… Speaker 2 (Video 2)
% growth.
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S… Speaker 3 (Video 2)
Since your
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S… Speaker 3 (Video 2)
base is small,
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S… Speaker 3 (Video 2)
even if you grow 20 -30%,
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S… Speaker 3 (Video 2)
it is still not a big growth.
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S… Speaker 3 (Video 2)
Every time you are hiring recruiters,
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S… Speaker 3 (Video 2)
you are hiring recruiters keeping the growth aspects in mind.
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S… Speaker 3 (Video 2)
Now why are you talking about two or three new additions?
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S… Speaker 3 (Video 2)
Because at the end of the day,
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S… Speaker 3 (Video 2)
you cannot only take care of existing clients.
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S… Speaker 1 (Video 2)
to bring in new clients because you wanted to grow 30 or 40 percent year on year.
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S… Speaker 1 (Video 2)
That is the reason you bring in clients every month.
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S… Speaker 3 (Video 2)
Okay.
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S… Speaker 1 (Video 2)
So let's assume you closed 35 positions last quarter.
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S… Speaker 1 (Video 2)
This quarter you closed 35 positions and every quarter you closed 35.
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S… Speaker 1 (Video 2)
Okay.
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S… Speaker 1 (Video 2)
And the scale is not going up.
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S… Speaker 1 (Video 2)
Will you be happy with it?
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S… Speaker 3 (Video 2)
No.
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S… Speaker 1 (Video 2)
No,
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S… Speaker 1 (Video 2)
right?
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S… Speaker 1 (Video 2)
Okay, with 140 closures per annum.
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S… Speaker 1 (Video 2)
Let's assume last year you made 140 closures.
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S… Speaker 1 (Video 2)
Don't you think we need to make at least 180 or 200 closures in this quarter,
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S… Speaker 1 (Video 2)
in this year?
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S… Speaker 3 (Video 2)
Yes,
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S… Speaker 1 (Video 2)
sir. Don't you plan accordingly as the director?
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S… Speaker 1 (Video 2)
Yes.
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S… Speaker 1 (Video 2)
Don't you put your strategy there?
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S… Speaker 3 (Video 2)
Correct,
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S… Speaker 1 (Video 2)
sir. Correct.
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S… Speaker 3 (Video 2)
Okay,
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S… Speaker 1 (Video 2)
so last year,
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S… Speaker 1 (Video 2)
Saturday is 20.
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S… Speaker 2 (Video 2)
Sir, in this case,
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S… Speaker 1 (Video 2)
sir,
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S… Speaker 2 (Video 2)
I have a doubt here.
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S… Speaker 2 (Video 2)
In this case,
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S… Speaker 2 (Video 2)
now I'm...
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S… Speaker 1 (Video 2)
There's one call coming.
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S… Speaker 1 (Video 2)
Okay,
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S… Speaker 3 (Video 2)
sir. Hello.
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S… Speaker 3 (Video 2)
Yes,
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S… Speaker 3 (Video 2)
sir. Yes,
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S… Speaker 1 (Video 2)
Avinash.
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S… Speaker 1 (Video 2)
Please go on with your question.
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S… Speaker 2 (Video 2)
Sir, I have a doubt here because I have interacted with some people
18:03
S… Speaker 2 (Video 2)
a couple of days back.
18:04
S… Speaker 2 (Video 2)
So now assume that I am working with some XYZ organization
18:09
S… Speaker 2 (Video 2)
where I have to,
18:10
S… Speaker 2 (Video 2)
in the meeting with the CEO director and all,
18:13
S… Speaker 2 (Video 2)
they have given the confirmation this quarter you have to generate around one
18:18
S… Speaker 1 (Video 2)
CR.
18:18
S… Speaker 3 (Video 2)
This is an example.
18:20
S… Speaker 2 (Video 2)
This quarter I have to see a one CR and they are given a resource of around 45
18:24
S… Speaker 3 (Video 2)
recruiters.
18:25
S… Speaker 2 (Video 2)
So in that bandwidth,
18:27
S… Speaker 2 (Video 2)
I have a client also.
18:28
S… Speaker 2 (Video 2)
So almost all 15 to 20 clients are ongoing.
18:31
S… Speaker 2 (Video 2)
We have to get a new client also.
18:33
S… Speaker 2 (Video 2)
In that first thing,
18:36
S… Speaker 2 (Video 2)
I have to check with my bandwidth.
18:38
S… Speaker 2 (Video 2)
So what I thought is first I have to check with the bandwidth.
18:41
S… Speaker 2 (Video 2)
So I feel that there is a shortage in bandwidth.
18:43
S… Speaker 2 (Video 2)
Then I don't want to wait for the new clients coming up.
18:47
S… Speaker 2 (Video 2)
After that, go and search for the new bandwidth.
18:49
S… Speaker 2 (Video 2)
Instead of that,
18:50
S… Speaker 2 (Video 2)
what I have to do is first I have to increase the bandwidth.
18:53
S… Speaker 2 (Video 2)
And later part,
18:54
S… Speaker 2 (Video 2)
I have to look for the clients because when we are sure that we are paying huge amounts for the
18:59
S… Speaker 2 (Video 2)
recruiters who are already existing,
19:00
S… Speaker 2 (Video 2)
then automatically our way of action of hunting the clients will become
19:04
S… Speaker 2 (Video 2)
more precise and faster.
19:07
S… Speaker 2 (Video 2)
That is the first case.
19:09
S… Speaker 2 (Video 2)
Second case is we have to wait until the client are coming
19:13
S… Speaker 2 (Video 2)
up because it's a safe case.
19:15
S… Speaker 2 (Video 2)
We have to wait.
19:16
S… Speaker 2 (Video 2)
Now only 15,
19:17
S… Speaker 2 (Video 2)
20 recruiters are there.
19:19
S… Speaker 2 (Video 2)
We are sure that they are able to handle.
19:21
S… Speaker 2 (Video 2)
Okay.
19:21
S… Speaker 2 (Video 2)
Now if I get in future,
19:23
S… Speaker 2 (Video 2)
if I get 78 clients and when we are sure that they are not able to handle,
19:27
S… Speaker 2 (Video 2)
then only I will go and hire the new recruiters.
19:32
S… Speaker 2 (Video 2)
So which one is good utel?
19:34
S… Speaker 2 (Video 2)
I thought,
19:35
S… Speaker 2 (Video 2)
I told him that because many of them told me that first you have to increase the recruiters
19:39
S… Speaker 2 (Video 2)
because when you increase the recruiters,
19:41
S… Speaker 2 (Video 2)
automatically it will be a burden on your head.
19:43
S… Speaker 2 (Video 2)
You start focusing on the new clients and you have to make your
19:47
S… Speaker 2 (Video 2)
other resources strong.
19:48
S… Speaker 2 (Video 2)
Means who are the point of contact,
19:50
S… Speaker 2 (Video 2)
direct point of contact for you.
19:51
S… Speaker 2 (Video 2)
Means like as I'm a BD manager,
19:53
S… Speaker 2 (Video 2)
I will be directly contact with the team leaders and BD.
20:00
S… Speaker 1 (Video 2)
In this case, which one opens?
20:01
S… Speaker 1 (Video 2)
Which one is good?
20:03
S… Speaker 2 (Video 2)
The obvious thing is,
20:05
S… Speaker 2 (Video 2)
first we need to have info ready,
20:06
S… Speaker 2 (Video 2)
then go and start offering the new clients.
20:09
S… Speaker 4 (Video 2)
Right?
20:10
S… Speaker 1 (Video 2)
It's like we have to hire the new recruiters,
20:12
S… Speaker 1 (Video 2)
then we have to start.
20:13
S… Speaker 4 (Video 2)
Exactly.
20:14
S… Speaker 2 (Video 2)
Because at the end of the day,
20:16
S… Speaker 2 (Video 2)
everything is about personal operation.
20:17
S… Speaker 4 (Video 2)
Right?
20:19
S… Speaker 4 (Video 2)
Okay.
20:20
S… Speaker 2 (Video 2)
Now you've got our setup ready,
20:23
S… Speaker 2 (Video 2)
which also means resources ready.
20:25
S… Speaker 2 (Video 2)
Then you will start hunting for new logos.
20:28
S… Speaker 3 (Video 2)
Yes,
20:29
S… Speaker 2 (Video 2)
sir. Right?
20:31
S… Speaker 1 (Video 2)
Okay.
20:31
S… Speaker 2 (Video 2)
You will do this simultaneously.
20:33
S… Speaker 2 (Video 2)
What is simultaneously?
20:35
S… Speaker 2 (Video 2)
Now you're in the process of hiring new people.
20:38
S… Speaker 2 (Video 2)
At the same time,
20:39
S… Speaker 2 (Video 2)
you're also hunting for new logos.
20:41
S… Speaker 3 (Video 2)
Okay.
20:43
S… Speaker 2 (Video 2)
And when you're doing the interview,
20:44
S… Speaker 2 (Video 2)
it is very obvious the candidates will take two or three weeks to join.
20:47
S… Speaker 3 (Video 2)
Okay.
20:49
S… Speaker 2 (Video 2)
Correct.
20:50
S… Speaker 3 (Video 2)
Yes,
20:51
S… Speaker 2 (Video 2)
sir. Okay.
20:52
S… Speaker 2 (Video 2)
Sometimes even a month or two to join.
20:54
S… Speaker 4 (Video 2)
Correct.
20:55
S… Speaker 3 (Video 2)
Correct.
20:56
S… Speaker 2 (Video 2)
Which means.
20:58
S… Speaker 2 (Video 2)
During the process of hiring,
21:00
S… Speaker 2 (Video 2)
you are also hunting for new clients.
21:02
S… Speaker 3 (Video 2)
Okay.
21:05
S… Speaker 2 (Video 2)
You are doing both the things simultaneously.
21:07
S… Speaker 3 (Video 2)
Multitasking.
21:09
S… Speaker 1 (Video 2)
But now I am a BD manager.
21:11
S… Speaker 1 (Video 2)
So what I suggest my BD
21:15
S… Speaker 1 (Video 2)
people, business developer people,
21:16
S… Speaker 1 (Video 2)
every day they have to start hunting the clients.
21:19
S… Speaker 1 (Video 2)
Because each and every month I need at least two or three clients.
21:26
S… Speaker 1 (Video 2)
First thing.
21:27
S… Speaker 1 (Video 2)
Second,
21:28
S… Speaker 1 (Video 2)
each and every,
21:29
S… Speaker 1 (Video 2)
in a week,
21:30
S… Speaker 1 (Video 2)
two advice,
21:30
S… Speaker 1 (Video 2)
we'll be having a meeting with them and I will check how they are going to approach and what
21:35
S… Speaker 1 (Video 2)
is the status of the client and where they are,
21:38
S… Speaker 1 (Video 2)
where the rejection has been happening,
21:39
S… Speaker 1 (Video 2)
what is the part,
21:41
S… Speaker 1 (Video 2)
what is their plan of action and where they are lagging.
21:43
S… Speaker 1 (Video 2)
Because this week,
21:45
S… Speaker 1 (Video 2)
every week I have to go and interact with impulse,
21:47
S… Speaker 1 (Video 2)
correct?
21:47
S… Speaker 2 (Video 2)
Correct.
21:48
S… Speaker 1 (Video 2)
So in this case,
21:51
S… Speaker 1 (Video 2)
now I have to generate one CR.
21:54
S… Speaker 1 (Video 2)
My package is like into 8x I have to generate this month target.
21:57
S… Speaker 1 (Video 2)
Each and every month I have to keep my own target.
22:00
S… Speaker 1 (Video 2)
In that, I feel according to my salary base,
22:03
S… Speaker 1 (Video 2)
I will keep the target as 10 lakhs.
22:04
S… Speaker 1 (Video 2)
Now,
22:05
S… Speaker 1 (Video 2)
directly if I go and acquire the around 6 to 7 recruiters
22:09
S… Speaker 1 (Video 2)
who are highly paid,
22:10
S… Speaker 1 (Video 2)
very good experience,
22:11
S… Speaker 1 (Video 2)
only 2 lakhs drop.
22:13
S… Speaker 1 (Video 2)
This estimation
22:17
S… Speaker 1 (Video 2)
cost only 2 lakhs.
22:33
S… Speaker 2 (Video 2)
All of you spoke on the strategy,
22:36
S… Speaker 2 (Video 2)
but don't test upon the number of closures,
22:39
S… Speaker 2 (Video 2)
target quarter and quarter,
22:41
S… Speaker 3 (Video 2)
month on month,
22:42
S… Speaker 2 (Video 2)
and possibly yearly and yearly targets.
22:47
S… Speaker 2 (Video 2)
And you didn't even speak on the revenue front.
22:49
S… Speaker 2 (Video 2)
The kind of revenue we have to generate.
22:51
S… Speaker 2 (Video 2)
Just to be on the safer side,
22:54
S… Speaker 2 (Video 2)
all you said is two closures per recruiter.
22:56
S… Speaker 2 (Video 2)
But what is the revenue turnover
23:00
S… Speaker 2 (Video 2)
of a company?
23:01
S… Speaker 2 (Video 2)
What is the margin?
23:03
S… Speaker 4 (Video 2)
What
23:07
S… Speaker 2 (Video 2)
is the operating cost?
23:08
S… Speaker 2 (Video 2)
When you are a director,
23:11
S… Speaker 2 (Video 2)
you need to be a numbers man.
23:19
S… Speaker 3 (Video 2)
Numbers man.
23:19
S… Speaker 2 (Video 2)
Numbers man.
23:21
S… Speaker 4 (Video 2)
Right.
23:22
S… Speaker 2 (Video 2)
Should we talk about numbers?
23:24
S… Speaker 5 (Video 2)
Okay,
23:25
S… Speaker 2 (Video 2)
but none of you spoke on numbers.
23:27
S… Speaker 3 (Video 2)
Okay,
23:29
S… Speaker 2 (Video 2)
business is all about numbers,
23:30
S… Speaker 4 (Video 2)
right? Yes.
23:32
S… Speaker 2 (Video 2)
Okay,
23:33
S… Speaker 2 (Video 2)
and we have strategy to drive the numbers.
23:35
S… Speaker 3 (Video 2)
Yes.
23:36
S… Speaker 3 (Video 2)
Correct.
23:37
S… Speaker 2 (Video 2)
Now you please tell me,
23:40
S… Speaker 2 (Video 2)
okay, when you say I have 15 recruiters,
23:42
S… Speaker 5 (Video 2)
okay,
23:43
S… Speaker 2 (Video 2)
what is the outgo on the salary front?
23:45
S… Speaker 2 (Video 2)
Those calculations are not done.
23:47
S… Speaker 3 (Video 2)
Okay.
23:50
S… Speaker 2 (Video 2)
You said 15 recruiters,
23:52
S… Speaker 2 (Video 2)
10 clients.
23:53
S… Speaker 5 (Video 2)
Okay.
23:54
S… Speaker 2 (Video 2)
Then you bought two clients getting added because you are targeting on
23:58
S… Speaker 2 (Video 2)
quarter on quarter growth.
23:59
S… Speaker 2 (Video 2)
Because growth matters.
24:00
S… Speaker 2 (Video 2)
Growth cannot be standstill.
24:03
S… Speaker 2 (Video 2)
Now example,
24:04
S… Speaker 2 (Video 2)
Avinash is getting 20 lakhs.
24:05
S… Speaker 2 (Video 2)
Avinash cannot be getting 20 lakhs next year.

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