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<ul class="summary-list"><li>LinkedIn CPO Tomer Cohen joined the company after pitching an idea to the former VP of product.</li><li>Cohen moved from Israel to the US in 2008, shifting his career focus and mindset.</li></ul>While LinkedIn is the mecca of job search, chief product officer Tomer Cohen said he didn't actually apply for his role at the company before being asked to join.In a <a target="_blank" class="" href="https://youtu.be/YrUq8JUkQls?si=QmEc6KHb8iJGt3Ov&amp;t=2952">recent episode</a> of Lenny's Podcast, Cohen said that he first joined LinkedIn in 2012 after meeting up with Deep Nishar, former senior vice president of products and user experience.The two were talking and Cohen pitched Nishar on an idea."I said, 'This is how I think this is how LinkedIn mobile unit should be built,'" he said. "And he was like, 'Okay, how about you come and build it?' I was like, 'Amazing.'"Cohen, who has risen from head of product to VP and eventually CPO, said that while he has "always loved building" from a young age, he had to completely switch his thought process after moving from Israel to the US for graduate school in 2008."When I moved here, I realized my career path was very much dictated by one thing," he said. "It was like, what's most in demand? What's most challenging? And how do I do that? It was very childish in many ways."Many of Cohen's vocational choices, from which company would be the best to what the toughest engineering role was, were "dictated by society" rather than his own convictions and passions. He said he recalibrated from seeking highly regarded companies and challenges to projects that actually motivated him."I fell a lot along the way, but I always kept going," Cohen said. "And then when I came here, there was a really big challenging for me personally around what do I care about? What matters most to me?"After accumulating a student visa and massive school debt, Cohen co-founded a now-defunct startup called FellowUp, a personalized automated assistant. Although it was "not a very intelligent decision" for him monetarily, Cohen said he "didn't care.""I was like, this is my new path," he said. "And then I got into LinkedIn."Cohen said that LinkedIn was exciting and and the opportunity to make an impact — which he had a plan for. Cohen ended up leading the effort to remodel the LinkedIn feed and helped set in motion the company's shift to adopting an AI-first mentality prior before <a target="_blank" class="" href="https://www.businessinsider.com/ai-frontier-crowded-winners-losers-2024-8">it was as ubiquitous</a>."I don't know if this is a recommendation for everybody, but for me, it's worked really, really well," Cohen said. "It was really pursuing the conviction I had and my excitement, and bringing that to the fold with people."However, Cohen said that making a strong impact will be difficult if you're not genuinely enthused or motivated about your product or the company's mission."I love building, I love working with builders," he said. "Sometimes I'm like, I get paid for this, this is insane. But I love my craft, and I love getting deep into it."At the same time, product people are also in "one of the most fortunate positions," said Cohen, because employers tend to place less weight on the prestigiousness of former companies or positions. Instead, it's their work that gets measured."It's a very special place," he said. "Nobody cares about your title. Who cares? Maybe the company name for some people matters, but for the most part, it's about the impact you created with the products you've built."

LinkedIn's chief product officer explains the change in mindset that led to finding success

<ul><li><keyword id="20940216" type="General" weightage="20" keywordseo="Synology" source="keywords" meta.keywordsubtype="org" meta.entityname="Synology" meta.hostid="261" meta.entityid="Synology">Synology</keyword> has showcased its upcoming enterprise solutions in India.</li><li>The Taiwanese <keyword id="20653112" type="General" weightage="20" keywordseo="storage-solutions" source="keywords">storage solutions</keyword> provider has revealed its enterprise-level solution blueprint for India.</li><li>The company has announced new GenAI-powered features for its Office Suite.</li></ul> Taiwanese storage solutions provider Synology has launched its new enterprise-level solution blueprint in India at its Synology Solution showcase held in India. The announcement comes as the first enterprise application blueprint in India and is a significant part of the company’s expansion plans in India. Since 2021, the company has recorded a 600% growth in business sector revenue in India, contributing to a total revenue growth of 350%. The company showcased its latest offerings in data protection, storage, and surveillance, emphasizing solutions designed to address the growing demands of modern enterprises. <h2>Synology showcases new products</h2>The company showcased its upcoming products, including the ActiveProtect appliances, which were first<a href="https://www.businessinsider.in/tech/news/synology-introduces-new-products-aimed-at-data-protection-and-scalability/articleshow/110711086.cms"> announced</a> during the company’s Synology Solution Exhibition 2024. The ActiveProtect lineup includes dedicated backup systems that are optimised for rapid deployment and scalability. This backup solution is aimed at simplifying deployment and it can manage up to 2,500 multi-server environments across multiple sites. <div type="Article" hostid="261" msid="111748677" title="Synology bets big on the Indian market amid strong growth, growing demand" mstype="2" mssubtype="0"></div> “The ActiveProtect series focuses on data recovery and immutability, making it a reliable tool for IT professionals to ensure data security. Its multi-site friendly design aligns perfectly with India's business structure,” said Russell Chen, country manager, SAARC Region, Synology. The company also showcased its scale-out storage solutions and advanced surveillance solutions at the event. “Driven by the demand of technology trends, such as AI, IoT, digital transformation, and so on, Synology has performed exceptionally well in the Indian enterprise market, especially in sectors like government, manufacturing, and media and entertainment. Moving forward, we will continue to dedicate ourselves to meeting the modern storage needs of growing enterprises,” said Michael Chang, APAC sales head, Synology. The developing scale-out solution delivers scale-out storage, supporting both file and object storage and performance growth when adding additional storage servers. Synology also introduced its C2 Surveillance Station, which is a cloud-based video surveillance solution with edge AI and multi-layer encryption. The company is enhancing its <keyword id="19999884" type="General" weightage="20" keywordseo="AI-capabilities" source="keywords">AI capabilities</keyword> with the Synology AI Console, integrating GenAI into the Office Suite. According to the company, this will allow organisations to use the latest large language models (LLMs) while maintaining strict control over data privacy and security. SEE ALSO: <a href="https://www.businessinsider.in/tech/apps/news/diwali-gift-zomato-platform-fee-increased-to-rs-10-ahead-of-the-festive-season/articleshow/114493617.cms">Diwali gift from Zomato – Platform fee increased to ₹10 ahead of the festive season</a> <a href="https://www.businessinsider.in/stock-market/webstories/afcons-infrastructure-ipo-gmp-risk-factors-and-all-you-need-to-know/slidelist/114490954.cms">Afcons Infrastructure IPO – GMP, risk factors and all you need to know</a> <a href="https://www.businessinsider.in/tech/mobile/news/snapdragon-8-elite-announced-to-power-iqoo-13-oneplus-13-xiaomi-15-series-and-more/articleshow/114463844.cms">Snapdragon 8 Elite announced, to power iQOO 13, OnePlus 13, Xiaomi 15 series and more</a>

Synology introduces new enterprise solutions, reports significant growth in India

Paloma Canseco has applied to 250 jobs since July. She's tweaked cover letters and filled out long, monotonous forms on different companies' internal <a target="_blank" class="" href="https://www.businessinsider.com/jobseekers-recruiters-hiring-broken-ai-bots-resumes-interviews-spam-bias-2024-5">job postings</a>. And last week, she got a call back from a recruiter about a graphic-design job. Robin was polite and friendly on the phone, asking Canseco open-ended questions, like, "Tell me about your last project and what you liked about it." But Robin wasn't a person. It was an <a target="_blank" class="" href="https://www.businessinsider.com/ai-power-list-2024">AI recruiter</a>.Canseco hung up. "This is meant to be a conversation," she tells me. "I'm not going to spend my time with this recruiting company if they don't hire actual recruiters." It takes her half an hour to apply to each job on average, she says, and putting that effort in only to be met with an automated response feels like an insult.Job hunting has never been fun, but the process "feels broken," says Rohan Rajiv, the head of career products at<a target="_blank" class="" href="https://www.businessinsider.com/americas-hottest-comedy-club-linkedin-satire-unhinged-ceos-2024-10"> LinkedIn</a>. According to the company's data, job applications are up 20% since last year. It's an intense and frustrating process. And LinkedIn wants to fix the disconnect, in part by fighting AI … with AI.Earlier this year, the company rolled out new AI tools to premium subscribers. People could open a chat window and ask a chatbot whether they were a good fit for a job based on their profile and the job description. Then, this summer, LinkedIn unveiled an update that would use <a target="_blank" class="" href="https://www.businessinsider.com/companies-using-ai-bain-survey-roi-2024-6">generative AI</a> to quickly write cover letters based on job descriptions and a user's profile. I tried it and found the results weren't bad — a cover letter may just need a few tweaks or extra personalization before it sounded like me.In the coming weeks, LinkedIn will begin making its AI <a target="_blank" class="" href="https://www.businessinsider.com/careerist-corporate-ladder-decline-promotions-work-ethic-american-dream-2024-10">job-matching</a> tools widely available to all users, Rajiv tells me. They can visit any job listing and ask LinkedIn to show how they match up, and generative AI will detail how well they fit the role and break down how a recruiter may evaluate their profile. The hope is that with more transparency, people will apply to fewer jobs — but ones that better fit their qualifications — and stop "swinging at every <a target="_blank" class="" href="https://www.businessinsider.com/ai-fintech-reflexivity-pitch-deck-raise-30-million-series-b-2024-10">pitch</a>," Rajiv says, adding: "It's natural to make quantity and volume your friend. But the greater the volume, the tougher the match."The age-old career advice that there's no harm in trying, it turns out, has a limit that we've stretched past the point of insanity. Can LinkedIn save us from hiring hell?Only 30 years ago, most people largely found jobs through their networks, career fairs, and newspaper ads. Monster launched its job board in 1994, and <a target="_blank" class="" href="https://www.businessinsider.com/how-linkedin-got-weird-work-life-blurred-lines-of-oversharing-2023-9">LinkedIn</a> came around about a decade later. Recruiting software and AI, which seemed like opportunities to streamline the process, have in some ways further complicated the art of landing a good gig. Applicants are asked to fill out long forms that repeat the information already outlined on their résumés and LinkedIn profiles, in what seems like an endurance test of their ever-depleting sanity. Sites like LinkedIn are great for searching tons of relevant job openings in one place, but people can end up overapplying, casting a wide net to roles that might not be the best fit.That's particularly true for some using LinkedIn's Easy Apply feature or generative-AI tools that help them mass-apply. In a ZipRecruiter survey last year, 25% of respondents who had gotten new jobs said they used AI to help them. Following the peak of the pandemic, people were looking to quit and change jobs during the "<a target="_blank" class="" href="https://www.businessinsider.com/quiet-quitting-hustle-culture-coasting-viral-work-debate-2022-9">Great Resignation</a>" at the highest rates since the US Bureau of Labor Statistics began tracking the data in 2000. That means more people are entering this chaotic job market and dealing with the pain points over and over. All those hopeful (or half-assed) résumés also hit a wall of overwhelmed recruiters. Some use AI to try to reduce the noise. In a Society for Human Resource Management survey of companies that use AI in recruiting, nearly 65% of respondents said they used it for writing job descriptions, 34% said they used it to review and scan résumés, and 33% said they used it to communicate with applicants throughout the process. Other recruiters are wary of the tech because we still don't know enough about how those tools make the decisions they do. And automated human-resources tech has a history of favoring men over women, as well as down-ranking résumés with Black-sounding names or those with employment gaps.The fatigue has fully hit job seekers. This week, in a post that went viral on LinkedIn, Hayley Finegan, an HR professional, posted an "open but picky" banner on her LinkedIn profile, poking fun at the "<a target="_blank" href="https://www.businessinsider.com/linkedin-open-to-work-banner-badge-job-pros-cons-2024-9">open to work</a>" LinkedIn banner, which some job seekers see as desperate and cringeworthy. "I've applied for exactly three jobs, and that's because I'm holding out for the right one," she wrote. "I'm not here to take just any job — I'm here for the right role." Capturing the overworked-job-seeker mentality, the post quickly went viral. (Finegan did not respond to a request to be interviewed for this story.)<a target="_blank" class="" href="https://www.businessinsider.com/hiring-slump-professional-white-collar-jobs-recession-high-salary-2024-4">Job seekers</a> and recruiters are caught in what feels like a never-ending loop. The two may seem pitted against one another, with applicants trying to figure out how to get past the recruiter and get paid, and recruiters working to suss out who's fluffing up their résumé or even lying. Both are increasingly ghosting one another. In reality, they want the same thing: a good job match for the least amount of effort. There may be no perfect number of jobs to apply to: Indeed recommends people apply to about 15 jobs a week, or two to three each day. But the average recruiting time for a job is going up, hitting 44 days in early 2023, the human-capital advisory firm The Josh Bersin Co. found. And there's not enough transparency in what's driving the decision-making.For people who haven't updated their profiles, provided as many details about their skills, or posted to the feed, tools like LinkedIn's may not work as well to fully show their qualifications. But Rajiv says the company's AI tool will synthesize not just a person's highlighted skills but other data, like posts they share to the feed, which can include other skills they have. LinkedIn is also shaking things up on the recruiter side. Starting Tuesday, some recruiters can use the company's hiring assistant, a tool where they upload job descriptions and have generative AI synthesize qualifications for the role and build up a roster of candidates.The best tool for job hunters is speed. They need to see jobs soon after they're posted and apply, and that gives them a better chance than applying for hundreds or thousands of jobs. AI may help notify candidates when the right positions are posted. Find that perfect job quickly "can happen, and increasingly it will as these algorithms get smarter," says Julia Pollak, ZipRecruiter's chief economist. ZipRecruiter also rolled out revamped AI tools to help job seekers find better matches this summer. And earlier this year, Indeed began offering an AI tool to better recommend job candidates to recruiters.Some recruiters say that AI isn't capturing the full picture of candidates. Millie Black, a principal technical recruiter at Techtrust, says she's passionate about AI's potential. But she says she's found that tools like <a target="_blank" class="" href="https://www.businessinsider.com/another-safety-researcher-is-leaving-openai-2024-10">ChatGPT</a> don't "read between the lines" and overlook some skills that may make a candidate a great fit, even if they aren't the ones directly listed. The same has happened for certain LinkedIn searches, she says. It's something she could figure out because she has in-depth knowledge of the specialized tech jobs she recruits for. When searching for the one person on the planet who can do the role, recruiters still have to pore over résumés.But Black also says she's seen an uptick in fake candidates lately. At times, she's had to ask candidates for identification documentation before even sending them through the process, or prescreen people on video calls "just to see a face," she adds. As she's recruiting for high-paying, US-based jobs that offer remote work, scammers are more common. "My whole job is to beat" down the fakers before they make their way to the hiring managers. She has also learned to add questions to try to weed out less serious applicants. "If you just throw a job up as Easy Apply and don't add pre-screening questions, you get way too many people," she says.Canseco has not yet tried LinkedIn's AI tools because she isn't a premium user, but she could get access to them soon. When she applies for jobs, she often uses LinkedIn and tries to reach the company directly, to stand out. One recruiter at a job she recently applied to told her she was among 3,000 applicants they had received in that week.<a target="_blank" rel="" class="" href="https://www.businessinsider.com/author/amanda-hoover">Amanda Hoover</a> is a senior correspondent at Business Insider covering the tech industry. She writes about the biggest tech companies and trends.

LinkedIn thinks it has the solution to our hiring crisis

<ul><li>88% professionals on professional networking platform <keyword id="19951562" type="General" weightage="20" keywordseo="linkedin" source="keywords">LinkedIn</keyword> are considering a <keyword id="167744" type="General" weightage="20" keywordseo="new-job" source="Orion">new job</keyword> in 2024, marking a 4% year on year (Y-o-Y) rise compared to 2023. </li><li>The primary drivers for job change include a quest for improved work-life balance (42%) and the necessity for higher wages (37%). </li><li>79% are increasing content sharing on LinkedIn, while 83% are actively expanding their professional networks. </li></ul>Looking for a new job in the new year? You are not the only one. The new year has not brought great news as far as <keyword id="11018" type="General" weightage="20" keywordseo="jobs" source="Orion">jobs</keyword> are concerned with economic uncertainty continuing to plague companies. Professionals are, however, exhibiting a bold approach to <keyword id="6359968" type="General" weightage="20" keywordseo="career" source="Orion">career</keyword> decisions amidst economic uncertainties, according to recent findings from LinkedIn. In fact, nearly 8 out of 10 (79%) expressed a willingness to pursue opportunities outside their current industry or role, according to Linkedin research. The research has also revealed that nearly 9 out of 10 (88%) professionals are considering a new job in 2024, marking a 4% year on year (Y-o-Y) rise compared to 2023. This shift suggests a change in mindset, with professionals no longer opting to endure uncertainties but instead taking proactive steps to steer their careers, emphasising <keyword id="23080" type="General" weightage="20" keywordseo="productivity" source="Orion">productivity</keyword> and <keyword id="42546" type="General" weightage="20" keywordseo="growth" source="Orion">growth</keyword>. LinkedIn's analytics show a 9% Y-o-Y increase in job search activity on its platform in 2023 compared to 2022. The primary drivers for job change include a quest for improved work-life balance (42%) and the necessity for higher wages (37%) amid a challenging economic landscape. Matching skills sets with jobs becoming more difficult While professionals are bullish, they are finding it hard to keep up with the rapid change in skills required to do some jobs largely driven by the rapid developments in generative <keyword id="6355999" type="General" weightage="20" keywordseo="ai" source="Orion">AI</keyword>. Nearly half (45%) of professionals said they do not know how to match their skills to the job they want, making the job search process more difficult. In fact a report by Linkedin in November 2023 found out that Gen Z was investing 73% more time in learning new skills compared to other generations. LinkedIn data also shows that skills for jobs have changed by 30% since 2015 in <keyword id="19895063" type="General" weightage="20" keywordseo="india" source="keywords">India</keyword>. Professionals are also finding job hunting tough with 55% saying that looking for a job is frustrating and 59% saying they rarely hear back from recruiters. It is time to get innovative with one’s job search In the face of intense competition and the fact that most recruiters do not get back after a job application, professionals are adapting their job search strategies to distinguish themselves. A significant 72% of professionals have modified their approach, incorporating innovative formats like video and digital resumes. Additionally, they are embracing the use of artificial intelligence (AI), with approximately 81% acknowledging its potential to enhance the efficiency and productivity of their job search. Taking charge of their careers, professionals are actively building their professional brand and leveraging connections to improve their job prospects. As many as 79% professionals are increasing content sharing on LinkedIn, while 83% are actively expanding their professional networks. This proactive approach reflects professionals' commitment to staying competitive and securing opportunities in a challenging job market. Explains Nirajita Banerjee, career expert and senior managing editor, LinkedIn India, “As Indian professionals take charge of their careers in 2024, it’s going to get increasingly competitive with more professionals entering the job market. To be successful in their job hunt, it's essential for professionals to stand out by dedicating time to spruce up their profiles, highlighting their skills, and staying informed about industry developments.” <table style="border-width: initial; border-style: none; table-layout: fixed; width: 468pt;"></colgroup><tbody><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Fastest growing jobs in India </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">1. Closing Manager 2. Influencer Marketing Specialist 3. Design Specialist 4. Drone Pilot 5. Recruiter 6. Sales Development Representative 7. Demand Generation Associate 8. Customs Officer 9. Growth Manager 10. Investor Relations Manager 11. Political Analyst 12. Delivery Consultant 13. Client Advisor 14. Creative Strategist 15. Chief Revenue Office </td></tr></tbody></table> Source: Linkedin

Eight out of ten professionals looking to pursue a job outside their current industry or role

<ul class="summary-list"><li>MrBeast has acquired a startup called Vouch, which aids creators in hiring and job postings.</li><li>Vouch, founded by an ex-Cameo staffer, lists job openings for influencers and YouTubers.</li></ul>YouTube's top creator, MrBeast, has expanded his estimated <a target="_blank" href="https://www.businessinsider.com/youtube-star-mrbeast-expects-700-million-revenue-this-year-2024-6">$700 million</a> a year business empire by acquiring the startup Vouch.Vouch, founded by former <a target="_blank" class="" href="https://www.businessinsider.com/guides/gifts/what-is-cameo">Cameo</a> employee Marty Pesis, is a platform that helps creators build their own hiring sites and post job openings.Similar to <a target="_blank" class="" href="https://www.businessinsider.com/linkedin-open-to-work-banner-badge-job-pros-cons-2024-9">LinkedIn</a>, the platform lets candidates create profiles to showcase their skills and list creators they've previously worked with. A creator can view the applicant's profile page and application and direct message them within the app."Creators really are much more like traditional businesses these days," Pesis said. "We found that creators that had ops people in seat were able to move a lot quicker and have a lot more effective hiring initiatives. So we often push our partners to start with that role if they didn't have it."With 318 million subscribers, MrBeast, whose real name is Jimmy Donaldson, has a sprawling internal team. He also <a target="_blank" class="" href="https://www.businessinsider.com/tech-world-captivated-with-mrbeast-training-document-founder-mode-2024-9">runs several business ventures, including merchandise and products</a>.An internal guide to succeeding on YouTube and at Donaldson's company was recently leaked. Business Insider verified the guide with former staffers. <a target="_blank" href="https://www.businessinsider.com/leaked-mrbeast-guide-reveals-youtube-secret-weapons-for-success-2024-9">(You can read the guide here.)</a>Donaldson's team plans to use Vouch for his internal hiring efforts, the company said. In addition to Donaldson, creators including Yes Theory, Jesser, Stokes Twins, Safiya Nygaard, Danny Duncan, and AMP have all used Vouch to post job openings.Vouch's features include an AI-powered recommendation engine to match candidates with creators, a tool for creators to launch custom-targeted job posts, and careers pages and job boards for creators to showcase their teams.Vouch is one of a handful of startups looking to help connect workers in the growing creator economy, which <a target="_blank" class="" href="https://www.businessinsider.com/creator-economy-250-billion-market-and-here-to-stay-2023-11">Goldman Sachs analysts estimated could reach $480 billion by 2027.</a> Competing creator-focused job sites that offer similar tools and functionality to Vouch include YTjobs, <a target="_blank" href="http://yt.careers">yt.careers</a>, and CreatorEconomyJobs."We couldn't do what we do without our incredible team, and we're always looking for ways to improve our candidate experience," Kara McCloud, head of talent at MrBeast, said in an email. "Adding Vouch to the mix allows us to further support the team and enhance the hiring process in a way the industry has never seen."Pesis joined as the fifth employee at Cameo, where he spent time scaling its marketing and B2B efforts. At Cameo, Pesis worked closely with creators and learned from them how hard it was to find and hire talent, he said. Pesis brought on Patrick Dudek, also a former Cameo employee, to the Vouch team to help scale the platform."Hiring and building great teams is not just about getting introduced to the right talent," Pesis said. "It really is about having a sound recruiting and hiring process, and then also making sure that you're retaining top talent. I actually think these video editor roles in the YouTube world are a lot more than just video editors. People oftentimes are looking for what <a target="_blank" class="" href="https://www.businessinsider.com/how-to-land-job-youtube-creator-video-editor-2021-10">Hayden Hillier-Smith</a> calls a 'mini creator.' These editors are multi-talented, and they are often helping craft the storyline."Vouch was backed by Seven Seven Six, Liquid 2 Ventures, Shrug Capital, Niche Capital, WorkPlay Ventures, and angel investors including Andreas Klinger and Siqi Chen. The acquisition amount wasn't disclosed.

Top YouTuber MrBeast has acquired a startup that aims to be the LinkedIn for the creator economy

Ingolstadt, Luxury automaker <keyword id="19911529" type="General" weightage="20" keywordseo="audi" source="keywords">Audi</keyword> India is looking to commence local assembly of electric vehicles, a move which would help it roll out models at an affordable price helping expand its customer base in the country. The automaker currently imports its entire EV range comprising Q8 50 e-tron, Q8 55 e-tron, Q8 <keyword id="21011482" type="General" weightage="20" keywordseo="sportback" source="keywords">Sportback</keyword> 50 e-tron, Q8 Sportback 55 e-tron, e-tron GT, and RS e-tron GT, into the country. It, however, assembles petrol models like Q3, Q3 Sportback, Q5, Q7, A4, and A6 at its Aurangabad (Maharashtra) based manufacturing plant. In an interaction with PTI here, Audi India Head Balbir <keyword id="20078416" type="General" weightage="20" keywordseo="singh-dhillon" source="keywords">Singh Dhillon</keyword> said the local manufacturing of EVs is a work in progress with active discussions going on with its global headquarters. "We are working with Audi AG very positively and hopefully at some point in time we will be able to announce this (local assembly of EV models)," he noted. When asked about the expected timeline of commencing the process, Dhillon did not share any specific date but stated that the India unit is discussing the matter with the global headquarters very "positively". "Hopefully we should have some solution at some point in time. That is the time when you can reach even more (set of customers) because then you will get the best advantage in terms of price point," he said. He further said, "I think the next 2-3 years will be very crucial (2024-2026). These years will see many more new electric cars coming at different price points. Then I think our reach to our existing customers or first-time buyers will go up." The company's current EV model lineup is priced over Rs 1 crore thus serving a very niche set of customers. Currently, cars imported into India as Completely Built Units (CBUs) attract customs duty ranging from 60 per cent to 100 per cent. The country's customs duty system treats electric cars and hydrocarbon-powered vehicles equally, imposing significant tariffs to encourage domestic manufacturing. Audi, globally, is looking to introduce multiple electric models in the next 2-3 years many of which would also come to India thus helping the Indian operations to choose which ones to localise. In order to rev up sales volume, Audi India would look out for models which sit below the current range in price terms. The company currently gets around 2 per cent of its total sales from EVs. It reported 89 per cent growth in retail sales in India at 7,931 units last year as compared with a total of 4,187 units in 2022. Audi on Monday evening globally premiered the Q6 e-tron, a new EV model which would sit below the Q8 e-tron range. To be manufactured at the company's Ingolstadt plant, the model is expected to roll out in various markets globally this year. It is also expected to make its way to Indian shores early next year. Dhillon said the model would help in widening the company's customer base in India. "That's the expectation that our penetration in electric mobility should go up with this model (Q6 e-tron)," he noted. Audi expects 50 per cent of its sales in India to come from electric vehicles by 2030. Globally, Audi has decided to become a fully electric vehicle manufacturer from 2033 onwards. The Q6 e-tron is the first production model on the company's <keyword id="21011483" type="General" weightage="20" keywordseo="premium-platform-electric" source="keywords">Premium Platform Electric</keyword> (<keyword id="19989989" type="General" weightage="20" keywordseo="ppe" source="keywords">PPE</keyword>), marking the next step in the company's transformation into a provider of premium electric mobility. The electric SUV will be available to order from this month with deliveries expected to customers in the third quarter of 2024. The Q6 e-tron comes with a range of up to 625 kms. "The PPE shows how we are pooling expertise within the <keyword id="20139313" type="General" weightage="20" keywordseo="volkswagen-group" source="keywords">Volkswagen Group</keyword> and thus making electric mobility scalable," Audi AG Chairman of the Board of Management Gernot Dollner said. Thanks to the PPE, the company is able to launch high-volume models with high technical standards in different segments, he added.

Local production of EVs a work in progress: Audi India Head

<ul class="summary-list"><li>Danny Eng was poached by Affirm to build a buy now pay later card in 2021.</li><li>Eng previously worked at Credit Karma, where he led key projects and had a positive experience.</li></ul>This as-told-to essay is based on a conversation with Danny Eng, a 29-year-old product manager in San Francisco. It's been edited for length and clarity.I've been in tech for over a decade, starting as an intern. I've worked at companies such as Nvidia and EA, in health tech, gaming tech, and AI, and even sold a startup to Airbnb. I had no idea I would end up in <a target="_blank" href="https://www.businessinsider.com/49-most-promising-fintech-startups-according-top-vc-investors-2024">fintech</a>.My first foray into fintech was a friend referral to <a target="_blank" href="https://www.businessinsider.com/credit-karma-launches-checking-account-gen-z-underbanked-2020-9">Credit Karma</a>, which hired me as a product manager in 2019. I'm Canadian and didn't even have a <a target="_blank" href="https://www.businessinsider.com/personal-finance/credit-score/what-is-an-excellent-credit-score">credit score</a> when I started there. I quickly learned the US operates on credit and that financial literacy is a problem.While working at Credit Karma, my team built a product called Credit Karma Money and scaled it to a few million users. I also handled fraud, customer experiences, and growth and was responsible for owning the key acquisition projects for <a target="_blank" href="https://www.businessinsider.com/intuit-buys-credit-karma-turbotax-ai-2020-2">Intuit's $7 billion buyout of the company</a>.<h2 id="b5422cc9-f059-4d8c-b73b-93dc8ad2f656">I worked at Credit Karma for two and a half years and was quite happy</h2>The market was doing well, and many of us were semi-retired. I was making mid-six figures when I left.After over two years at Credit Karma, a manager at <a target="_blank" href="https://www.businessinsider.com/personal-finance/personal-loans/affirm-review">Affirm</a> contacted me on LinkedIn about an open position. They shared insights into the company's culture and expectations over three calls. I didn't hesitate to take these calls — it was common to shop around offers and understand where the industry was heading. The hiring process was pretty casual.When considering a new job, I typically look for three things: great pay at an exciting company, growth opportunities, and a balance that fits well with my life. Credit Karma initially offered all three, but as the company grew, the team got bigger, which was less appealing, and my growth stagnated. I was open to moving when Affirm reached out and offered all three.<h2 id="145f198c-3486-477a-8779-eb6dd46b71ac">Affirm poached me to build their buy now pay later card from scratch</h2>I truly believed in the company's mission of helping the underbanked. The expectation was that I would get my hands dirty, build a team from the ground up, and launch it. The pressure was on, and I enjoyed the challenge.I joined in June 2021. Even though Affirm is a large company, the project felt as innovative as a startup.<h2 id="b415a251-e11a-4546-a996-08b7d8f2d335">Although I loved my time at Credit Karma, I was happy about being poached</h2>Generally, when you're <a target="_blank" href="https://www.businessinsider.com/poached-then-laid-off-sharing-updates-linkedin-unemployment-networking-2024-4">poached</a>, it's because of a specific experience or skill, and mine was building financial card products for folks big banks largely forget.I was also glad it allowed me to focus on and expand on my career's mission — to help champion people's financial progress.I was promoted to a founding and senior product developer position, with a salary promotion of about two to four times more, depending on the stock price. It was a good financial decision to move.<h2 id="7043b04f-b1fc-4bb8-85d2-864bc6bba79e">Being poached comes with its own set of challenges</h2>Expectations tend to be higher when you join a company that poached you. Generally, it's because they targeted you for specific reasons and skills, so the learning curve is expected to be shorter. It's also crucial to avoid sharing proprietary information.Leaving Credit Karma wasn't hard because its philosophy is, "We don't expect you to stay here forever." The leaders simply hope you've learned as much as possible and made the most of your experience by the time you leave. Many of my former team and colleagues knew I was going, and everyone was happy for me. I still hang out with many of my former coworkers.<h2 id="2596ee8f-82ba-433a-a45d-4e9e749d67e9">Moving between the two companies was an invaluable learning experience</h2>I don't have regrets in life. There were great things about Credit Karma that forever shaped me as a better product manager, leader, and founder.Affirm allows me to do my best work, help as many people as possible, and do so remotely. It's an absolute privilege to have these tech opportunities.Have you been poached and want to share your story? Email Lauryn Haas at lhaas@businessinsider.com.

I was poached for a new tech job on LinkedIn. It was a good financial decision but came with its own set of challenges.

The pre-budget <keyword id="20613906" type="General" weightage="100" keywordseo="economic-survey" source="keywords">Economic Survey</keyword> highlights the need for measures to boost <keyword id="19973896" type="General" weightage="20" keywordseo="talent" source="keywords">talent</keyword> and <keyword id="19959621" type="General" weightage="20" keywordseo="productivity" source="keywords">productivity</keyword> through <keyword id="19974189" type="General" weightage="20" keywordseo="private-sector" source="keywords">private sector</keyword> investment, experts said on Monday. Finance Minister <keyword id="19916618" type="General" weightage="20" keywordseo="nirmala-sitharaman" source="keywords">Nirmala Sitharaman</keyword> tabled the Economic Survey for 2023-24 in Parliament. Rumki Majumdar, Economist, <keyword id="20006170" type="General" weightage="20" keywordseo="Deloitte-India" source="keywords" meta.keywordsubtype="org" meta.entityname="Deloitte India" meta.hostid="261" meta.entityid="Deloitte India">Deloitte India</keyword> said the Survey has highlighted measures to boost talent and productivity through private sector investment in <keyword id="20077463" type="General" weightage="20" keywordseo="skills" source="keywords">skills</keyword> (in addition to what the government is initiating), physical and digital connectivity and building state capacity and capabilities. She said <keyword id="19910977" type="General" weightage="20" keywordseo="MSMEs" source="keywords">MSMEs</keyword>, agriculture, education and <keyword id="19898684" type="General" weightage="20" keywordseo="employment" source="keywords">employment</keyword>, and upskilling as key pillars for uplifting the masses through jobs, income and skills. Aditi Nayar, Chief Economist and Head - Research &amp; Outreach, ICRA said the Survey stresses that in the medium term, growth needs to be supported by the private corporate sector as well as the state governments. On inflation, she said that "managing inflation is not just the prerogative of the RBI and its MPC, and would require active intervention by the Centre, especially in the arena of food price management. The realisation of both these paradigms is crucial to ensure an optimal growth-inflation mix over the medium term."

Survey highlights need for private investments to boost talent, productivity: Experts

The Hindi film <keyword id="20300633" type="General" weightage="100" keywordseo="Laapataa-Ladies" source="keywords">Laapataa Ladies</keyword>, directed by <keyword id="19961503" type="General" weightage="20" keywordseo="Kiran-Rao" source="keywords">Kiran Rao</keyword> and produced by <keyword id="20112107" type="General" weightage="20" keywordseo="Jio-Studios" source="keywords" meta.keywordsubtype="org" meta.entityname="Jio Studios" meta.hostid="261" meta.entityid="Jio Studios">Jio Studios</keyword> and <keyword id="20383919" type="General" weightage="20" keywordseo="Aamir-Khan-Productions" source="keywords" meta.keywordsubtype="org" meta.entityname="Aamir Khan Productions" meta.hostid="261" meta.entityid="Aamir Khan Productions">Aamir Khan Productions</keyword>, has achieved a significant milestone by being selected as India’s official entry for the <keyword id="21270192" type="General" weightage="20" keywordseo="Oscars-2025" source="keywords">Oscars 2025</keyword>. This heartfelt and humorous tale has not only won the hearts of audiences across India but has also captured the attention of critics, making it one of the most talked-about films this year. Starring <keyword id="12956111" type="General" weightage="20" keywordseo="nitanshi-goel" source="Orion">Nitanshi Goel</keyword>, Pratibha Ranta, <keyword id="20317162" type="General" weightage="20" keywordseo="sparsh-shrivastav" source="keywords">Sparsh Shrivastav</keyword>, and <keyword id="20065194" type="General" weightage="20" keywordseo="ravi-kishan" source="keywords">Ravi Kishan</keyword>, Laapataa Ladies premiered at the 2023 Toronto International <keyword id="20055573" type="General" weightage="20" keywordseo="film-festival" source="keywords">Film Festival</keyword>, earning accolades from a global audience. Laapataa Ladies tells the story of two brides in rural India who accidentally get swapped during a train journey in 2001, delivering a poignant yet satirical take on patriarchy. With its engaging narrative, the film resonates deeply with viewers and leaves a lasting impact. The film’s success is evident as it enjoyed praise during its theatrical and OTT releases, and even had a special screening at the Supreme Court of India in the presence of Aamir Khan and Kiran Rao. This achievement marks a triumphant return for Kiran Rao, who made her directorial debut with Dhobi Ghat in 2010. Expressing her joy, director Kiran Rao said, "I am deeply honoured and delighted that Laapataa Ladies has been chosen as India’s official entry to the Academy Awards. This recognition is a testament to the tireless work of my entire team, whose dedication and passion brought this story to life." She further added, "Cinema has always been a powerful medium to connect hearts, transcend boundaries, and ignite meaningful conversations. I hope this film will resonate with audiences worldwide, just as it has in India." The film emerged as the unanimous choice of a 13-member selection committee headed by renowned Assamese director Jahnu Barua, who chose Laapataa Ladies from 29 contending films, including notable titles like Srikanth, Vaazhai, Thangalaan, Ullozhukku.

It's official: Kiran Rao's 'Laapataa Ladies' is going to the Oscars 2025!

<ul class="summary-list"><li>Steve Cadigan has led HR teams at top companies for over three decades.</li><li>He has seen how performance-improvement plans (PIPs) often fracture relationships between managers and employees. </li></ul>Over the past three decades, I've witnessed various approaches to <a target="_blank" href="https://www.businessinsider.com/what-do-to-if-put-on-pip-employment-lawyer-2024-4">performance-improvement plans (PIPs)</a> as an HR executive across five different industries and three countries.Often, the <a target="_blank" href="https://www.businessinsider.com/pip-start-looking-job-good-bad-managers-2024-3">traditional approach to PIPs</a> — slapping them on employees who are underperforming without offering sufficient support — can feel punitive rather than constructive to many employees, fostering an environment of fear and mistrust.But PIPs often fail to achieve their intended outcomes for a variety of reasons — from inadequately prepared managers to breakdowns in communication between managers and employees to <a target="_blank" href="https://www.businessinsider.com/retired-early-put-on-performance-improvement-plan-2024-4">subjective judgments of performance</a>.In my experience, the primary reason for the failure of PIPs lies in the irreparable fracture they create in the relationship between the employee and manager. Once the PIP process begins, this fracture in trust is seldom repaired. The atmosphere becomes palpably tense, and trust begins to erode.<h2>PIPs lead to an irreparable fracture in the relationship</h2>Recent stories of <a target="_blank" href="https://www.businessinsider.com/survived-performance-plan-wasnt-worth-hard-work-2024-1">employees feeling unfairly targeted and demoralized</a> and <a target="_blank" href="https://www.businessinsider.com/put-on-pip-fought-back-won-2024-4">complaints of mishandling of PIPs</a> have illuminated the complexities and challenges inherent in performance management.These stories serve as cautionary tales, highlighting the potential pitfalls of traditional PIPs and the need for organizations to rethink their approach to managing underperformance.Even if an employee successfully meets the objectives outlined in the PIP, the underlying tension and strain on the relationship often persist, adversely impacting productivity and morale not only for the manager and the employee, but for the entire team.I've rarely seen managers more tense than when addressing a PIP. These conditions don't set the stage for a productive process. At their core, <a target="_blank" href="https://www.businessinsider.com/pip-performance-improvement-plan-how-to-survive-career-development-2023-11">PIPs should reflect an organization's commitment</a> to achieving high performance. They should identify areas for improvement, set clear expectations, and provide a roadmap for progress.<h2>A better approach involves choice</h2>From 1998 to 2004, I was an HR executive at Cisco Systems, where I encountered a novel approach to the traditional PIP process.Prior to my arrival, Cisco had recognized that something was broken in the PIP process. The HR team conducted a thorough analysis of PIPs across the company and made a fascinating discovery: most individuals placed on a PIP <a target="_blank" href="https://www.businessinsider.com/amazon-hr-performance-improvement-plans-pip-pivot-had-to-quit-2023-11">left the company within a year</a>, regardless of whether their performance improved.They spoke with many of the employees who survived their PIP and improved their performance yet still chose to leave, and the story they heard had a similar refrain. The employees felt their managers did not really support them, they no longer felt they were in a safe work environment, and many felt humiliated and deeply hurt by the process.Looking at the data and listening to employees, the HR team developed a new approach that involved choice. Employees who were not performing to an acceptable level were offered two options:<ul><li>Enter a PIP and try to improve, or</li><li>Mutually agree to separate from the company and receive more severance than they would if they failed the PIP.</li></ul>By presenting employees with this alternative path, Cisco empowered them to make decisions aligned with their personal circumstances. This approach also alleviated stress for managers, enabling them to focus on other priorities. The conversations became more constructive, and employees appreciated being given a choice rather than feeling cornered into a dead-end PIP.<h2>Challenge conventional practices</h2>In the years since leaving Cisco, I've introduced this alternative approach to other organizations, contributing to <a target="_blank" href="https://www.businessinsider.com/how-companies-boost-employee-wellbeing-build-healthy-culture-2021-11">healthier cultures and more constructive environments</a>.Performance evaluation is inherently subjective, and no process can eliminate all conflicts or unexpected reactions. However, offering employees a choice rather than a one-way ticket to a PIP can lead to more positive outcomes and healthier work environments.As HR professionals and organizational leaders, it's our responsibility to challenge conventional practices and explore innovative solutions. By rethinking performance management and embracing alternative approaches, we can create a culture of trust, transparency, and continuous improvement where both employees and organizations thrive.Steve Cadigan is a talent advisor to leaders and organizations around the world. He specializes in helping firms build talent strategies for the modern workplace.

 I was LinkedIn's first head of HR. PIPs don't work &mdash; there's a better way to help struggling employees.

<ul><li>The Indian wearable market has declined for the second consecutive quarter.</li><li>The smartwatch segment has recorded a huge decline in shipments in Q3 2024.</li><li>The earwear segment has also declined, while the smart ring segment remains strong.</li></ul>The <keyword id="22725790" type="General" weightage="20" keywordseo="Indian-wearables-market" source="keywords">Indian wearables market</keyword> has declined for the second consecutive quarter, recording a 20.7% year-on-year decline in shipments in Q3 2024. There was a 10% decline in shipments in Q2 2024. According to a report by the International Data Corporation, 38 million devices were shipped in the country’s wearables market in Q3 2024. The decline is being attributed to a reduction in new product launches and a cautious inventory strategy. <h2>Smartwatch shipments decline</h2>The smartwatch category recorded a decline of 44.8% as shipments declined from 16.92 million devices in Q3 2023 to 9.34 million in Q3 2024. Not just the basic smartwatches, the shipments of premium smartwatches also declined by 39.9% year-on-year. The Smartwatch average selling price (ASP) however increased by 1.4% from $25.8 to $26.2. The wristband category, which remained strong in Q2 has also declined in Q3, recording a 48.4% year-on-year decline in shipments. The earwear category also struggled, with a 7.5% decline in shipments from 30.29 million in Q3 2023 to 28.52 in Q3 2024. <h2>The smart ring category continues to shine</h2>The smart ring market has remained strong, with 92 thousand smart rings shipped in Q3 2024. The quarter also recorded a decline in the average selling price of 16.2% to $162.1. Ultrahuman continues to lead the smart ring category in India with a 36.8% market share, boAt comes in second with a 20.5% share and Pi Ring is third with a 16.3% market share. <h2>Smartwatch market share in India</h2><table style="border-width: initial; border-style: none;"></colgroup><tbody><tr><td style="border-left:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#000000;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Company </td><td style="border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#000000;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Q3 2024 </td><td style="border-right:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#000000;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Q3 2023 </td></tr><tr><td style="border-left:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Noise </td><td style="border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">27.40% </td><td style="border-right:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">20.70% </td></tr><tr><td style="border-left:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">boAt </td><td style="border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">16.80% </td><td style="border-right:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">14.20% </td></tr><tr><td style="border-left:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Titan </td><td style="border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">12.60% </td><td style="border-right:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">5.10% </td></tr><tr><td style="border-left:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Fire-Boltt </td><td style="border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">6.80% </td><td style="border-right:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">23.60% </td></tr><tr><td style="border-left:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Boult </td><td style="border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">6.30% </td><td style="border-right:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">3.10% </td></tr></tbody></table> Source: IDC Noise continues to dominate the Indian smartwatch market with a 27.4% market share in Q3 2024, up from a 20.7% market share in Q3 2023. boAt comes in second with a 16.7% market share, up from a 14.2% market share in Q3 2023. “Amid market trends like consolidation, premiumization, and evolving consumer expectations, we have not only weathered these changes but thrived, with a 10-15% year-on-year increase in average selling prices across marketplaces,” said Amit Khatri, Co-Founder, Noise in a statement to Business Insider India. “The smartwatch category remains stressed as we head into 2025 due to undifferentiated products and a limited number of brands in play. Its market is expected to remain flat or decline marginally in 2025,” said Vikas Sharma, senior market analyst, Smart Wearable Devices, IDC India. “However, we are seeing early signs of a gradual consumer shift from basic to advanced smartwatches, as the need for better health tracking with efficient sensors and advanced functionality is gradually coming to the fore,” Sharma added. <h2>TWS market share in India</h2><table style="border-width: initial; border-style: none;"></colgroup><tbody><tr><td style="border-left:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#000000;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Company </td><td style="border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#000000;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Q3 2024 </td><td style="border-right:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#000000;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Q3 2023 </td></tr><tr><td style="border-left:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">boAt </td><td style="border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">36.80% </td><td style="border-right:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">38.10% </td></tr><tr><td style="border-left:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Boult </td><td style="border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">13.50% </td><td style="border-right:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">8.70% </td></tr><tr><td style="border-left:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Noise </td><td style="border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">7.10% </td><td style="border-right:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">7.70% </td></tr><tr><td style="border-left:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Realme </td><td style="border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">6.90% </td><td style="border-right:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">3.50% </td></tr><tr><td style="border-left:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">Oppo + OnePlus </td><td style="border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">5.00% </td><td style="border-right:solid #000000 0.5008695000000001pt;border-bottom:solid #000000 0.5008695000000001pt;border-top:solid #000000 0.5008695000000001pt;vertical-align:bottom;background-color:#d9d9d9;padding:0pt 5pt 0pt 5pt;overflow:hidden;overflow-wrap:break-word;">8.10% </td></tr></tbody></table> Source: IDC boAt continues to be the market leader in the TWS segment in Q3 2024 despite a decline in its market share. The company leads the market with a 36.8% market share, with Boult a distant second with a 13.5% market share. SEE ALSO: <a href="https://www.businessinsider.in/tech/mobile/news/tata-to-buy-a-majority-stake-in-pegatrons-iphone-plant-in-india/articleshow/115414852.cms">Tata to buy a majority stake in Pegatron's iPhone plant in India</a> <a href="https://www.businessinsider.in/stock-market/webstories/ntpc-green-energy-ipo-gmp-risk-factors-and-all-you-need-to-know/slidelist/115403791.cms">NTPC Green Energy IPO – GMP, risk factors and all you need to know</a> <a href="https://www.businessinsider.in/tech/mobile/news/indian-smartphone-shipments-grow-5-6-in-q3-2024-vivo-leads-the-market/articleshow/115329847.cms">Indian smartphone shipments grow 5.6% in Q3 2024, Vivo leads the market</a>

Indian wearables market declines 20.7% in Q3 2024, smartwatch and earwear categories struggle

New Delhi: The merger of media assets of Reliance Industries and the India business of global media house the Walt Disney is expected to be complete by the end of the third quarter of this fiscal, according to a regulatory filing by billionaire Mukesh Ambani-led group. The fair trade regulator CCI has already approved the merger of Viacom 18 and <keyword id="19976122" type="General" weightage="20" keywordseo="Star-India" source="keywords" meta.keywordsubtype="org" meta.entityname="Star India" meta.hostid="261" meta.entityid="Star India">Star India</keyword> and NCLT (National Company Law Tribunal) has sanctioned the scheme regarding it. "The companies are in the process of obtaining other requisite approvals for the completion of the transaction and transaction closer is expected in 3Q FY 25," informed Reliance Industries on Monday in its quarter earning statement. The merger of Reliance group-controlled media assets - TV18 Broadcast and E18 - with Network18 Media &amp; Investments has already been sanctioned by the NCLT and was made effective on October 3, it said. Earlier on September 27, the government approved the transfer of licenses relating to Non News &amp; Current Affairs TV channels held by media entities of Reliance Industries to Star India. "The Ministry of Information and Broadcasting, Government of India, vide its order dated September 27, has granted its approval for transfer of Licenses relating to Non News &amp; Current Affairs TV channels held by <keyword id="19976121" type="General" weightage="20" keywordseo="Viacom18" source="keywords" meta.keywordsubtype="org" meta.entityname="Viacom18" meta.hostid="261" meta.entityid="Viacom18">Viacom18</keyword> Media Private Limited in favour of Star India," it had said. Viacom18 is the holding company that owns the media and entertainment business of billionaire Mukesh Ambani-led Reliance Industries and Bodhi Tree Systems. Both sides are in the final stages of the merger, making some adjustments in the business as per the Competition Commission of India (CCI) directions. On August 30, the NCLT had approved the scheme of merger of Viacom18 Media and Digital 18 Media, holding media and entertainment assets of Reliance Industries with Star India. The scheme had proposed the transfer and vesting of Media Operations Undertaking from Viacom 18 and Jio Cinema into Digital18, which is a subsidiary of Viacom 18. This would be followed by "demerger, transfer and vesting of V18 Undertaking from Digital 18 into Star India". The merger of the media assets of Reliance Industries and The Walt Disney Co.'s India business will create the country's largest media empire worth over Rs 70,000 crore. Earlier, the CCI had said it has cleared the "proposed combination involving Reliance Industries Ltd, Viacom18 Media Pvt Ltd, Digital18 Media Ltd, Star India Pvt Ltd and Star Television Productions Ltd, subject to the compliance of voluntary modifications". Viacom18 is part of the RIL group, and Star India is wholly owned by The <keyword id="19986269" type="General" weightage="20" keywordseo="Walt-Disney-Company" source="keywords">Walt Disney Company</keyword>. Star Television Productions, a company incorporated in the British Virgin Islands, is owned indirectly by Walt Disney. The CCI, however, did not disclose voluntary modifications in the original deal made by the two parties. As per the deal, Mukesh Ambani-led RIL and its affiliates will hold 63.16 per cent of the combined entity that will house two streaming services and 120 television channels. Walt Disney will hold the remaining 36.84 per cent stake in the combined entity, which will also be India's largest media house. Reliance Industries has also agreed to invest close to Rs 11,500 crore into the joint venture to give it the muscle to fight rivals like Japan's Sony and Netflix. Nita Ambani, wife of billionaire and RIL Chairman <keyword id="19916798" type="General" weightage="20" keywordseo="Mukesh-Ambani" source="keywords">Mukesh Ambani</keyword>, will head the joint venture, while Uday Shankar will be the vice-chairperson.

Reliance expects to complete merger with Disney's India business in Q3

<ul class="summary-list"><li>College athletes should be leveraging LinkedIn more, say athletes and experts.</li><li>Student-athlete Sabrina Oostburg described the success she's had using LinkedIn to promote herself.</li></ul>The name, image, and likeness business has changed the game for college athletes who now need to self-promote on social-media platforms like Instagram and TikTok if they want to make money from NIL.LinkedIn is another often-overlooked platform where student-athletes can promote themselves and score brand deals, athletes and experts told Business Insider.The professional network has leaned into <a target="_blank" href="https://www.businessinsider.com/linkedin-adds-creator-tools-as-influencer-culture-blends-with-business-2021-3)">creator content </a>and grown in recent years as a platform for <a target="_blank" href="https://www.businessinsider.com/how-pr-firms-are-making-linkedin-ghostwriting-a-big-business-2024-4).">influencers</a> of all kinds.Some student-athletes who have found success building their brands on LinkedIn include Tanner Maddox, a freshman football player from Villanova; Sabrina Oostburg, a track and field athlete from Belmont University; and Connor Printz, a former basketball player from Claremont McKenna College, according to Out2Win, an athlete-marketing-intelligence platform, which tracked the frequency of student-athletes posting on LinkedIn.While Instagram and TikTok are crucial for athletes to showcase their creativity and build an audience, LinkedIn is better for connecting directly with brands, said Jack Adler, founder of Out2Win."LinkedIn is a better platform for actually connecting with those businesses because that's where a lot of the marketers spend their time," Adler said.Oostburg and Printz told BI they've used LinkedIn to secure NIL brand deals and connect with agents or other professionals they want to work with.<h2 id="ec9fa57e-2620-4bd4-b1d2-57f61b7572b1">College athletes have used LinkedIn to get brand deals and sign with talent agents</h2>Oostburg said she landed two sponsorship deals through LinkedIn, including with the Nashville Zoo and a startup called Backhat. One of the partnerships was paid and both offered free products. She's also connected through the platform with social-media managers and business owners — and even her current agency, Raymond Representation.<div type="image" title="College athlete Sabrina Oostburg smiles and points." height="963" width="1284" msid="110279955" hostid="261"></div>Oostburg said some of her peers have laughed at her for using LinkedIn and don't see the value in it."I'm like, 'What are you guys laughing at?'"she said. "They don't see the vision of how you can use that for NIL."Printz, meanwhile, has used LinkedIn to help build his personal brand and prepare for a sports career after college. Two months ago, he posted on LinkedIn his story about gaining over 100 NIL deals and over 1 million followers across social media. He said the post opened a lot of doors for him."It kind of went a little bit viral on there and people were reaching out to me every single day just wanting to talk," said Printz.While Printz hasn't used LinkedIn to get NIL deals, like Oostburg, he found his agent through <a target="_blank" href="https://www.linkedin.com/posts/connor-printz-7a8b38180_nil-agenciesagents-i-am-looking-for-activity-7127573077353275392-e4KB/">the platform</a> while seeking NIL representation about six months ago."When I was looking for an agent, I just posted on there and had many, many people reach out," he said. "Luckily, that's how I connected with my agent."Samantha Green, who founded the Athlete Con convention and works directly with student-athletes, said she advises athletes to post about their current NIL deals and contact brands on LinkedIn for opportunities."If you think about it seriously, anybody that's a head of influencer marketing at any brand is often on LinkedIn," she told BI.Green said athletes can also make more of a name for themselves on LinkedIn than on other platforms."There are a million athletes on TikTok. There are a million athletes on Instagram. But who are the ones actually putting a business presence forward and building a brand as a professional while still being a college athlete?" Green said. "Few and far between are on LinkedIn, so you'll really stand out."<a target="_blank" href="https://www.businessinsider.com/ucla-quarterback-chase-griffin-mastered-nil-influencer-marketing-college-athlete-2023-7">Chase Griffin</a>, a UCLA quarterback who was named the 2022 NIL Male Athlete of the Year by NIL Summit and Opendorse, is also proof of the opportunities athletes can get on LinkedIn. Griffin, who's scored more than 30 NIL deals during his career, landed his first through LinkedIn. He advises any athlete in college or high school to create a LinkedIn profile because it can set them up for future success. "LinkedIn can play a huge role in making sure that you have a network vesting while you're still in college," he said. "That way, once you leave your campus, you're still tied to your network, and you've been able to put your accomplishments and accolades out in front of the companies that you're going to work for."Griffin said his LinkedIn presence has helped shape his early career, and he plans to continue building his audience and content on the platform. "If you're doing NIL or not, as a college athlete, you're also a college student," he said, "and LinkedIn is the spot to be for college students."

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