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<ul><li>The ongoing global economic contraction has trickled down to India with recruiters adopting a cautious approach to hiring.</li><li>India saw a 6 per cent drop in hiring activity (year-on-year) in October</li><li>Month-on-month job postings also saw a 5 per cent decline in the country.</li><li>Amid the slow down, jobs in automation showcased an increase (34 per cent) in hiring activity with companies maximising efficiency and productivity through tech.</li></ul>India saw a 6 per cent drop in hiring activity (year-on-year) in October, amid changing patterns in the start-up ecosystem, funding winter and fears of an upcoming recession, a report showed on Tuesday. Month-on-month job postings also saw a 5 per cent decline in the country. However, with companies ramping up internal initiatives to facilitate growth and government interventions in promising sectors, hiring projections for the coming months are expected to pick up, according to Monster Employment Index. The ongoing global economic contraction has trickled down to India with recruiters adopting a cautious approach to hiring. Amid the slow down, jobs in automation showcased an increase (34 per cent) in hiring activity with companies maximising efficiency and productivity through tech. Similarly, industries such as banking and finance and telecom did well, with technology driving innovation and growth in both sectors. Artificial intelligence and Blockchain are transforming the BFSI sector, while the onset of 5G is transforming the growth of telecom. "While macroeconomic conditions have pushed companies to adopt a watchful approach to hiring, the need for skilled talent is unlikely to ever go away. Hence, it is important that today's workforce upskill and reskill themselves on an individual and organisational level," said Sekhar Garisa, CEO, Monster.com, a Quess company. Tier 2 cities such as Coimbatore and Ahmedabad posted a marginal incline in job activity on an annual basis whereas demand fell in major metropolitan cities of India. Among tier 1 cities, hiring remained stable in Mumbai whereas metros such as Bangalore, Kolkata, Delhi-NCR and Hyderabad posted a downward trend in recruitment activities. Industries such as BPO/ITES and Media and Entertainment continued to demonstrate a declining hiring trend from the year-ago level. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/stock-market/news/four-ipos-worth-5000-crore-to-open-this-week-all-you-need-to-know/articleshow/95361401.cms">Four IPOs worth ₹5,000 crore to open this week: All you need to know</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/corporates/news/policybazaar-operator-pb-fintechs-q2-loss-narrows-to-187-crore/articleshow/95361316.cms">Policybazaar operator PB Fintech’s Q2 loss narrows to ₹187 crore</a>

India saw 6% decline in hiring in October amid funding winter: Monster report

<ul><li>Payments startup <keyword id="2777173" type="PERSON" weightage="20" keywordseo="Razorpay">Razorpay</keyword> raised investment from <keyword id="563136" type="ORGANIZATION" weightage="20" keywordseo="Sequoia-India">Sequoia India</keyword>, Ribbit Capital, Tiger Global and Y Combinator. </li><li>The startup claims to have grown by 500% last year and wants its total headcount to hit 700 by 2020 from its current number of 350. </li><li>Recently, the startup had launched payments solution in 100 currencies to help Indian MSMEs work with global businesses.</li></ul><keyword id="3321173" type="PERSON" weightage="20" keywordseo="payments-solutions">Payments solutions</keyword> startup Razorpay raised $75 million in a series C round of funding from marquee investors like Sequoia India and Ribbit Capital, along with participation from Tiger Global and Y Combinator. With the new investment, Razorpay plans to hire senior employees and take its total number of employees to 700 by 2020 from the current strength of 350. The 5-year old startup founded by IIT alums Harshil Mathur and Shashank Kumar has been growing its business rapidly and claims to have grown by 500% in the last financial year. “Our key mission is that while our partner businesses disrupt the Indian economy with new ideas, products, experiences and new jobs, we want to power their financial systems. Over 350,000 disruptors partnered with us to create the difference that we are here to make. This funding has come in at a time when fintech and banking is evolving beyond payments and lending, and we would like to change the way businesses access banking products,” said Harshil Mathur, CEO and Co-Founder, Razorpay. It is poised for more growth. The company said that its neo-banking platform and lending arm could alone contribute to 40% of its revenue by next year. In early <a href="https://www.business-standard.com/article/news-ani/razorpay-launches-digital-payment-support-for-100-currencies-119060500789_1.html">June</a>, the startup offered digital payment support for 100 currencies enabling Indian businesses to transact and accept payment from global companies. It has Indian Railways Catering and Tourism Corporation, Airtel, BookMyShow, Zomato, Swiggy as its clients. Interestingly, Razorpay was also one of the first startups to announce Employee Stock Options. According to <a href="https://economictimes.indiatimes.com/small-biz/startups/newsbuzz/tiger-global-snaps-up-razorpay-esops/articleshow/66686980.cms">reports</a>, 140 employees had used their stock options in the company to cash in money from investment firm Tiger Global in November 2018. See Also: <a href="https://www.businessinsider.in/mobikwik-is-now-in-150-countries-for-international-mobile-recharge/articleshow/69842804.cms">MobiKwik marks its global foray, enables international recharge in 150 countries</a>

Razorpay has just raised $75 million and is looking to hire 350 new people

Jobs to watch out for in 2021

Startups are growing exponentially and so is the aspirational value of working in a startup. Freshers from top engineering and management institutes consider working in a startup and not with the MNCs of the world. Seniors in management are also opening up to experiment with the roller-coaster ride of startups. 
 
While many ‘Startupreneurs’ are unfamiliar with the jargon of HR, they are pretty consistent in why someone should come and work for them. Clearly the opportunity to take part in building something new and a creative problem solving is arousing and unsettling people working in steady state companies. 
 
Since for many of the founders it is the first professional experience, they have no norm or a precedence to follow. They are seditious towards the conventional ways of managing people and that is a big differentiator. This is helping them to be innovative and fresh in their thinking of HR strategy and delivery. While large established players are cautiously questioning the relevance of bell curves, the startups have no legacy and easily adopt new practices to get the best from talent. 
 
The biggest future challenge they need to watch out for is how will they sustain this as the teams gets larger, growth explodes in multiple cities, equity becomes sparse and investors get more real with their demands; how will they continue to thrive on the startup culture, which has been their biggest value proposition so far? 
 Here are a few observations from my experience of working with several <keyword id="2023759" type="UNKNOWN" weightage="20" keywordseo="startups-in-India">startups in India</keyword>: 
 
What type of energy are you putting out? You attract a mirror image of the energy you give out, so when you complain about attracting the wrong person, you have to thank those people for shedding light on something you may need to change about yourself. It’s about the questions you are asking. It’s about shifting from, “what do you do in your current job” to “what is your biggest passion in life”; from “what is your compensation” to “how do you define growth and success”. It has to be purpose driven, inspired by long term value creation, the pride of building something that does not exist. 
 
Change the focus from “compensation &amp; benefits” to “compensation &amp; experience”. While the money part is important, it is rarely a differentiator in the long term. Every startup will have to respond to “what’s in it for the employee” question. It has to distinguish the organization’s value proposition. This is the shared intent that needs to be established before you start hiring beyond the founding team. Think about what parts will remain consistent as you grow from a ten member team to a thousand member team. People don’t come to work calculating the value of their equity every day - if that is the case then you are setting a dangerous culture. 
 
Diversity needs to be your biggest advantage. Your employees need to reflect the diversity of your customer base, rather than simply mirroring the personality type of the business founders. To build a successful business, begin by understanding the personalities and personas of your customers. Corporate culture needs to value respectful debate, conflicting voices and differing perspectives. Employees who take the initiative, challenge the status quo and collaborate to get the work done are your rockstars. 
 
Stay small in your head. There is a fundamental difference between an “Owner” and a “Founder”. Your biggest pull is the fact that you are a startup. Preserve that as you grow big. Most organizations tend to become cautious and risk averse as they grow and lean on the conventional wisdom to solving problem. 
 
Running a startup is a marathon and not a sprint. The startupreneurs, with their spirit and risk taking ability, are inspiring us and making us chronically optimistic about the future of India. We need to make sure that we build our ventures to grow into the large caps of today and not just get them ready for a great valuation and an eventual buy out. How you invest in people capability and culture will be one of the important things that will make this journey more rewarding and long lasting. 
 
(The article has been authored by Sandeep Chaudhary, CEO, Aon Hewitt) 
(Image: Thinkstock)

Dear startuprenuers, make your talent count

Smaller firms are keeping a hawk’s eye on layoffs in bigger players. The <keyword id="44572" type="UNKNOWN" weightage="20" keywordseo="cost-cutting">cost cutting</keyword> and layoffs in bigger tech startups are working in favour of smaller ones. 
 
Executives at senior levels, who are forced to exit bigger companies, are being hired by fresh startups. 
 
"Once we got to know that a Mumbai-based company would be resizing their staff, we parked four of our tech architects and the HR (human resource) at Mumbai for two days for back-to-back interviews. That was very fruitful as we will be onboarding a senior product lead and an analytics person soon," Manish Chopra, co-founder of deal discovery firm Little, told ET. 
 
With this move, smaller firms get experts in their team and can focus more on moving ahead, instead of trial and error. 
 
"On an average, each founder I have spoken to has recommended three to four employees. It is the humane thing to do when the company is unable to raise funds or is looking to resize its employee base," Pranav Goel, co-founder at mini-truck aggregator The Porter, told ET. 
 
When talking about salaries, small startups have higher packages as well and also give stock options. 
 
(Image: Thinkstock)

Someone’s loss is someone’s gain. These startups are proving so

After spending hours on internet, scanning through social media, writing emails and recruiting for different startups, founders of hiring startup ‘Belong’ concluded that top coders or product managers rarely apply for jobs. 
 
Vijay Sharma and Sudheendra Chilappagari said that most recruitments at these levels happen through connections or referrals, making it tough for employers to find great talent buried a few levels inside a company. 
 
The two have helped hire people for startups including Exotel, Practo and Instamojo in their earlier jobs. They have now focussed on their know-how into a hiring company that uses big data and rules to tell which gifted programmer is likely to move jobs or which manager is bored of the job. 
 
Belong not only matches skills but also checks if a potential hire can culturally fit in. 
 
"People leave a lot about themselves online. That helps us match a potential employee and the culture of the organisation," Sharma, who has so far bootstrapped the company to a 35-member team told Economic Times. 
 
The financial daily reported that the Bengaluru-based Belong analyses internet data and crumbs of information left on social media by potential hires to help companies identify candidates with high degree of precision. 
 
"People do skill matching all the time. But what really makes an employee stick is the culture," added Sharma, who has been in stealth mode since leaving Exotel last year. 
 
Many startups these days believe in hiring smart people and then figuring out a role for them, especially at senior levels. Mostly, these people might not be actively looking for jobs. 
 
"People have joined us from various industries like FMCG and telecom, and you don't see a direct fit most of the times," Saurabh Sengupta, who heads recruitment at Zomato, told ET, adding, “the deal maker is if they are like-minded. We are taking a lot of bets on people and not on resumes.” 
 
Belong, which was earlier known as Dataemo, has more than 15 paying customers including fast-growing companies such as Ola Cabs, Xiaomi, Snapdeal, Zivame and Akosha. 
 
It profiles companies and potential hires based on various factors including the state from which they are, whether they are parents or is the engineering team low on women coders. 
 
"Some people might even come to you and say we need ex-Army men in our operations team," said Sharma. 
 
Sharma told the financial daily that using Belong, recruiters have rolled out over 100 offers in the past nine months, typically for senior engineering and product roles. 
 
"We saw many of our friends, startup founders and others always saying, 'I would like to work with people I will enjoy working with and make an impact'. We are meant to belong, especially somewhere, where we spend 70% of our lifetime working," Sharma said. 
 
(Image: Thinkstock)

Here’s why it is important to list your skills carefully on the internet, if you’re looking for a job

<ul><li>Global startups and young companies in the US, Germany, and Southeast Asia — including Dubai, Indonesia, Singapore — are reportedly ramping up the hiring of Indian techies, wooing them with professional exposure and salary hikes. </li><li>Global startups including GrabTaxi, Go-Jek, Delivery Hero are hiring Indian engineers. </li><li>Skills that global startups are looking for include data science, Stack development and project management.</li></ul>As<a href="https://www.businessinsider.in/hiring-tcs-infosys-wipro-and-others-up-12-months-in-a-row/articleshow/69019342.cms"> IT hiring picks up</a> in India, even global startups appear to be eyeing Indian talent for mid-level and senior-level hires. While tightened visa norms have largely affected Indian workforce overseas, global startups and young companies in the US, Germany, and Southeast Asia — including Dubai, Indonesia, Singapore — are ramping up the <a href="https://timesofindia.indiatimes.com/trend-tracking/global-startups-rope-in-indian-engineers/articleshow/69104600.cms">hirings Indian techies </a>wooing them with professional exposure and salary hikes. Global startups including GrabTaxi, Go-Jek, Delivery Hero are hiring Indian engineers skilled in data science, Stack development and project management, Times of India <a href="https://indianexpress.com/article/india/yeti-footprints-indian-army-tweets-these-pictures-as-evidence-5701837/?pfrom=HP">reported.</a> Calling Indian engineers as a premium talent, Adithya Venkatesan, marketing specialist in Go-Jek tech reportedly told TOI “The engineers that we have hired have sound knowledge in programming languages like Clojure, Ruby and Golang and the process takes three weeks at minimum.” These young companies in the US have been open to hiring freshers as well, despite stricter <a href="https://www.businessinsider.in/us-immigration-denial-of-h1-b-visas-raises-legal-questions/articleshow/68844794.cms">visa rules</a>. While some startups are looking to establish their offices in India to expand globally, several companies are hiring Indians for offshore locations. However, for the experienced positions, the average salary hikes offered by the companies is reportedly 15%-20%. According an Indian firm tracking hiring cycles, Skillenza, “These are the startups that are looking to ramp up their team after sealing a series-B or -C round so they have enough bandwidth to look outside their market for talent. They are on the lookout for people with 3-10 years of experience,” Times of India <a href="https://timesofindia.indiatimes.com/trend-tracking/global-startups-rope-in-indian-engineers/articleshow/69104600.cms">reported</a> citing its co-founder Subhendu Panigrahi. Domestic demand India is the world's third largest startup ecosystem after the US and the UK. Given the growth in hiring by startups, Indian startups have been offering strikingly impressive salaries for the top-level roles. Over 8,000 tech startups in India are looking to hire IT talent and it will last for the next 18 months, according to <a href="https://www.moneycontrol.com/news/business/it-hiring-picks-up-domestic-demand-and-startups-key-drivers-3877501.html">TeamLease</a>. Indian unicorns — Oyo, Zomato, Swiggy — have been the key employers across sectors for top roles. According to a recent <a href="https://www.timesnownews.com/business-economy/industry/article/oyo-zomato-swiggy-on-hiring-spree-offer-average-salary-of-over-rs-60-lakh-for-top-level-recruits/409196">report</a>, the unicorns -- who have also set eyes globally — have hired nearly 214 people with an average salary of ₹6 million, annually. In fact, food delivery platform Swiggy is presently looking for experienced tech candidates for data science, machine learning and artificial intelligence in order to build their business and expand in the delivery space. See also: <a href="https://www.businessinsider.in/here-are-the-25-most-popular-workplaces-in-india-according-to-linkedin/articleshow/68704338.cms">Here are the 25 most popular workplaces in India, according to LinkedIn</a> <a href="https://www.businessinsider.in/swiggy-delivery-does-1-5-million-orders-on-cycles-pilots-use-of-electric-vehicles/articleshow/69094004.cms">Swiggy rides the green wave, delivers 1.5 million orders on cycles; electric vehicles are next</a>

These global startups are reportedly on a hiring spree for Indian talent

<ul><li><keyword id="1836134" type="COMPANY" weightage="20" keywordseo="Icertis">Icertis</keyword>, which caters to the likes of <keyword id="6354427" type="ORGANIZATION" weightage="20" keywordseo="apple">Apple</keyword>, Airbus, <keyword id="10387" type="CITY" weightage="20" keywordseo="Microsoft">Microsoft</keyword> and Best Buy, plans to increase its headcount by 30% to 40% in 2021. </li><li>Most of this hiring will be done for engineering and sales. </li><li>The uptake of employees comes as Icertis’ looks to move beyond its enterprise clients and focus on the mid-market segment. </li></ul>Icertis, the billion-dollar unicorn based out of Pune in India, which manages contracts for bigwigs like Apple, Airbus, Microsoft and Best Buy has plans to increase its headcount by at least 30% in 2021. Over the last year, the company has added over 300 employees globally, with at least 50 being hired from Indian campuses. Before 2020 comes to an end, Icertis intends to add another 200 employees to its <a href="https://www.owler.com/company/icertis#:~:text=Icertis%20has%201%2C300%20employees%20and,among%20it's%20top%2010%20competitors.">1,300-strong</a> headcount. “We’ll continue to hire aggressively to support our growth and expect to increase our headcount 30% to 40% in the next year,” co-founder and chief technology officer (CTO) of Icertis, Monish Darda, told Business Insider in an exclusive interview. This means onboarding at least 450 new faces in 2021. The development at a time when the startup has plan to shift its focus on bringing more mid-market customers. The challenge there is that it takes at least 10 to 15 clients from that segment to bring the same amount of revenue as an enterprise client. Software companies need to sell For those who aren’t familiar with Icertis, the startup used artificial intelligence (AI) and machine learning (ML) to manage contracts on the cloud. Rather than keep track of compliance or payments on paper, everything is managed automatically by the company’s <keyword id="10399864" type="UNKNOWN" weightage="20" keywordseo="contract-intelligence">contract intelligence</keyword> software-as-a-service (SaaS). And, as a SaaS company, Darda believes being able to sell your product is a necessity for growth. “If you cannot sell, that’s the end of the company when you’re smaller… The ability to sell is critical for any company especially for an enterprise Saas company which is dependent on companies renewing every year — it’s not a perpetual license,” he explained. On the hunt for hunters and farmers According to Darda, there are two types of salespeople — hunters and farmers. Hunters go out and convince the customer to buy new software like Icertis. Farmers, on the other hand, reach out to clients that already have Icertis and grow the business by uncovering new ways and new value for the customer. “When we hire, we hire at different levels. Experienced people for large accounts and people who may be capable of doing that a mid-level. This allows you to expand that pyramid and sell better,” explained Darda. Former Airbus and BMW procurement honcho <a href="https://www.prnewswire.com/news-releases/icertis-adds-former-airbus-and-bmw-chief-procurement-officer-dr-klaus-richter-to-board-of-advisors-301178658.html">Klaus Richter</a>, for instance, has recently joined Icertis’ advisory board and can be profiled as a hunter. “He brings in a lot of raw experience into the company in how to cater to large deals,” according to Darda. The freshers come in on the analytics side of sales. Their role is to rummage through raw data to figure out how sales are performing and what lies ahead to improve the efficiency of sales. Cloud development is a skill that you have or don’t Sales can help you expand your business but you need engineers to stay ahead of the competition. When Darda first joined Icertis, the first line of code he wrote was on Azure. And, the entire company is built on the cloud. According to him, cloud development is a skill that people have or don’t have. Candidates need to be able to think ten steps ahead and be proficient at what’s called ‘defensive programming’. “How do you think about a problem and how do you solve a problem? Do you take care of what will happen under five different scenarios,” he explained. And, since Icertis is a contract ‘intelligence’ company the value of having the basic computer skills to navigate the Microsoft Stack and the AI/ML stack, which consists of languages like R and Python, is a bare necessity. Icertis was among the <a href="https://economictimes.indiatimes.com/jobs/iit-roorkee-receives-7-international-offers-until-day-3-of-placement/articleshow/79547532.cms">seven international companies</a> to dole out a placement offer at IIT Roorkee. And, the secret sauce to getting selected — more than the clout of being good at coding — is ‘elasticity’. “The most important aspect that we look for is elasticity — how can people learn, especially when we’re hiring young people fresh out of college with very little industry experience,” said Darda. SEE ALSO: <a href="https://www.businessinsider.in/business/corporates/news/tata-group-company-voltas-is-telling-analysts-that-it-may-hike-ac-prices-by-3-4-to-cover-rising-input-costs/articleshow/79624340.cms">Voltas is telling analysts that it may hike AC prices by 3-4% to cover rising input costs</a> <a href="https://www.businessinsider.in/science/environment/news/mount-everest-taller-by-2-8-feet-as-nepal-and-china-set-aside-their-differences/articleshow/79622601.cms">Mount Everest is 2.8 feet taller as China and Nepal finally agree on the height of the world's highest peak</a>

EXCLUSIVE: This Indian unicorn helping Google, Microsoft and Apple manage their contracts is hiring⁠— it needs techies as well as people in sales

<ul><li>Riding on the tech and digital wave, startups in India are hiring for technical roles. </li><li>Check out the new jobs listed at Jio, Unacademy, Icertis, Freshworks, and more. </li><li>Check out all the news and headlines at <a href="https://www.businessinsider.in/">Business Insider.</a></li></ul>As the Indian startup ecosystem recovers rapidly from the COVID-19 pandemic, hirings are in full swing. With a focus on digital transformation and growing technological progress, startups in India are hiring for technical roles. According to Naukri.com’s hiring activity report from November, the top searched keywords on the Naukri platform are Java Developer, Manual Testing and Business Analyst. Meanwhile, the top cities in recruitment mode are Bengaluru (22%), Delhi (13%), Hyderabad (9%), Pune (9%) and Chennai (7%). Here’s a look at some of the interesting jobs listed in the startup sector Unacademy is hiring in full swing, from Senior Product Manager to Analyst for Consumer Insights Indian edtech unicorn Unacademy has multiple job listings open on LinkedIn. The startup, which is riding on the edtech wave in India, is looking to fill multiple roles like Senior Product Manager, Senior Executive - Consumer Insights, Lead - Product Security, Manager Taxation, among others. You can find the job listings and requirements <a href="https://www.linkedin.com/company/unacademy/jobs/">here</a>. Jio’s tech hiring is on Reliance Jio is hiring for multiple technology-driven roles. The digital platform is hiring across its Mumbai and Hyderabad offices for roles like Senior Data Scientist, Big Data Developer, Cloud Solution Architect, Senior Compliance Officer, among others. You can take a look at the listings and requirements <a href="https://www.linkedin.com/company/jio/jobs/">here</a> GPT-3 developers needed Top venture capitalist firm Lightspeed Partners’ India’s partner Hemant Mohapatra posted a rather interesting job requirement on Thursday morning. The VC posted a requirement for GPT-3 developers on Twitter. <div type="twitter" handle="MohapatraHemant" handlename="Hemant Mohapatra" image="http://pbs.twimg.com/profile_images/1259870866365693953/SenCprAA_normal.jpg" favoritecount="15" retweetcount="7" status="Looking for GPT-3 devs for technical lead roles - please DM if you are one / know someone. Remote OK! 🙏" createdat="1608175702000" id="1339412090717519873"></div> GPT-3 is Generative Pre-trained Transformer 3, the latest tech trend which has taken over the world. GPT-3 is an autoregressive language model that produces human-like text by using deep learning. Freshworks has multiple tech and non-tech openings Indian SaaS giant Freshworks has multiple openings listed across its US and India offices. The startup is looking for Product Managers, Engagement Managers, Community Marketing Specialists, Business Analysts and more. The startup is also looking to hire interns. You can check out all the openings <a href="https://www.linkedin.com/company/freshworks-inc/jobs/">here.</a> Icertis is looking to hire for tech and sales Another Indian <a href="https://www.businessinsider.in/careers/news/icertis-helps-google-microsoft-and-apple-manage-their-contracts-is-hiring-for-techies-and-people-in-sales/articleshow/79640659.cms">SaaS unicorn Icertis </a>is hiring for multiple roles. The startup has openings for roles like Chief Alliance Officer, Director - Customer Advocacy, Senior Director - Product Manager, UX Architect and more. The startup is looking to hire for its India and US offices. You can check out the job listings <a href="https://www.linkedin.com/company/icertis/jobs/">here</a>. SEE ALSO: <a href="https://www.businessinsider.in/business/news/india-has-a-hot-new-debate-on-its-plate-should-the-likes-of-burger-king-kfc-and-mcdonalds-menus-mention-calories/articleshow/79771040.cms">India has a hot new debate on its plate: Should the likes of Burger King, KFC and McDonald’s menus mention calories?</a>

From Unacademy to Jio and Freshworks – check out the hot new tech job openings in India

A report from TeamLease has said that e-commerce and <keyword id="1532447" type="UNKNOWN" weightage="100" keywordseo="tech-start-ups">tech start-ups</keyword> in India will most likely dominate the hiring landscape in the coming months, with a 23.6% growth in jobs during April to September. 
 
The report, titled TeamLease Employment Outlook Report, says that the increase in consumer spending and the renewed focus on market expansion is going to have a positive impact on hiring process across metros and Tier I cities. 
 
However, because of the Make In india initiative not leaving the desired response, manufacturing &amp; engineering and infrastructure are the areas which would bear the brunt. 
 
Talking of the blue collar jobs, they are likely to benefit substantially from the net positive sentiment, along with sales and IT sector. 
The study covered nine key industry verticals in India: FMCG, manufacturing &amp; engineering, BFSI, telecommunication, pharma &amp; healthcare, IT, retail and e-commerce &amp; technology start-ups, and eight cities were surveyed for the results. 
 
<a href="http://thepeninsulaqatar.com/images/e-commerce.jpg">Image source</a>

E-commerce and tech start-ups will hire the most in the coming months, suggests reports

<a href="http://www1.businessinsider.in/searchresult.cms?query=recruitment&amp;sortorder=effectivedate">Recruitment</a> in Indian <a href="http://www1.businessinsider.in/searchresult.cms?query=startups&amp;sortorder=effectivedate">startups </a>has slowed down as the businesses are concentrating more on securing funds, posting profits and scaling up operations. 
 
The hiring has dropped by 10-50% in many of the startups, even as <a href="http://www1.businessinsider.in/searchresult.cms?query=talent&amp;sortorder=effectivedate">talent</a> influx is on the rise. 
 
Recruitment in logistics, grocery and food delivery companies have slowed down and many employees are also being fired. 
 
"We were getting about 100 requisitions a month from startups for senior and midlevel hiring 12 months ago. Today, we get a maximum of 30-40,” Joseph Devasia, managing director for India at Antal International, which works with more than 50 startups, told ET. 
 
"With investors now asking companies to focus on profits and cut down on spends, hiring managers are more cautious,” Thammaiah BN, managing director at Kelly Services, told ET. 
 
Meanwhile, even as various startups want to hire senior level executives to enhance operations, the plan gets scrapped during the board meetings. 
 
Recently,<a href="http://www1.businessinsider.in/searchresult.cms?query=snapdeal&amp;sortorder=effectivedate"> Snapdeal</a> handed over pink slips to employees in a bid to rationalise its operations. 
 
Amid the hiring gloom, one of the sectors which is flourishing is<a href="http://www1.businessinsider.in/searchresult.cms?query=fintech+startups&amp;sortorder=effectivedate"> fintech</a>. The financial-technology startups are hiring due to India’s digital economy push. 
 
"We are seeing more open positions in startups in the financial technology services sector post demonetisation across all three levels- senior, mid and entry,” Rituparna Chakraborty, cofounder of staffing firm TeamLease Services, told ET, adding “these companies are expanding aggressively and job requirements have almost tripled.”

Talent influx is on the rise but there are less takers; recruitment in startups drops by 50%

The Indian start-up wave has come down to a slower pace, as evident from the hiring trends of several start-ups. To name one, Flipkart has deferred the joining dates of recruits from <a href="http://www.businessinsider.in/Students-of-IIM-A-are-helping-this-Gujarat-village-market-toilets-to-tribals-villagers/articleshow/51852988.cms">IIM-A</a>, proving that something is not right in the start-up arena. 
 
There was a time when everyone wanted to join start-ups via placements that were also very enthusiastic about hiring fresh talent. However, most start-ups have now started either <a href="http://www.businessinsider.in/IIM-A-has-written-a-strongly-worded-letter-to-Flipkart-after-it-defers-joining-dates-of-recruits/articleshow/52430050.cms">withdrawing their job offers </a>or marking down the salaries offered in the first place. 
 
Also read: <a href="http://www.businessinsider.in/Read-the-Curt-email-IIM-A-sent-Flipkart-about-bad-hiring-policies/articleshow/52431557.cms">Read the Curt email IIM-A sent Flipkart about bad hiring policies</a> 
 
During the November-January placement season, start-up hiring had surged because these emerging businesses were competing to recruit the best talent; however, now the investors have tightened their money bags, hinting that these start-ups have to focus on profitability and paring costs rather than talent acquisition. 
 
Also read: <a href="http://www.businessinsider.in/Indian-B-schools-students/articleshow/52011295.cms">More than 90% students from Indian B-schools earn less than an average peon, study reveals</a> 
 
Two of India's most valuable internet companies, Ola and Snapdeal, didn’t even attend the campus placements session this academic year, which was shocking to many, given that a few months back, leading start-ups had partnered with <a href="http://www.businessinsider.in/Vijay-Mallya-debt-fiasco-comes-to-some-good-use-for-Indian-business-schools/articleshow/51496588.cms">top engineering schools</a> for top slots at campus placements, asking them to be prioritised over global technology giants such as Google. 
 
"While one startup withdrew offers given to six students, a few others are saying they will come up with later joining dates as some businesses they had hired for are not doing well," said Ayush Lakhotia, placement coordinator at IIT Bombay. "There is a lot of suspicion and concern among students this time when it comes to startups," he added. 
 
Also read: <a href="http://www.businessinsider.in/B-school-students-are-believing-in-Indias-growth-story-and-taking-up-less-offers-overseas/articleshow/51454136.cms">B-school students are believing in India’s growth story and taking up less offers overseas</a> 
 
Other than delaying joining dates, start-ups have also started to 'correct' the salaries offered to students, notifying them of the same in the final offer letters. 
 
<a href="http://cdn3.benzinga.com/files/imagecache/1024x768xUP/images/story/2012/shutterstock_84623416.jpg">Image source</a>

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