Startup Funding: Everything You NEED To Know About Angel, Seed, Series A, B, C, & D Funding, and Private Equity

Once you have a registered startup, the first thing to do is look for is Startup funding. While many founders have amazing startup ideas, it can be hard to get funding from VC firms instantly. The primary source of funding there startup for anyone is either their own money or loans taken from their friends and family.
startup funding sources
Shortly after starting off and building your prototype, you’re going to need more money. Where will you find it? This is when you start looking for funding. There are multiple stages of funding that every startup goes through. I’m going to tell you about four of these – angel investors, seed funding, venture capitals, and private equites for funding your startup.

What are Angel Investors?

angel investors
Long story short, an angel investor is typically an individual with a lot of money who wants to invest in your business in exchange for equity.
In detail, angel investors are wealthy individuals looking to invest in early-stage startups that have a strong base or idea in exchange for a share of the equity. These investors look for a working prototype or a defined model in place, a strategically prepared business plan, the founder’s dedication towards the company, to name a few things.
Angel investors usually only fill in the gap between self-funding and raising a round of series fundings. The amount invested by angel investors can be anywhere between only a few thousand dollars to a couple of million dollars. As these are individuals investing their own money, be prepared to answer a series of questions that hit very close to home. Raising funds from private investors is just as hard as raising funds from a venture capital firm. Companies showing a great potential for growth are ideal for angel investments. This potential can be measured via the willingness of people to pay for your product/services. A business that seems to be generating some sort of revenue is more likely to raise funding and a higher amount of funding for that matter. Angel investors are also interested in investing in startups with brilliant ideas and great team members.
For a list of angel investors, visit here.

What is Seed Funding?

seed funding
Seed funding is the earliest form of funding received by a startup. When a startup is looking for initial funding, the primary source of seed funding is personal investments by the founder. His/her family and friends, or angel investors. During this stage of funding, founders are usually still building the prototype of their model. There’s no actual source of income or profits, so companies survive on the seed capital only.
The amount invested at this stage is still very low as compared to others as this is only the basic capital needed to start your business. Investors expect a share of the equity in exchange for their investments. Usually, these funds are only used for market research and is useful till a startup finds venture capitals to invest in their business.

Venture Capital

What is Series A funding?
Series A funding is where a venture capital first gets involved. The funding raised in this series could be any single digit million dollar amount and there’s a slight chance it could go up to 15 million dollars. Being a venture capital firm that’s dedicated to investing in profitable companies with a growing customer base, the amount of funding raised is generally a lot higher as compared to that by an angel investor.
This stage of funding is where the first preferred stock is offered to external investors. The aim of raising Series A funding, apart from expanding your business, is also paying the salaries of all current employees. This opportunity can be used to dip your toes into different markets and expand. A crucial stage, this round of funding should be utilized in building a plan for long-term profit generation.

What is Series B funding?

After having utilized the previous round of funding in building a business plan for long-term profit and having your product available in the market for sale, it’s time for another round of funding. Series B funding is where businesses have access to a much greater amount of funding as compared to the previous funding. At this stage, it’s time to stop generating a decent amount of revenue and time to start making serious profits. Since the product is already out there and a business plan is in place, reaching this stage of funding means the risk of investment is lesser.
With series B funding, companies can expand their employee base and build a stronger team so as to expand in different markets and take the business to another level. Although the risk of investment is lower, the amount is higher. And this is why at this stage, companies are put to the test; reports are analyzed, businesses are dissected to reveal any sort of flaw in the plans or chances of a downfall.
venture capital funds

What is Series C funding?

During series C funding, investors are more interested in companies that are already successful in business. Companies go for this round of funding when they’re looking to expand to other markets or preparing for acquisitions. This is usually the stage after which companies have their first Initial Public Offering (IPO).
Amounts raised in series C funding stage could go up to hundreds of millions.
What is Series D funding?
If a company decides to not go public and stay private for a longer time, they opt for series D. A company reaching this stage of funding could have three scenarios –
– They’re holding on by a thread
– They’re doing extremely well in business
– They’ve chosen to stay private till they’re in a better condition for an IPO
Companies these days choose to go for rounds of fundings with smaller amounts instead of one big investment.
A list of the top 50+ venture capital firms is available here.

Private Equity

private equity
Private equity investments are made in companies that have not gone public yet. P.E firms invest huge sums of money with the aim of acquiring a good position with control in the company. Firms get their return on investments commonly when these companies have their Initial Public Offering. They also get their returns via mergers with other companies or when the company is acquired by another company.
If you want to expand your team and are looking to hire, give us a call at +91 87674 27427 or drop us an email at buzz {@] sutrahr.com anytime and we’ll get back to you!
If you want to work at an amazing startup, send us your resume at hiring {@] sutrahr.com or give us a call at +91 77188 73526 now.
Disclaimer: This is a generalized list. This list is based on the most common types of funding that startups receive. There will also be certain exceptions to the rule and a few might skip certain stages. For eg. These days we’ve also seen many pre-series A funded startups coming up.
In case you know any new patterns in startup funding, please let us know in the comment section below 🙂


Top 30 Startups in Dubai

Dubai has witnessed a significant increase in the number of startups these past few years. With the Middle East startup ecosystem growing at such a rapid pace, SutraHR, in association with Betaout, decided to list the top 30 startups in Dubai. Dubai has made immense progress in every field. And these startups have surely contributed with their unique ideas and concepts.

Top 30 Startups in Dubai
Top 30 Startups in Dubai

Here’s a list of the 30 top startups in Dubai presented by SutraHR in association with Betaout:

1) Namshi

Founders – Faraz Khalid, Hisham Zarka, Hosam Arab.
namshi top startup in dubai
Namshi is an online retail store based in Dubai. They cater to a crowd of 20-somethings with a fresh taste in fashion. Their clothes are designed for an aesthetically pleasing look with the latest trends in apparel.

2) Careem

Founder – Mudassir Sheikha.
Careem is an app-based chauffeur driven cab booking service available in Dubai and other Emirates. Careem offers multiple payment methods including cash. They’re available 24*7 and customers can choose to book a cab immediately or prebook a cab for later.

3) InternsME

Founders – Jean-Michel Gauthier, Elizabeth Zeibari.
internsme dubai startup
InternsME is an online video resume career portal for internships and entry-level jobs. They mainly focus on undergraduates and fresh graduates. This startup helps you filter and find relevant internships/entry-level jobs without having to compete with experienced job-hunters.

4) Bayzat

Founder – Talal Bayaa.
bayzat dubai startup
Bayzat is an online medical insurance startup based in Dubai. Users can compare different health insurance policies and buy them based on their preferences to use in the future.

Also read Top 100 startups in India for 2017

5) BitOasis

Founders – Ola Doudin, Daniel Robenek.
bitoasis startup in dubai
BitOasis is a leading bitcoin wallet and exchange in the Middle East. They also have an iOS app available. Users can send coins via Facebook Messenger too.

6) CamelShip

Founders – Fares Nimri, Sari Issa.
camelship top startup in dubai
CamelShip is a website for comparing prices and booking parcel/courier deliveries at discounted rates. They’re partners with Aramex, Skynet, and Parzel. Customers can ship to any country across the globe.

7) Fittpass

Founder – Faisel Bashir, Heba El Daleel.
fittpass top dubai startup
Fittpass is a unique startup to stay fit wherever you are, with any type of workout of your choice, at your convenience. You can look for facilities around you, select the type of pass you want (daily or membership), and voila!

8) Nutrition Souq

Founder – Damian Brennan.
nutrition souq startup in dubai
Nutrition Souq is an online health and fitness store. They have weight loss products, protein bars, sport supplements and much more available for purchase. Nutrition Souq is heaven for fitness freaks in Dubai.

9) Melltoo

Founder – Morad Irsane, Sharene Lee.
melltoo top startup in dubai
Melltoo is an online service that helps people buy and sell preowned products. You can list your ad online for free. Melltoo has an Android and iOS app available for download. You can purchase anything from cars to electronics to fashion.

10) Laundrybox

Founder – Bader Al Kalooti.
laundrybox dubai startup
Laundrybox is a local 24/7 hassle free laundry service. You can apply online, at their locker kiosk, or use their mobile app. Once you drop off your laundry, Laundrybox picks it up the next day and delivers your clean laundry on the same day.

Aslo Read: Top Startups in Dubai 2020

11) Tarifah

Founder – Ismail Issa.
tarifah startup in dubai
Tarifah is an app-based customer engagement platform. This Dubai-based startup provides personalized tools to engage and acquire customers; it also provides personalized offers to customers based on their location.

12) Kanari

Founder – Edmond Husseini, Subhi Farah.
kanari top startup in dubai
Kanari is a cloud-based service that helps brands manage their customer feedback across all digital platforms. This Dubai-based startup uses mobile surveys and analytics to help their clients measure customer satisfaction.

13) Durise

Founder – Waleed Esbaitah.
durise top startup in dubai
Durise is Middle East’s first crowdfunded real estate company. Investors can invest on their own terms in selective developments and earn a passive income.

14) ClassDive

Founder – Avin Shahani.
classdive startup in dubai
ClassDive is a great way to stay fit without getting bored. Members can keep switching up their gyms and workout activities as they please. You can visit a studio thrice every month.


Founder – Rashid Alabbar.
sivvi top dubai startup
Sivvi is Dubai’s ultimate online fashion destination. They also have an app available to download on iOS and Android in the app store. Sivvi covers all categories from clothing to footwear, jewellery to sportswear, from bags to accessories for men as well as women.

16) Deliveroo

Founder – William Shu, Greg Orlowski.
deliveroo top dubai startup
Deliveroo is an app for ordering takeaway food from high-end restaurants around you. They quickly deliver the food to your home, office, or whichever address you provide.

17) Kitabox

Founder – Charlotte Perret.
kitabox top startup in dubai
Kitabox is an ingenious new startup aimed at making children avid readers from a very young age. They offer quarterly/half-yearly/annual subscriptions for receiving interesting books and fun surprises every month.

Also Read: Free Zones in UAE For Startups

18) Lunch ON

Founder – Mohammad Al Zaben, Dana Baki.
lunch on dubai startup
This Dubai-based startup is for the office-goers. Lunch ON handles your lunchtime woes so you can be free from those daily hassles. They send you a daily changing menu from nearby restaurants, all you need to do is book your order.

19) Souq

Founder – Ronaldo Mouchawar.
souq top startup in dubai
Souq is your one-stop solution to all your shopping needs in Dubai. From beauty to eyewear, apparel to innerwear, electronics to home appliances – you name it, they have it!


Founder – Ahmad Khamis.
bloovo top dubai startup
Bloovo is an online job portal. Users can look up job openings based on their specific positions and locations. Companies can also look up job hunters on the website. This startup also provides a free trial.

21) Eventtus

Founder – Mai Medhat, Nihal Fares.
eventtus startup in dubai
Eventtus is a networking app to find the best social events happening around you. You can stay up to date with all the events by receiving live announcements. Have a happening life!

22) Mumzworld

Founders – Mona Ataya, Bader Ataya, Michael Ghandour.
mumzworld dubai startup
Mumzworld is an online store for parents to meet all their childcare needs. From a nappy for your newborn to toys for your child, this UAE-based startup has it all. Mumzworld is the answer to all your motherhood needs.

23) Compareit4me

Founders – Jon Richards, Samer Chehab.
compareit4me dubai startup
Compareit4me is an online website to search and compare personal loans, travel insurance, credit cards, car loans and much more.

24) Brndstr

Founder – Simon Hudson, Hicham Elzabadani.
brndstr top dubai startup
Brndstr is a tech and content marketing platform. They offer innovative tech solutions to brands and their engineers also develop the technology for your brand.

25) JadoPado

Founder – Omar Kassim.
jadopado startup in dubai
JadoPado is an e-commerce initiative to help people buy and sell their new or preused products. You can purchase anything from beauty to electronics to fashion.

26) pixelbug

Founder – Dany El Eid.
pixelbug startup in dubai
Pixelbug is a technology startup providing an augmented reality/virtual reality edutainment app. They cater to millennials and post-millennials.

27) Vidium

Founder – Khalid Al-Jaaidi, Heloise Andrade.
vidium dubai startup
Vidium is a team of imaginative animators, writers, and videographers from different sectors of the multimedia industry. They create broadcast commercials, educational, marketing, and tutorial videos to name a few.


Founder – Ravi Bhusari, Derv Rao, Brian Sigafoos.
duplays startup in dubai
Duplays is a Dubai-based sport and social club. They’re one of the largest social and sports clubs in the world. They aim to connect people over sports and help them socialize in a fun way.

29) Fetchr

Founder – Idriss Al Rifai.
fetchr top startup in dubai
This UAE-based startup is your personal pickup and drop service, but for your goods. Forgot your files at home? Left your keys at work? Fetchr will fetch it for you! They’ll also collect and deliver cash in case you want to buy or sell stuff.

30) Presella

Founder – Louay Al Kadri, Ali Koubaissy, Walid Singer, Karim Muhtar.
presella top startup in dubai
Presella is an e-ticketing platform for event organizers/managers. Users can plan events and choose to set up minimum ticket sale goals to be promoted on the website. People can look up events happening nearby and purchase tickets online.
If you’re looking to hire for your startup, call us at +91 771 887 3526 or drop a mail to buzz {at) sutrahr.com for the best startup hiring experience.
We have listed out the startups based on:
Traction: How well these top Dubai startups are receiving a market validation for its business model. Basically, how well the consumers are taking to the product/service.
Potential Market: How big is the market share for the respective product/service. Will the product be welcomed with wide arms in the market or will it be just another not-so-great product.
Pedigree of the Team: The background and professional credentials of the startup’s team members. Many of these listed startups are alumni of prestigious institutes and past employees of multinational companies as well as professionals with a rich experience in the field.
Scalability: Even if the initial idea of the product/service is extraordinary, is there a chance for the business to grow? These startups have shown great potential and many have also received funding, while others are not so far behind in line.
Execution: Ideas are easy. It’s the execution of ideas that really separates the men from the boys. A really great team finds its happiness in execution because it is more likely to succeed than one which focuses just on ideas.
Disclaimer: This post is sponsored by Betaout
The Betaout platform is an all-in-one E-commerce and B2C marketing software that lets e-commerce companies engage with their customers in a highly personalised way by email, on-site engagement, SMS, mobile and browser push, cart recovery and facebook retargeting too.
Betaout’s software builds user intelligence by analysing the users, their transactional data, behavioural data, social data, and also intent data, hence building a unified user profile. This becomes a powerful tool for big data driven decision making for marketing campaigns.
Marketers can plan and execute various campaigns on this single window platform, with a high degree of segmentation, hence making the communication targeted, personalised, and highly relevant to the consumer. This increases conversions and customer retention too. The intuitive interface and beautiful templates add to the seamless experience.
Betaout has raised a seed fund from founders/CEOs of Paytm, Snapdeal, Slideshare, Redbus among others and currently operates out of a spunky office in DelhiNCR. With a clientele of more than 150 companies in India and growing, Betaout has rapidly proved its mettle in India. It is now actively expanding operations to Indonesia and Dubai, with some big names like Tokopedia, PayTM, Lenskart, Ralali, and Damac being counted amongst clients.
©2016 Sutra Services Private Limited. All Rights Reserved.


SutraHR’s Biggest Secret Revealed: 11 Ways to Succeed as a Recruiter in India

11 Ways to Succeed as a Recruiter in IndiaTo reach the top, you need to have a strong foundation. Before you begin aiming for the best it’s
important to get your basics right. To help you build a strong base and achieve your goals in
recruitment in India, here are a few tips from Kaajal Thukral – the person whose life motto is ‘Eat, Sleep, Recruit, Repeat’.

1) Know your targets:

Before you take up a project or begin your day, set your targets. A target for the day, for the month, and for the quarter. All of these will eventually help you in reaching your target for the year. As Thomas Jefferson rightly said, Nothing can stop the man with the right mental attitude from achieving his goal; nothing on earth can help the man with the wrong mental attitude.”

2) Know the difference:

It’s imperative to be able to tell the difference between an average, a good, and an awesome job. Reaching your minimum goal, in this case 5X, is an average job. That’s what’s expected of you. Reaching 7X is a good job, it’s only a little more than your basic goal. 10X and over on the other hand is an awesome job. You have surpassed your goals and performed immeasurably better than expected. But anything less than a 5X, even a 4.5X, is not a decent job. Putting in minimal effort will not help you get anywhere.

3) Party hard, work harder:

Yes, life’s a party at times. But that doesn’t mean you lose track of what needs to be done. Put your work life before your party life, because without working you won’t be able to party anyway. Set your priorities right and focus on what’s left to be done. Work harder than you think you did yesterday. As you already know, several parties await once a job is well done 😉

4) Know what you’re working on:

Ever randomly boarded a train? I’m guessing no. You find out which train you need to board and enter accordingly. Just like you’re absolutely sure about that, ensure you’re absolutely clear about the industry, requirements, and the process you’re working on. Be very sure about the process – it should be at the tip of your fingers. Knowing the requirements and industry thoroughly will be of immense help when recruiting for a particular position.

5) Don’t be a hero:

When in doubt, ask a senior. One of the main reasons many people don’t succeed is because they don’t talk to their seniors about strategies. Before you begin something new or start using a new method of working, get their opinion too to make sure it’s not something ill-advised. There’s a high possibility it might be tried and tested. Be in constant touch with your seniors to succeed and do well in your career.

6) Be a people person:

When it comes to jobs in recruitment, you’re going to have to be in touch with every department. You might need help from someone from another department or have to coordinate with them regarding a particular requirement. It’s always nice to be on excellent terms with every team. This makes it much easier for people to approach you, or for you to approach them too, making your job easier.

7) Knowledge is power:

Always be up-to-date with everything that’s happening regarding the things you’re working on. Stay in touch with the relevant people and ask for any updates that might directly/indirectly affect your work. This will help you with recruitment as well as account management. Knowledge controls access to opportunity and advancement.

8) No whining:

The biggest rule you need to follow throughout your career has to be “No Whining”. You’re bound to face tough situations and hard times. Overthinking and grumbling about it isn’t going to help at all. The best thing to do at this point is to calm down, start thinking straight. Look for a solution to fix the issue rather than wasting time complaining.

9) Take a leap of faith:

These days it’s a natural thing to sometimes do things that aren’t necessarily a part of our job. An excellent recruiter would not throw his/her arms up and say, “I won’t do this, it’s not my job”. It could be saying something to your client or maybe something originally meant to be done by the CE team. If you’re in a situation where you’re asked to talk sternly with the client, don’t hesitate in doing so. The person asking you to do this has faced this before and would not make you do anything to jeopardize your career/relationship with anyone. Have faith and jump when asked to jump.

10) Understand the business:

Have an understanding of the business of recruitment, how it works. Knowing the impact you’re having when you do a good job or a bad job will massively affect the way you work.

11) Be consistent:

When a new month starts, your account goes back to zero. No, we’re not talking about your bank account. To perform well every month, you need be consistent and give your best every single month. Doing an awesome job one month won’t mean much when you start fresh again. Stay humble and stay consistent!
We hope these 10 tips help you be the best recruiter you can. Good luck!
“There are no secrets to success. It is the result of preparation, hard work, and learning from failure.” – Colin Powell
Want to make a career in recruitment? Send in your resume now to buzz {at) sutrahr.com or call +91 922 229 9274 🙂


3 Things College Students Can Learn From The Indian Startup Culture

When it comes to solving challenges in business these days, the most innovative solutions usually come from startups. Of course, established companies do solve some of them. But what makes a startup different is that they end up finding solutions using very few resources. If you draw parallels to the startup culture, it is somewhat similar to that of students in college (well, most of them), as it’s a stage of life where they have less access to cash, are trying to learn more, and are also coming to terms with the important things in life.
So what can a college student learn from the startup culture?
Here are 3 things:
Bootstrapping: When you don’t have access to external funding, you have to find alternative ways of making the most of what you have. That’s what startups are really good at! Bootstrapping basically means commencing a business minus that external financial backing, and using inexpensive resources to get the job done. As a college student, what you can learn from the startup culture is how to make do with things on a shoestring budget. This means finding out ways to do more with less. For example, instead of buying new textbooks, you can either borrow it from a library or go for pre-used ones. Even better, find people who are studying in classes ahead of you, if they are willing to lend their previous year’s books and/or notes.


Innovation: Yep, innovation may be on its way to becoming the most clichéd term ever, but when it comes to survival it is something that enables you to stay ahead of the curve. For an industry behemoth, innovation can be a choice. But for a startup, innovation is a must. And employers these days are not just looking for problem solvers, they want individuals who can get the best possible solution with the least possible resources. So it becomes quite significant for a college student to start thinking innovatively and out of the box. You can apply innovative methods to find out the best way to learn a topic quickly and how to get the best grades. For example, the education system in India, especially the examinations, are quite static. What most Indian college students do is go through question papers of exams held in the last five years and find patterns and probable questions. Though criticized, this method works for each individual student in his/her unique way and gets the results for them.

Persistence: At a startup company job, the attitude of the founders and the employees is that things don’t happen, you have to make them happen. Be it product management or day-to-day office administration, new instances offer newer sets of challenges and these have to be overcome, anyhow. Most entrepreneurs persist till they find out a way to solve a particular problem. It could be anything – a bug, getting the right person for the job, or even deciding office policies! At the end of the day, persistence is a quality that comes good in your professional life as well as your personal life. As a college student, if you imbibe the value of perseverance, it becomes a habit when you start looking for a job or maybe start your own venture. Situations that will enable you to practice these qualities in college are during your projects or when participating in events or competitions.

At the end of the day, the above mentioned values will allow you to excel in college and also prepare you for the professional challenges that lie ahead. Feel free to add your views in the comments section below about your experience in college and how you innovated or bootstrapped.
If you’re a college student looking for an internship, give us a call at +91 922 229 9274 and tell us which field you’re interested in!
If you’re a recent graduate looking for a full-time job, why go through a top job placement agency? Just drop in your resume at careers {at] sutrahr.com or drop by our office anytime from Monday-Friday between 10:30am – 7pm!


10 Things Every HR Executive Knows All Too Well

Gotta face ’em all.

The world is full of idiots. Unfortunately, the HR department has to interact with most of them.
Here are 10 things every HR professional knows all too well:

1. When you’re forced to deal with technical issues.

i have no idea what im doing

2. When you solve a conflict among co-workers.

solving a conflict

3. When you tell them the problem is being dealt with.

dealing with their problem

4. … And they still keep pestering.

when employees pester

5. When you’re trying to lure in a new recruit.

lure a new recruit

6. When you try your best to stop a hard-working employee from leaving.

retain an employee

7. When the cat’s away, the mice will play.

when boss is on vacation

8. When they won’t give you a proper job description for recruitment.

incomplete job description

9. When the appraisal is in your hands.

appraisal time
And last but not the least

10. When you’re trying not to lose it at work.

dont lose it at work
If you haven’t already, you’re going to face these things at least once in your career. On the positive side, you know you’re the backbone of the workplace!
If you’re looking to hire for your startup(s), give us a call at +91 87 67 427 427 or drop a mail to buzz {at] sutrahr.com.


How To Hire For A Startup: 10 Sure Shot Ways To Get It Right

The biggest plight faced by a hiring manager is picking an employee who’s the perfect fit for their organization. Now, this isn’t simply a question of hiring the person with the highest qualification and most experience for your startup. There are a lot of different ways to approach startup hiring.
how to hire for startup sutrahr
Being the loud-mouthed, opinionated human that I am, I’m going to list out the things you should look out for during an interview while recruiting for startups. So grab a book, read on, and take some notes!

1. Practical knowledge over grades

practical knowledge over grades
While it’s important for a potential employee to have the basic knowledge needed to get the job done, it’s not necessary he might have the perfect grades to show for it. Some people are better at doing things practically. But they might not be great at writing down a few sentences on how it should be done. You could have an MBA and still know zilch about what you’re supposed to be doing. Depending completely on these numbers is a huge risk for startup recruiters that probably (most definitely) won’t work out in your favour.

2. Look for passion

look for passion - how to hire for a startup
Keep an eye out for someone who is passionate about their work and the responsibilities that come along with it. They’re more likely to do a much better job than someone who’s working for the sake of it. When you, startup Hiring experts, talk about the job role, hear how passionate they are about actually doing it every single day and are already driven to give their best. Job recruiters hiring for a tech position, get someone who lives and breathes gadgets, technology, the geekier the better! A candidate’s excitement for the job says a lot more than you think it does.

3. Avoid pretentious people

avoid pretentious people - how to hire
Yes, they’re super super qualified. Yes, they’re so well dressed for the interview. But are they really the kind of person you would want to interact with every day? Being well-educated does not necessarily make you stuck-up, it’s just the way some people are. Watch out for them, someone who feeds on mocking other people, or someone who’s backbiting about their previous bosses is a big no! They’re not to be trusted. If they can’t even come up with two nice things to say about a place that made them who they are, you can be assured they’re not going to sing any praises about the startup opportunities you’re offering.

4. Jack of all trades – not necessarily a bad thing

jack of all trades - hire for a startup
Even if you’re looking for a person to take care of one particular role, don’t hesitate to hire someone who’s ready to dip their toes in a bunch of different fields. Sure, an all-rounder would be up for handling your PR as their job role, but they’d also be more than excited to handle social media as well. These people aren’t looking to be restrained by their designation, they’re looking to explore and learn on-the-go. And anyway, the basic motto of every startup is “Jugaad”. So, hiring someone who can juggle with ease can be a gift from the Gods themselves to startup recruiters.

5. Internship days are over – clarity of purpose is required

clarity of purpose - how to hire for a startup
Having a positive attitude towards trying new things is good for a potential employee. What’s not okay is being completely clueless about what they’re looking for when they decide to join a startup. If he/she is unaware of what they’re interested in, there’s absolutely no point in wasting time recruiting them for a startup company. The last thing a startup needs is someone who has no idea about what they want to do.

6. Body language & communication style

body language and communication
A candidate sitting with his arms folded across his chest and a pouty face does not scream, “I want this job so bad!” for sure. Fidgeting with the folds of their sleeve, eyeing the room around to avoid making eye-contact with the interviewer are signs that they could be nervous or uninterested. If they reach out for their phone in the middle of the interview, that’s an immediate bye-bye! Don’t kick ‘em to the curb, but don’t waste time with the rest of the interview either. You’ve got time constraints and much better candidates waiting to join a startup. Body language and communication go hand-in-hand. When you’re observing their body language you also need to notice the way they talk. Their tone, pitch, whether they’re speaking coherently or not. This can also give away what might be going on in their mind but not coming out of their mouth.

7. Punctuality & flexibility

punctuality and flexibility
Arriving late to the interview is a big no! Not only is it completely unacceptable to show up 30 minutes late, it also shows just how much they care about the job. While startups are usually chilled out, a level of professionalism is expected from every employee. A rising startup company cannot afford to have someone with a carefree attitude about showing up to work. Along with this, another thing to look out for would be the readiness of the candidate about being flexible with work timings. Working on a clock is for robots, and that’s not what you want. Walking away when your time is up whether your work is finished or not is exactly the kind of attitude a potential employee shouldn’t have. And it’s up to you as startup recruiters to filter them out during the interview.

8. Understanding of the job title

understanding of the job title
During the interview, asking the right questions is a must. This will assist you in figuring out whether the candidate really knows what they’re applying for. No job is easy and they might just be taking it too lightly. A candidate who is inquisitive about his role and is eager to know more is easily remembered by job recruiters compared to those who seem to be baffled listening to questions about what they plan on bringing to the table.

9. Preparedness & work culture

preparedness and work culture
Apart from what they understand about their job role, as job recruiters, you also need to inquire about their knowledge of your startup company. Do they know who the Founder is? Do they know what your company does? Do they know the basic details about your startup company? Are they perplexed when probed about the simplest thing to know about your startup? It might feel like you’re grilling them, but the perception behind this is to see if they’re honest. Truthfulness is an important quality to possess. Lying about knowing something or talking nonsense to pretend like they do can be caught when asked about these things.
Candidates are more likely to be unaware of the work culture inside the office. Which is why it’s in your hands to recognize if they would easily fit into the work culture or if they would have a hard time adjusting to it. Your insights as startup recruiters play a huge role in this.

10. Personality & resourcefulness

personality and resourcefulness
Being a startup, you would have problems arising now and then. For situations like these, new startup companies anticipate hiring employees with proficiency. Having problem-solving abilities in a startup is always a benefit. A person who is ready to switch things up, take a risk, rock the boat and try something totally new is a person worth working with. A great personality would work wonders down the road when it’s time for him/her to step up and be a team leader. This is also something to keep in mind when hiring for startups. A person with the ability to carefully assess the risks in his job and jot down how he could contribute to the progress of the startup company is like a bucket of gold at the end of the rainbow.
Startup recruitment isn’t easy anymore. Times have changed and more and more people are looking out to join a startup that they’re passionate about. People are exploring, experimenting, handling more than one thing at a time. No one is looking to work because they have to, they’re working because they want to. That’s the big difference these days and keeping this in mind is imperative if you’re a startup company. Filtering out people that aim for excellence from the uninterested, mediocre ones can be a tough task for a recruiter. Basically, what I’m trying to say is, hire only the practical and passionate ones who can get things done.
Hope these tips on how to hire employees work out well for you. These startup hiring best practices could help you in the long run as you’re certainly looking to hire someone full-time.
Now that you’ve got these incredible startup hiring tips down, let us help you in finding the right candidates for you to interview! Give us a call at +91 87 67 427 427 or drop a mail to buzz {at] sutrahr.com and we’ll help you out! 🙂


Startup Hiring: Insider’s View Of SutraHR’s 7-Step Work Process


A lot of you might be wondering how we managed to get ourselves amongst Asia’s top talent acquisition firms for startup hiring, and we’re nothing if not mind readers. So, we went ahead and did what we do best – made an infographic about hiring for startups in India!

SutraHR has always taken pride in the efficiency and result-driven mindsets of all of its employees, and this has played a major role in our success for startup hiring. Another reason behind our success is our loophole-free work process.

SutraHR Startup Hiring Process

At SutraHR, we always aim to achieve the best results, because there’s nothing we hold closer to our hearts than startup companies – our beloved clients. It can be a difficult task to juggle between running your startup and overlooking the entire hiring process. Here’s where SutraHR has your back! Knowing you might be apprehensive about working with us, being completely unaware of what goes on on the inside, we tried to make it as simple as possible for you to understand exactly how we help you hire the best employees for your startup.

With this simple 7-step process, we assure you will end up with nothing less than the best possible workforce for a startup company. SutraHR’s incredible workflow is designed to cater to your specific needs, no matter what the hiring requirement may be. Getting rid of any hesitations you might have about associating with us for your startup hiring needs is important to us. And to do this, we could think of no better way than to put our hiring process for startup companies out in the open.

We hope this eliminated any doubts about SutraHR’s hiring process for startups in your mind and gave a clear cut view of our workings. We aim to set the bar for startup hiring in India higher than it already is and are always taking things up a notch. With SutraHR, you always get exactly what you were promised and the promises we make to startup companies hiring in India have proved to ease hiring struggles that startups face these days.

Are you looking to expand your business, got some doubts, or just want to talk about startup hiring? Give us a call at +91 87 67 427 427 or drop us a mail at buzz {at] sutrahr.com and we’ll help you out! 🙂


7 Lessons Glassdoor Negative Reviews Taught Us (And What You Can Learn From Them)


“A company which delays salaries every month”
“Where certain set of employees are given preferential treatment”

Well, guess what? You may be doing all that is needed for employee engagement and motivation and yet you open your company page on Glassdoor to find all this and many more negative reviews written about you. Started a little less than a decade ago, Glassdoor has become the TripAdvisor of workplace reviews, so to say.

Boasting of about 30 million users, 10 million company reviews, Glassdoor is growing big, one anonymous review at a time. Like a TripAdvisor and a Zomato, Glassdoor relies on user-generated content that the employees (present, former and potential) post on the website.

SutraHR Glassdoor

Hence, when companies start freaking out by a slew of negative reviews on Glassdoor, it is very understandable. The possibility that their future hire is checking them out on Glassdoor is very real.

When we got hold of what was being talked about SutraHR on Glassdoor, it wasn’t one of those pleasant web pages to look at. Beyond some well-intended good, honest reviews, there was a barrage of negative, often venomous and of course anonymous posts, showing nothing but a disgruntled and harassed ex-employee. Took us a couple of days and drinks to really make sense of the larger picture coming out of the reviews that we were the monsters (pun intended, obviously).

But finally, we decided to take charge of the situation and write back the Sutra perspective. The answers didn’t come easy, a lot of points asked for a debate internally and then we wrote it all, in our voice, with all our heart.

Not that we are a pro, but here are 7 key lessons we learnt from replying to all the negative reviews on Glassdoor (in no particular order):

1. Good or bad, take it head on.

When we took notice of the reviews, our ratings were in red. From recommending to a friend to approving the CEO, there was a lot to deal with in between those negative reviews. But we took a call to take those up and reply to every negative comment.

What we learnt was very simple. We can’t just sit and let the world talk. If they are talking bad, don’t give it back in their language but answer them nonetheless.

2. The reviews don’t represent majority opinion.

Yes, as much as every single review looked like distressing and when added to a string of those, it felt like earth-shattering. Well, almost. However, like it always happens, wisdom prevailed. We learned that the negative posts were just a handful of our strength and did not in any way represent the entire Sutra. The reviews were by a minuscule percentage of disgruntled employees and our 100-plus strong team working across our offices seemed very distant from all that chatter. The reviews are definitely skewed towards the negative side and that’s something you need to accept.

3. Honesty is the best policy.

Elevators don’t work during evenings? Employees forced to work late hours? Whatever it is, just be honest. You have no idea what questions we have fielded on Glassdoor but we were sure to be explicit and honest. There was no point in camouflaging the facts or truth. If we were wrong, we admitted it. Honesty goes a long way and people can see through the fake, done-up responses by the employers.

4. Encourage current bunch to leave a review (but don’t be/look pushy).

In fact, Glassdoor also suggests this way to increase your number of reviews and that way, improving your overall rating. Your HR person can ask people in various departments to write their opinion. The idea here is for them to be honest and fair. And more importantly, as an employer, don’t force people to write. You just need to encourage people to do it and at no point be pushy.
Why are we asserting on ‘don’t be pushy’ so much? Well, for we were accused to be one, that too when our Marketing head had only politely spoken to people about it. So you never know what can come and haunt you on Glassdoor.

SutraHR Glassdoor reply

5. Take time and tact to reply, for you are being watched.

Oh believe us there will be moments reading those reviews that you would want to answer some of those in a very not-so-gentle way. But have patience. Read through them all, discuss the reviews with HR and write the replies tactfully. You are not doing it for the ones who wrote it, you are doing it for your brand image and for the prospective employees who are looking you up at Glassdoor.

6. Why so serious?

Okay, we said write tactfully. But don’t lose your sense of humor. Retain the firm, professional tone and at the same time, keeping a lighter tone isn’t that bad. Take it with a pinch of salt and don’t be preachy. While replying, we kept our tone just as what we want to be perceived as. That we could deal with some of the nastiest posts with a wit is what we came about at the end of the exercise and we aren’t complaining.

7. Bring in the change offline to score a positive goal online.

Pest control, repairing the computers, sprucing up the infrastructure, looking in to performance records for complaints of incentive not being paid and working on the free flow of communication in-between teams, we have learned that the best way to get good points online is to work offline on issues you feel need improvement.

In this day and age, any company, big or small, cannot just ignore the power of social media and Glassdoor reviews are just one way to keep your brand flag high, stay abreast with all the points being raised there, keep answering every review and be seen as a company that is earnest in handling such sticky situations despite being thrown on the back foot.

We would love to hear your learnings from Glassdoor too.

One of the best ways to have a great culture is to hire great people for your startup. SutraHR can easily help you do the same, the way we have done this for hundreds of startups & digital agencies across Asia.

Feel free to reach out to Waqar at [email protected] or +91 87 67 427 427.


SutraHR: Unveiling The Badass HR Company With A Heart ❤


A while back we decided to give ourselves a little makeover, so to say. This was something we had to do for a couple of reasons at SutraHR.
1. Space of startups is changing fast and thick in India and hence the hiring is becoming more new-age.
2. Perception about HR needs a change when the surroundings are changing.
3. We are anything but the ostrich that refuses to accept the reality.

SutraHR has been a pioneer in the startup talent acquisition space for a little less than a decade and if a leader doesn’t evolve with the changing times and lead, who will? So we decided to make a start with some things that inherently define us. Shaking up the things a little never did anyone any harm, right?

SutraHR Badass HR company

If you’re a go-getter and believe in getting shit done, #ComeToSutra

We wanted to be seen as what we exactly are. When we sat down to define ourselves in one word, the unanimous choice was “SutraHR is badass”. We thought long and hard and the more we thought about it, the more it made sense. The more it clicked.

In common parlance, badass is someone who is true to himself, who doesn’t give up, who is brutally efficient, tough and a no nonsense person.

If you know us, you probably know a few things about us. SutraHR is a company that:
– Takes risks.
– Is a tough taskmaster.
– Is brash when it comes to not settling for mediocrity.
– Always strives to set highest performance standards.
– Unabashedly rewards top performers.
– Worships doers and achievers.
– Believes in ‘get shit done’.
– Is bootstrapped because it wants to work on its own terms.
– Unwinds like life’s one big party.
– Has its heart in the right place.

And hence, calling ourselves as ‘the Badass HR Company with a Heart’ makes us extremely proud. This is what we are. Now came the next part. The manifestation of this little makeover came in the form of our website transformation because that is our face to the world.

After months of hard work, after pulling off many a late-nighters at a stretch, after additions-deletion-some more additions and after a collective team effort, we are delighted to announce the new and revamped version of SutraHR’s new website.

What’s the new place like? To start with, it is equipped with all the necessary information needed to resolve all sorts of talent acquisition query that an organization may have. We have dedicated pages on your specific hiring requirements like Bulk Hiring, CXO Hiring, Dedicated Resource model, hiring Hotshots and you can straight away sign up for these services by a click of a button. Yes, we have simplified it to give you the best customer experience.

There are also dedicated pages on the domains of clients SutraHR works with, some handy information about why we are so awesome (no, really) and why working with us is the best career move you’ll ever make. And obviously, it loads quickly and looks beautiful even when you open it on your smartphone. Try it, go ahead!

Click here to visit SutraHR’s new dotcom home and get yourself acquainted with what a new-age HR company looks like and what it brings for your organization.

A new website is just the beginning. Being badass is the new cool and we are very happy to lead the way. And like someone wise in Bollywood once said, “picture abhi baaki hai mere dost”.

Think you can survive at the most badass workplace in Mumbai? Visit our career page.

Walk-in for an interview anytime between 10:30am7:30pm, Monday to Friday or call +91 92222 13194.

To new beginnings!

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