Metvy

Roles & Responsibilities: 
- Collaborated with founders to design and implement an HR strategy aligned with the company’s growth
- Spearheaded talent acquisition initiatives that reduced average time-to-hire by 32% and maintained a 95% offer acceptance rate
 - Developed targeted retention strategies that decreased annual attrition from 18% to 9%, significantly 
   enhancing employee satisfaction
 - Implemented leadership programs that filled 80% of internal promotions by high-potential interns, 
    reinforcing succession planning
 - Designed and executed a comprehensive training curriculum that reduced onboarding time by 40% 
    and improved  new-hire performance ratings by 15% within the first 90 days

Human Resources Generalist (Consultant)

180 Degrees Consulting JMC

I had the opportunity to mentor the team on Project Durga and covered the following areas:
•Analyzing Durga's presence on their Website, Linkedin and Instagram with a focus on job postings.
•Researching employee insurance schemes that Durga could offer.
•Exploring strategies to incentivize job applications for Durga.
•Investigating methods for measuring employee feedback through surveys and other means.

Mentor

American Express

Recruitment Coordinator

Head Field Solutions Pvt. Ltd.

Roles and Responsibilities:
- Responsible for full life cycle In-house Recruitment, which includes multi-channel
   sourcing, screening, qualifying, closing high-level skills in time, and negotiating with
   candidates.
- Streamlining the recruitment process.
- Managing the recruiting process from requisition initiation to sourcing, to acceptance of
offer and final placement.
- Handling recruitment from executive level to senior-level positions.
- Conducting Telephonic interviews &amp; salary negotiation thereafter.
- Building relations with the candidates

Corporate HR

Placement and Internship Cell, Aryabhatta College

- Understanding the recruitment needs of the talent pool and working upon it.
- Collaborating with the placement cells of other colleges for seminars, placement drives.
- Catering to the queries of students regarding internships/ placement.
- Digging HR contacts and cold calling.

Head of Student Relations

- Digging HR contacts and cold calling
- Expanding the reach of the cell by organising seminars, creating campaigns for social media
- Team management
- Understanding the recruitment needs of the talent pool and working upon it

Deputy Student Relations Head

- Database Management
- Digging contacts of companies for placement drive

 Team Member

Prowisdom Growth Private Limited

- Content creation for blogs, interviews
- Telecalling
- E-mail marketing
- Pitching our services to schools, colleges and companies (B2B & B2C sales)

Entrepreneurship Intern

The Entrepreneurship Cell, Aryabhatta College (Delhi University)

- Collaboration with E cells of various colleges
- Handling social media pages
- Organising online and offline campaigns with the team

Head of Marketing and Public Relations

- Helped in organising E summit 
-  Signed Mou's with Delhi colleges
- Cold calling

Core member

Universal Business School

It involved Telecalling and Counselling the students who had just cleared 12th and were looking for courses in business and management. My role was to help them resolve their query regarding the courses they should opt for , so that they gain some clarity and finally helping them with the admission process.

Admissions Counsellor

I’ve always loved working with people and over time, that love turned into a career in HR :)

It started with leading college clubs and helping friends with placements, and it’s grown into something much bigger: helping companies build great teams, keep their best talent, and create workplaces people actually enjoy being part of.

Right now, I’m an HR Consultant at Metvy, where I work closely with the founders to build HR systems from the ground up. We’ve improved hiring speed, boosted retention, and created leadership programs that help interns grow into full-time stars.

Before that, I worked with American Express, managing end-to-end recruitment.

I’m also a mentor, speaker, and LinkedIn Top Creator in HR, sharing what I’ve learned about careers, culture, and personal branding. For me, HR isn’t just about policies and hiring metrics: it’s about people, growth, and making work feel more human.

If you’re into building strong, inclusive teams or just want to chat about all things HR, let’s connect!

Feel free to reach out at darikajain05@gmail.com, if you’re looking for someone to collaborate with or want to explore how I can add value to your next project.
Open for collaborations :)

“Are you guys twins?”

This was the question Dhriti Jain and I got asked at least five times on Saturday at Shivanshi Shivhare’s meetup, and we kept saying “no, we’re cousins” but honestly it became the icebreaker we didn’t plan for.

The event was filled with D2C founders and creators, met some amazing people like Ujjwal Sharma, Mehul Sethia. 

Then came the best part of the night.

My cousin casually mentioned I have 800K followers on LinkedIn, and Shitiz Dogra  immediately turned full fanboy mode, said “wait, what? I’m a huge fan, we should definitely catch up next time.”

He asked for my LinkedIn handle, pulled out his phone to send me a connection request, and I told him “we’re already connected.”

He paused, smiled, and said “I’m taking a screenshot and posting about this” because meeting someone you follow online hits different in person.

That moment reminded me why personal branding matters, it opens conversations before you even introduce yourself.

Online builds visibility, offline builds real relationships, and those relationships are what actually move things forward.

If you’re creating content or building something, show up to these meetups, you never know who’s already paying attention :)

Thanks Shivanshi for hosting 🫶

Darika Jain

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Gen Z walked into LinkedIn and decided the rules don’t apply to them, and honestly? It’s working.

I’ve been watching this shift happen, and it’s equal parts fascinating and frustrating for those of us who spent years learning how to be “professional” here.

What Gen Z is doing:

• Posting memes on a business platform and somehow getting hired
• Calling out corporate nonsense instead of nodding politely  
• Using LinkedIn like Instagram with selfies and casual captions
• Writing “survived another pointless meeting lol” and getting thousands of likes

The data backs them up, casual Gen Z content is getting 2-3x more engagement than our carefully crafted thought leadership posts.

Why millennials are silently screaming:

We learned the rules, the polished headshots, the professional tone, the strategic networking, and then Gen Z shows up in hoodies saying “this job market is a joke” and somehow lands better opportunities than us.

It feels unfair because it kind of is.

But here’s what’s actually happening, LinkedIn’s algorithm rewards authenticity over polish now, and Gen Z grew up authentic online while we learned to perform professionalism.

The plot twist:

• The platform evolved and we didn’t notice
• What worked for us is becoming outdated  
• Gen Z isn’t ruining LinkedIn, they’re just playing a different game
• We adapt or become the “okay boomer” generation of LinkedIn

I’ve been here since 2019, built 800K followers doing it the “proper” way, and even I’m unlearning some habits to stay relevant.

Platforms change, audiences change, and clinging to “how it used to be” is basically choosing to fade out.

How I built 800K followers on LinkedIn (and what’s changed now)

I created my LinkedIn account in 2018 and started posting consistently from late 2020, way before ChatGPT even existed.

Back then, it was just me and my thoughts, no tools as such to help me write :(

Here’s what worked:

→ Mixed English and Hindi, that set me apart
→ Relatable content instead of corporate speak
→ Personal stories about HR and workplace situations
→ Strong hooks starting with dialogue in quotes
→ Storytelling followed by clear call to action
→ Text-only, no pictures

That took me from zero to 800K because people were tired of perfect corporate content.

Then ChatGPT launched in November 2022. Everyone became a content creator overnight and the platform got flooded with AI posts.

So I adapted.

I’m still doing hook-driven storytelling, but now I’m adding real pictures from events, speaking engagements, behind-the-scenes moments. LinkedIn promotes visual content now, especially three to four images.

What still matters:

→ What makes you different
→ Understanding your audience
→ Personal stories over generic quotes
→ Authenticity over perfection

If your reach is dropping, don’t panic. The platform evolved, stick to what makes you unique, add visuals, and keep showing up.

“Ma’am, I’m looking for a job.”

This was the message I used to receive often late at night when I was in corporate.

I still remember staring at my phone at 11 PM thinking, this person is desperately looking for work right now and I’m expected to respond immediately?

That’s when it hit me how broken our work culture really is.

Back then, I thought being available 24/7 was just part of the deal. You’re always on call, always ready to respond because that’s what commitment looks like.

Then I traveled abroad and saw something completely different. People logged off at 6 PM and actually meant it. They weren’t checking emails during dinner or feeling guilty about being unavailable after hours.

I remember thinking, when will this become normal in India?

That question became urgent when a 26-year-old CA lost her life working at a Big 4 firm earlier this year.

On December 5th, the Right to Disconnect Bill was tabled in Parliament. If it passes, employees can legally ignore work calls after hours without consequences.

What it proposes:

→ Clear emergency protocols
→ Overtime payment for extra hours
→ Penalties for employers who don’t comply

European countries have these laws and they’re doing fine. They just chose humanity over hustle.

But it’s a Private Members’ Bill, and only 14 have passed in India’s history. None since 1970.

Would you want this passed?

60% of your leadership team is planning their exit, and your CHRO probably saw it coming.

I came across a stat this week that stopped me in my tracks- 66% of HR leaders say succession planning is their biggest challenge right now, and nearly a quarter are very concerned about it.

But here’s the part that really got me thinking. A DSG Global report surveyed 300 HR decision makers and found that while 79% say the CHRO role is expanding in importance, 61% admitted corporate boards have too much power in driving talent strategy, which isn’t collaboration, it’s a power imbalance.

I’ve been watching this shift happen through the founders and CXOs I work with, and the CHRO role has evolved beyond hiring and benefits into something far more strategic: building leadership pipelines, navigating AI’s impact on workflows, and managing the chaos of senior leadership turnover.

And here’s where it gets messy. 

An LHH report found that nearly 60% of executives plan to change roles within three years, and some will leave their companies entirely.

So while CHROs are building succession plans, the people they’re planning for are already planning their exit, and you can see the problem here.

Talent and culture set companies apart, everyone agrees on that, but the people responsible for protecting them often don’t have the authority to actually do it.

Are we giving CHROs the seat at the table, or just the accountability?

Company pages are dead on LinkedIn, and most brands still don’t know it.

I’ve been watching this shift happen in real time, and the numbers are brutal. Company pages that once reached 7% of their followers in 2021 are now hitting just 1-2% in 2025. That’s not a dip, that’s a collapse.

Meanwhile, personal profiles are getting 5-10x higher organic reach for the exact same content. I saw someone test this last month: same post, same time, posted from both their company page and personal profile. The personal post got 8x more engagement.

Here’s what’s really happening. LinkedIn introduced the boost post feature, and organic reach cratered across the board. Overall reach dropped 66% for most users, but company pages got hit hardest.

The algorithm shifted quietly. Now 62% of your feed is personal posts from your connections, 30% is ads, and company pages make up just 5%. The platform decided people connect with people, not logos.

Personal storytelling and real failures are outperforming polished corporate announcements by massive margins. CEOs posting from their personal profiles are building more brand awareness than their company pages ever did.

Your brand isn’t what your company says about itself anymore. It’s what your people say when they show up as themselves.

Are companies still betting on the company page?

Why should Spotify have all the fun?

After seeing Smriti Sahu’s post yesterday, my brain decided to do its own year-end replay. 

A chaotic mix of client calls, viral posts, Canva crashes, and me saying:

 “hook stronger chahiye” for probably the 900th time this year. 😂😭

So here it is, Darika’s LinkedIn Wrapped, Founder Edition.

Content Wrapped
→ 260 posts written this year, that’s 5 posts every week with no breaks
→ 248 rewritten because they felt too AI
→ 75 drafts saved at random 1 AM hours
→ Viral posts, way more than I expected, and honestly my favorite problem to have

Client Wrapped
→ 296 calls attended this year
→ 291 of those while simultaneously editing a carousel
→ 89 times I had to explain that thought leadership is not motivational quotes
→ 54 cringe posts stopped before they went live, that’s my public service contribution

Founder Wrapped
→ Daily job titles include CEO, CMO, COO, CA, and therapist all at once
→ Said “we’ll scale this quarter” with full emotion multiple times
→ Survived Canva crashes mid-export, that’s pure character development
→ Minimum tabs open for one task is always 27

Influencer Wrapped
→ 9,281 comments replied to personally
→ 132 “Hi dear collab pls” DMs received
→ 22 posts ghost-written while eating momos
→ Used LinkedIn as therapy for 365 days straight

Now your turn :)

Comment ONE funny stat from your 2025 and let’s make this the first Creator Wrapped on LinkedIn.​​​​​​​​​​​​​​ 🫶

#linkedinwrapped #founderedition

“Darika, why would anyone pay you to write LinkedIn content for them?”

Fair question.

Let me show you what shifted:

The ghostwriting market:

- $1.3 billion globally in 2025
- Growing at 6.8% annually
- No signs of slowing down

LinkedIn today:

- 1 billion+ users
- Organic reach down 65%
- Engagement still at 6.5%
- 75% of recruiters use it as primary platform

What founders think they need:
Someone to write posts.

What they actually need:
→ Thought leadership that gets 6x more engagement
→ Positioning that opens investor conversations
→ A voice that builds credibility, not just content
→ Strategy that turns posts into partnerships

AI can write a post in 30 seconds.

But AI can’t:

- Turn your origin story into content that resonates
- Know which vulnerability connects vs. overshares
- Position you as a thought leader vs. motivational poster

When founders come to me, they’re not buying words.

They’re buying founder-led positioning. Time back. A voice that sounds like them on their best day.

87% of executives say personal branding helps them raise capital.

The question isn’t WHY would anyone pay for this.

It’s why wouldn’t they.

Money can buy you happiness.

Or so they say.

But sometimes? It just empties your pockets.

At least, that’s what I realized after my Magnolia Bakery experience.

The one in Gurgaon (Golf Course Road) has been all over Instagram, people standing in 30-minute queues, hyping their desserts like it’s the most life-changing experience ever.

I tried visiting once. Couldn’t even get in.

So when my cousin showed up yesterday with their viral banana pudding and tres leches, I was genuinely excited.

Finally, I’d know what all the fuss was about.

Tried both.

And here’s what nobody’s posting about:

The tres leches? It’s literally just RASMALAI.
The same dessert we’ve had at every family function, just repackaged with a fancy name and a premium price.😭

And the banana pudding? So huge that my family is now fighting over who has to finish it.

That’s when it hit me →

We’re so quick to chase trends without questioning them.
Long lines make us assume something’s extraordinary.
Viral reels make us feel like we’re missing out.

But most times? It’s just clever marketing doing its job.

The biggest lesson?
Hype doesn’t equal value. It just reveals how easily we get influenced.

Ever spent money on something viral only to regret it? What was your experience like?

“Your in-hand salary might reduce from next month under the New Labour Laws 2025.”

I’ve been seeing panic posts everywhere, so let me break down what’s actually changing as India rewrites its labor reforms.

What’s changing:

→ Basic salary must now be at least 50% of your total CTC
→ Allowances like HRA and special allowances will reduce
→ More money goes to PF and gratuity contributions
→ Companies can’t hide salary in allowances anymore

What this means:

→ Higher PF contributions mean more retirement savings
→ Better gratuity benefits when you leave
→ More transparency in salary structures
→ Long-term financial security increases

I worked in HR at American Express, and I’ve seen how companies structure salaries to minimize PF contributions, these reforms fix that loophole.

The reality:

Your CTC isn’t changing, just the distribution, what you lose in take-home today, you gain in PF and gratuity tomorrow.

Is it perfect? No, especially if you’re living paycheck to paycheck, but from a long-term perspective, this forces you to save for retirement.

Talk to your HR, ask for the new breakdown, most companies are restructuring to minimize impact.

Have you had this conversation yet?

#LabourReforms #SalaryStructure #India2025

The protein bar in your gym bag might have less protein than the packet claims. 

And you’d never know.

I was at the supermarket last weekend, walking through the “healthy” food aisle like I always do. Every brand was screaming a different promise at me.

One had “high protein” plastered in letters so bold you could see them from three aisles away. When I flipped the pack, the actual gram count was buried in tiny print at the back.

Another was using traditional imagery and earthy packaging to make me believe homemade automatically meant healthy. Some were just selling fear- your immunity is weak, your energy needs fixing, your health isn’t good enough.

And then there’s the whole design game. Pastel colors, clean minimalist fonts, everything looking so pure and safe that you don’t even question it. We’ve been trained to believe that if something looks clean, it must be clean.

Interestingly, one of them I picked up Little Joys Nutrimix out of curiosity. There was a QR code on the pack and I scanned it and what I saw shocked me. 

Instead, it opened batch-wise lab reports showing the actual protein content, heavy metal testing results, and certifications from labs I could verify. This is so important in the kids nutrition space. And then it hit me, how we never had this in our milk mixes. 

Most brands could do this, but they don’t.
Because it’s far easier to sell a feeling than to show proof.
So the real question is:

Are we buying what brands promise, or what they can prove?

“Should I start a newsletter?”

I’ve gotten this question at least 15 times in the last month, and honestly, here’s my take.

Everyone’s suddenly launching newsletters because LinkedIn made it easy and creators are panicking about algorithm changes, so they want to “own their audience.”

The newsletter rush is happening because:

→ LinkedIn’s reach is unpredictable, newsletters feel like insurance
→ Everyone saw someone else do it and got FOMO
→ It sounds more legitimate than “I post on LinkedIn”
→ Email lists are what every GURU recommends

But here’s the reality nobody mentions:

Most newsletters die after 5 editions because maintaining them is exhausting, you’re committing to a schedule even when you don’t feel like it.

I’ve been creating content since 2019, hit 800K followers, and still haven’t started a newsletter, not because I don’t see the value, but because I’d rather focus on doing one thing exceptionally well than spreading thin.

Ask yourself this:

Are you already struggling to post consistently on LinkedIn? Because adding a newsletter won’t fix that, it’ll just give you one more thing to feel guilty about.

Newsletters work for people who love long-form writing and have enough insights to sustain it, if that’s not you, you’re chasing a trend.

Master one platform first.😤

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