DISH Network Technologies

Senior Implementation Engineer

Deloitte India (Offices of the US)

Consultant

KBACE, A Cognizant Company

HCM Consultant

Formac

Trained students in 3 institutions on Quantitative aptitude, Logical reasoning and Soft-Skills for placements and various competitive exams

Aptitude and Soft Skill Trainer (Freelancer)

Dell

Associate Software Engineer

QuanTech Origin

Trained students in 18 institutions on Quantitative aptitude, Logical reasoning and Soft-Skills for placements and various competitive exams

Aptitude & Soft-Skills Trainer (Freelancer)

•	Oracle Global Human Resources Cloud Implementation Certified Consultant with 87% score brings 9+ years strong experience working in consulting practice as a software developer, implementing multiple, on-time, within-budget Human Capital Management (HCM – ERP) system.
•	Worked on modules like Core HR (Global HR or Global HCM), Reports & Integrations, Compensation, Absence, Payroll, Benefits and Talent Management in verticals like Insurance, Retail, Technology, Healthcare, Banking, Manufacturing, Construction, and In-house Implementations as well.

•	Passionate in the belief that Blockchain is essential for creating a Decentralized, Distributed, Secure, Democratic, Trustless, Faster & Transparent Internet. Web3 is need of the hour to let users read, write & own the data in the Phygital world and Smart contracts are the backbone of the web3. 
•	I am a self-taught Smart contract developer and developed multiple secure and scalable contracts to solve the problem of trust, speed, temperability & security for the users.
•	I am actively learning Blockchain & Smart contract development and aspire to solve real world problems and contribute to mass adoption of Web3

A candidate applies for a role on Monday.

We discussed the role on Tuesday, and now he has 2 further interviews scheduled for Wednesday.

He Had his final interview on Friday and got the offer next Monday.

Why can't all companies work like this?

Post a job.
Talk with the candidate.
Schedule 2-3 more conversations with different people.
Take a decision.
Make an offer.

You don't need 7 conversations and 2 tests over 2 months to make a decision.

Stop overcomplicating the hiring process.

Siddhartha Sahu

>Join FAANG
>Work for less than 2 or 3 years
>make yourself so busy in making everyday vlogs and courses and reels and lose focus on job
>get warnings from the company for underperforming 
>leave the company before termination (UNO Reverse Card)
>In between build huge audience of students and newbies in name of FAANG
>start selling dream of joining big tech and earning loads of money
>lure students and newbies in it and milk money out of them
>post a screenshot of a chat about one skilled student out of hundreds and thousands of students, getting high package in some company and promote their course being the bestest
>milk more money 
>death

When a VC invests $100M at a $1B valuation, everyone will say that the company is a “billion dollar” company (or unicorn).

But in the VC’s mind, it’s not (at least not really).

Its ACTUAL value is $100M, which makes it a much lower-risk investment. 

And that’s because of what we call a “liquid pref”.

If you’re not familiar with liquid preference, it means that when the company sells (whether it’s an IPO or a private sale), investors will get their money back first.

So let’s take a specific example:
Let's say a VC invested $100M at a $1B valuation. To keep it simple, we’ll say they got 10% of the company. Previous investors have another 50%. The founders have 30%, and the employees have the remaining 10%.

Now let’s take the scenario where the company get sold at $150M.

They didn’t manage to reach their insane revenue goals, so they had to sell at a price that would make any founder extremely happy! Especially when they own 30% of it.

But here’s the twist 🕵️‍♂️

With the liquid pref, the investors will get their money first - which means that out of the $150M they will get $100M + 10% of the remaining $50M.

If the other investors also had a liquid pref on other rounds, chances are that, in this example, founders and employees will end up with close to nothing.

To simplify what that means 👇

Investing in startups is very similar to picking a specific number at the roulette.

In most cases, you lose.

But if you win, you win BIG.

Well, with a liquid preference, it’s exactly the same as picking a number, except that if your number is not picked, you don’t lose. You just get your initial investment back.

The only way to lose your investment is if it ends up on 0.

Otherwise, you’re safe.

Pretty sweet for VCs 🍯

HR is evolving from a siloed function to a boundaryless discipline. Deloitte unpacks six initiatives to unlock the full potential of HR investments and maximize value across the organization.

deloi.tt

The equation to unlocking HR value is here

Nå skjer det mye spennende i Ratio Management!  Hos oss får du mulighet til å utfordre og utvikle deg selv, samtidig som du vil jobbe i et dynamisk, mangfoldig, og raskt voksende arbeidsmiljø med kollegaer som bryr seg om hverandre. Vi vokser, vi endres og vi ønsker flere med på laget. Søk da vell!

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