Notes: WEBSERVICE ARCHITECTURE

Kartavya

Getting “Competitive Edge” in our Web-service

21-02-03

I repeat what I have said earlier, many times:

“It is not too difficult for our competitors (other placement agencies or software cos.), to develop RESUMINE / RE-SEARCH tools. And many of these competitors have far more resources (money & manpower) than we do. They can, once they see our service, easily come up from behind & overtake us. In fact, they can learn from our mistakes and come up with a superior product. So, our FIRST-MOVER ADVANTAGE cannot last forever!”

So, the questions before us are:

“How can we / how do we, forever continue to maintain a competitive edge over our (potential) competitors?”
How can we maintain this edge at least possible cost?
How can we raise the “entry barrier” so high, that no potential competitor would ever even think of launching a competing product?

Sounds difficult?

It is, – but not impossible!

All we need to do is to “leverage” the knowledge residing in the brains of thousands (at least hundreds, to begin with) of HR Mgrs/Recruitment Mgrs – or even Line Mgrs.

If we can succeed in “capturing” this knowledge on a CONTINUOUS / ONGOING basis, then no competitor can challenge us.

I have following proposal to “capture” this knowledge so as to perpetually increase our “Knowledge Base” (automatically and at no cost to us).

See enclosed screen-design for proposed SEARCH-ENGINE.

Here, we are making it mandatory for a recruiter to click ☐ one or more keywords specific to the:

Industry chosen by him
Function

This is like asking hundreds of recruiters to give/assign “Weightage” to those keywords which they consider important/relevant to the Industry/Function chosen by them.

As soon as he selects ☑ any given Industry/Function in the top boxes, the bottom boxes will get filled up by the keywords belonging to that particular industry or that particular function, in the corresponding bottom boxes.

These keywords are already stored in our knowledge-base & already arranged in the descending order of their frequency-of-occurrence. This is the same order in which they will appear/display in the bottom box.

So, after 10,000 searches, we would have TWO distinct WEIGHTAGES for each keyword:

Weightage as per frequency of occurrence of each word as found in thousands of resumes.

Now, if 100 webservice subscribers, between them, are daily converting 10,000 resumes, our software must daily “index” all the words (not merely keywords) found in those 10,000 resumes, and daily re-compute the new/latest “FREQUENCY OF OCCURRENCE.”

With 80% cut-off, over a period of time, some keywords will overtake some other keywords (displace them from 80% cut-off). Ranking will change DAILY.

Weightage as per ticks ☑ made by all the recruiters everyday against
→ Industry Keywords
→ Function Keywords

We can aggregate these ticks ☑ on each keyword and find some method (statistically pure/correct method) to alter/modify the “FREQUENCY BASED WEIGHTAGE.”

So, now, we are gradually moving away from

→ knowledge-base of jobseekers (as captured in their resumes’ keywords)

→ knowledge-base of recruiters (as captured by their explicit preferences for certain keywords in relation to all other keywords).

I am, at least for the moment, not suggesting that the search-engine should try to look for these ticked ☑ keywords in the resumes (– even though, we may give that impression to the recruiters!).

Of course, we can also reinforce such an (erroneous) impression of the recruiter, by actually highlighting (red?) those keywords that he has ticked ☑, in the resumes returned – provided those keywords actually exist in those resumes.

(Signature)

21/02/03

Kartavya

cc: Abhi

May 1, 2003

Horoscope & Other Stories

(– equally fictitious)

Most people live on, on eternal hope of a better tomorrow – even those whose “past/present” has been quite good. So, you cannot blame those whose “past/present” is not-so-good, to yearn for a better tomorrow.

And that makes everyone anxious to “know” what future holds for them.

This human tendency/weakness is the “fundamental” on which the business of astrologers & futurologists thrives.

And what technique do these forecasters employ to predict people’s future?

They rely on “Theory of Probability.”

They know that “events” recur with regularity – except that some events occur with greater regularity than some others.

Some events have a greater probability of occurrence than some others.

No one may have taken the trouble to accurately compute the “frequency of occurrence (probability)” of each type of event, in advance. But everyone is vaguely “aware” that such-and-such events are likely to occur in near future or distant future (if probability is low).

Eg:

For certain events you can “predict” their occurrence TOMORROW with a probability of 0.99, such as:

→ a dacoity/murder in the city

→ a bus accident

→ a boat capsizing, etc.

Whereas, probability of a political leader getting assassinated TOMORROW will be very low, 0.001;

but probability of one such assassination taking place within next 10 years, goes up to 0.9.

So, there are 3 dimensions to an event viz:

◁ Type/Nature of event

◁ Time period within which it will happen

◁ To whom it will happen/affect

Now examine:

◁ TYPE/NATURE OF EVENT

Practically, these can run into thousands.

◁ TIME-PERIOD / PERIODICITY / FREQUENCY

An event can happen tomorrow or it can happen after one month or after 10 years or a century.

◁ PERSON AFFECTED

There are 6 billion humans on this earth.

Now, if you multiply these 3 dimensions, you have literally TRILLIONS & TRILLIONS of combinations,

with a “probability” attached to each!

This is what makes “predicting of future” so easy!

◁ Something or Else (event) is likely to happen to

◁ Someone or Else (Person) at

◁ Sometime or other (Time).

As long as you make your PREDICTION sufficiently VAGUE / GENERAL, in respect of

→ an individual

→ a given time-period

→ precise nature (of what will happen),

You are safe!

You just cannot be faulted!

Because, what you have just predicted is bound to happen, sometime or other to someone or other!

Now if something that is vaguely resembling what was predicted, does actually happen to even 5% of the people who “read” your prediction, their confidence/faith in your ability to predict future sky-rockets!

They start believing that you have some god-given, magical powers to predict future (– did it not come true for them?).

Then these 5% spread the word (word-of-mouth) about your magical powers.

And the remaining 95%, for whom the “prediction” did not come true,

→ either forget that they ever read the prediction,

→ believe that it was not “meant” for them,

→ hope that your tomorrow’s prediction (about them) will come true (the flame of eternal hope keeps burning in their hearts – the hope for a better tomorrow).

But these 95% never go out and tell anybody that things did not happen as predicted! They don’t want to look silly! They don’t want to appear to be superstitious persons, believing in unscientific, irrational predictions!

So only the good-word spreads. Only the “positive” stories spread.

So each such story brings in more & more persons to look-up morning newspaper to (first) see what future holds for them. Forgotten within 5 minutes but remembered if something (vaguely) similar did happen by the end of the day.

What is the relevance of this long introduction?

I believe this human frailty / preoccupation / obsession to “know” one’s future, has the potential to turn our ResuMine into a “Killer Application”!

In ResuMine, when we are plotting

FUNCTION EXPOSURE PROFILE,

we are merely “predicting-the-past” of a person in a graphical manner, based on what he tells us in his resume, thru “keywords.”

Now, suppose, based on the information contained in that very same resume, the very same keywords, we are also able to

“PREDICT THE FUTURE”

of a candidate, would it not be a great hit?

All that we must do (learning from our learned astrologers/futurologists), is to ensure that our prediction about the future of the resume-owner, is

→ sufficiently VAGUE/GENERAL

→ not linked to any TIME-FRAME.

In such a case, it (the prediction) is bound to sound “plausible” to at least 5% of the candidates, who are able to see some “Relevance” (to themselves), in our FORECAST.

And this is not at all difficult.

For each “Function”, we have compiled a “set” of keywords (40/50?).

Some of these do appear in a resume & some don’t. We know both of these “sub-sets” for each candidate. We have also given “weightages” to each keyword.

My proposal:

Let us replace the right-hand keyword-panel (where we display all keywords found in that resume), with a panel such as follows:

[Sketch of a panel leading to SWOT block]

Executive SWOT Analysis

Your “Strengths” are (leverage these)
Your “Weaknesses” are (overcome these)
Your “Opportunities” are (you will grow here)
Your “Threats” are (watch-out for these)
Left-hand notes:

Top 4 keywords actually present in his resume (highest weightage keywords).
Top (highest weightage) keywords missing from his resume.
Names of 4 companies belonging to same “Industry” to which candidate belongs & preferably those which have recently advertised for a person like this candidate (Job Net Match).
“I cannot think of anything right now!”

Right-hand notes:

We need to use management jargon! We cannot say, here is your horoscope!
To sound really profound (– like C.K. Prahalad?), use the title, “PERSONAL ANALYTICS” (instead of SWOT or PERSONAL PROFILE).

P.S. This panel/frame is strictly meant for the candidate. Obviously this cannot be emailed/shown to a corporate recruitment manager! For them, either existing panel continues, or we come up with another which is sharply targeted to Recruitment Managers.

I get a feeling that not 5% but 50% of the candidates would CLEARLY / UNAMBIGUOUSLY identify themselves with this

YOUR PERSONAL PROFILE (a.k.a. SWOT analysis).

It would appear quite MYSTICAL / MAGICAL, especially if, thru this profile, we are telling the candidate exactly what he wants to hear (about himself)!

People “hear” what they want-to-hear!

People “believe” what they desperately want-to-believe!

There is no rationale. It is an act of FAITH.

In PERSONAL PROFILE (SWOT), every word need not relate 100% to the candidate.

Even if 50% of the words displayed have 50% relevance to 50% of candidates, this (profile) would be a GREAT HIT!

All those candidates who receive this PERSONAL PROFILE (under our Project EGO), would want their friends/colleagues to discover these great forecasts which they have (accidentally) stumbled upon.

Hopefully the “Killer App” is born! – or a damp squib, but there is only one way to discover viz: by experimenting! NOW!

Kartavya

cc: Abhi / Nagwekar

Webservice / Flexibility & Customization of “TARIFF” to different clients / client categories

There will be situations where we may get paid in “Kind” (as opposed to “Cash”) by a Webservice subscriber.

Enclosed news cutting is a case in point.

If a PR agency agrees to publicize our webservice in several newspapers / magazines / TV channels etc. (for 3 / 6 / 12 months or XYZ no. of articles or ABC no. of “Press-Releases”), we should be happy to allow them “free” use of our webservice for a given period!

Pl. provide for this situation in the “Payment Details” screen of “Subscriber Registration Form.”

Draft

Mr. Vivek Mehta

L&T / Powai

Dear Vivek,

ResuMine / ResuSearch Webservice

As suggested by Pranoti, our team (Kartavya / Abhi / Inder) visited your office yesterday and met/discussed our proposed Webservice with your team (Pranoti / Anuj / Gautam / Javalekar).

I believe, your team asked for “Customization” of ResuMine / ResuSearch in respect of following:

The Webservice should enable you to add “new” functions – and related “keywords” for each new function – directly on your own, ONLINE, when you subscribe to the Webservice.

It should also enable you to create a list of educational institutions (Colleges / Universities etc.) – ONLINE, directly on your own, so that:

→ ResuMine extracts this field

→ ResuSearch searches on this field

For emailing, you would like to use LOTUS instead of Outlook Express. / Outlook.

I wish to confirm that we will incorporate these “customization” features in our webservice, which is slated for commercial launch on June 27th (– my 70th birthday).

However, what is not possible to incorporate at this stage is,

▷ Developing the webservice on JAVA platform (as suggested by Mr. Javalekar).

For over 6 months now, we have designed our webservice-architecture along the .NET platform, since, a great majority of the webservices in the world are designed around this platform. We are also basing it on HR-XML, which is the emerging world-standard for all HR software.

The reason for choosing these platforms is simple.

A webservice must be capable of being able to “talk” & exchange data with any other webservice (e.g.: there are webservices offering “online” testing of candidates and you may well want your job-applicants to undergo some such test before considering him. You may want that the “result/score obtained by such a candidate” gets firmly incorporated in his resume – as a permanent record).

.NET vastly simplifies such exchanges of data.

Whereas, JAVA may have its own merits – and we would certainly examine this option in future – with barely 6 weeks left for the commercial launch of our webservice, it just does not appear feasible at this stage for us to also develop the JAVA version in parallel with .NET version.

▷ Developing ResuMine / ResuSearch as “Enterprise” versions (as opposed to webservice).

I want to draw your attention to the fact that our “GLOBAL RECRUITER”

…is being offered as a prepaid / pay-per-use webservice, comprising in all 5 modules as follows:

~~Advt. Composing / Publishing~~
Manpower Request Module (Ad-Compose)
Resume Management Module (ResuMine / ResuSearch)
Interview Management Module
Employee Management Module
Organization Management Module

These are described in detail in the folder given to you.

You will notice that ResuMine / ResuSearch is just one of these modules – all of which form part of an “Integrated” database / application.

Since we plan to offer this integrated application as a monolithic webservice, it is not possible to simply take out any particular module and license it as an enterprise version.

Only as a webservice, ResuMine / ResuSearch become truly self-learning, knowledge-capturing, artificial intelligence software, as thousands of corporates start processing millions of resumes, as our webservice subscribers!

As an isolated / stand-alone enterprise application, ResuMine / ResuSearch would deprive itself of the accumulated knowledge/wisdom of thousands of domain-experts from around the world.

I hope I have answered your misgivings, if any. If required, I would be happy to come over for a personal discussion.

In the meantime, we are proceeding to incorporate in our webservice, the three “customization” requirements mentioned earlier.

With regards,

HCP

Names on top:

SriRam, Raju, Nimit

Kartavya, Abhi, Inder

Date: 13-05-03

In the next 2/3 days, Abhi will conduct the surgery and separate our Resume Databases as shown in enclosed sheet.

This “operation” has become both important as well as urgent. If not carried out soon, serious “complications” can arise, considering that there is a fundamental difference between the Business Model & Revenue Model of:

Executive Search business
Webservice business

Headhunting is all about –

→ Very Senior Executives / Search assignments / Specific client / Confidentiality / 25% search fees / etc. etc.

Webservice is all about –

→ (Relatively) Junior executives / Fresh Graduates / Public resumes freely accessed by all Webservice subscribers / Online ResuMine search / Rs. 10/- per download of each resume / Repeat “sale” of same resume (like Music CDs: Online).

Butterfly Version of Resume

Nirmit, Raju, SriRam

Regi–Abhi have developed this, using ResuMine.

With all cosmetic changes, the final version should get ready in a week’s time. Then, by end June, 70,000 / 80,000 Butterfly versions will get emailed to their owners (– who, to start with, have sent us their plain/unstructured email resumes).

Idea/hope is that thereafter, these jobseekers will only use this Butterfly version, whenever they apply for a job in future.

If, every week, 1000 Corporates receive these Butterfly versions of resumes, we would get tremendous FREE publicity for our ResuMine/ResuSearch webservice slated for commercial launch on 9th Aug.

It is possible that, after having studied Butterfly version, consultants may want to use this in place of today’s “Converted Bio-Data” which Vital/Samata prepares. This would be welcome, provided Abhi succeeds in “integrating” the Butterfly version with OES. We should be able to send it only thru OES, so that up-to-date record is maintained in OES, as to “which” & “how many” Butterfly versions got sent (to which client & against which search-assignment).

cc: Kartavya
cc: Abhi

Kartavya
Abhi
Vicky
Inder

Please examine enclosed draft and modify the same if necessary.

After modifications please upload on our website (RecruitGuru) under link:

Privacy Policy

Allotment of “User ID / Passwords” to “authorized users” by the concerned subscriber only (and not by us), would have software code implications. Please examine these.

[signature mark]

Our privacy policy covers two types of users, viz.:
◁ Jobseekers
◁ Webservice Subscribers

Jobseekers
▷ Jobseekers either submit their resumes online or send to us by email and subsequently, we upload it there in our Webservice, after converting to ImageBuilder version.

These are resumes submitted to us directly and form part of our resume database. All of these are treated as “public resumes” and made available to our subscribers, who may get in touch with the concerned jobseekers directly on their own.

Webservice Subscribers
▷ Our webservice subscribers bring in their own resumes and upload on our webserver for converting to ImageBuilder version. These are resumes received directly by the subscribers against job-ads released by them on websites or in print media. Then there could be resumes received by our subscribers in an unsolicited manner.

But in all such cases, these resumes belong to the concerned subscriber and are his “private” database, although residing on our webserver.

These resumes (this private database) can be accessed only by the concerned subscriber and by no one else – not even us! Through appropriate software we render these resumes “inaccessible” to everyone else (any visitor to our website), other than the “users” authorized by our subscriber.

The “User List” can be created by the subscriber only. Any addition/deletion to the list can also be carried out by the subscriber only (thru online ADMIN TOOL). Only the subscriber can allot User ID/Password to each of his “authorized users.”

No user can access the private resume database of a given subscriber without using these subscriber-allotted User ID/Password.

www.RecruitGuru.com has no control over data/info downloaded and/or emailed to anyone by the authorized users of a subscriber, and we take no responsibility/liability for such data-transfers, whether legitimate or otherwise.

Draft Letter
07-05-03

Mr. Vivek Mehta
L&T / Powai

Dear Vivek,

ResuMine / ResuSearch Webservice

As suggested by Pranoti, our team (Kartavya / Abhi / Inder) visited your office yesterday and met/discussed our proposed webservice with your team (Pranoti / Anuj / Gautam / Javalekar).

I believe, your team asked for “Customization” of ResuMine / ResuSearch in respect of the following:

#1
The webservice should enable you to add “new” functions – and related “keywords” for each new function – directly on your own, ONLINE, when you subscribe to the webservice.

#2
It should also enable you to create a list of educational institutions (Colleges / Universities etc.) – ONLINE, directly on your own, so that:

ResuMine extracts this field
ResuSearch searches on this field

#3
For emailing, you would like to use LOTUS instead of Outlook Express.

I wish to confirm that we will incorporate these “customization” features in our webservice, which is slated for commercial launch on June 27th (– my 70th birthday).

However, what is not possible to incorporate at this stage is:

▷ Developing the webservice on JAVA platform (as suggested by Mr. Javalekar).

For over 6 months now, we have designed our webservice-architecture along the .NET platform, since a great majority of the webservices in the world are designed around this platform. We are also basing it on HR-XML, which is the emerging world-standard for all HR softwares.

The reason for choosing these platforms is simple.

.NET vastly simplifies such exchanges of data.

▷ Developing ResuMine / ResuSearch as “Enterprise” versions (as opposed to webservice).

I want to draw your attention to the fact that our “GLOBAL RECRUITER”

…is being offered as a prepaid / pay-per-use webservice, comprising in all 5 modules as follows:

~~Advt. Composing / Publishing~~
Manpower Request Module (Ad-Compose)
Resume Management Module (ResuMine / ResuSearch)
Interview Management Module
Employee Management Module
Organization Management Module

These are described in detail in the folder given to you. (copy attached for ready ref.)

You will notice that ResuMine / ResuSearch is just one of these modules – all of which form part of an “Integrated” database/application.

Since we plan to offer this integrated application as a monolithic webservice, it does not make sense to simply take out any particular module and license it as an enterprise version.

As an isolated / stand-alone enterprise application, ResuMine / ResuSearch would deprive itself of the accumulated knowledge / wisdom of thousands of domain-experts from around the world.

I hope I have answered your misgivings, if any. If required, I would be happy to come over for a personal discussion.

In the meantime, we are proceeding to incorporate in our webservice, the three “customization” requirements mentioned earlier.

With regards,
HCP

Kartavya
cc: Abhi
24-04-03

Webservice Monopoly

Once you said, U.S. clients (of software) have a low level of expectations.
This may be because they are:
→ very curious about new developments
→ very eager to “experiment / discover”
→ driven by a very “competitive” culture, where staying at the cutting-edge of technology is crucial

So they are willing to suffer “bugs” & take these in their stride.

Microsoft capitalized on the above-mentioned mentality / attitude of American consumers and put out version after version in rapid succession – even if these were full of bugs. Of course, MS engineers were clever enough to debug each version as bugs got reported. But the objective was always to launch versions in rapid / incremental steps.

No “Analysis Paralysis”; no penchant for perfection – just “time-to-market” & damn the martiniques!

Result?
Microsoft has achieved a virtual monopoly in PC operating system / MS Office etc. Nearly 90% market share (incl. browser).

Others did come out with better products later-on but by then, it was too late. It was simply impossible to even “shake” the giant of Redmond, let alone “topple” it!

All that remains is to grant Microsoft, the status of a “Nation” and admit it as a member of U.N.! In any case, its revenue exceeds the GDP of most of the developing nations!

There is a lesson to be learnt here.

ResuMine / ResuSearch is nothing so great that some other software company – or a placement agency – cannot develop within a few months. There are many of them with far greater resources than us. Once some of these come to know about our product, they may even try. It does not take marketing “genius” to visualize the enormous potential of ResuMine / ResuSearch. These are the words Navin Nangia used after seeing our demo!

So, the only thing we can do (practically) is to:
→ Launch ResuMine quickly (– even with bugs)
→ Cover a huge (unbridgeable) market-share within next few months.

It is simply a question of putting such a huge “Distance / Mountain” between us and the next (potential) runner, that he should give up even before starting! – a futile exercise!

Exactly the same way other software companies feel about Microsoft!

With regard to ResuMine, how can we reach such an unassailable position within 3/6 months? Say by Dec. 2003.

This is where my “Hub & Spoke” model comes into picture.

If, by Dec. 2003, we can rope-in 10/15 leading jobsites / portals, as our webservice “Licensees” and, thru these, manage to serve 10,000 corporates, then we would have reached such an “unassailable” position. Then, there would be no looking back, to see if someone is following us!

Once we are so far ahead, no one can overtake us! – or even catch up with us.

If we pull this off, we would have established a virtual monopoly – at least in India.

So, everything revolves around getting these 10/15 jobsites / portals to become our licensees.

Once that happens, rest would follow. Once they become our licensees, they would spread the word. They would reach out to their existing corporate clients and offer this “revolutionary” add-on to their existing bouquet of services. They would do all the “marketing” for us.

Question:
How can we get them to “sign-up”? Quickly.

Answer:
There are following “conditions” under which these jobsites would agree for a quick sign-up.

A) More Revenue / Profits (+ Factor)

If we can convince them that, by signing-up as our licensee, they can expect their revenues / profits to improve dramatically.

I am confident that we could convince them about this since we know that:
→ ResuMine / ResuSearch would vastly increase the recruitment productivity of corporates & reduce cost / time to recruit
→ There is no comparable product / service available in the market.

B) Loss of Business (-ve Factor) Fear Factor

If we can convince them that by NOT signing-up QUICKLY, they may lose whatever revenue/profit they are currently making and end-up closing down their operations within a few months, then, I am confident that they would sign-up FAST.

There is no greater fear than death. Most of the time, it is this -ve factor that keeps humans going; and it is not very different for Organizations! Ultimately organizations are made up of humans.

As explained to you / Abhi in person yesterday, we could instill this fear in the jobsites by telling them:

Dear Friend,
Wouldn’t you like to make more money?
Sure, you would.
And here is your opportunity, to make a lot of money — and make it quickly too!

All you need to do is to sign-up to become a licensee of our Global Resumiter Webservice.

You can offer our ResuMine / ResuSearch features to your existing corporate subscribers. Once they have used these features, they would never think of using the services of any other jobsite.

To top it off, when you become our licensee, we give you FREE, for use by your corporate subscribers,

1 MILLION RESUME DATABASE!

With such a large resume database, overnight, your jobsite becomes
No. 1 JOBSITE OF INDIA!!

With a quick, giant step, you OVERTAKE all the other jobsites of India!

And at ZERO cost, too.

Can you imagine what this can do to your business?

If, today, you have less than 500 corporate subscribers, in 6 months you will have 5000 corporate subscribers.

Because, where else, can they search…

A resume database of 1 MILLION competent Indian executives – with all resumes,

Perfectly “structured” for pinpoint search (finding proverbial needle-in-the-haystack).
Displaying critical keywords, describing an executive’s “skills/knowledge.”
Graphically showing the “Function Exposure Score” of concerned executive – along with where exactly he “stands” vis-à-vis population of comparable executives.

And when you become our licensee, your corporate-clients will be able to also use our module

INDIAN MARKETER.

This will enable your subscribers to search 700,000 Indian companies database

by:

Name of company (contact person)
City (address/phone no)
Product/services
Industry

Your corporate-subscribers would search this unique database,

To find “buyers” for their products/services
To locate “suppliers” for raw-materials/components
To appoint “distributors/dealers/stockists”
To license “technologies”
For “Business Process Outsourcing” etc. etc.

And with every “search” mouse-click, you will generate revenues!

Considering that we are planning to license only 10 jobsites in the first phase of our webservice, you may not want to be left out!

with Regards,

Our long-term / ultimate goal is to create a VIRTUAL EMPLOYMENT EXCHANGE.

Getting 10/15 jobsites to quickly become our webservice licensees is the first step — and the most important step.

Once we succeed in this (— and we must), next step would be to get these 10/15 jobsites to integrate/pool together, their individual:

Resume Databases

Job-Advert Databases

Once this happens,
→ A “job-advt” posted on any one jobsite, gets broadcast to all other “Licensee” jobsites & generates “Job-Alerts” to all jobseekers of all jobsites.

→ A “resume-search” being conducted by any corporate subscriber on any one jobsite, simultaneously conducts search on all resume databases of all licensee jobsites.

ADVANTAGE?
A corporate subscriber of ANY ONE licensee, in effect, becomes a subscriber of ALL licensees, and is able to “access/search” resources of all licensees!

(Of course, a solution for sharing “transaction-fees” will have to be found.)

25/04/03
Kartavya
Abhi
Vicky
Inder
Terms & Conditions
RecruitGuru Webservice
I suggest that, both, on the FREE TRIAL Registration Form and on the REGULAR SUBSCRIBER Registration Form, we have a statement that reads:
"I have read the Terms & Conditions and the same are accepted by me" [✔]
Unless the person registering checks the checkbox, software must not accept him as a subscriber. A polite message should flash, reminding him to first read the conditions, before clicking on Submit.
I enclose my draft of our Terms & Conditions, for your perusal & comments, if any.
Acceptance of our Terms & Conditions, by potential subscriber, would constitute an AGREEMENT between the parties.
Question: Under Project BARTER, my email (draft) to Placement Agencies says,
"We automatically accept you for 30 day Free Trial & will send you your password the moment we receive your FORM accepting EXCHANGE OFFER."
How do we tackle this?

Terms & Conditions

RecruitGuru (comprising different modules such as GumMine / GumSearch etc.) is a pay-per-use webservice, based on Microsoft’s .NET technology and hosted on www.RecruitGuru.com.

These terms & conditions apply to all those who become temporary subscriber (by filling in FREE TRIAL registration form) or permanent subscriber (by filling in Regular registration form) of RecruitGuru.

Subscribers will pay for whatever transactions they carry out on our webservice, as per the tariff chart (Menu Card). RecruitGuru reserves the right to modify/alter the tariff at anytime, by giving 15 days notice to the subscribers by email.

Subscribers will be able to execute only those transactions, which they have selected for themselves, by ticking ✔ in appropriate check-boxes [ ] at the time of registering.
Subscriber would have the facility to add/delete the transactions, at anytime, after logging in.

RecruitGuru Webservice is a prepaid service (much like a mobile phone prepaid service). As a subscriber carries out each transaction, the prepaid amount standing to the credit of the subscriber gets reduced by the value of the concerned transaction.
The service will stop automatically when the balance (of prepaid amount) stands reduced to NIL/ZERO. Before this event, an email will get sent to the subscriber, alerting him of the “Balance Amount status” and requesting him to make additional payment thru the ADMIN tool.

There are 3 types of payments that a subscriber would need to make in advance, as follows:
a) Activation Fee
b) User Fee
c) Transaction Fee

Activation Fee is a one-time/non-refundable fee. Activation Fee need not be paid once again, for reactivating the service, after temporary discontinuation of less than 6 months.

User Fee is linked to the number of users authorised to access the service. Once the number of authorised users is predetermined and the fee paid, new users can be added & old users can be deleted (from the Authorisation List), as long as the total number of users remain the same as predetermined.
A subscriber may, however, increase the number of users by paying additional User Fee. User Fee is non-refundable. In case of reactivation, after discontinuance, User Fee needs to be paid once again.
As far as the transaction-fee is concerned, a subscriber would need to estimate his expected usage and pay accordingly. This fee is non-refundable, even if a subscriber chooses to discontinue our webservice, before the transaction-fee balance amount gets reduced to NIL/ZERO. This amount gets lapsed/forfeited and cannot/will not be carried forward as a “credit”, in cases of reactivation after discontinuance.

Whereas RecruitGuru will take utmost care and put in best effort to provide a high standard/level of service, we do not assume/promise/guarantee or undertake to deliver a service as expected/desired by a subscriber.

RecruitGuru cannot and does not guarantee correctness/up-to-dateness of any data/information provided and/or posted by any subscriber or any jobseeker or any public domain data/info posted/uploaded by RecruitGuru on its own.
RecruitGuru does not assume/accept responsibility or liability for any misleading/wrong/fictitious/mischievous/untrue/malicious/prejudicial info/data posted/made available by Subscribers and/or job-seekers. Users are solely & entirely responsible for any consequences of such info/data, and unconditionally absolve RecruitGuru from any grieve/harm/hardship/loss/damage etc. arising from access & usage of such info/data. This equally applies to any modification/re-presentation of such info/data, that RecruitGuru may have carried out, especially in respect of

Functional Exposure Profile

Career Progression Profile

Designation Profile

Salary Profile

Job Market Profile
etc. etc.

…and a host of similar profiles, involving jobseekers/subscribers etc. It is strictly up to the users to draw whatever conclusions/deductions/inferences etc. they wish to arrive at by use of such modifications/re-presentations/comparisons/profiling etc. Whether graphical or tabulated, and under no circumstance whatsoever, shall a user of webservice hold RecruitGuru liable/responsible for any consequences, real or imaginary, arising out of such usage.

Whereas RecruitGuru will not grant/permit access/usage of one subscriber’s private resume database to any other subscriber, through deployment of appropriate software-based firewalls/barriers, RecruitGuru cannot take any responsibility in this regard. On its own, RecruitGuru will neither access nor use the private resume database of any subscriber, however for the purpose of compiling various profiles, such as “Functional Exposure Profile” / salary-progression profile / career-progression profile / population profile / keywords profile etc., our software will use the relevant values from the resume databases/job-advt. databases of all the subscribers, without linking these extracted values to a given resume or a given job-advt or a given job-description or any such/similar document.

RecruitGuru reserves the right to add/delete/modify/alter any of the conditions, without having to notify the users/subscribers.

RecruitGuru reserves the right to admit or not to admit any individual and/or corporate body, as a subscriber of its webservice, if RecruitGuru feels, at its sole discretion that this would go against its interest or against the larger interest of all other subscribers. It would not be necessary, nor required of RecruitGuru to provide an explanation of its decision not to admit a person/corporate body as its subscriber.

Kartavya
Abhi
Vicky
Inder → (These pages are like “Functional Specs.”)

Jobseeker’s Corner

Reading of enclosed notes will convince you that, on RecruitGuru.com, we need to create a Jobseeker’s Corner.

Even though we make our money from Corporate Subscribers, that becomes possible only because of millions of Jobseekers. To attract them to first deposit their resume on our website—and then keep coming again & again & again (forever), we need to devote/earmark an entire SECTION on our website, which is solely devoted to the jobseekers.

Abhi should upload these (enclosed) pages, as soon as the features/functionalities described & offered in those pages become available.

P.S.
No login required to access/read these pages!!

Page 2

✓ ImageBuilder

✓ Interactive Response Page

✓ Want an Interview Call – Today?

✓ Where do you stand?

✓ Where are the jobs? → GuruAlert

✓ Resume Targeting

○ Prepare Yourself (Project Advice)

✓ Impress the Interviewer (Project Prepare)

✓ Jobsearch

✓ Your Personal Page
Abhi
cc: Kartavya

"Submit Your Resume" Page

You are supposed to create & upload this page by Friday.

Enclosed find a write-up for the same.

By tomorrow, I will finalize & give you further write-ups for following links:

Terms & Conditions

How RecruitGuru places your destiny in your own hands

Page 2 (1/2)

RecruitGuru

Submit Your Resume

Dear Jobseeker:

Are you fed up of filling-in long structured forms,
(having number of list-boxes) on dozens of jobsites – and
Are you tired of noting down & remembering dozens of User ID/Passwords?

No more. Just forget the nightmare!

Enter the World of Artificial Intelligence – the World of GunMine Software.

In the block provided below, simply paste your readily available/unstructured/email resume. Using advanced datamining techniques, GunMine will convert your resume into a structured database. It will even construct graphs of your Functional Exposure Profiles.

To be precise, GunMine will convert your plain/unstructured resume into an ImageBuilder.

When we launch our Webservice (around Sept. 2003),
we will email to you, your ImageBuilder and
simultaneously upload it on our website.

From that moment onwards, you will control your own destiny!

To discover how, paste your resume below:


[ Text Box ]

☑ I agree to/accept your Terms & Conditions

[ Submit ]

Link → How RecruitGuru places your destiny in your own hands

RecruitGuru
Pay per Use
Your Personal Page

Dear Jobseeker:

On our website, “your personal page” gets created when

you submit your resume online
or
you send it to us as an email & then we upload it

In either case, we send you (thru email), your:
→ PEN (Permanent Executive Number)
→ Password
→ User ID

Note these down carefully, since you would need to use these every time you wish to log into your “personal-page.”

What can you find on your personal-page?

How will it help you?

As follows:

Edit
You will find your resumes (both the plain email version and the ImageBuilder version) in your personal page. You can edit these online, anytime.
“Match-Request” Form
You will find your “Match-Request” and edit the same online! These are your instructions to GumMatch to send you job-alerts.
Details of Matched Job Adverts
This tabulation/summary shows you what “matching” job adverts have GumMatch found for you! From this table, you can view the detailed job-advt and if you feel like “Apply Online” (i.e. instruct us to forward your resume to the concerned advertiser).

You will also be able to see/download adjoining graphical plot of the job-matches (even on your mobile!)

(Hand-drawn chart: "No. of Job Matches" vs "Date (of Month) / Month (of Year)")

Profile of Interviewing Company

When our software emails this link to you, you click on it and, in your personal-page you will find the profile of the Company, where you are about to appear for interview.

Resume Forwarding History

When you “Apply Online”, our software forwards your latest ImageBuilder resume to the concerned advertiser and creates/adds to, a tabulation as follows:

Resume Forwarding History

Candidate Name: ______
PEN: ______

Sl. No	Resume sent date	Sent to (Corporate)	Vacancy/Position	Interactive Page Response
				Reject

Profile – Generator

Here, you will be able to generate – on the fly – thousands of “Profiles” and come to know where exactly do you stand amongst comparable co-professionals,

Age wise
Experience wise
Designation wise
Functional Exposure wise
Salary wise
Edu. Qualification wise
etc. etc.

Of course, graphical plots are not possible to generate, unless, in each unique combination, selected by you, there are at least a few hundred comparable “Values”.

RecruitGuru
Pay per Use

JobSearch? (GuruMatch)

Dear Jobseeker:

Jobsearching is an old-fashioned, obsolete technology (of course, still used by most of the jobsites).

With thousands of job-adverts getting uploaded everyday on hundreds of jobsites, who can spend 24 hours per day searching for those few “ideal” jobs? – even if you are currently unemployed.

And, even if you have that kind of time, you are still likely to miss out those few “ideal” jobs.

Then surfing on jobsites is not cheap, either, at, maybe, Rs. 20 per hour.

Would it not be great, if those “Ideal” jobs come searching for you?
You bet.

…the entire World, which makes this possible!

How?
Take a close look at your own FUNCTIONAL EXPOSURE PROFILE
(in the ImageBuilder version of your resume).

It shows your “Raw Score” & your “Percentile Score.”
(Of course, both of these change every time you submit your fresh email resume on our website).

Now, unseen to you, what our GuruMatch software does, is to compute similar “Raw Score” & “Percentile Score” of thousands and thousands of Job Adverts, compiled from hundreds of websites.

Then, it compares/matches:

Your percentile-score (from your resume)
with
Percentile-scores of thousands of job-adverts
(Of course, in matter of seconds)

When GuruMatch finds one or more “matches,” it sends you a job-alert (as email or SMS).

To satisfy yourself (with the uncanny precision of GuruMatch), log into your online “Personal Page,” view the details of the “matched” job-adverts, and then “Apply Online.”

You have obliged the advertising company by allowing them to search you!

If you are quite choosy about the kind of jobs that should come searching for you, then fill in the following form:

Match-Request

Dear GuruMatch,
Please send me “alerts” for:

Function: __________
My functional percentile score is: __________
Functional percentile score of Job Adverts should be: [ ___ ] to [ ___ ]
Send alert as SMS on my mobile phone no: __________
My Mobile Service Provider is: __________
My PEN is: __________
My User ID is: __________
My Password is: __________

[ Submit ]

RecruitGuru
Pay per Use

Impress The Interviewer (GuruMentor)

Dear Jobseeker,

No interviewer can fail to be impressed if he discovers during the interview that you, as a candidate, know more about his company/organisation than what he does!

So, before you appear for an interview, what all should you find out about the company?

Following is only a partial list:

Names of Interviewing executives (panel members)
Names of Directors & other Senior Executives
Joint Venture partners / Technical Collaborators
Products & Services
Sales Turnover & employee-strength

No. of factories / sales offices / branches
Profitability & financial ratios (from Annual Reports)
Organisation structure / Compensation structure
Mergers & Acquisitions
etc. etc.

Chances are pretty good that the interviewers themselves possess only a sketchy knowledge of the above-mentioned topics!

But, if you have memorised such information before appearing for the interview, the interviewers will be impressed with your homework, your interest in the job, your seriousness, your analytical abilities.

Enough to get you shortlisted for the next round — maybe enough to get you an Appointment letter!

But, where can you get all the dope on all the companies?

From us — and without obligation.

What is more, we will provide this info.

…pro-actively, without waiting for your request!

But that would happen only when:

you use the Interactive Response Page while sending your ImageBuilder resume to the job-advertiser

and

the recruiter also uses the Interactive Response Page, to give you the feedback.

When this happens, we get a copy, telling us “Who” (which company) is going to interview you, and “When.”

Immediately, our GuruMentor software will send you a link thru email. When you click on that link, you can view/download all the data about that company (Sorry, we do not have data about all the companies).

Rest is upto you.

We can only arm you with info but only you can fire the shots (or face the shots!)

If you are lucky, other candidates appearing in the interview may not have used the Interactive Response Page!
— You are lucky to have used it.

RecruitGuru
Pay per Use

Resume Targetting

Dear Jobseeker:

Indiscriminately sending your resume to thousands of Corporates in an unsolicited manner, can be counter-productive.

So, RecruitGuru cautions you against mindless resume-blasting.

It lowers your image besides leading the recruiters to believe that you are desperate for a job.

But if you conduct some research, on the types of jobs/positions advertised by corporates in the past, you may discover that some of them have a “recurring” requirement (i.e., Vacancies/positions frequently advertised), for which, you could prove to be an IDEAL CANDIDATE.

It could be that you, somehow, missed to notice those job-adverts.

But, if these corporates needed an executive, like you in the past, it is quite likely that they would need “you” in future — may be near future!

And, if they were to receive your resume right now, it is equally likely that, instead of advertising once again, they may simply call “you” for an interview! That would save them a lot of bother.

To make your task of “researching” real easy, we have created:

CORPORATE JOB-ADVT. HISTORY

There is one page for each corporate, listing job-adverts released by it in the past (as many as we could get hold of), in a chronological order, as follows:

CORPORATE JOB ADVT. HISTORY
Corporate Name: ABC Ltd.

Sl. No	Vacancy/Position Advertised	Date Advertised	Source	Add to Shopping List for Viewing
				☑ / ☐ / ☑

NEXT COMPANY [Button]
Display Shopping List [Button]

After viewing the details, if you are convinced that you could be a very suitable candidate for this vacancy/position, then tick the check-box in the last column.

At the end of this exercise (research), when you click on Submit, your resume will be delivered to the mail-boxes of all those Corporates!

And, simultaneously, your own/personal RESUME FORWARDING HISTORY page will get updated.

In 21st Century, job-getting will depend upon:

Researching, not merely Searching
Being “Pro-Active,” not merely “Reactive”
Pin-point “Targetting,” not mindless “Blasting”
Using “ImageBuilder,” not an email resume
Enabling recruiter to give you “feedback” thru Interactive Page, not waiting & praying!

RecruitGuru
Pay per Use

Where are the Jobs? (GuruAlert)

Dear Jobseeker:

From a plain email resume, RecruitGuru created & gave you, the ImageBuilder. Use it.
From “Where do I stand?” graphs, you found out your standing (Vis-a-Vis your competing co-professionals), in respect of:
- Functional Exposure Profile
- Salary Distribution Profile
- Designation-Attainment Profile
Leverage these.
Using “Interactive Response Page”, you ensured that you get a feedback against each job-application that you send out.
Integrate it with your ImageBuilder.
But none of the above-mentioned features are “useful”, unless you know, “Where are suitable jobs?”

Not only you wish to know the jobs, where you have the best chance of succeeding, you want to know about these jobs

NOW! RIGHT AWAY!

Our task, at RecruitGuru would be incomplete, unless we send you “alerts” about such suitable jobs, FAST!

And you decide, how fast you want us to “alert” you.

We can send you an alert as an email or, we can send it as an SMS over your mobile phone. Choice is yours!

Of course, if you want to get an SMS-alert, you should make sure to enter your Mobile Phone No. (in the ImageBuilder) while editing.

We will also continue to send you job-alert as an email.

In either case, we will send you one alert daily. Then, at your convenience, log into our website & access your Personal Page. All the “matching (suitable)” job-adverts will be stored there, chronologically. Check out the details to see if there are some which really…

…interest you and against which you would like to apply.

So you found some?

Now, how do you go about applying?
We have thought of that too.

At the bottom of each job-advt, you will find,

"RecruitGuru: Please forward my ImageBuilder resume to this advertiser."
☑

Simply tick the check-box. That is all!
Our GuruAlert robot will deliver your resume to the mailbox of the job-advertiser.

Simultaneously, the software will add this advt. to your personal RESUME FORWARDING HISTORY page.

This is a chronologically tabulated record of all the job-adverts against which you have ever applied using RecruitGuru.
And this service is FREE!

Life cannot get simpler!

RecruitGuru
Pay per Use

Where Do You Stand?

Dear Jobseeker:

NO man is an island.

We live in a world teeming with 6 billion + people.

We live in a country crowding with 1 billion persons.

May be you live in a city of 1 million citizens.

All of them are competing for limited/often scarce, resources.

At the minimum, all want

ROTI – KAPADA – MAKAN
(Food – Clothing – Shelter).

None of which is possible without a job.
And jobs are getting scarcer.

43 million unemployed graduates, registered with 900+ employment exchanges, are a proof!

And then there are many more millions, who have not even bothered to register.

So, for every job available, maybe there are 10,000 candidates who are “suitable” (– out of millions who are available!).

This includes the job that you may be currently holding, or the job that you have just applied for.

So, these 10,000 are your “competitors”!

Do you know, where do you stand, in relation to your competitors?

In relation to:

Age
Years of Experience
Educational Qualifications
Functional Exposure
Salary
Designation
Industry Background
etc. etc.

And,

Unless you know where you stand in relation to your “Competitors” (co-professionals), you don’t know how good is your chance of landing that job! – or even retaining your current job.

We, at RecruitGuru, will tell you where exactly you stand.

Already, the ImageBuilder version of your resume, graphically plots your FUNCTION EXPOSURE PROFILE.

It shows you where you stand, amongst other professionals, belonging to the same “function”.

And before long, RecruitGuru will graphically answer your following questions:

▶ SALARY

How does my salary compare with professionals, having:
- Same Age
- Same Experience
- Same Functional Exposure
- Same Industry background
- Same Designation-level
- Same Educational Qualifications
  etc.

Can I ask for a “raise”?

DESIGNATION-LEVEL

At what age, do professionals become a:

Manager
General Manager
Vice President
etc.

How much time do they spend at each “Designation Level” before moving on to the next higher level? Am I stuck at my current level for too long? Am I overdue for a promotion?

(These graphs will be displayed, Industry-wise / function-wise).

You will be able to view these “WHERE DO I STAND?” graphs only if you enter & complete all missing data in your ImageBuilder version of resume, either online, or send to us as an email.

Now you are equipped to face your competitors!

RecruitGum
Pay per Use

Interactive Response Page

Dear Jobseeker:

Apply, apply, no reply?
Sounds familiar? You bet!

A recent survey conducted by a leading jobsite amongst jobseekers revealed that some 67% of the respondents complained that:

Recruiters never “acknowledge” the receipt of their job applications.
Recruiters never give them any “feedback” re: what they have done/plan to do re: their application — they did not mind receiving a negative/rejection feedback — as long as they got some feedback.

A very legitimate expectation. Business courtesy demands that recruiters should respond. They are aware that a response — any response — would vastly raise the image of his company in the eyes of the job applicants. It makes for good public relations.

But, with proliferation of email resumes (quite often unsolicited) choking their mailboxes, recruiters find it extremely difficult to respond to each & every job applicant.

Some recruiters receive over 500 email resumes everyday!

If a recruiter needs just ONE minute to send an email reply to each applicant, he would be left with absolutely no time to do anything else!

However, if you make use of Interactive Response Page while applying for a job — you are bound to get a response!

That is because, with the Interactive Response Page, a recruiter can respond to you within 5 seconds and automatically create a searchable database (job-advt wise) of all his responses!

When you use Interactive Response Page while applying, you are actually enabling the recruiter to respond — almost instantaneously — like Instant Messaging.

You are ensuring a feedback every time you apply on an Interactive Response Page.

Of course, use ImageBuilder version of your resume only.

RecruitGum
Pay-per-Use

ImageBuilder

Dear Jobseeker:

Our Artificial Intelligence software (GumMine) takes in your plain, unstructured email resume and automatically converts it into a structured database.

This is a great help for the Corporates (the job-advertisers) because now your resume has become “searchable” in matter of seconds — even after 5 years!

But we want to help you, too.

So we turn your resume into an “ImageBuilder” resume.

Want to see what an ImageBuilder looks like? See SAMPLE.

From the keywords (knowledge – skills – expertise etc.) contained in your resume, our AI software deciphers your Functional Exposure.

Then it plots, graphically, your Functional Exposure Profiles.

Not only that. The software computes your “Raw Score” and your “Percentile Score” for each function.

It compares your “exposure” with thousands of comparable executives and shows you — and the recruiters as well — where exactly you stand vis-à-vis the sample population of other executives.

But with passage of time, your knowledge–skills–expertise etc. will change, resulting in a changed mix/composition of “keywords” in your resume. So, every time you submit a “revised” resume, your Functional Exposure Profile will change!

Not only your “Raw Score” will change, but your “Percentile Score” will also change, because by that time many more thousands of executives would have got added to the sample population.

As soon as we launch our webservice in Sept. 2003, you will be able to see your own ImageBuilder resume online — as soon as you post your plain resume.

Of course, if we have received your plain resume earlier thru email, we will upload your ImageBuilder on the website on our own and send you your UserID/Password, for “Editing.”

Edit, you must. You must correct wrong data and also enter any “missing” data.

After that, you may wish to download the ImageBuilder and use it whenever you are applying for a job.

That is the only way — the ImageBuilder way — you can hope to get your resume shortlisted from thousands of plain email resumes crowding the email box of a recruiter!

ImageBuilder – “Career History” Section
09-07-03

I presume (pl. correct me, if I am wrong) that once we launch our webservice, each & every email resume received (online or offline) would be “extracted,” then converted to “ImageBuilder” version and then uploaded on our website. Every single resume.

Then only, jobseekers can log in (using their password/User ID) and “Edit” it online.

This (ability to edit-online) feature is very important, because nearly 100% of the “ImageBuilders” uploaded would contain a BLANK “Career History” section!

And I suppose we would want the jobseekers to log in & enter this data online (and of course, be able to download too).

Now, it is quite possible that a jobseeker may log in & edit once-a-year.

In fact, we will build an automatic reminder system, which would remind him to do so.

It is also quite likely that the candidate has changed his job, when he logs in to edit/update.

But in ImageBuilder, there is provision for only 4 jobs-history (including the current).

So now what can concerned candidate do? How can he edit? – Career History section.

Does he re-enter everything all over again?

Or, he can go on adding any no. of jobs (career-history), since he is ONLINE and software does not restrict him? Then again, if ONLINE he can enter even 15 job-history, what would happen when he tries to:
→ email his updated ImageBuilder?
→ print it?

Whereas I appreciate that ImageBuilder may have restrictions “OFFLINE”, we must ensure that ONLINE there are no restrictions (on no. of job-history), because for each candidate, we want to capture entire LIFE-HISTORY from birth onwards! Pl. confirm.

09-07-03

Abhi
(06-07-03)

Pl. order & get this book FAST!
Hiding in Plain Sight by Eric Cole
Wiley & Sons, PP: 334
Price: Rs. 1,739.50

We can possibly benefit from it enormously.

Remember, that thousands of emails that we plan to send out to jobseekers & corporates & placement agencies & jobsites etc. are all “Covert Communications”!
So, we definitely need a “MANUAL.”
Eg: Your ImageBuilder has our logo.

This is an “Image” – so you can write & “hide” a software code INSIDE this image!
Then, every time a jobseeker uses ImageBuilder to apply (with or without Interactive Page), your hidden code will send you a message, saying:
→ Who applied, to whom, when (date), and why (for job-advt no.).

Imagine the implications.

cc: Kartavya

Abhi
cc: Kartavya
09-07-03

“Submit Your Resume” Page

You are supposed to create & upload this page by Friday.

Enclosed find a write-up for the same.

By tomorrow, I will finalize & give you further write-ups for following links:

Terms & Conditions
How RecruitGum places your destiny in your own hands

RecruitGum

Submit Your Resume

Dear Jobseeker:

Are you fed up of filling-in long structured forms (having number of list-boxes) on dozens of jobsites—
and
Are you tired of noting down & remembering dozens of User ID/Passwords?

No more. Just forget the nightmare!

Enter the World of Artificial Intelligence — the World of GumMine software.

In the block provided below, simply paste your readily available / unstructured email resume. Using advanced datamining techniques, GumMine will convert your resume into a structured database.

It will even construct graphs of your FUNCTIONAL EXPOSURE PROFILES.

To be precise, GumMine will convert your plain/unstructured resume into an ImageBuilder.

When we launch our Webservice (around Sept. 2003), we will email to you your ImageBuilder and simultaneously upload it on our website.

From that moment onwards, you will control your own destiny!

To discover how, paste your resume below:


[ I agree to/accept your Terms & Conditions ] ☑
                [ Submit ]

Link → How RecruitGum places your destiny in your own hands.

Draft email for “Project Barter”
(For sending to 1000 Placement Agencies)
17-06-03

RecruitGum.com

Dear Sir:

Zero-Sum Game

It is a game where both players win.
A win-win situation.

Like when we send you (on a CD), 5000 resumes in exchange for a similar number from you. We have over 1 Lakh resumes of middle-level managers in our database.

You gain – we gain.

But what we send you are no ordinary email resumes. These are the ImageBuilder version, created by our Artificial Intelligent Software – ResuMine – which will be offered to Corporate Recruiters (as a webservice) in Sept 2003. And to you as well.
See attached SAMPLE

The ImageBuilder resume will ensure that YOUR candidate gets appointed by your client!

If you are agreeable to participate in this EXCHANGE SCHEME, fill in the form attached and return to us as an email.

FORM
Resume Database Exchange Scheme

Dear Abhi:
(abhi@recruitgum.com)

Thank you for your email offer.
Yes, we are keen to participate in this scheme and after we receive from you your resume database (ImageBuilder version) on a CD, we undertake to send to you (thru courier) a CD containing email resumes numbering: _______

Our Corporate information is as follows:

Name of Placement Agency: __________________________
Address: _________________________________________
Phone Nos.: (1) ___________ (2) ___________
E-mail ID: _________________________________________
My Name: _________________________________________
My Designation: __________________________________
Mobile No.: ______________________________________
Date: ___________________

www.recruitguru.com

Abhi / Kartavya
17-06-03

www.recruitguru.com

One simple & quick way to launch this new website is to simply take our existing website & on every page,

replace → www.3pjobs.com
with → www.recruitguru.com !

(I presume IP address will need changing too).

Nothing else changes. Everything remains same, database, search softwares, forms etc. etc.

I suppose this can be done in 2 days?

Thereafter, www.3pjobs.com becomes a GHOST website (with another IP address?), where the homepage reads:

“This site is under Construction”

After 2/3 months when we get time, we will convert 3pjobs.com into a BROCHURE site.

If OK, pl. implement before this weekend.

Kartavya

Abhi
Inder
Nagwekar

Lessons To Be Learnt

See enclosed article “Two-buck Chuck” from Eco. Times of 20/06/03.

In enclosed pages, I have tried to compare Bronco’s situation with our situation & draw conclusions.

Although, at first glance, it may appear that Wine/Wine Industry is far removed from e-recruitment industry, the “parallels” become clear as you go along. Basic marketing strategies remain same.

Point

Fancy wines cost $300/bottle. Two-Buck Chuck wine costs $1.99 per bottle.

Since it came on to the market last year, Two-Buck Chuck has become the fastest-growing wine in the history of America’s Wine industry. Two-Buck Chuck accounted for 15% of the wine sold in California in the first 2 months of this year.

Lesson To be Learned (in our context):

A wine meant for masses. We want to price Recruit-Gum transaction-tariffs so low that thousands of small/medium sized companies would start using Recruit-Gum & would never think of installing/maintaining an inhouse legacy-system & then remain, forever, at the mercy of a software vendor!

This is a repeat of DoCoMo story (40 million mobile users in 1000 days i.e. ave. 40,000/day!). Obviously there are lakhs of small/medium corporates around the world, who do not use any recruitment HR software (because they simply cannot afford costly legacy systems). Given a simple/cheap alternative, they would grab it.

Point:
No single brand has ever had that kind of market share.
It has become a “CULT” wine.
… Shoppers carting it away, not by the case, but by the cartload.

Lesson To Be Learned (in our context):
Obviously, a huge untapped market existed for a cheap/affordable wine, for middle-class Americans. Maybe they wanted to explore/experiment with wines (having been fed up with beer/hard drinks?). Perhaps it was all a question of having an Affordable OPTION! When Two-Buck Chuck gave them that option, it caught on as a Wild-Fire!

We must position RecruitGum as the “poor corporate’s option.” But here, the comparison ends! Although RecruitGum would be “cheap” (as compared to legacy-systems), it is, by no means, cheap-quality!

If anything, RecruitGum will have SUPERIOR QUALITY & far greater ease-of-use (simple elegance) as compared to legacy-systems. Big corporates will adopt RecruitGum for this reason and not because it is cheap.

Point:
You have to try it – and then spring it on your friends alongside more expensive wines to see if they can tell the difference.

Lesson To Be Learned (in our context):
We hope that when jobseekers receive their ImageBuilder version, they will show it to their friends/colleagues, who will instantly realize that there is absolutely nothing comparable available in the market! We hope this realization would tempt them to try it out on their own email resumes – especially since it is free!

Question is:
Will recruiters also realize – and appreciate – this “difference”?
And, if & when they do, will they be motivated to “share” their pleasant experience with their co-professionals (HR/Recruitment Mgrs. of other companies)?

How do we bring this about?

Point:
The appearance of such cheap wine in America, however, is something new, made possible by an unprecedented oversupply of grapes in California.

A series of excellent vintages
Health benefits of wine
Ageing baby boomers started drinking more of it.

Lesson To Be Learned (in our context):

SUPPLY-SIDE
India produces over 1 lakh IT professionals (college graduates) annually – maybe 50 lakh college graduates of all kinds annually (from a net increase in population of 18.3 million/year!).

DEMAND-SIDE
Demand for IT/ITES is booming. So is demand for professionals in Telecom / Insurance / Retailing / Financial services / Auto / Health Services / Infrastructure etc. etc.

We will need to convince HR professionals how they can dramatically improve their own productivity and their departmental productivity by using RecruitGum. They can save millions of rupees in Advt. costs & course subscription costs on Monster/Naukri etc. for Resume Database Search (7 lakh resumes free? during Free Trial?).

Even a company having annual turnover of Rs. 5 crore can afford to subscribe to RecruitGum! (That is just $1 million!). There are millions of such companies around the world!

Point:

The dollar rose, making imported wines cheaper.
It is cannibalising sales of mid-market wines below $10 a bottle, forcing producers to cut prices.
Two-Buck Chuck’s low prices means it is reaching new markets and changing patterns of wine consumption.

Lesson To Be Learned (in our context):

If American companies can “buy” our resume database of Software Professionals at $0.10/$0.20 per resume, they may want to bypass the “bodyshoppers” & contact the candidates directly!

When we offer to 50,000 corporates, 7/8 lakh resumes “database-access” for Rs. 5000 (Activation Fee) down payment, what would that do to the revenue models of:
→ Monster charging Rs. 1-3 Lakh/year
→ JobAhead “ Rs. 1.7 Lakh/year
→ JobStreet “ Rs. 0.5 Lakh/year
→ Naukri “ Rs. 1.5-2.0 Lakh/year

This could well be, for them, a “Life and Death” situation! But we do not want them to shut shop! They have 2 strengths, viz.:
(A) Large Resume Database
(B) Large Corporate Customer Base

By the time EGO & BARTER are over, their strength (A) would have gone, assuming we manage a million resumes. But they can survive on (B) by becoming RecruitGum “LICENSEES” (See HYBRID model note).

17/06/03
Kartavya – Abhi

www.RecruitGuru.com
TEMPLATE for pages

Enclosed find a template suggestion. Pl. let me have your comments soon. It is time to freeze this so that Anshu/Pooja can go ahead with developing UI for all the pages, strictly using this template everywhere.

You will notice that in the “Punchline”, I have used:

“Pay per Use.Net – Recruitment Self-Service”

I added this on purpose, although, at first glance, usage of .Net in punchline seems “misplaced”!

I cannot use .NET word standalone without Bill Gates putting me behind bars! But when I use it in conjunction with “Pay per Use”, it (use) becomes perfectly legitimate because I am the rightful/legal owner of PayforUse.net (URL).

It hardly matters that my website has a different URL!!

Maybe Bill Gates will, one day, offer us $1 mill. for buying PayforUse.net! Till then, let us ride piggyback & imply that we are using .Net technology.

21-06-2003
Kartavya – Abhi

WOW (Weave Omnipresent Web)

Enclosed find our gameplan to start a Tsunami / an Avalanche.

The main characters in this gameplan are:

The Jobseekers (– and their resumes)
The Corporates (– and their job-adverts)
The Placement Agencies (– and their resume databases)
Media/Communication Channels (– and their capability to quickly deliver “contents” to millions)
Jobsites (including RecruitGuru) (– and their matchmaking software which generates & delivers job alerts to candidates. Also deliver resumes to corporates against Apply Online.)

In enclosed pg #2, I have arranged our various “Projects” in a tabulated manner and in the sequence in which each project must be launched.

The idea is that, as each project progresses, the “DESIRED OUTPUT” from that project becomes the “INPUT” for the next one.

This must generate waves-after-waves and continuously gather more and more strength, until it becomes:

Unstoppable
Omnipresent

We must weave a wonderful web (WWW), from which none can escape –

neither jobseekers
nor employers
nor intermediaries (i.e. jobsites & placement agencies)
nor media/communication channels (i.e. Newspapers / TVs / Mobile Operators / Cable Operators / Cybercafes etc.)

By integrating all the above-mentioned players into one big network, the value of the integrated network goes up in geometric proportions.
The more the nodes (no. of players) on the network, the higher its utility.

It is our task to ensure that, by timely …Execution of all these projects, we increase the “Utility” of our network (Kāl-Chākra?) so much that those who choose to remain outside, suffer a terrific

COMPETITIVE DIS-ADVANTAGE!

So much so, that they have no option but to subscribe to the network!

I want to repeat here that these projects/initiatives are an integral part of our RecruitGuru webservice. These projects are “inseparable” from RecruitGuru. WOW is monolithic in nature. If we try to take out/remove one element, the entire network breaks down. So the entire tech-team must work as “one” for implementing these projects.

(Signature mark)

cc: Raju / SriRam
cc: Inder / Nagwekar
cc: Nimrit

WEB-SERVICE PROVISIONING

30 June 2003

WEB SERVICE PROVISIONING

When we adopt a “pre-paid, pay-per-use” model for our webservice, we are accepting a legal liability to our clients, to deliver “X” amount/value of “Services” (measured in, no. of transactions x tariff rate).

It is nice to have a “negative customer outstanding /a negative working capital, but this model carries responsibilities / liabilities.

On our balance sheet, “Cash Inflow” & “Income” are two different things. “Income” is only the services actually delivered, at any point of time.

Cash Inflow-Services delivered =Balance Liabilities.

Please read enclosed notes for implementation.

All of these must be done in V.I.O> itself.

Never mess around with your financial matters.

Be crystal clear / transparent from day one!

SUMMARY TABULATIONS

Temporary Registration for FREE TRAIL

1
2
3
4
5
6
Sr. No.
Company Name
City
Executive Name
Executive Designation
Date Register

Chronologically

For placement Agencies, this date will be the date on which, they send us their (EMAIL) ACCEPTANCE FORM for our BARTER SCHEME.

Please ensure that whatever data/fields are required to be filled-in for
“FREE TRAIL” FORM

Are also incorporated in the

“BARTER ACCEPTANCE” FORM

We have decided to treat every BARTER ACCEPTOR as an “Early Adopter” and automatically show his name on “List of Early Adopters” page.

Column’s 1, 2 & 3 can be made visible to all VISITORS to our website.

Column’s 4,5 & 6 only we can see

Statistics (FREE TRIAL)

We would need to know following fig’s.

-    How many joined

-    How many completed “Free Trail”

-    Out of those, who completed “Free Trial”,

·     How many converted to “Regular subscriber’

·     How many “backed –out” altogether after trial.

(We need to know the “yield %”). We need to create an ongoing separate database of companies which backed out after free trial, so that we can launch an email campaign to “convince” them & get feedback from them re: “Why”?

And we need to get this info for

·     Any day (of any month)

·     Any month (of any year)

·     Cumulative (within a month)

·     Cumulative (within a year)

After first month (viz: Sept.), both, “Free Trial” registrations and “Regular” registrations, would be taking place simultaneously, every day.
So, we must have similar 2 graphs for “Regular Registrations” also.

FINANCIAL SCREENS

Data picked-up from free Trial Form

Data picked up from Regular regi. form
Asutosh to enter this column upon receipt of cheque/DD
Sr, No.
Company Name
Free Trial Registration
If became Regular Subscriber

Start Date
End Date
Cheque/DD No. & date
Amount Rs.
Asutosh created on date

Money comes in only when companies who have registered for FREE TRIAL, become regular subscribers, at the end of the trial (or even before 30 days are over), by sending chaque/DD & entering these details (check No/DD No. / Date Amount/bank drawn on etc.) in the
Regular Registration Form

From these details, a tabulation, as shown on P=3, must get automatically generated, as soon as a corporate fills-up the regular Registration form only the last column will remain blank, until Asutosh received the cheque/DD thru courier.

When he does using his password, he will access. This tabulation & enter the “date” in last column.

But the tabulation will also be accessible to kartayvya / Abhi / HCP / NHP who can, look-up & find out at a glance what “amount” of payments are dispatched / in pipe-line but still not received.

If it is more than 7 days, since dispatch of cheque / DD / by corporate (we insist thru courier),then Abhi can/must pick-up phone & talk to the client, saying we have not received the cheque so far! He should decide, based on clients feedback, whether to allow client to continue to use our webservice or to suspend it temporarily & send an email to client accordingly.

“Overall” subscription amount to be broken –up as

-    Activation Charges – Rs. 5000/- per Member corporate

-    No. of Licenses charges – Rs. 1000/- per person authorized

-    Transition Charges – Whatever amt Member chooses to pay

From total of “actual transactions” carried-out by all members, in a given month, we can arrive at,

“Balance value of Transaction services charge”

Remaining to the credit of :

·     A particular Subscriber:
This is what a particular subscriber would like to see-as a monthly tabulation:

·     All subscribers put together:
This is what we would like to see at any point of time, in a graphical manner.

For us this “Balance Amt” represents the “value of Services” yet to be delivered by us.

It (this amount) is, kind of a “Liability of the company.

(Cash Inflow – value of services delivered)

= Balance liability of company

We should be able to see/view this for any particular customer or for all customers put together

AND

As on any date.

11-07-03
Inder
Webservice Marketing

Amongst “Early Adopters” it is VERY IMPORTANT to hook up big-daddys such as ORACLE. Every such big name will attract 100 small/medium sized companies.

On the day of “Official Launch” (the day on which we send out the first email Circular #7 – Project Pincry) itself, it is essential that we have such 20/30 big names listed on the “Early Adopters” page. The 3000 odd companies who get Circular #7 must be able to “see” these 20/30 names.

Maybe we should have this list as an attachment to Circular #7. With help of SriRam / Rayil / Mitchelle, please start talking to some of our own existing org. clients around beginning of August – to rope them in.
Eg: Nimrit knows Udupa (Oracle) very well – we found a CEO for them recently.

cc: Kartavya – Abhi – Vicky

This note is essentially a marketing strategy memo:

Secure early adopters (Oracle-type giants).

Use their brand power to attract SME adoption.

Ensure credibility by showcasing these names in the launch circular.

Leverage internal contacts (e.g., Nimrit’s connection with Oracle).

PRIVACY POLICY

When you upload unstructured email resumes lying on your local hard disk onto our webserver, and then convert these into a structured database ( thru ResuMine), this database remains on our webserver.

That is why you are able to search it, whenever you want, using ResuSearch – and even download the shortlisted resumes back on your local hard disk.

But, along with our applications (ResuMine/ResuSearch), your database continues to reside on our webserver. It is your PRIVATE PROPERTY and absolutely no one else can “access” it – even we cannot!

And should you ever decide to “unsubscribe,” you can delete it (after downloading on your local hard disk, of course).

Having assured you 100% protection from unauthorized access, we admit: we have no control over the “access” made possible through use of genuine Customer No. / Password / User ID allotted to you. It is your responsibility to ensure that these do not fall into wrong hands.
Every time you wish to use the Matchmaker webservice, you must first log in – even during your 30 DAY FREE TRIAL. This is mandatory.
Once you have filled in & submitted the Registration Form for Free Trial, you are our valuable Customer.
Within a few minutes of submitting your Registration Form, you will receive from us an email (at the email address given in the Registration Form), giving you:

Customer Number

Password

User ID

You will need to use these for Log-In. Even if you decide NOT to become a regular subscriber at the end of your 30 DAY FREE TRIAL, your Customer Number does not change. It remains the same.
In this case, what we will do, is to delete your Password / User ID at the end of the 30-day FREE TRIAL.

But the unique CUSTOMER NUMBER becomes your company’s property – as …

Privacy & Membership Details (continued)

1. Customer Number Policy

A unique Customer Number remains permanent, regardless of subscription status.

Companies can subscribe / unsubscribe / resubscribe any number of times – Customer Number stays the same.

Password/User ID is changed for protection each time, and details are sent by email.

2. Authorized User Management

Customer No./Password/User ID must never be handed over to unauthorized individuals.

Must maintain an “Authorized Users List”:

Delete users immediately if they resign/retire/leave employment.

Ensures protection of the client’s resume database on the server.

3. Support & FAQs

Customers should read FAQs for clarity.

Support available via Webservice.Support@...

Member Log-in – User Areas

A Member Log-in permits access to multiple areas:

Transactions Area

For carrying out main work with ResuMine/ResuSearch.

Statistics Area

Activated in ~3 months.

Shows online statistics:

Transaction-wise usage summary.

Credit balance.

Until then, statements emailed monthly.

Authorization Area

Customers can create and manage Authorized User List.

Names can be added/deleted anytime.

Transaction-Selection Area

A Menu Card (Tariff Chart) allows members to tick checkboxes for desired transactions.

Only selected buttons/links will activate on the interface → prevents overspending.

⚡ Key Insight:
This shows an early vision of subscription SaaS-style access control, with:

Permanent customer IDs,

Flexible subscription,

User authorization management,

Usage-based transaction selection (like API pricing today).
But since we plan to add new “recipes” (features) to the MENU-CARD, on a regular basis, you may want to visit this area now-and-then to check up, if we have added some exotic “dish”, which you may want to try by ticking

Why “Pay-Per-Use”?

Analogy:

You don’t own:

A power station → you just use electricity

Waterworks → you just use water

A telephone company → you just use voice communication

An airline → you just use travel service

👉 Similarly, why should you own expensive software?

Core Arguments:

Software ownership costs millions of rupees/dollars.

Makes no sense if you:

Use it only occasionally

Use only a few features

Problems with Traditional Software Licensing:

Buying/owning software locks you in (“Locked-In”).

Every upgrade/version release forces you to pay again.

Vendors push yearly upgrades → you pay even if you don’t need all features.

The Problem with Traditional Software Upgrades

Vendors release upgrades once a year (at least).

Each upgrade may have 20 new features, but you may only need 2.

Still, you pay for all 20—whether you use them or not.

That’s unfair.

The Pay-Per-Use Solution

So, instead of this rigid model, your idea was to build The Matchmaker as a:

👉 Pay-Per-Use Webservice

Where the customer pays:

Only for what exactly they use.

Only for when they use it.

How It Works

Customers get a MENU-CARD (like a tariff chart).

They tick/choose the transactions (clicks) they want.

The system activates only those features.

Billing happens only for selected/used transactions.

Member Admin Tool

Users can add/delete transactions from their Menu-Card at any time.

This flexibility ensures that features can be enabled/disabled instantly.

Control for the Customer

With the Member Admin Tool, the customer decides:

What features to use (even as new ones are added weekly).

How much usage to consume.

How billing is managed.

Key Advantage

Even without:

Heavy upfront investment in software, or

Hiring technicians to maintain it,

👉 Customers retain complete control over:

Features they activate.

The extent of usage.

The billing amount.

MENU-CARD (Tariff Chart)

Our tariff is similar to what you’d find at a Club.

#1 Membership Fee

Activation Fee (One-time, Non-Refundable)
₹50,000

#2 Guest Charges (User Fees)

User Fee: ₹1000 per user

Example:
If your organization wants 5 HR/Recruitment Managers to use the webservice:
₹1000 × 5 = ₹5000 (one-time, non-refundable)

Adding New Users:
Each additional user = ₹1000

User Substitution:
You can delete one name from the Authorized User List and substitute another name without paying any extra amount.

#3 Service Charges

We call this the Transaction Fee.
This is where the “Pay-per-Use” concept kicks in (similar to mobile-phone services, which everyone is familiar with).

Every time you ask our server for a service, you pay a tiny amount.

Charges: ₹5 / ₹10 / ₹50 per transaction (depending on the service).

This is tiny compared to the cost of owning a recruitment software, which can range anywhere between ₹5 lakhs to ₹5 crores (e.g., an ERP/HRM module).

How it works

Every time you click on a respective button/link in the User Interface Screen, the specified fee is deducted from your Prepaid Value.

You can configure/select in advance the transactions you want, via your Member Login / Member Admin Tool.

Example: If you tick a box for Resume Search = ₹10, every click deducts ₹10 from your prepaid wallet.

So now we have the 3-part Tariff Structure:

Membership Fee (Activation Fee) → One-time ₹50,000.

User Fees (Guest Charges) → ₹1000 per user (substitutable).

Service Charges (Transaction Fees) → ₹5 / ₹10 / ₹50 per click.

Free Trial Registration

Emphasizes the importance of trying before buying (especially for internet-based services).

Strong claim:

“Once you have used The Matchmaker recruitment solution, you will never touch anything else.”

Process:

Fill in the form and click Submit.

Within minutes, receive an email with:

Customer No.

Password

User ID

Click on the Customer No. link to reach the Webservice Login page.

Enter login details and start using Matchmaker.

30-Day Free Trial – Features

During this period, users pay nothing and can:

Convert unlimited unstructured resumes into a structured database using ResuMine.

Conduct 50 ResuSearch sessions (50 clicks on the search button).

Download all converted resumes and shortlists onto their local hard disk.

Send out interview-call emails to all shortlisted candidates.

👉 Note: At the end, there’s a humorous remark asking if they should also include “issue of appointment letters” — and that users should “wait for a while”.
Online Demo
How can you know that
▶ ResuMine
– will convert any unstructured email resume into a structured database?
▶ ResuSearch
– will permit you to conduct a search on this database, using a no. of search-criteria?
After all, “seeing is believing”! Don’t trust advertisements and sleek/glossy sales literature!
Try this.
Create a file/folder containing up to 100 (max) unstructured email resumes that you have received recently. Enter this folder-name in the window in the following form.
Then click Upload
Then click Extract (100 resumes will need 6 minutes).
Then click View (WOW! Holy Smoke!)

Take any one resume at random and read it carefully. As you read, you will form an opinion about the “Functional Exposure” of that candidate. As an astute recruiter, who has scanned thousands of resumes and interviewed hundreds of candidates, you will be quick to notice that

▶ the candidate has a “strong” exposure to a particular “function”

but

▶ he is “reasonably” exposed to one/two allied/related “functions” as well.

Only the “degree of exposure” varies from function to function but an executive is never cast into a single mould. A person is never a case of either “Black” or “White”! He has multiple skills/knowledge/facets/dimensions/expertise, depending upon his education/length & type of experience.

Now take a look at the “Functional Exposure Profiles” generated by ResuMine’s artificial intelligence. Do these profiles validate your own expert-opinion?

Having created a database of 100 email resumes, searching is quite simple. Just click on ResuSearch here. Then enter your search-criteria & click on Search again. With just 100 resumes, use no more than 2 search-criteria simultaneously. Ideally, just one.

What is The Match-maker?

The Match-maker is the ultimate recruitment solution. As the name suggests, it enables you to perfectly match
→ the job profile (as given in your job-advt)
with
→ the candidate profile (as given in a resume).
The Match-maker is a knowledge-base driven Artificial Intelligence software, which develops these profiles based on critical keywords for each unique “Function.”

And this knowledge-base keeps growing, as more & more resumes and job-adverts get processed through the Match-maker. So, the accuracy of match-making keeps getting better all the time!

START (– and follow these steps)

#1
Read “What is Matchmaker” / “What is ResuMine” / “What is ResuSearch.”

#2
Don’t believe just because we say so! Take an Online Demo & convince yourself.

#3
Still having doubts? Look-up Names of Early Adopters. While you are debating, they are gaining competitive advantage!

#4
Hurry! Register for Free Trial. You have nothing to lose & everything to gain.

#5
One month already gone? End of trial. Converted 5,000 resumes – FREE? (or was it 50,000?) Appointed 5 top-notch professionals within one month? You bet!
Euphoria / Ecstasy / Advantage – You?
Time to write-out a cheque, enter details in SUBSCRIBE form.

#6
Cut recruitment costs dramatically. Rent recruitment software on pay-per-use basis. (Don’t Buy!) Look-up our MENU-CARD. Save millions – Rupees or Dollars!

Names of Early Adopters

Early Adopters are those who like to innovate and discover more productive ways of doing things. They like to experiment with cutting-edge technologies in order to gain competitive advantage. They are the trailblazers who set benchmarks for their professional colleagues. They set “standards” for others to follow.

The Matchmaker is e-recruitment at its best. Despite the fact that it will shrink your recruitment cycle-time from months to weeks (or even days!), it is not merely about the process-speed and the throughput. It is even more about the QUALITY of your selection-decisions.

What good is a WRONG candidate selected SUPERFAST? The Functional Exposure Profile of the Matchmaker dramatically reduces the chance of your selecting a wrong candidate!

No wonder, following corporations signed up as Early Adopters:

SUBSCRIBE

Welcome, Mr/Ms. Happy!

You would not be on this page, unless you are happy (– to put it mildly).

I presume, your 30 DAYS FREE TRIAL was a rewarding experience, and now you are ready to subscribe to our webservice.

It is possible that you have never before experienced the unmatched power of THE MATCHMAKER.

Even if you are a small or medium size company, annually recruiting 5/25 executives, you are now able to use this recruitment solution, which is far, far superior to ERP softwares installed by the Industry Giants, at cost of Rs. 50 million to Rs. 800 million!

Now you have a cutting-edge technology which catapults you in the BIG LEAGUE at a fraction of the cost. Now, you have a truly level-playing field, with BIG CITY CORPORATIONS, which hire 1000 executives per year and boast of an HR dept. of 50!!

Now, as far as recruitment is concerned, you enjoy the same advantage as the largest of Indian Corporates.

Now you can take on the GOLIATH on his own home turf – especially if he has not discovered The Matchmaker so far.

Since you have already taken 30 DAY FREE TRIAL, you already have your Customer No / Password / User ID.

Just enter these below:

Customer No	Password	User ID

[Submit]

Edit / Reconfirm your corporate data given to us during free-trial registration:

[Form box here for corporate details]

[Submit]

E - MAIL CAMPAIGN

07 Jun 2003

E - MAIL CAMPAIGN

Marketing of Webservices

Enclosed find drafts of emails that Under may consider sending out to corporate to market / promote our Global Recruiter web services.

1. Early Adopter

2. HR Performance Report

3. Mountain Goes to Mohammed?

4. Needle in the haystack

5. Water everywhere....

6. Choice is yours

7. The Right Candidate (Project PINCER)

8. Compose & Broadcast

· E - mailing should start only after the web - services is launched commercially.

· A product launch must never be undertaken, without product being available on the shelves of thousands of stores across the country!

· After seeing the advt. in newspapers/ TV, if customer rush to the store & do not find the product, then they will never come back !

Another thing.

· E - mail circulars should be "spaced - out" at 10/15 days interval.

· After each email circular, we must check - out, who & how many have responded positively and become actual "Early Adopters" - by filling in "Temporary Regi - Form".

· Their names MUST be deleted from the mass - mailing list before pushing - out the next circular.

· This (removal) is very important - otherwise an early - adopter will get irritated! He will get a very poor opinion about us!

And on every UI screen, there must be a link Names and Early Adopters

May be, it should be on homepage also.

Ever a corporate HR manager, who never received a single of our email circulars, would want to become an early adopter, the moment he clicks on this link and finds names of some "heavy wight" companies. Hence, this is very vital.

Circular #7 (The Right Candidate) is our main Battle Tank, under Project PINCER.

So, this circular must be launched FIRST.

· Under Project Manhattan, we have received nearly 87 000 resumes - against advts. released by (approx) 3000 unique corporate. So, if we do not apply any "cut off", then circular #7 will go to these 3000 companies.

· And because, we are offering them, these 87000 resumes (Butterfly versions ONLY), FREE, there is good chance that, some 500, may click on our link (embedded in the circular) and, maybe, 100 out of these, may become early adopter, by filling in online "Temporary Registration Form".

· Before we send - out the SECOND Circular (whichever), we must find out, how many have already become early adopter, as a resole of the first circular.

· Then this info. Must be "plugged" into the SECOND circular - so that recipients of second circulars are suitably impressed. !

· And this process must be repeated, again & again, before sending - out the next circular.

· If, the no. of "Early Adopter" keeps growing with each circular, it would have an avalanche effect (re - enforcing).

· In the meantime, we have pulled the plug on project Mahattan !

· But "Log Live Manhattan" - as an institution of experimentation (innovation - which must never end!

· Projects EGO/ CYBER/ PINCER are all exaples of our desire Willingness to innovate.

· With Project Manhattan, we paid the price of some "embarrassment / loss of face" (besides Rs. 1 lakh).

· But, without those 87000 resumes, we could not have perfected our extraction logic (in ResuMine) nor could be have created those "Function Exposure Profiles" !

· Without Project Manhattan, we simply, could not have developed Resumine !

· Non Project EGO

· Non Project PINCER.

HEMEN PAREKH

EARLY ADOPTER

7 Jun 2003

Kartavya/Sanju/Abhi,

EARLY ADOPTER

· "Early adopters are looking to your innovations, to serve as a change agent, they want to do thing differently"

· JohnBeck/ Michael Wade in their book, "DOCOMO - Japan's Wireless Tsunami".

· According to Beck/ Wade, “early adopters are shopping for productivity improvement".

· I suppose, for you, productivity improvement means, being able to search thru thousands of email resumes which you are receiving (or have received) in matte of minutes and be able to shortlist/ lineup 5 candidates for interview on Friday afternoon.

· If so, by this afternoon, you would want to convert your unstructured email resumes into a "Structured / searchable" database, where all you resumes look like sample in attachment A.

· Entirely and immediately possible.

All you need to do, is click on

3P Webservice Early Adopter

And you can exploit our innovations [For FREE] - to hire

· Whom you need

· When you need

· Where you need

HR Performance Report

Would your next report to Corporate Management read?

"Our total cost of hiring came down from Rs. 76000 per position filled to Rs. 1600 per position - without addition of staff or any investment in HR/ Recruitment software Packages. We expect this trend to continue during FY 200/ 04.

Sure you can write such a report, if yours,

· Stopped releasing job - advts in newspapers (-each costing, Rs. 2/3 lakhs)

· Start searching thousands of email resumes that you have received during last 5 years (-so that you can locate the "right" candidate from your past responses)

But your problem is,

Your email resumes are totally unstructured, and, therefore, as good as "unsearchable".

you are (most likely) sitting on a goldmine but you have no method to refine the gold!

You wish, your resumes where as "structured" (-and as meaningful) as the sample in the attachment (A).

Then, you can search 10,000 and shortlist 5, within 3 minutes !

To make your wish come true, click here

3P Webservice Early Adopter

It is FREE

webservice suppor

www.3pjobs.com

Mountain goes to Mohamed?

· Do you have a mountain of unstructured email resumes ? - thousands and thousands, and thoroughly "unsearchable"?

· Would you like to have a Magic Ward, with a single wave of which, you can instantly convert all of these, to look like the sample at attachment (A)?

· We call it, the Butterfly, but that is beside the point.

· What is important is that your mountain of email resumes, suddenly comes alive with 100,000 Butterfly - versions, where you can find the one you want, within 3 minutes - completely searchable / structured database.

· And to avail of this FREE service, you don't have to come to us. We will come to you, with our Artificial Intelligence software - your Magic Ward. To find out how, just click here

-3P WebserviceEarly Adopter.

Needle in the haystack

· In corporate world, haystacks have re - appeared in the form of emailed resumes.

· Hundreds and thousands of these - you may not even know, precisely how many. In which section.

· But hidden amongst these thousands somewhere is the one, which you desperately need - right now.

· And you have no way to find it within next 3 minutes - or, even next 3 days !

· Do not despair.

· With just one mouse - click, you can, now, convert those thousands of unstructured / unsearchable email resumes into a "structured" database, where you can find the exact resume that you badly wnat, within 3 minutes.

· And that structured resume would look like the sample in attachment

· And all of these structuring will takes place automatically - literally without human intervention.

All you need to do, to avail of this FREE service, is to click here

3P Webservice Early Adopter

Find every needle in the haystack - every time - to fill all the vacancies in 7 days flat.

webservice support

www.3pjobs.com

Water everywhere

- Not a drop to drink

· Do you have an ocean of email resumes but not one that makes any sense?

· Would these thousands of email resumes make sense, if all of these were to get magically transformed into their Butterfly "avatar", like the sample in attachment (A) ? - Automatically !

· And, would it make mroe business - sense, if all of these thousands, instantly. create (automatically, of course- without human intervention) a "searchable" database?

· Sure, it does, especially when you get this service, absolutely FREE !

· Just click here

3P Webservice Early Adopter

You will never go thirsty, anymore.

Webservice support

www.3pjobs.com

Choice is Yours

Feeling Frustrated?

Because you are receiving hundreds of email resume against your job - advts. but just don’t have enough time to,

· Go thru each & every carefully

· Make a mental note of skills/ knowledge/ experience/ education / functional exposure etc. etc.

· Rate each resume as, "Excellent / Good / Fair / Not suitable"

· Create a structured database [of all these hopelessly "unstructured" resumes] so that you can search this anytime in future before you decide to re - advertise similar/ identical positions.

· Send out interview - call emails to candidates shortlisted by searching your resume database.

But, now there is no need to feel frustrated.

When you use our webservice,

· All incoming email resumes get automatically.

Converted into a "structured Database", thru application of our Artificial Intelligence software, ResuMine.

This self - kerning, knowledge - based software, even extracts the "keywords" from the emails and plots a graphical Functional Exposure Profile of each applicant.

The entire structured database created by ResuMine, becomes instantly "Searchable", using a no. of search - criteria, thru application of our unique search - software, ResuSearch.

He is your proof.

Take a look at attachment (A)

These are job - advts. Released by you during last few months, on various websites. Last column shows the no. of resumes in our own database which match you advertised criteria.

But these are ordinary unstructured email resumes, which we "structured", using ResuMine.

You can see a sample at attachment (B)

And we offer, all of these to you, FREE for downloading on your local hard disk, if you wish, when you decide to become our webservice Early Adopter. (Click on this link)

Choice is yours

Webservice support

www.3pJobs.com

The Right Candidates?

· Attached find a list of job - advts. released by you during last few months, on various jobsites.

· In the last column of attached tabulation, we have shown, against each of your job advt, the no. of resumes that we have in our resume database, which meet you advertised criteria.

· Enclosed SAMPLE RESUME, will convince you that some of these, could be the right candidates for your requirements.

· All these resumes are yours - absolutely FREE when you subscribe to our webservice. As an early adopter, we offer you 30 days FREE trial of our webservice.

· To find out how, click here,

Global Recruiter Webservice Early Adopter.

· When you do, you may never need to advertise again ! you will save LAKHS of rupees !

Proactive Marketing of Webservice (Composing Job Advt)

Dear Recruiter : Compose & Broadcast.

· Attached find a list of job - advts released by you during last few months, on various jobsites.

· It must have taken you many hours to construct supose each of these and then some more hours to get them uploaded on these jobsites. And quite likely, once these get deleted, you have no record/ no database for future reference !

· Now you have an option - a much more efficient/ productive option.

· When you subscribe to our webservice, you will get to compose you job - advt in matter of minutes, using our Ad - compose tool. Then upload it, to any number of jobsites, at the mouse click of your mouse!

· And the hundreds of unstructured email resumes that your receive, will get automatically converted into that you receive, will get automatically converted into a STRUCTURED/ SEARCHABLE database (see SAMPLE), which you can search anytime in future, before releasing next advt.

· Cannot believe ? For a 30 day FREE trial, click on

· Global Recruiter Webservice - Early Adopter.

HEMEN PAREKH

Kartavya
Cc: Akhs
17-04-03

Web-Service Provisioning (WSP)

You will find enclosed article interesting. Copied from Dec. 2002 issue of MSDN Magazine (original sent to Kartavya yesterday).

Enclosed, also find a tabulation showing list of my notes on WSP. These may not cover all the topics covered by the author.

On p. 23, author says he has developed this WSP using Visual Basic .NET for implementation & SQL Server 2000 database as backend.
He goes on to say that anyone can download the COMPLETE SOURCE-CODE from MSDN website! May be you should try.

But, I understand we are trying ASP.NET, so this may not help!

In any case, I suppose this magazine may be worth subscribing. Let us do so quickly.

[Signature]

1	2	3	4	5	6
Sr. No.	Company Name	City	Executive Name	Executive Designation	Date Register
					Chronologically

Data picked-up from free Trial Form				Data picked up from Regular regi. form		Asutosh to enter this column upon receipt of cheque/DD
Sr, No.	Company Name	Free Trial Registration		If became Regular Subscriber
		Start Date	End Date	Cheque/DD No. & date	Amount Rs.	Asutosh created on date

Friday, 21 February 2003

WEBSERVICE ARCHITECTURE

Page 2

Page 2 (1/2)

WEB-SERVICE PROVISIONING

PRIVACY POLICY

Privacy & Membership Details (continued)

1. Customer Number Policy

A unique Customer Number remains permanent, regardless of subscription status. Companies can subscribe / unsubscribe / resubscribe any number of times – Customer Number stays the same. Password/User ID is changed for protection each time, and details are sent by email.

2. Authorized User Management

Customer No./Password/User ID must never be handed over to unauthorized individuals. Must maintain an “Authorized Users List”: Delete users immediately if they resign/retire/leave employment. Ensures protection of the client’s resume database on the server.

3. Support & FAQs

Customers should read FAQs for clarity. Support available via Webservice.Support@...

Member Log-in – User Areas

Why “Pay-Per-Use”?

Analogy:

You don’t own: A power station → you just use electricity Waterworks → you just use water A telephone company → you just use voice communication An airline → you just use travel service 👉 Similarly, why should you own expensive software?

Core Arguments:

Software ownership costs millions of rupees/dollars. Makes no sense if you: Use it only occasionally Use only a few features

Problems with Traditional Software Licensing:

Buying/owning software locks you in (“Locked-In”). Every upgrade/version release forces you to pay again. Vendors push yearly upgrades → you pay even if you don’t need all features.

The Problem with Traditional Software Upgrades

Vendors release upgrades once a year (at least). Each upgrade may have 20 new features, but you may only need 2. Still, you pay for all 20—whether you use them or not. That’s unfair.

The Pay-Per-Use Solution

So, instead of this rigid model, your idea was to build The Matchmaker as a: 👉 Pay-Per-Use Webservice Where the customer pays: Only for what exactly they use. Only for when they use it.

How It Works

Customers get a MENU-CARD (like a tariff chart). They tick/choose the transactions (clicks) they want. The system activates only those features. Billing happens only for selected/used transactions.

Member Admin Tool

Users can add/delete transactions from their Menu-Card at any time. This flexibility ensures that features can be enabled/disabled instantly.

Control for the Customer

With the Member Admin Tool, the customer decides: What features to use (even as new ones are added weekly). How much usage to consume. How billing is managed.

Key Advantage

Even without: Heavy upfront investment in software, or Hiring technicians to maintain it, 👉 Customers retain complete control over: Features they activate. The extent of usage. The billing amount.

MENU-CARD (Tariff Chart)

Our tariff is similar to what you’d find at a Club.

#1 Membership Fee

Activation Fee (One-time, Non-Refundable) ₹50,000

#2 Guest Charges (User Fees)

#3 Service Charges

How it works

Free Trial Registration

30-Day Free Trial – Features

What is The Match-maker?

E - MAIL CAMPAIGN

EARLY ADOPTER

Web-Service Provisioning (WSP)

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Post a Comment

A unique Customer Number remains permanent, regardless of subscription status.

Companies can subscribe / unsubscribe / resubscribe any number of times – Customer Number stays the same.

Password/User ID is changed for protection each time, and details are sent by email.

Customer No./Password/User ID must never be handed over to unauthorized individuals.

Must maintain an “Authorized Users List”:

Delete users immediately if they resign/retire/leave employment.

Ensures protection of the client’s resume database on the server.

Customers should read FAQs for clarity.

Support available via Webservice.Support@...

You don’t own:

A power station → you just use electricity

Waterworks → you just use water

A telephone company → you just use voice communication

An airline → you just use travel service

👉 Similarly, why should you own expensive software?

Software ownership costs millions of rupees/dollars.

Makes no sense if you:

Use it only occasionally

Use only a few features

Buying/owning software locks you in (“Locked-In”).

Every upgrade/version release forces you to pay again.

Vendors push yearly upgrades → you pay even if you don’t need all features.

Vendors release upgrades once a year (at least).

Each upgrade may have 20 new features, but you may only need 2.

Still, you pay for all 20—whether you use them or not.

That’s unfair.

So, instead of this rigid model, your idea was to build The Matchmaker as a:

👉 Pay-Per-Use Webservice

Where the customer pays:

Only for what exactly they use.

Only for when they use it.

Customers get a MENU-CARD (like a tariff chart).

They tick/choose the transactions (clicks) they want.

The system activates only those features.

Billing happens only for selected/used transactions.

Users can add/delete transactions from their Menu-Card at any time.

This flexibility ensures that features can be enabled/disabled instantly.

With the Member Admin Tool, the customer decides:

What features to use (even as new ones are added weekly).

How much usage to consume.

How billing is managed.

Even without:

Heavy upfront investment in software, or

Hiring technicians to maintain it,

👉 Customers retain complete control over:

Features they activate.

The extent of usage.

The billing amount.

Activation Fee (One-time, Non-Refundable)
₹50,000