Notes: ORDER EXECUTION PROCESS

NIRMIT/MITCHELLE

Nirmit Reena

AMB Abhi

CMT Parag

Mitchelle Vinod

Sheetal

Order Execution Process

See enclosed flow-chart as perceived by me.

#1 Reality may be different

#2 What you "ideally" want to happen may be still different.

CMT/Mitchelle/AMB should get together and draw-up #1 as well #2.

All the processes which can be "automated" must be automated.

Two such processes which needs to be automated IMMEDIATELY are:

(A) Sending "Terms" to every Corporate who posts job ad-ult on our website

This is now flat $8\%$ - and recruiter must click on TERMS at the bottom of "Job Ad-ult Form" can SAVE/SUBMIT.
CMT, I believe, has started doing this - (of-course, manually).
Before he can SAVE, there is no TERMS, so, need to send once again!

(B) "Forwarding "resumes" to job-advertisers as per instructions of candidates.

Now implemented in V 3.0 as an AUTOMATED PROCESS.
Resumes being forwarded to advertisers with APPROPRIATE covering letter.

In my mind, (B) is far more important than (A).

Only if (B) takes place promptly/regularly for all "Candidate-Instructions" received during the course of the day, will the job-advertiser get to know that

3p website gets visited by many jobseekers daily
His own job-advt. gets seen by many jobseekers daily
His job-advt. did actually get "pushed" to thousands of jobseekers as "job-alert"
Many job-seekers have shown interest in his advt and expressed their interest in applying against his job.

All of the above-mentioned "Impressions" will get created

ONLY - and only - IF the job-advertiser promptly starts receiving RESUMES from 3p.

To achieve this objective, offline job-advt. entry $\&$ picked up from papers $\&$ other websites will start within 2/3 days (by Sajida)

If he starts getting resumes within a few hours of posting the job-advt his confidence in the "efficacy" of our website will go up dramatically.
If he gets an impression that 3P website can and does work to his advantage, he will be tempted to comeback and post more advts - again & again.

On the other hand, if he receives no "resumes" for days together, after posting his job-advt, then his thoughts will run like,

"3P is a useless site. Apply apply no reply! Seems like no candidate ever visits this site - and the few who may visit, do not seem to get a chance to see "my" advt. & respond."

Even if posting an advt. is free on 3P, what is the use! - if there is no response. It would be much better for me to next time post my job-advt on

other websites like Naukri/jobsahard/jobstreet/jobdb/prizedjob etc. etc.

What if these other websites charge me Rs. 500/- to post my advt. It is peanuts! On the other hand I directly receive all candidate-response immediately, without anyone coming in the way.

Here, in case of 3P unless they pass-on the resumes of interested candidates, I have no clue how many are interested & who are interested.

So let me forget about 3P!

Such thinking on part of advertiser could spell the death of our "BUSINESS-MODEL"!

So we must automate these "processes" - and do so FAST.

Vinod will do this under guidance from CMT & Mustafa (UXceed).

Signature

cc: Mustafa (VXceed)

P.L. instruct Vinod how to go about.

Target $\to 22^{nd}$ Feb.

(Flowchart/Diagram)

standard $\mathbf{8\%}$ - already - in TERMS below job-advt forms in website. Hence process automated.

If OES stabilizes by Dec. 2001, we would, throw-open some parts of OES to Recruiters ONLINE (i.e. on the website), where, not only he can TRACK/MONITOR the progress of his ASSIGNMENT directly on his own, but, he can, give us such "instructions" online.

Flowchart:

Corporate Posts Job Advt
3P Sends Terms
Corpo accepts Terms (Corpo cannot post a job-advt unless he clicks on TERMS. This is his "acceptance". This is $\mathbf{8\%}$ hence automated.)

Also: Candidate Views Job-Advt or gets a "Job-Alert" (AUTO)
Also: Candidate Sends "Instructions" to forward his resume to advertiser (Resume Forwarding Service)

Sheetal forwards diff-resumes to diff-advertisers (Now automated in V 3.0)
Corpo. gives Interview-list to 3P
Sheetal sends Interview-schedule to candidates
Sheetal sends out Interview-call letters to candidates

Also (from 4): Sheetal sends feedback to candidates saying their resumes have been forwarded to the advertisers

Experts conduct Interviews
Sheetal receive candidates confirmation
Feedback to Corporate

Robin - Sanjeev

30/05/01

Website V 3.0

Acceptance Testing. Plan

One of the most important feature to be tested and verified for satisfactory working is:

When a Candidate requests that his resume (along-display) be forwarded to a job-advertiser, software is supposed to do this along with "One-of-the-four" appropriate covering letter (depending upon type of job-advt, viz:

Directly posted by Corporate
Picked-up from Newspapers & uploaded by us
3P Hot jobs
Shopping Basket Converted to job-advt.

Please check this out with help of Harshad & confirm to me that this feature is properly working.

One more item remaining to be tested / verified is

Birth-Day Greeting
Edit your Resume Message.

"Job Alert / Candidate Alert" Messages

This feature was introduced in V 2.0

Pritam had prepared the message for one of these & shown me, which I had modified & given back.

But till date, I do not know

whether messages are going
what messages are going.

Please conduct a test/trial of this feature and give me printouts of ACTUAL messages being delivered over email

to Jobseekers
Recruiters (Advertisers).

Only if I see these, I would know that these are "appropriate".

Documentation?

2 day training $?$ V 3.0 of our staff.

Please find-out from Harshad when this will be carried out.

Signature

cc: Cyril (Krishnamurthy (FAX).)

cc: Nirmit

Please indicate availability of our staff for training to Cyril/Harshad.

Text crossed out: Marghes should speak tome.

NIRMIT

email.

June 12, 2001

Mr. Julian Kulkarni

Job partners

Dear Julian

Membership Agreement - Level 2

Thank you for sending this agreement. I have signed it and sending to you thru fax.

I have gone thru the Infosheet and following questions/observations arise:

Currently most of our business (executive search assignments) is offline
Besides our offline online database, we also have a Sizakale offline database of resumes, which we search regularly.
Then there is "headhunting" - without use of either online or offline databases.
On our website, jobseekers post their resumes free (no charge).
Jobseekers do not even have to "register" to conduct a "jobs database search".

Even when selected/appointed, a

jobseeker is not required to pay us anything

For a jobseeker, our "Resume forwarding service" is free - only we do NOT reveal his identity to the job-advertiser, until and unless the job-advertiser confirms our TERMS (professional fees) in advance.

Similarly, on our website, a Corporate can post his job-advt free of cost. However, when a candidate conducts an online search of our jobs database, we do NOT reveal the identity/contact info of the job-advertiser.

You will notice that our business-model rests upon

hiding the identity of jobseekers from & the recruiters and vice-versa.

We have no advt revenue (we like to keep our website clean) nor any subscription - revenue.

Our only revenue is, when a transaction takes place, VIZ: an online shopping-basket, gets converted into a purchase-order ("executive-search assignment"). This requires prior "acceptance" of our TERMS by a Corporate-client, before we start

the assignment.

Our TERMS are divided into 4 different "categories", depending upon the amount of time/effort that we need to put-in, in each "category". These are:

A. Online Sale of Resumes

In this category, we "sell the resume database (along with the jobseeker's identity & contact info), when we receive an online shopping-basket for this category. This covers resumes of

College Students (Rs. 100/resume)
Fresh Graduates (Rs. 200/resume)
Vocation-Designated Staff (Rs. 200/resume)
Retired Professionals (Rs. 500/resume).

B. Job-Advt. Posting by a Recruiter

Here, we charge $8\%$ of gross Annual Compensation of the Candidate selected/appointed by the advertiser, from amongst the Candidates applying online against that advt. We do not interview the applicants.

C. Recruiter Conducting online Search of our Resume Database and forwards his Shopping Basket of shortlisted Candidates

In this case, we charge $12\%$ of the gross annual salary of the candidate selected/appointed by the recruiter.

Here we conduct preliminary Interview of the shortlisted candidates and forward to the recruiter, individual "assessments" of each candidate interviewed.

We also assist (if desired) in Conducting final interview and in salary-negotiations.

We have a panel of external "experts" (Industry/Function specialists) who conduct preliminary interviews.

D. Headhunting

In this case, we charge between $16\%$ upto $30\%$ of the gross annual salary of the candidate selected/appointed by the Client.

Usually, these are very senior-level positions (General Managers & above), where we need to put in very considerable efforts in

Studying Client-Organisation very thoroughly to understand Work-culture/business/hierarchy/performance-criteria etc.
Drawing-up a detailed "Man-Specification" and a "Job-Description".
Identifying industries/companies to be targeted for potential candidates
Prepare potential candidate short-list for prior approval of Client.
Contacting shortlisted candidates for their interest in changing - in our client and in the position concerned.
Interviewing a few shortlisted candidates (cover several meetings) and preparing individual "Assessment-Reports".
Carrying out "Antecedent Checks".
Organising final interviews with our client (usually more than one).

Assisting Client in salary-negotiations and occassionally, even drafting a "Contract/Appointment Letter".

Dear Julian,

You will notice that in all cases, the Corporate-Recruiter, deals with us directly and enters into a "contract" with us directly.

This (principle) holds good, even among the members of

FOSTER PARTNERS GLOBAL NETWORK

of which, we are a member.

eg: Our Singapore partner member introduced to us $\mathbf{M/S \ LONZA}$ (who is a Client of our Singapore partner), along with the manpower requirement of LONZA, for their chemical factory. The Singapore partner helped us in negotiating/finalizing the search-assignment but the "Order" came to us directly from LONZA.

When we executed the order, after receiving our professional-fees from LONZA directly, we paid a $15\%$ "Referal Fees" to our Singapore-member.

As per global understanding amongst Foster Partner Members, a "repeat" referral, from same client, within 3 months of the first referral, would entitle him to receive $10\%$ referral fees.

No referral-fees are payable after 3 months.

According to your Infosheet, as far as JPN is concerned, you will collect the fees from the client and forward the amount to us, after deducting your "commission".

For the moment, I am agreeable to go along with your method, on an experimental basis.

Please advice what are the next steps to be taken from both the sides.

With regards,

Nirmit Parekh.

19/03/01

Name	Legend
Venkat	Target Date = Date when resumes sent?
Megha
Mitchelle	Most Likely $\left.\begin{array}{l}\text { Date on/by which Appt. Letter} \\ \text { Date} \end{array}\right\}$ expected to be released
Ranshi
Thakur	Realization $\left.\begin{array}{l}\text { Date by which Final Payment} \\ \text { Date}\end{array}\right\}$ expected.
Bedekar
Monica

Analysing Pending Assignments

Based on a Consolidated statement given to me yesterday by CMT, I have prepared individual consultant-wise statements. I enclose your statement and request you to fill-in all the missing details and return to Monica before lunch today. keep a photocopy for your ready reference.

To prepare (manually) 7 individual statements from ONE consolidated statement, took me 3 hours, which I could have saved only if I knew how to use a Computer! CMT did offer me a floppy!! But it is too late for me to learn new tricks.

I also enclose some "Analysis charts ($\mathbf{A / B / C}$ )".

I hope, I have asked APPLITECH to incorporate such Analysis (Output statements) in ORDER EXECUTION SYSTEM.

If not, once again, I have no one to blame but myself.

If we have missed-out, we will get these incorporated in the next revision of OES.

It should be possible to see/view such analysis (on the screen) at any time - dynamically generated.

Analysis (A)

Tells us, who is the most important client (in terms of total est. billing) AT THE MOMENT.

If $20\%$ of the clients give us $80\%$ of total "business", then they deserve very special attention & SERVICE too!

Concerned Consultant/s, need to make a phone-call to such clients DAILY, (-and Visit once in 15 days?)

Analysis (B)

Not only tells us "how many" (QUANTITY) assignments are pending with each Consultant but it also tells us about the QUALITY of assignments

Viz:

Is a particular consultant handling

few, but "high billing" assignments
many, but "low billing" assignments

Analysis (C)

How sharply "focussed" or "diffused" are the consultants?

One Consultant may be handling

20 assignments spread between just 2 clients.

Whereas

another consultant may be handling 10 assignments spread amongst 8 clients. (Spreading yourself thin).

Of course, equitable distribution of work-load amongst Consultants is an important factor.

Then there is the question of a Consultant's own background experience/expertise in handling assignments from a

particular INDUSTRY
FUNCTION
DESIG. LEVEL

or even ability to "handle" a particular HR Manager (in a particular COMPANY) based on "rapport" developed.

As far as a client is concerned,

I suppose, he would be happier dealing with just ONE consultant of 3P for all of his vacancies.

Imagine, that for 5 of his vacancies, he has to deal with 5 different consultants!

A happy/satisfied client will return to us again & again. It is much easier to "retain" an old client as compared to "hooking" a new client.

But if same Consultant deals with a given client (solely) year-after-year, problem may arise when that consultant leaves us & joins a competitor!

So a "compromise" is inescapable.

Signature

cc: ALL Consultants (Individually)

cc: Nirmit.

(Analysis Chart Template)

	CLIENTWISE (A-B-C) Analysis of Assignments (As on 15/03/02)
	(In descending order of total est. billing)
Sr No	Client

	Total

Scan_0021.jpg (Analysis Chart B)

	CONSULTANT-WISE Analysis of PENDING ASSIGNMENTS (As on 15/03/01)
Consultant	No. of Assignments onboard

Venkat	4
Megha	5
Mitchelle	15
Manshi	17
Thakur	17
Bedekar	17
Monica	25
TOTAL	100

(Analysis Chart C)

	CONSULTANT-WISE FOCUS (SPAN OF ATTENTION)
Q: what should be focus? Consultant? client? Functional-specialization?
Consultant	Total No. of Assignments
Venkat	4
Megha	5
Mitchelle	15
Manshi	17
Thakur	17
Bedekar	17
Monica	25
Total	100


AMB (1)	CMT is not available
	(2) will Abhi have time for rigorous implementation?
	(3) should Mr. Anjaria be made responsible for this?
CMT (4)	should Sanjeev be made responsible? 15/03/01
Abhi

We must decide soon & fix responsibility clearly.

Signature

28/05/01

Offline entry of job-advts by Vendors (picked up from papers & websites)

This offline entry forms/software will be ready in 5/6 days.

Yesterday, I have already sent to you the FORMS showing which fields are "mandatory/optional" as far as Vendor is concerned.

Now you should quickly talk to 3/4 vendors & negotiate the "price" so that as soon as Mustafa gives us the forms, we are able to start with a bang.

It must be made clear to the Vendors that, even if a particular field is not mandatory but, corresponding data is available in the newspaper/website, then that "field" must be filled-in.

I expect total no. of "characters" to vary greatly from advt. to advt. - even for same category of advt. (e.g. Non-IT).

The total no. of characters will MOST certainly be vastly different, between

an "IT" job-advt
a "subordinate staff" job-advt
an "Entry-level" job advt.

So we may not be able to fix a "per-record / per-advt" lump-sum rate. We will have to pay on "per 1000 character" basis only.

So, an accurate software will be required to

count the no. of job-advts (records) delivered by each vendor in each "lot"
the total no. of characters in that "lot"

And this will need to be "certified"

by Abhi, on the DELIVERY-CHALLAN for each LOT, from each VENDOR.

You will also need to examine/decide whether different "per 1000 character" rate/tariff should be fixed for

Advts. picked up from print media
Advts. picked up from Websites

Depends upon what "process" the vendor will use in each case. Ideally, even for websites, Vendor should "download & printout" the job-advt, then manually write down on each printout

Name URL of website
Date

(Instead of "print out", a "CD-ROM can be supplied along with DELIVERY)

& then go-about entering in the offline form, so that when done, he can tick on printout to indicate that it is entered.

Another requirement is that Vendor must submit the newspaper cut-out

or website "print-out" with each LOT. This is absolutely essential.

AMB Could we decide WHO?

We must train $\text{Somebody (Sheetal?)}$ to

View each submitted advt on Screen
Compare it with the newspaper cut-out or website print-out submitted by the vendor
& again tick (in Red) to indicate "Checked & passed"

May be a rubber-stamp can be considered, where Sheetal can sign & put date.

If many fields/data are missing in the Screen (as compared to the cutout/printout)

many fields/data are INACCURATE, then that advt must be rejected/deleted from the LOT, and the

Vendor must be informed about the same

and

appropriate "notation" of such "rejections" should also be made on the Vendor's Delivery Challan.

All this is a must to avoid

overpayment
heart-burn due to misunderstanding
losing a good vendor.

I have told Mustafa to provide a facility to

preview
edit
delete

of offline job-advt at our end.

If there is a small/minor error, Sheetal can correct it herself rather than returning the piece back to Vendor for "re-work"!

So, it will be either "Accept" or

"Reject".

All of the above mentioned detailed PROCEDURE, must be attached to each & every PURCHASE-ORDER (for offline data-entry "services") in the form of "STANDARD TERMS & CONDITIONS" which should, also incorporate the "terms" which we have already standardised in case of

"OUTSIDE DATABASE Creation" jobs being given to Surinder/Sajida/Rabam etc.

Once uploaded on our webserver, there is no way to find/trace, which job-advt. was supplied by which vendor.

So,

It is absolutely essential that a distinct/separate/identifiable file/directory is maintained on our local harddisk, which stores all job-advts supplied by a given

Vendor. This directory/folder should contain data such as

Vendor Name
Date of Supply
Challan NO. & date
Purchase Order NO.
No. of records "delivered"} Repeat for
No. of records "accepted" "No. of
" " "rejected"$\}$ characters"
Source (Media)
Total Amount payable.

A Vendor must not mix-up job-advts. from 2 different sources in a single LOT. Each LOT must contain job-advts from One source only.

Very clear "rules" must be established in respect of

"What kind of job-advts do we want to be entered offline?".

Guidelines

IT - Prof.

Non-IT Prof.

Subordinate staff

Entry-level job.

(In that order of priority).

Only "Public Ltd." & "Pvt. Ltd." Companies

No job-advts from

Edu. Institutions
Govt. Depts / Agencies
Charitable Trusts

etc etc

(Pl. ask me in case of doubt).

Except for "Subordinate Staff" (VOCATION-DESIGNATED STAFF) job-advts, all others must have e-mail address.

NO "Box No" advt.

NO "Walk-In" Advt.

None older than 15 days. etc etc

(I am sure you can add many DOs & DON'Ts by going thru a few newspapers/websites)

As far as "Subordinate Staff" job-advts are concerned, we may stop offline Creation after $\mathbf{500 / 1000}$ job-advt (The SEED CAPITAL required to kick-off "jobsearch" & "Submit Resume" by this category of jobseekers).

Thereafter, I hope, thru our aggressive marketing (Email-campaign), the advertisers will themselves, start online posting of their requirements for this category and we may not need to do offline entry on our own.

In general, this comment can apply to other 3 categories as well, but in those cases, I feel, we may need to depend upon offline vendors for a long time to come.

I firmly believe that lack of job-advts. is the MAIN CONSTRAINT in the success of our website, so pl. treat this as a TOPMOST PRIORITY item

Signature

15/03/01

cc: AMB/Venkat/Mitchelle/Nirmit

(for information).

NIRMIT

CYRIL

fax:

4/06/01

Website Statistics

See enclosed statement compiled today thru our ADMIN TOOL. Took me 10/15 minutes! May be there exists some faster method which I am not aware of!

Important dates for NT Server are:

Version	Date Launched	Important New Features
V 1.0	15 May 2000	4 page elaborate webforms
		With dropdown boxes for
		- Ind/Func./Desig./Edu.
		Magic Cube Search
V 2.0	Oct. 2000	Webforms reduced to 1 page
		Job Alert/Candidate Alert features added
		Resume Forwarding added (manual)
V 3.0	1 May 2001	Webforms/Job Advt forms added for
		- Voc. staff
		- Retd. prof
		Intermediate Search added
		Resume forward mode automatic
		Partner website program simplified.

After launch of V 2.0 in Oct. 2000, we have started receiving more Job Advts/Resumes & Shopping Baskets.

However, these increases are not "dramatic"!

I believed, all along - and even now, that introduction of JOB ALERT & CANDIDATE ALERT (in V 2.0, OCT. 2000) should have pushed-up resumes to job-advt postings in a BIG WAY. Somehow this has not happened.

One suspicion I have is that neither JOB-ALERT nor CANDIDATE-ALERT feature has ever worked!!

Had it worked, 3P should have received SOME candidate alerts against the HOT JOBS posted by 3P.

But we have received NONE!

Pritam did show me one "test printout" of either job-alert or candidate alert, immediately after the launch of V 2.0. I had corrected the message and given it back to him for modifying/incorporating. The other "Alert"-message was never given to me despite a lot of follow-up.

If, both "job-alert" & "candidate-alert" have simply never worked during last 8 MONTHS, then it is

not surprising that we are not deluged with resumes & job-advts.

We need to quickly establish (beyond doubt) that these features are working.

If not, we must make them work immediately.

I have asked Robin/Sanjeev to post a job-advt and a resume, (where email add is of 3P) and which are perfectly matching. In this case, we should most certainly receive both types of "alerts" - if these are working.

If we do not receive, that would be the proof that these have never worked - since Oct. 2000!

I am sure Harshad can carry-out these test himself.

Incidentally, statistics email, automatically being forwarded to partners on $2^{nd}$ of each month, are bouncing back! This has been brought to notice of Harshad on saturday last.

With regards

Signature

cc: Robin-Sanjeev $\left.\begin{array}{l}\text { Pl. thoroughly test all features} \\ \text { & bring to my notice any } \\ \text { short-comings.}\end{array}\right\}$

cc: Nirmit

cc: All consultants

cc: Sakshi

4-06-01

Data from "Monthly Cumu. Annual Summaries"

	Month	Job Advt	Resume	Shopping Basket
	Jan 2000	1114 (2)	434	0
UNIX	F	1077 (2)	1814	0
	M	153.	0	0
	A	0	2699	0
	M	19	15213	5
NT V 1.0	J	27	329	8
	J	26	230	3
	A	38	323.	0
	S	21	386	0
Introduction of JOB-ALERT & CANDIDATE-ALERT	N	59	860	12
	D	58	875	11
NT V 2.0	Jan 2001	50	1336	9
	F	41	1322	18
	M	51	1189	17
	A	64	1492	28
	M	127	824	57
NT V 3.0

NIRMIT

AMB

28/06/01

I.R. Sethi, met me some 3/4 weeks ago inquiring whether we would have any opening suitable for him.

In the enclosed sheet I have tried to draw-up a list of "responsibilities" that we could consider entrusting to IRS.

I have arranged these (from left to right) in the order of our "priorities".

If IRS manages "Personnel & Admin" function, then it would relieve Nirmit/AMB/Venkat, to a great extent with a lot of small/small daily routine issues & allow all of you to concentrate on Marketing / Order Execution. Perhaps Monica, may continue to be guided by IRS so that, someday, she is able to handle this function on her own - or at least, whenever IRS is unavailable.

If you agree, you may want to call IRS & discuss enclosed chart with him & seek his reaction. One thing must be made clear to him. This is "more-than-full-time" job and will require to put-in long hours.

Signature

(Job Responsibility Flowchart)

(A) PERSONNEL & ADMINISTRATION MATTERS	(B) Institutional Marketing of 3P Brand-Building Project AWARE	(C) Strategic Alliances PROJECT NETWORK	(D) Helping-out Consultants	(E) CONTENT CREATION (For Online or Offline Use)
Total responsibility for ALL personnel administration-related matters, chief amongst these, being:	Prepare mailing lists of "Target" groups	Scouting Opportunities to leverage 3P	by Conducting Interviews of Executives	Outright Purchase
Preparing manpower & revenue budgets.	(eg: Corporates; Candidates; General Public; Trade Bodies; Journalists; HR Mgrs; Prof. Institutes.)	Framing & sending proposals	against our pending	Books/CDs/Magazines/
Formulate/Release & Implement Personnel Policies/Procedures	Send out emails (thru mass-mail server) & small-mails.	Follow-up	Search-Assignments	email lists
Prepare detailed job-description of each member of staff & keep HR/payroll records, along with Dept. head/Nirmit.	Press Releases.	Drafting MOU/Agreements/	& Filling-up	In-House Creation
Against set goals/targets conduct monthly "APPRAISAL/FEEDBACK/ REWARD/PUNISHMENT" (- along with Dept. Heads/Nirmit).	Seminars/Conf. Demo/at Schools/Colleges/ HR Conferences.	Negotiating/ Formalizing Relationships	Interview-Evaluation Sheets	Select data type/source
Formulate-Implement- administer, individual/group "INCENTIVE SCHEMES"	Designing/Buying/ Distributing GIFT articles.	Preparing "Operating Procedure" governing our relations/	(For Senior Positions)	Design data structure (with help from Abhi/Vxceed)
Issue Appt/Confirmation/ Termination letters.	Printing of Corpo. pamphlets/Brochure.	Commitments etc.		Keep-in mind local use/ web-hosting
Salary/leave administration		With each individual "ally" or a "group of allies", and then		Design Search-Screens
		Implementing the procedure thru		Get Search-engine developed (Inhouse or outside)
		Program Managers		Follow-up with Abhi.
		(-and Vxceed, where reqd.)		Sub-Contracting
		Selling "targets" for Program Managers		Job Advts
		& monitoring their Achievements.		Negotiate/Place orders/Follow-up quality & quantity/Handover to Abhi for uploading/Pass payments
		Guide/Supervise Program Managers		Other Databases
		Designing/Hosting ANNUAL ALLIES CONFERENCE.		(eg: CALCs directories NASSCOM, DCA CD & 5.5" Discs, email addresses).

Janam Kundli Draft)

Janam Kundli (Client)

19/06/01

This is supposed to be a comprehensive "History" of our client.

This History should be divided into following parts (different screens/output statements):

A. Physical Details of the Client

This will contain

Name of Company
Contact details

B. Sr. Executives Details of the Client

This will contain a tabulation as follows for a few Senior Executives

Sr. NO	Name of Executive	Designation	Direct Ph NO	Mobile No.	email ID (Personal)

This would include HR Mgr/Recruitment Manager etc. We will use Annual Report data & references appearing in business newspapers & business magazines to enter into this screen. One clerical level (data-entry) person, will be fulltime on this job only - day in & day out.

Janam Kundli Draft continued)

C. List of Branches/Factories

(This is not very important for the moment)

Sr. No	City	Status*	HR/Recruitment Mgr/Contact Person Name	Ph. email
		- Branch Office
		- Zonal "
		- Reg. "
		- Factory

D. List of Products/Services Vs. Industry engaged in

Sr. No	Product/Service	Industry-Name (Corresponding to this Product/Service)	Name of Foreign Collaborator (if any)

To compile this, we may need to depend upon

CMIE's services (CAPEX & PRONESS)
projectstoday.com (& several websites)

E. Order/Shopping Basket History

Sr. No	SB NO	SB date	Out come	Terms	Position Name	Name of Executive Appointed	Bill Amt
			Did not convert	DON

$\triangle$	THIS STATEMENT IS MOST IMPORTANT & CAN BE
	BYE-PRODUCT OF OES

F. Job-Advts History

Sr. NO	Job Advt NO	Posting Date	Category of Job Advt	Position Advertised
			Direct Posted	Newspaper/ website

This statement can only be obtained from our website and would require talking to Vxceed. It (this statement) can be an outcome of a feature which I have requested Vxceed to incorporate in V 4.0, VIZ:

CORPORATE - ADVERTISERS

(I am purposely avoiding to use the word, "OUR") (we may have picked-up advt. from newspapers)

$\#1$ A - B - C - D - First, click on alphabet to reveal table as shown

A	LIST OF ADVERTISERS
Sr. NO	Name of Company
1	Abacus
2	Accenture
3	Advent

# 2

Clicking on name of Company, reveals table such as

JOB-ADVTS POSTED SO FAR

Company: Abacus

Srl. No.	Job Advt No	Job Advt Date	Position Name	Posting City	Salary / Source (Media)
		Reverse Chrono
		CURRENT
1234		19/6/2001	Mgt. Mgr	Delhi		$\checkmark$
1233		18/6/2001	Prod. Mgr.	Chennai		$\checkmark$
1231		15/5/2001	Mktg. Exec.	Kolkata		$\checkmark$
		PAST.
1195		11/10/2000
1194		22/8/2000
1193		14/5/1999.

Area Clickable { to enable jobseekers to apply on line.

Area Non-Clickable {

Only past history to impress jobseekers $\&$

to impress HR Manager of the concerned company that we are maintaining a record of all of his past advts (even those released in print-media)

to use this list as a pro-active marketing tool to promote our services.

clicking on a particular job-advt. will reveal a long display (of job-advt), on which a jobseeker can click [$\checkmark$] to forward his resume.

$1/9$

$17/06/01$

Cyril

RESUME VERSIONS

We may fervently pray,

"Everybody should submit his/her resume only on our website and that too directly online, in appropriate webform"

Lord has good reasons not to grant our prayer!

Hence most likely scenario could be as shown in Annex A.

During the course of his life, a person will submit his resume at/from hundreds of places, using different methods/ devices. He will do this again $\&$ again.

And in our own interest, we will try to "capture" those resumes (of the same person), from

Wherever we can (Sources)
however (method)

This will give rise to "issuance" of

duplicate/multiple/PEN
User ID
Password

to same person (again $\&$ again)

We have (I believe) tried to "block" this (issue of multiple PEN to same person) thru some server-based software.

This has resulted into a peculiar situation.

e.g:

A person tries to submit his resume on our website directly.

He sees some message like,

"Sorry, we cannot accept your resume once again, because it is already in our database. If you wish, you may "EDIT" it using your User ID/Password."

Now, it is that person's turn to be surprised.

He just does not remember, ever having submitted his resume on www.3pjobs.com and obtained a User ID/Password/PEN.

He has no way of knowing that, we got his resume thru

another partner website (may not remember that)
our Placement Agency Partner (he gave it to 20 agencies)
downloading from https://www.google.com/search?q=jobsahead.com
his college (10 years back ?)

In a reverse case, we may receive his resume from our partner Placement

agency and when we try to upload it on our website, we find it is already there!

So we need a method to "bounce" it back to that Agency, saying

"The resume of Mr/Ms $\rule{2cm}{0.15mm}$ which you sent us, is already in our online database and hence it is returned to you."

Whereas, it may not be difficult to "automate" such message, the question is,

Do we/should we keep track of, from which source/method, a particular resume came into our database for the FIRST time?
and again, how did we get it/managed to get it/capture it SECOND time? THIRD/FOURTH/FIFTH time?
and depending upon the many combinations possible, what type/kind of "messages" should we send out or display on our website?

If we tried to keep track, I feel our life - and our Server-based software - may get too complicated!

$5/9$

Somehow, I get a feeling that we should give-up all attempts to prevent issuance of duplicate/multiple Username/Password/PEN to the same person. Let him get many.

What is likely to happen, if our server were to issue,

6 different Username/Password/PEN to the same person?

No one would, in the first place, do this (submit his resume 6 times) on his own, knowing that, he cannot possibly remember (keep-track of) 6 different Username/Password/PEN issued each time he submitted)

This is most likely to happen when his resume gets uploaded on our website, 6 times (from 6 different sources)

WITHOUT his knowledge/volition.

Of course, each time, he would receive an email, giving him, different Usernames/Passwords/PEN !!

This (repeat occurrence) may confuse him but we could remove the confusion, by each message, saying,

Dear Jobseeker:

We have managed to collect/pick-up/acquire your resume from more than one source, where you may have posted/emailed/handed-over your resume.

This $\rule{0.5cm}{0.15mm}$ (last) time, when we $\rule{0.5cm}{0.15mm}$ uploaded your resume on our website www.3pjobs.com,

you have been allotted following,

Username: $\rule{3cm}{0.15mm}$

Password: $\rule{3cm}{0.15mm}$

PEN: $\rule{3cm}{0.15mm}$

If you have already received from our webserver, another Username/Password/PEN earlier, you have following choices:

Delete the latest/current version of your resume (and the Username/Password/PEN mentioned above), by clicking here $\boxed{\text{Delete}}$
Preview your latest/current version and then decide whether you wish to retain/ edit it
Edit previous versions of your resumes by entering previously allotted Username/Password/PEN or, if you wish, delete those.

3P Consultants

$7/9$

As far as CLIENT-SIDE implications are concerned, it is possible that, after conducting a resume-search, when he fills-up the "Shopping Basket", he may include 3 different "versions" of same person's resume! - each having a different PEN (giving the client an impression that, he has hit a jack-pot and found 3 excellent candidates!)

This will happen, only if the client even after viewing the "long displays" (of the 3 different PEN), fails to recognize that all 3 belong to the one-and-the-same person!!

In most cases, he would recognize the "duplicate" resumes and pick only ONE (carrying latest date of submission/editing).

Even if client fails, we would know when we look up other details such as Contact Info/Names of current previous employers etc.

So, WE eliminate these "duplicates" and inform the Client accordingly...

AS SIMPLE AS THAT!

And, assuming that even WE failed to notice the duplication, 3 different interview-call letters may go out to the same person (may be even at 3 different addresses!)

But only ONE person can present himself. He will point-out our "error" to us - and, in turn, we point it out to the Client.

This cannot be any great loss-of-face if we put-up, following messages, on our website:

# On "Submit Resume" Page

Dear Jobseeker:

It is possible that we may have received your resumes, at different points of time, from different sources and all of these are part of our online resume database.

Of course, each time, your resume got uploaded on our website, you would have received, a unique set of Username/Password/PEN.

Since it is not possible for us to track/monitor, "who uploaded which version of your resume on our website when and how", it is up to you to delete all obsolete versions (using the Username/Passwords allotted to you each

time) and ensure that only ONE/CURRENT/UP-TO-DATE version of your resume is retained in our online database.

3P Consultants

# On "ENQUIRY FORM" page $\&$ "RESUME-SEARCH" Pages

Dear Recruiter:

Our online resume database consists of resumes submitted $\underline{\text{by}}$

a number of "Agencies/Sources"
at different "times"
using different "methods" of uploading.

As a result it is quite possible that our database may contain $\underline{3/4}$ different "versions" of resumes of SAME person each differing from others in minor respects.

Whereas, we constantly urge the jobseekers to eliminate such duplication (thru editing), it is impossible for us to track/monitor all such instances.

It is therefore possible that, when you conduct a resume-search and prepare a shortlist (for entry into ENQUIRY FORM/ SHOPPING BASKET), some of the resumes

shortlisted by you, while appearing to be different, may belong to the SAME person. This is understandable, since you have no access to detailed information about each resume.

Of course, on our part, we would eliminate such duplication, while sending our "PROPOSAL", in response to your "ENQUIRY FORM".

3P Consultants

Cyril,

by marking a copy of this note, to my colleagues, I am asking them to delete this issue amongst themselves and Nismit will get back to you with our consensus-views for final action.

Regards

cc: Nismit $\checkmark$

cc: AMB

cc: Venkat

cc: Michelle

cc: Abhi

cc: Sakshi

cc: Robin/Sanjeev.

Annex: A.

A PERSON MAY SUBMIT HIS RESUME FROM MANY SOURCES

[Diagram showing sources feeding into a Central Database/3P]

3P download from websites (Operation Blackhole) [300 Indian websites]
3P's own website
Partner Websites
Offline Resume CD
Colleges/Comp. Insti.
Email Module website
Office
Typed/Scanned (OCR'd/Uploaded)
own home (thru PC/Interactive TV)
Cybercafes
Download from https://www.google.com/search?q=agent-job.com then upload
"Phone-In" resumes (over IVRS)
Partner Placement Agencies

$19/06/01$

Robin

Job Advt. NO 3633

Offers Rs. B/year by way of Salary!
Edu SS. C. !
Position GM (Mktg) !
Ind Advt
Exp (Min) 2/3 years !
Last date of Appli 31/12/2002 !

You should phone Contact person (Ashish) and politely tell him that we are deleting this job-advt. because of a lot of INCONSISTENCIES.

Request him to post a fresh advt with relevant/accurate info/data.

$\underline{19/06/01.}$

cc: Nismit

In last 2 months, I have come across dozens of such "frivolous" job-advts. Pl. make one person responsible for deleting/phoning. WHO? Will same person also check/edit all job-advts being supplied by Sajida daily, before uploading?

$2/$

Sakshi

Month	No. of Shopping Baskets received
2001	June 12 (till $17/06$)
	May 57
	April 28
	March 17
	Feb 18
	Jan 2001 9
Total	141
$\text{+}$ submitted during Oct 2000 - Dec. 2000	39
Grand Total	180

From the above list, we must delete/deduct "dummy" shopping Baskets (if any) created by Sanjeev/Robin/VXceed
What remains (good/genuine ones) must be entered into Order Execution System (OES) and a "proposal" sent (thru OES only).
Of course, those which are too old, must be immediately "CLOSED" (immediately after entering) WITHOUT sending a proposal. (Forced closure provision of OES).

On our website, on the ENQUIRY FORM (i.e. Shopping Basket form), we have said,

"You will hear from us within 24 hours".

$2/$

Any "proposal" (sent in response to an online Shopping Basket) sent after 24 hours, must carry a sentence, such as

"Dear Sir/Madam,

We regret the delay in responding to your Shopping Basket (Enquiry Form)

NO: $\rule{1cm}{0.15mm}$

Dt: $\rule{1cm}{0.15mm}$

Enclosed, please find our PROPOSAL, against the same"

Next question: Which consultant is going to handle which Shopping Basket? This question must be settled BEFORE a reply/proposal is sent out.

In fact, my impression is that, in OES, unless you enter the name of the consultant (who is going to handle that particular Shopping Basket), you cannot send-out a PROPOSAL.

Is this (Impression) Correct? This mandatory provision is required (if not already built-in), to ensure that no Shopping Basket remains ORPHAN, the moment it is delivered at our doorstep!

For next one week, please keep me informed re: progress in this matter, once-a-day.

cc: Venkat/Michelle/AMB

cc: Nirmit

Robin/Sakshi

Pl. see me together.

Dummy Job-Advts during June

#
3631	3586	3572 {Irrelevant ?} + Incomplete " "
3626	3585	3571 $\} \quad$ Duplicate
3621	3584	3570 $\} \quad$ "
3602	3581
3601	3580
3600	3579
3595	3578
3592

Sakshi

Irrelevant "Shopping Baskets" Entered to Job Advts.

Job Advt. #	Shopping Basket #
3622	181
3595	178
3586	177
3585	176
3581	173
3572	172
3571	171
3570	170
3563	168
3562	167
3558	165

Whose responsibility it is to Send our "proposal" against each Shopping Basket?

cc: Nismit.

$\underline{15/06/01}$

Nismit

CMT

Michelle

AMB

Anvesha

Dec 5, 2000

HOT JOBS

About 10 days back I had sent you an email requesting you to upload on our website

ALL OUR PENDING SEARCH REQUESTS.

(We claim we have 191 pending executive search assignments!)

This morning I checked-up to find that not a single is uploaded!

Even if you are very confident of finding suitable executives thru your OFFLINE headhunting I feel it is a good idea to upload all of these "positions" on our website! You may get some interesting applications.

P.S.

Cyril/Interns will visit us tomorrow at 9:30 am. If there is anything you want me to discuss with them, pl. give me a list before 12 noon today.

$6/9$

Nirmit

For info

Forwarding of resumes to Advertisers as requested by jobseekers thru email

Now that Sheetal is gone, is anyone else attending to this daily?

Of course, by mid-April, I expect the webserver to do this AUTOMATICALLY!

$\underline{20/3}$

HCP is being done by CMT/MANISHI/MONICA as $\&$ when time permits but not regularly.

$\underline{03/20}$

$1/5$

Abhi/Vinod

(1) Study $\&$ keep soft-copy of enclosed form on your hard disk

(2) Someday we wish to provide "free" service to a large no. of "Professional Bodies" to increase their "Membership"

(3) Examples of some of these institutions

Institution of Engineers
NIPM (Nat. Inst. of Personnel Mgrs)
IIMMC (Indian Inst. of Matls Mgrs)
Institute of Electrical Engineers
Inst. of Plant Engineer
" " Safety Engineer
" " of Chard. Accts etc
" " Com. Secretaries

(3) There are 2 such Institutes right in Lok Bharti Complex

one on ground floor of

$2/5$

B-2 bldg $\&$ one on ground floor of A-1 (or A-2) bldg!!

(4) Most of the info/data asked for in enclosed form are already available in our RESUME forms

So,

All that we need to add at the bottom of the "SUBMIT RESUME" form is a block like:

$\square$ I am a Member of

$\square$ Please enroll me as Member of

Name of Institute ∇
$\rule{1cm}{0.15mm}$	$\rule{1cm}{0.15mm}$
$\rule{1cm}{0.15mm}$	$\rule{1cm}{0.15mm}$
$\rule{1cm}{0.15mm}$	$\rule{1cm}{0.15mm}$

$3/5$

(5) Then we can "extract" bare minimum data/info about that person from the Resume Form and pass-on (as email) to the Secretary of the Concerned Institution as a FREE Service!

In return, we can ask that on all letterheads of that Institution, they print

$$\boxed{\text{Our Membership Enrollment Official website is} \newline \text{[www.3pjobs.com](https://www.3pjobs.com)}}$$

(6) We can provide for "Editing" of Member's Data also.

(7) Alternatively, we can ask each Institute

$4/5$

to give us its OWN/UNIQUE form, which we upload/host on our website, for surfers to fill-in online. we can even make it downloadable $\&$ filled-offline.

(8) We pass-on to the Concerned Institute (once-a-week) the DATABASE created.

(9) Also give them a "Search-Engine" whereby they can search this data in a no. of different "ways" offline in their own office! They can even print labels also.

(10) As far as we are concerned, we simply "extract" data relevant

$5/5$

to us $\&$ migrate it to our MODULE $\&$ (NON-MEMBER DATABASE).

This would help us in offline "headhunting".

The Institute benefits $\&$ we too benefit!

cc: Mustafa (VXceed)

cc: Michelle

cc: Nismit

cc: CMT

cc: AMB

cc: Mr. Nagle

$\left.

\begin{matrix} \text{I would} \\ \text{appreciate} \\ \text{your comments.} \\ \text{Since we are} \\ \text{about to revise} \\ \text{our website soon, we} \\ \text{could incorporate} \\ \text{this now.} \end{matrix}

\right\}$

THE INSTITUTION OF ENGINEERS (INDIA)

MEMBER DATA UPDATE FORM

CENTRE	ROORKEE	MEMBERSHIP NUMBER	M G27827−I E L

PLEASE FILL IN THIS FORM IN BLOCK CAPITAL LETTERS AND RETURN TO

3 P Consultants, B-1 Lok Bharti Complex, Marol Marushi Road, Andheri (E) MUMBAI - 400059

1. Surname	B A H L	First Name	A S H O K K U M A R
2. Birth Date	2 3 Date	$\text{0 2}$ Month	$\text{1 9 4 8}$ Year
3. Residential Address	$\text{C} - 7 7$	$\text{S H I W A L I K}$	$\text{N A G A R}$
	$\text{B H E L R A N I P U R}$	City	$\text{H A R D W A R}$
Pin Code	$\text{2 4 9 4 0 3}$	Resi. Phone	$\text{0 1 3 3 1 4 4 0 4 9 5}$

4. Current Employment Data	Self Employed	×	Working Since	0 7 Month	1 9 6 9 Year
Company Name	$\text{B H A R A T H E A V Y E L E C T R I C A L S L T D}$	Professionally Employed	$\checkmark$
Office Address	$\text{D G M C E S X}$	Designation	$\text{D G M}$
AND AC		Functional Area	$\text{E S X A N D A C}$
WEX DEPARTMENT
RANIPUR HARDWAR	Product Exposure	1. P O W E R S Y S T E M 2. A I R C O N D I T I O N
Phone	$\text{0 1 3 3 1 4 2 7 3 5 0}$
Fax	$\text{0 1 3 3 1 4 2 6 4 6 0}$	Industry Exposure	1. N O T A P P L I C A B L E 2. N O T A P P L I C A B L E
E. mail	$\text{R K B A H L@ B H E L}$ $\text{H D 1. CO. IN}$

5. EDUCATIONAL QUALIFICATIONS

	# 1.	# 2.	# 3.
*Dip./Degree	A M I E
*Discipline	E L E C T R I C A L
*Year of Passing	$\text{1 9 7 3}$
*College/Univ.	I E I

6.	Specialization	Achievements
1.	P O W E R S Y S T E M	A P P O I N T E D A S A
2.	A I R C O N D I T I O N	P A P E R S E T T E R B Y
3.	E N E R G Y C O N S E R V E	D G E & T G O V T O F (C)

Signature : (A. Bahl)		I would be interested to receive Member-Directory as follows :
Date : $\text{1 0 0 3 1 9 9 9}$		1. Centre Directory (on floppy) $\square$
		2. All India Directory (on CD) $\times$

Nirmit Reena

AMB Abhi

CMT Parag

Michelle Vinod

Sheetal

$15/02/01$

Order Execution Process

See enclosed flow-chart as perceived by me.

# 1 Reality may be different

# 2 What you "ideally" want to happen may be still different.

CMT/Michelle/AMB should get together and draw-up # 1 as well # 2.

All the processes which can be "automated" must be automated.

Two such processes which needs to be automated immediately are:

(A) = Sending "Terms" to every corporate who posts job advt on our website

$\underline{\text{CMT}, \text{ I believe, has started doing this - of course, manually)}}$

$2/4$

(B) Forwarding "resumes" to job-advertisers as per instructions of candidates.

In my mind, (B) is far more important than (A).

Only if (B) takes place promptly/regularly for all "Candidate-Instructions" received during the course of the day, will the job-advertiser get to know that

3p website gets visited by many jobseekers daily
His own job-advt. gets seen by many jobseekers daily
His job-advt. did actually get "pushed" to thousands of jobseekers as a "job-alert"
Many job-seekers have shown interest in his advt and expressed their interest in applying against his job.

All of the above-mentioned "Impressions" will get created

$3/4$

ONLY - and only - if the job-advertiser promptly starts receiving RESUMES from 3P.

If he starts getting resumes within a few hours (of posting the job-advt) his confidence in the "efficacy" of our website will go up dramatically.

If he gets an impression that 3P website cares and does - work to his advantage, he will be tempted to comeback and post more advts - again $\&$ again.

On the other hand, if he receives no resumes for days together, after posting his job-advt, then his thoughts will run like,

"3P is a useless site. Apply apply no reply! Seems like no candidate ever visits this site - and the few who may visit, do not seem to get a chance to see "my" advt. $\&$ respond.

Even if posting an advt. is free on 3P, What is the use! - if there is no response. It would be much better for me to next time post my job-advt on

$4/4$

other websites like Naukri/jobsahead/jobstreet/jobsdb/prizedjob etc. etc.

What if these other websites charge me Rs. 500/- to post my advt. It is peanuts! On the other hand I directly receive all candidate-response, immediately, without anyone coming in the way.

Here, in case of 3P, unless they pass-on the resumes of interested candidates, I have no clue, how many are interested $\&$ who are interested.

So let me forget about 3P!"

Such thinking on part of advertiser could spell the death of our "Business-Model"!

So we must automate these "processes" - and do so FAST.

Vinod will do this under guidance from CMT $\&$ Mustafa (VXceed).

cc: Mustafa (VXceed) Pl. instruct Vinod how to go about.

Target $\rightarrow 22^{\text{nd}} \text{ Feb.}$

[Flowchart showing the Corporate Job Posting Process]

Corporate Posts Job Advt

Corporate Sends "Terms" $\leftarrow \rightarrow$ 3P Sends "Terms"
Candidate Views Job-Advt or gets a "Job-Alert"
Candidate Sends "Instructions" to forward his resume to advertiser
Sheetal forwards all resumes to diff. advertisers
Sheetal Sends feedback to Candidates Saying their resumes have been forwarded to the advertisers
Corpo. gives Interview-Schedule to 3P
Sheetal sends Interview-schedule to "Experts"
Sheetal sends out Interview-call letters to Candidates
Experts Conduct Interviews
Sheetal receives candidates confirmation
Feedback to Corporate

Feb. 11, 2001

Nirmit

AMB

CMT

Automating our Business Processes

Enclosed find

Broad division (grouping) of our Business-Processes Page A/B/C/D
Business Processes/Activities to be "automated" thru appropriate SOFTWARE SOLUTIONS Pages marked $1 \rightarrow 12$.

(Whether Web-based - online or LAN-based - offline)

In addition to these (pages), I have already handed-over to Cyril/Mustafa a comprehensive folder containing a "wish-list" of new features (feature modifications of our website).

To discuss this "wish-list", I already had one round of meeting with Mustafa (VXceed) and more meetings are planned next week, at the end of which, Mustafa will prepare following documents for our study (approval):

# 1 Functional Specifications

# 2 System Requirement

Some of the thoughts expressed in enclosed pages (A/B/C/D $\&$ $1 \rightarrow 12$) are already covered in the WISH-LIST folder given to Mustafa.

Two web-development/Software development engineers are joining us soon. One on $12^{\text{th}} \&$ one on $19^{\text{th}}$ March. We want them to work on some of the "projects" listed in Pages $1 \rightarrow 12$.

But

all softwares, ultimately get closely interlinked with each other
all business-processes are gradually moving onto the web,

we have to ensure that there is absolutely perfect "integration" of thoughts $\&$ actions between our own people and the "project team" of Mustafa.

One way to achieve this perfect integration is ask our developers to become part of Mustafa's team $\&$ work under his overall guidance/direction. May be even physically shift to VXceed office. Let us discuss this fast.

cc: Mr. Nagle $\left.

\begin{matrix} \text{with a request} \\ \text{to guide this} \\ \text{project.} \end{matrix}

\right\}$

cc: Cyril

cc: Mustafa.

(A)

BROAD DIVISION OF OUR BUSINESS - PROCESSES.

Process	Status
(A) DATABASE CREATION
- Jobs database	- partly online (on website) - partly offline (to be subcontracted to outside vendors to compile from print media/other websites)
- Resume database	- fully online - we have no resources to convert email resumes to webforms
- Corporate database	- partly online Creation thru job-advts/shopping-baskets - partly offline Compilation from published literature
- College database/NACT Member database	- As of now totally offline Creation with intention - to upload on website with appropriate search engine - would like colleges/NACT to create online on their own

Business Process	Status
(B) ORDER EXECUTION
Resume search	- Online (for site-based resumes) - offline (for LAN - ")
Shopping Baskets (i.e. Short-list of suitable Candidates)	- Online (for site based resumes) - offline (for LAN - ")
Sending Terms/Proposals to Clients	- currently totally manual - will soon get "automated" thru Order Exec. System (OES) being developed by APPLITECH.
All Order Execution Activities (except interviewing)	- This will be "WEB-BASED" (Go online but only we can see) To be shown-open to Clients in 2002.
Actual Interviewing	- for foreseeable future, this will remain an offline process (actual Interview being conducted by our consultant/outside expert, across-the-table $\&$ filling-up of "Interview Evaluation" sheet). - For "Remote Interviewing", Video Interview eqpt. to be installed (even at outside expert's residence!)

(C)

Business-Process	Current - Status
(C) FINANCE/ACCTS/BUDGETS (MIS)	Either manual (TALLY 5.0) or non-existent (e.g. budgets/ variances/cash-flows/profit-plans)
	There is an urgent need to "automate" this entire process for better financial planning/cash flow/investments of surplus funds etc.
(D) EMPLOYEE PRODUCTIVITY	Currently we have absolutely no indicators of "budgeted" $\&$ "actual" levels of employee-performance.
	Some part of this will get addressed with implementation of Order Execution Module, which sets "Targets" for completing certain order-execution activities by specific "dates". This may cover only the "consultants". We need to cover most of our employees in this EMPLOYEE PRODUCTIVITY MODULE, by - defining their jobs (job-descriptions) - setting "Achievement Targets" - monitoring actual achievements (with targets), every day/week/month. This process must be automated

(D)

Business-Process	Current Status
(E) MARKETING PROCESS	- Currently this is almost "absent" - some "mass-mailing" takes place by "fits $\&$ starts", but
	WHOM Target audiences are undefined
	HOW Processes "
	WHO People responsible "
	- Achievement Targets "
	"MASS-COMMUNICATION/MESSAGING SOFTWARE" (What/Whom/How), will partly automate this process $\&$ should be tackled right-away.

$1/12$

Business-Process/Activity to be "automated" thru Software

Templates for Creating Partner Websites

one reason why our partner website program is not taking "roots" is because website owners do not have "skills" to create templates $\&$ "merge the links".

Whereas Mustafa will examine the entire partner website program "simplification" (along the lines of Amazon.com), Vinod should target to create "templates" for 20 websites in the next 10 days $\&$ link-up with 3pjobs.

Website Maintenance

simple maintenance such as

deletion of job-advts
deletion of resumes
uploading of simple HTML pages
Creation of hyperlinks

etc. shall be taken over by Vinod/Sanjav, after learning the tricks from Pritam.

$2/12$

Business-Process/Activity to be automated thru Software

BROADCASTING OF JOB-ADVTS TO

Sanjeev - Cybercafes (all types of jobs)

Robin - Colleges (entry-level jobs)

Chaitali - NACT Members (IT-related jobs)

(PUSH TECHNOLOGY)

This process is today entirely manual $\&$ takes-up a lot of time of the Program-Managers everyday. With ever-increasing partners $\&$ job-advts, soon it will be impossible to handle this process manually.

It needs to be automated at once.

$3/12$

Business-Process/Activity to be automated thru Software

Chronological Listing (Tabulation) of all Job Advts posted on our website (Thru ADMIN TOOL)

Pritam has promised to do this but has not been able to do so far.

This listing will cover all job-advts, whether

Type (A) - posted directly by Corporates
"(B) - picked-up from media $\&$ uploaded by us
"(C) - 3P Hot Jobs.

Tabulation will have following columns:

Date
Advt. Serial NO.
Source (3P website/Partner website)
Type (A) (B) (C)
Position/Vacancy Name
Desig-Level $\} \quad$ Search Parameters
Industry
Function
Posting City

clicking on "Advt. Serial NO" will reveal full advt

Some similar tabulation is currently available to us thru ADMIN TOOL but it does not have

all fields listed above/all types/sources listed
clickability

THIS IS A TOP PRIORITY ITEM

$4/12$

Business-Process/Activity to be Automated thru Software	Who does it manually at present?
Summary of "Shopping Baskets" (SB)	sheetal
Acknowledgement of SB along with "Terms"	OES ?
Follow-up with Corporate-concerned till terms are accepted (and SB converted into a Sales Order) or rejected	OES ?
Aggregation of Shopping Baskets/Resume Search	Mustafa (VXceed)
"Master" Telephone/Fax/e-mail directory for search $\&$ auto-dialling (automated "messaging"	Mustafa (VXceed)
* What to Send ? } Drop-down * Whom to send } Clickable Lists * How to Send. } (auto?)	Abhi has done some work on this project

This is coupled with "extraction" of Phone nos/Fax no/email add/postal address etc. etc. from

Resumes
Corpo. Profiles/Job-Advts/Shopping Baskets
Visiting cards

Should take advantage of Unimobile/Navin.com/Instamail.com
This will be CUSTOMISED MESSAGING TOOL for 3P (Should TALISMA be integrated into this?)

$5/12$

Business-Process/Activity to be automated thru Software	Who does it manually at present?
Summary of Job Advts	sheetal
Sending "Terms" to Advertisers of jobs	CMT
Tabulation of "Candidate-Requests" (to forward resumes) received	-
* for a specific job-advt wise
* Summary for all job-advts
Forwarding of resumes to job-advertisers (who have confirmed our terms)	sheetal
Acknowledging "candidate-Requests" (to forward resumes)	-
while programming all of the above, to take care/provide for differentiating between
* job-advts directly posted by Corporates
* job-advts picked-up from media/websites
* job-advts posted by 3P (Hot Jobs)

Acknowledgements/Responses/Terms etc. in each case will need to be different and to be appropriately framed/worded by CMT $\&$ given to Vinod for incorporation in Software.
Aggregation of Job Advt $\&$ Job Search | Mustafa (VXceed) ? |

$6/12$

Business-Process/Activity to be automated thru Software	Being done by or future responsibility
Strategic Alliance Programs related activities
* Compiling (from ALLIES LOG-IN) $\&$ forwarding MONTHLY REPORTS/WEEKLY REPORTS (with appropriate covering letters), to
colleges	Robin
Partner Websites	chaitali
Cybercafes } yet to $\text{start}$	Sanjeev ?
Placement Agencies }
NACT Members.	chaitali
NACT Exec. Council Members	??
* Installation of "website" statistical software (similar to "web-trend"-but free) on our Server (if not already done by Pritam).
Then, plotting useful statistics $\&$ display on our LAN as Screen-Savers e.g.
* No. of hits
* No. of unique visitors
* Avg. time spent our website
* No. of resumes read
* No. of Job-advt "
* No. of SB "
* No. of headhunt (resume-search)	etc etc

Business-Process / Activity to be automated thru Software

ACCOUNTING SYSTEM

Today we are maintaining our accounts on "TELLY 5.0" package.
A couple of "CUSTOMER OUTSTANDING" statements are planned under "Order Execution System" being developed by APPLITECH.
We have no system of budgetting of various expenses, at the beginning of the financial year, under detailed "expense-heads / expense-accounts".
expenses actually incurred are not linked / debited to persons / departments / branches incurring those expenses.
Since there is no "budget", there are no "variances" either - and therefore no "Control-mechanism" thru monthly "Budget Vs. Actual" statements flashed to individuals responsible for incurring / controlling those expenses.
Since there are no "expense" or "Income" budgets, there are no "Cash Inflow / Cash Outflow" budgets (& actuals) & therefore no "PROFIT-PLANS"!
We need to discard the standalone "TELLY 5.0" & evolve an accounting / financial management package which is integrated with - Budget Module - Order execution module (of APPLITECH) - COSTING & PRICING MODULE (See my note dt 7-4-94)

(Sunita will put this note on LAN by tomorrow)

Business-Process / Activity to be automated thru Software

ATTENDANCE RECORDING SYSTEM (ARS)

Although we do have an ARS (is it integrated with Salary Calculation & Payment System?), it does not produce monthly statements (employee-wise & total Summary for all employees) which are

Simple tabulations or graphs
easy to "comprehend" the meaning
separate the "authorised" leave from "Unauthorised" leave/absence
separate "Paid" from "Unpaid" absence

(Some tabulation was recently prepared by MONICA)

Early arrival / Late departure (extra hours)
Late arrival / early departure (short hours)

This system needs to be looked into & automated.

Business-Process / Activity to be automated thru Software

Our "SITE RANK"

Currently, once-a-month, I spend a couple of hours on different "Search-Engines" to compile our "Site Rank" on various "Key-Words" & prepare a tabulation.
I feel this process can be / should be automated by developing suitable Software or buying/installing some ready-made software.
Once "Site-Rank" is compiled on different "keywords", the Software should tabulate only those results, where our site gets ranked among the TOP FIVE (no matter, using whichever search-engine).
This html page should get uploaded on our website.
If automated such "uploading" can be done every week - instead of once-a-month.
In the past, I had even plotted "our Rank" Graphs continuously for 6/8 months. This was a time-consuming manual process.

Business-Process / Activity to be automated than Software

ADMISSION - APPLICATION MODULE
Over a period of time (say by Sept. 2002) we would like to extend our strategic-alliances with colleges & Computer Edu. Institutions by offering to them a WEB-BASED ADMISSION PROCESS (similar to centralised admissions to IITs)
This will permit 12th standard students from all over India to fill-up an online Admission Application form just ONCE and priority-wise click on the colleges & courses of his choice.
ALL participating colleges/NACT members will make available their prospectus (No. of seats etc.) to us which will be displayed on our website.

Advantages

Students (and parents) do not have to Search/Research thousands of colleges & collect hundreds of "prospectus" & fill-in dozens of "Application-forms" and deposit "fees" at each college & send out "Refund Fee Requests" etc. etc.
I am envisaging a ONE SHOT all-India admission-process with built-in ONLINE ENTRANCE TEST (common) / Certification.
THIS IS THE MOST CHALLENGING ASSIGNMENT!

Business-Process / Activity to be automated thru Software

Creation of a "Manpower Planning Module" for a typical mfg. enterprise & then integrating this into our website.
Corporates can create their "Manpower Plan/Manpower Budget" directly on our website & delete / edit same.
Based on such a "Manpower Plan" (and of course man-specifications / job-descriptions for each vacancy envisaged in such a plan), our website will

broadcast the requirements to potential / suitable candidates
ascertain their suitability / interest
short list & forward resumes to our Corporate Members 2/3 months before vacancy has to be filled

integrate with Order Execution module

Notes:

This is a low priority project
https://www.google.com/search?q=Jobpartner.com have something similar
also Jobstreet / Jobsdb / other websites
See L&T Manpower module.

Business-Process / Activity to be automated thru Software

TRACKING OF "STRATEGIC ALLIANCE" PROPOSALS BEING SENT OUT BY (TARGET)

Robin (for colleges) 20000
Sanjeev (Cybercafes) 12000
Chaitali (Partner websites) 9000
One Shalini had developed a tool/screen to keep track of this.

PART A Static Info
PART B Tracking of Correspondence

This is very time-consuming but it must be done. If not, we will get embarrassed by sending same proposal to same party again & again!
Besides what would the party think of us (especially if they have replied saying "we are not interested").
This process (of tracking all correspondence with the parties - email / fax / letter) must be automated FAST.
(Can TALISMA do this? Nisnit said someone from ADITI TECHNOLOGIES will give us a demo this week).

Nirmit

CMT - AMB

Mitchelle

Yamini - Mansi - Sheetal

Monica - Neha

Chaitali - Sanjeev - Robin

Reena - Parag - Sanjeev Alhi

25/01/01

As I have repeatedly stressed, we desperately need more corporates to post their job-advts on our website. Then only will jobseekers visit our website - and hopefully deposit their resumes.
Towards this (getting more job-advts) we have taken / planning to take following steps:

Approx 1000 NACT/3P brochures were sent out to Software Companies with a coversive letter HOME DELIVERY.
Some 200 have bounced.
"24X365 Service" Mailers
Some 12000 of these have

been despatched to Public Ltd Companies by snail-mail.
Some 2000 are being sent by e-mail.
Enclosed mailer "In VAIN?"
This will be sent out (on an ongoing basis) to Corporates advertising their jobs in ASCENT / HEADSTART / AVENUES / APPOINTMENTS etc.
When Sent as Snail-mail, a cutting of the concerned job-advt. will also be enclosed. This will be avoided if sent as an email.
Sunita V is organising to order the necessary newspapers and will be responsible for this (mini mass-mailing. Pl. Send me your comments, if any, on enclosed draft.
Broadcasting of Job Advts
Whatever IT-related job-advts are getting posted on our jobsite daily, will be forwarded to

Robin (for colleges)
Sanjeev (for Cybercafes)
Chaitali (for Computer-Edu. Institutions) by Sheetal.

While forwarding, Sheetal will remove all info pertaining to the advertiser.
Robin/Sanjeev/Chaitali will prepare databases of Colleges / Cybercafes & Comp. Edu. Institutions respectively and
broadcast (push thru email) these job-advts to the Principals / Managers / Owners
requesting them to display hard-copies on their notice-boards, along with our email message,
Our message urges the students / surfers (in case of Cybercafes) to

Submit their resumes on our site

then

Instruct us to forward their resumes to XYZ / ABC Advt. No. which they have seen on their notice-boards.

By this BROADCASTING of job-advts to hundreds of Colleges / Comp. Edu. Institutions / Cybercafes ("PUSH TECHNOLOGY")

we are trying to "provide a reason / an excuse" to the jobseekers (active or passive) to submit their resume on our website.
We are going by the belief that only a CONCRETE JOB-ADVT visible on the notice-board can "prompt / propel a student to go to the nearest cybercafe & submit his resume!"
Whenever, any one of you is sending any letter / proposal to any Corporate (whether client or not), you should automatically enclose, the circular "In VAIN?"
At the bottom, pl. Substitute my name, with your name & sign it before despatching.
If anyone has any other suggestion, please do let me know.

Regards

(Signature)

3P CONSULTANTS PVT. LTD.

B-1, Lok Bharati Complex,

Marol Maroshi Road,

Andheri (E), Mumbai - 400 059.

Tel. : (91-22) 850 5800

Fax : (91-22) 850 6663

E-mail : consult@3pjobs.com

Web : www.3pjobs.com

Video conf. : 91-22-8519006

Dear Sir/Madam,

In VAIN?

Have you ever struggled in VAIN to fill-up an urgent vacancy in your Organisation?

( VAIN = Vacancy Advertisement in Newspapers )

If so switch-over to WARP and never look back to the $20^{th}$ Century!

( WARP = Web Actuated Recruitment Process )

To find out how you could

$\text{fill-up your future vacancies fast / real fast}$

$\text{save lakhs of rupees in the process,}$

please study the comparison on reverse.

But do not take my word for granted (- after all I am an interested party!)

Go ahead and post a job-advt on www.3pjobs.com to-day and discover the difference for yourself.

With our "Candidate Alert" genie at your service round-the-clock, there is no need for you to struggle in vain!

With regards,

Sunita V. 25/01/01

P.S. If you do not have an internet connection, fill-up your job-requirement in enclosed form and fax it to me. I will upload it on our website.

Member of Foster Partners Global Network

(The U. S. alliance firm of KPMG Peat Marwick LLP)

NIRMIT $\checkmark$

CMT

AMB

MITCHELLE

27-01-01

Chart/Tabulation of Professional Fees

During our last meeting we decided that we should upload this chart on our website, so that Corporate Advertisers/Recruiters know in advance before wasting their time

posting a job-advt
conducting an online resume-search
& fill-up a shopping-basket

Enclosed find such a "proposal".
Please discuss this amongst yourself & modify if required, by TOMORROW.
Then AMB to persuade Pritam to upload this on our website. In addition to links on all the relevant pages (e.g. "Post your Job Advt" & "Resume Search" & "Candidate Alert" pages), I strongly feel, we should also have, a prominant link on our homepage itself. This could be under

RECRUITERS
Our Professional Fees

Professional Fees / Scope of Work.

Situation	3P's Scope of Work	Our Fees
Online Resume-Search of fresh graduates by Recruiters	Forwarding of short-listed resumes, with contact info. to the Recruiter	Rs. ______ per resume
Job Advt posted on our website by Corporates	Sorting / evaluation of resumes of the respondents
Job Search by Candidates & request to 3P to forward their resumes to Advt.	Checking-out Candidate's interest (in case of Candidate Alerts)	8% of gross annual salary
Job Alert to Candidates, alerting about Advt	Forwarding resumes to the Advertiser
Candidate Alert re. Suitable resumes	Sending-out interview-call letters to those candidates whom the Advertiser wishes to meet.
Online resume-search conducted by a corporate-Recruiter & a Shopping Basket (Enquiry Form) containing short-listed candidates forwarded to 3P for further action.	Scrutiny / Evaluation of resumes shortlisted (by Recruiter) for their suitability against Criteria mentioned by Recruiter in Enquiry form
	Checking-out Candidates' interest in the position to be filled by Advertiser & projecting a proper

Situation	3P's Scope of Work	Our Fees
OFFLINE EXECUTIVE-SEARCH ASSIGNMENTS	All the activities mentioned above	Out of Pocket Expenses
Assignments received from Corporates over phone / fax / email / Snail-mail, requiring Database Search	Image of the Recruiter to the short-listed candidates	+ Fees ranging between (on case to case basis):
	Obtaining latest / up-to-date resumes wherever required.	12% - 16%
	Conduct preliminary Interviews of of a few suitable candidates	16% of gross Annual salary
	Send to the Recruiter, individual interview-assessment + reports of the candidates interviewed by 3P's experts along with our recommendation	+ Out-of Pocket Expenses
	Assist Recruiter in organising FINAL interviews.
- Headhunt	16%-20%

Nirmit

Consider sending following email to Julian Kulkarni of https://www.google.com/search?q=ActiveRecruiter.com

Dear Julian

$$\left\{ \begin{array}{l} \text{I have already sent you my response} \\ \text{to your clarifications} \\ \text{or} \\ \text{Thank you for your clarifications. I} \\ \text{have following comments:} \end{array} \right.$$

While we are in the process of finalizing our MOU, I wonder if we could immediately start promoting the requirements of your Corporate-clients amongst the executives who are registered on our website. A quick & simple method would be, either

for you or your clients to post their job-advts on our website. Through our "Job Alert" feature, these (job-advts) would get "broadcast" to all matching candidates automatically - and daily also to new arrivals - daily.

I would appreciate your early response

with regards

Nirmit P.

PRICING - POLICY DETERMINANTS

22/01/01

FACTOR	LOW	MEDIUM	HIGH
INTERNAL FACTORS
* Demand (Inquiries)	Hardly any inquiries		Flooded with inquiries
* Supply (of Candidates)	scarce		Plenty
* Competition	Not much		Fierce / Cut-throat
EXTERNAL FACTORS
* Order Backlog	starving for business		Booked for 1 year
* Resources
- Consultants / Space	shortage of Consultants / space		Not enough work for everybody
- Software (OES)	Manual Tracking of Orders		fully operational / debottlenecked
- Database of Resumes	Nothing to gloat about!		swamped / Deluge of Resumes
- Technology	Primitive		cutting-edge (e.g. Video-conf / voice-recognition / unimobile / Instamail / voicemail / IVRS
Business Process
Online Baskets	Barely 5% of all inquiries		Nearly 80% of all inquiries
Offline Requests	Very few		Almost All

THE EFFORT-MATRIX

22/01/01

OFFLINE SEARCH ASSIGNMENT IDENTICAL TO ONE RECENTLY EXECUTED

Low Search effort
High Interview effort
Interest letters
Call-letters
FRESH INTERVIEW
Full Report to client

12%

{ INDUSTRY
FUNCTION
DESIG. LEVEL

OFFLINE SEARCH-ASSIGNMENT

CLIENT GIVES LIST OF COMPANIES/INDUSTRIES
Headhunt
Very Senior Level
No database
Long Cycle time
Uncertain outcome
Lot of perservance/patience

20%

SEARCH EFFORT

PROPOSED PRICING FORMULA.

22-01-01

	For what type of Candidates	Fresh Graduates & Post-Graduates	NACT	Experienced subordinate staff (clerical/secretarial/blue collar)	Middle Level Experienced	Highly Experienced
HOW ORDER ARRIVES $\to$	NO Experience	(Fresh)		NACT	IT	Non-IT
OFFLINE
Database Search	-	-	-	8% $\left( \begin{smallmatrix} \text{NO} \\ \text{Interview} \end{smallmatrix} \right)$	12% (Prelim. Interview by 3P)	12% (Prelim. Interview by 3P)
Advt.	-	-	-	-	20% (Prelim. Interview by 3P)	20% (Prelim. Interview by 3P)
Headhunt	-	-	-	-	-	-
ONLINE
A. Candidates asking us to send resume against Advt. Posted by Corpo + Candidate Alerts	500/-	500/-	-	-	8% (No Interview by 3P) $\checkmark$	8% $\checkmark$
B. Shopping Baskets as a result of Online Resume-Search by Recruiters	Rs. 500 / resume	Rs. 500 / resume	12%	12% 16	12% 16	16%
	(No Interview by 3P)		(To be Interviewed by 3P) $\checkmark$	$\checkmark$	$\checkmark$	$\checkmark$

$\leftarrow$ Possible Solution $\to$

All staff Members

Great organisations are built on DISCIPLINE / DEVOTION / DEDICATION (3D).

We cannot build 3P into a great (even if small) organisation, unless we strictly adhere to 3D! - and the first place to start with is DISCIPLINE (of before-time arrival)

I hope February 2001, will mark the beginning of a new attitude on part of all of us. In the meantime, I am requesting Reena to make a "Screen-saver" of this tabulation and install it on our LAN, as a constant reminder to all of us.

Let us begin the new millennium with a new sense of purpose.

Regards

H. Dani

7/2/01

cc: NIRMIT

MONTHS

:--- :--- | :--- |

| | W | L | A | W | L | A | W | L | A | W | L | A | W | L | A | W | L | A | W | L | A | W | L | A | W | L | A | L | A | L | Ab. | L |

| 1. Abhinandan Krishan | | 12 | NIL | 12 | 12 | NIL | 12 |

| 2. A. M. Bethkal | | 26 | 1 | 8 | 26 | 2 | 5 | 26 | NIL | 8 | 26 | 2 | 22 | 3 | 15 | 26 | 6 | 13 | 25 | 8 | 3 | 25 | 25 | 19 | 20 | 23 | 7.3 | 2.56 | 8.05 |

| 3. Chaitali Chatterjee | | 1 | 22 | 25 | 4 | 1 | 25 | 5 | 22 | 25 | 10 | 15 | 25 | 2 | 23 | 19 | 22 | 3.9 | 7.8 | **(30 Working Day) $3.9 \times 5/2 = 9.75$ ** |

| 4. Manali Kumar | | 6 | NIL | 5 | 26 | 2 | 24 | 25 | 12 | 13 | 25 | NIL | 14 | 4 | 26 | 3 | NIL | 3.8 |

| 5. Megha Nikhar | | 9 | NIL | 5 | NIL | 5 | NIL | 5 |

| 6. Mitchelle Shetty | 26 | NIL | 10 | 26 | NIL | 13 | 26 | NIL | 8 | 26 | NIL | 8 | 26 | 3 | 5 | 22 | 1 | 18 | 26 | NIL | 18 | 25 | NIL | 8 | 25 | NIL | 11 | 4 | 88 | 0.44 | 9.7 |

| 7. Mansi Saini | 26 | 2 | 14 | 26 | 1 | 16 | 22 | 1 | 16 | 26 | 3 | 17 | 25 | 3 | 19 | 25 | 1 | 22 | 19 | 104 | 3.1 | 11.3 |

| 8. C.M. Thakkar | 26 | 2 | 16 | 26 | 1 | 18 | 26 | 1 | 16 | 26 | 2 | 14 | 26 | 1/2 | 13 | 22 | NIL | 21 | 26 | NIL | 24 | 25 | NIL | 18 | 25 | NIL | 18 | 7 1/2 | 161 | 0.8 | 17.8 |

| 9. Parag More | 7 | NIL | 1 | 26 | NIL | 2 | 26 | 2 | 7 | 26 | 2 | 4 | 26 | 1/2 | 9 | 22 | 2 | 17 | 26 | 2 | 18 | 25 | NIL | 11 | 25 | 2 | 10 | 7 1/2 | 39 | 1.27 | 7.37 |

| 10. Reena Gunti | 20 | NIL | 7 | NIL | 7 | NIL | 7 |

| 11. Robin Rosario 10 | NIL | 8 | 25 | 2 | 15 | 25 | NIL | 24 | 2 | 47 | 2 | 15.6 |

| 12. Rupali Dave | | | 25 | 1 | 16 | 25 | NIL | 20 | 1 | 36 | 0.5 | 18 |

| 13. Sanjeev Tiwari | | | 25 | 3 | 18 | 25 | 1 | 23 | 4 | 41 | 2 | 20.5 |

| 14. Sheetal Dave | 25 | 2 | 23 | 2 | 23 | 2.5 | 23 |

| 15. Priyanka Ramchandran 26 | 5 1/2 | 15 | 22 | 1 | 16 | 26 | 3 | 21 | 25 | 1 | 19 | 25 | NIL | 15 | 10 1/2 | 36 | 2.1 | 17.2 |

| 16. Sunita Vishwanadhan 26 | NIL | 8 | 25 | NIL | 12 | 25 | 1 | 18 | 1 | 38 | 0.33 | 12.6 |

| 17. Gyanesh | 26 | NIL | 9 | 26 | 1 | 8 | 26 | 1 | 10 | 26 | NIL | 9 | 26 | 3 1/2 | 22 | 4 | 4 | 26 | NIL | 24 | 25 | 2 | 11 | 25 | NIL | 19 | 6 1/2 | 97 | 0.72 | 12.77 |

| 18. Vinod | 26 | NIL | 25 | 26 | 2 | 12 | 26 | 3 | 12 | 26 | 1 | 23 | 26 | 1/2 | 22 | NIL | 19 | 26 | NIL | 25 | 25 | NIL | 17 | 25 | NIL | 20 | 6 1/2 | 42 | 0.5 | 18.2 |

W-Total working days

A- Absent

L- Late

Reena

20/02

Order Execution System (OES)

Applitech people will be here for a meeting on Thursday ($22^{nd}$) at 10 am for a discussion on OES. Mr. Nagle and Anagha (from Vexcel) will remain present. Yourself, Vinod & Abhi should also participate in this discussion.
Primary responsibility for implementation of OES is yours. Therefore, you must study all OES related documents & be ready with your questions (if any) on Thursday. A few days back, Anagha had sent an email to Neeraj Rathi of Applitech. I have asked Sunita to forward it to you also.
In OES, there are 20+ input screens. Have you figured out which screen has to be entered by whom? Unless, you figure this out - and fix responsibilities of each & every of our staff member in advance, everybody will think, someone else will take care! - with no one taking care!!
Not only - you should fix this responsibility in writing but you should also monitor it.

cc: Mr. Nagle

cc: Nirmit/CMT/AMB

cc: Abhi/Vinod

Sanjeev

Chaitali

Robin

18/02/01

one Sanskrit shloka reads,

$\text{"श्रुतिव केशेशु मृत्युनाम् धर्मम् आचरेत्}$

translated

"$\text{one must practice religion, as if one's hair are grabbed by death"}$

The goal of all of our Partner Programs is to get a hell-of-a-lot of resumes on our website. This is the (desired) end.
Signing-up of partners (Getting their consent-letters & uploading on our website & sending charters etc) is merely a MEANS (to an END)
And "means" have no independent existence! "means" exist only if the "ends" are achieved - being achieved.
Therefore, even as you are trying to sign-up a lot of "partners", you must not lose track of your ultimate objective i.e. to get that partner to send-in a lot of resumes. Unproductive partnerships must be "pulled-up" by vigorous follow-up - and terminated, if "ends" are not met.

cc: Nirmit/CMT/AMB

Looking at you

(Newspaper/Magazine article about a video conferencing product called "CU-SeeMe".)

NOW that everyone in industry is talking about cost-cutting, and everyone in general is talking about education, here's a technology that can help in both. While videoconferencing has been around for a while now, this new product is on the mark with online, real-time connections.

Take a look at some of the diverse users the product already has...

The Oregon Museum of Science and Industry is using it on the museum floor environment, as a staff-training tool and as an educational outreach device.
The Global SchoolNet Foundation has been designing collaborative projects using it.
The University of Chicago, Department of Astronomy and Astrophysics uses it to send real-time star images back for focusing and monitoring the atmosphere.
Libraries in Costa Rica link with schools in San Francisco using it.
Classrooms without walls: an educational forum, videoconferences live with the students in Dublin and Neyagawa, Japan.

The product is aptly named CU-SeeMe, and it is an entire net-working suite. The package consists of a conference server as well as the software. The product is effective on desktops, and data sharing is possible between remote locations. This voice and video communications solution is available in India through Leading Edge Marketing Services, who are based in Bangalore.

Pradeep Ullal, managing director of LEMS, says, "The agreement with CU-SeeMe gives us an opportunity to leverage their technology leadership into our current and prospective customer base."

A demo centre has been set up at the LEMS office in Bangalore and they plan to demo the product in other cities in future. For more information, contact LEMS at lems@vsnl.com or visit www.cuseeme.com.

Reena / Abhi / Parag

NHP

On your next trip to B'lore, if you can see the demo

Oxy

02/16

Draft of email/fax to be sent to members of Foster Partners Network

Dear Mr ____________ / Ms ____________ (Individually)

Exploring Opportunities

Although we have been a member of FOSTER PARTNERS GLOBAL NETWORK for over 4 years now, we had no opportunity to work together on any executive-search assignment.
But we would like to explore such opportunities - especially if any of your Corporate-clients need skilled/competent SOFTWARE / IT - PROFESSIONALS.
There is a considerable demand of Indian IT professionals all over the World. USA alone absorbs some 60,000 Indian IT-professionals every year.
Enclosed tabulation
Attachment to this mail gives some idea of the demand of Indian IT professionals from some countries.

we are in a unique position to search / select / recommend IT-professionals against the requirement of your Corporate-clients.

To know why, I request you to click on

Preferred Placement Agency (NACT)

link on the homepage of our website www.3pjobs.com.

Besides our strategic alliance with NACT (which annually enrolls over 1.2 million IT-professionals to various courses), we have also tied-up with, another major Indian Software Education major, NIIT Ltd.
which annually enrolls 300,000 IT-students to various courses.
I attach a Synopsis of a 2 year fulltime "e-commerce" course offered by NIIT one of the Institutes!

You can let us know

If your Corporate-clients have

requirements, we could initiate $\text{Sourcing}$ action on the same as follows:

Your client can directly post a job-advt on our website, note down "Job-Advt No" allotted online and pass-on to you. In turn you pass-on this job-advt. no. to us, so that we may keep you informed of the progress of the assignment.
In case of selecting/appointing a candidate thru this method, your Corporate-client will need to pay us _______________
Upon receipt of our payment, we will pass-on you to you, your "referral" fees as per Foster Partners practice.
You may yourself post a job-advt. on our website, on behalf of your client, but mentioning your name as the "advertiser". In this case, all our communications will be with you only. Even

the "Candidate Alert" emails will be sent on your email address.

Ofcourse, our professional fees and your own referral fees will remain the same as mentioned above.

If neither you nor your client wants to post a job-advt on our website on your own, you could send us your client's requirements (as per "job-advt. form") by email and we will upload it on the website from our end.

Awaiting your early response and with best regards,

Nirmit Parekh

Attachment:

2 year "E-commerce" course details
IT-Professionals requirements.

AMB / Reena

I am told, yesterday, we ran out of Cartridge & label-printing had to stop.

About 6 weeks back, I explained to you in detail about

Annual Consumption (Qty & value)
A-B-C Analysis
Min / Max / Alarm levels
Reorder level
Bin Card (Computer-based)
P.O. entry & lot. to be delivered etc. etc.

If you had implemented this system in last 6 weeks, we could have avoided this "surprise".

If you need any clarification / guidance, pl. talk to AMB or me.

Let us learn from this experience so that such a situation never arises again as far as any "Consumable" is concerned.

H. Dani

cc: Nirmit / CMT

sunita v

From: Ankit Patel [arpatel@indusexim.com]

Sent: Wednesday, January 24, 2001 1:15 PM

To: Sunita V. [sunita@v3pjobs.com]

Subject: 3P LOGO

Dear Mr. Parekh,

Thank you, we would definitely try to put the jobs section in a better position. Meanwhile, I have talked to Mr. Mansukhani and also to Mr. Desai about the progress that we have made.

As the top management is still busy with the current affairs, I would not be able to give you exact time for when we would be able to meet.

If I hear anything from Mr. Remi in the near future I would let you know immediately.

Thank you,

Ankit Patel

ANKIT PATEL (Vice President - Internet) INDUSIND ENTERTAINMENTS LTD. FORINDIA.COM

'InCenter' 49/50 MIDC Andheri(E) Mumbai - 93

Tel: 022 - 839 0002 / 5 / 8 [Ext:408] TeleFax:022 - 839 0459

This Communication is for the exclusive use of the intended recipient/s and shall not attach any liability on the originator/FORINDIA.com. If you are the addressees, the contents of this email are intended for your use only. And it shall not be forwarded to any third party, without first obtaining return authorization from FORINDIA.com. It may contain information which is confidential and legally privileged and the same shall not be used or dealt with any third party in whatsoever manner without specific consent from FORINDIA.com.

Original Message < sunita@v3pjobs.com >

To: arpatel@indusexim.com

Sent: Wednesday, January 24, 2001 10:31 AM

Subject: 3P LOGO

Nirmit / Chaitali

HCP

forindia.com has already put-up a link to 3P JOBS

their website intro / webiste entry (on JOBS Page)

*Although this is really not a "partner website" in terms of our program, still Upload their name (www.forindia.com) on our Partner website page.

(Signature)

25/01.

(Letter to Mr. Patel)

Dear Mr. Patel,

Thank you for uploading our logo on your "Jobs" page. I checked

this out this morning. I do feel that the

logo needs to be given more prominence on your homepage - and

perhaps placed at the top of the page.

Kindly consider.

In the meantime I await your call for a meeting with Mr. Abin Das.

Regards,

Hemen Parekh

SP Consultants Pvt. Ltd., Bombay, India

(Memo: Performance Targets)

Sanjeev

Robin

Saturday Jan. 13, 2001

Performance Targets

Some 10 days back it was decided that both of you will draw-up your monthly performance targets and give me before 15$^\text{th}$ inst.

I look forward to receive these (targets)

on Monday morning when, we will freeze these after discussion.

Please use enclosed chart (make extra

copies before filling-in) for the purpose As you would have noticed, there

are 3 criteria viz:

Proposals sent out
Agreements signed
Resumes received

The ultimate objective is to get resumes. The primary performance criteria.

Sending out proposals & Signing-up of Agreements are merely steps/activities

(Performance Context & Correlation)

leading upto the final result

Viz: How many resumes did we get?

Of course, you need to take these steps/ engage into these activities, in order to

reach the final step / the ultimate goal of getting a large no. of resumes.

There is bound to be a distinct

correlation between

how many proposals you sent out

$\downarrow$

how many agreements you signed

$\downarrow$

how many resumes you received

Statistically speaking,

Larger no. of Proposals Larger no. of Agreements Larger no. & resumes But this is not an escalator where, once you stand on step #1, you will automatically reach the top!

$\longrightarrow$ without any further effort.

(The "Ladder" Concept)

These activities are more like a ladder, where, you have to put-in a lot of effort to climb-up to the next step.

So there is no question of relaxing! Nothing will ever happen on its own, automatically, just because you send out 10000 proposals signup 1000 agreements

As I said earlier, these steps are "pre-requisites". you have to go thru these.

You will need to visit a lot of Colleges / Cybercafes and convince them across the table.

You will need to demonstrate... You will need to do a lot of "Concept-selling".

You may not need to spend more than 5 days in a month to send out proposals. Rest 20

(Daily Activities and Feedback)

days must be spent VISITING / CONVINCING / COLLECTING CONSENT- LETTERS / UP-LOADING NAMES ON OUR WEBSITE THRU ADMIN TOOL and, most importantly Checking daily / weekly / monthly, how many resumes have actually arrived from each source and Giving fast / prompt "feedback" (mostly over phone / email) on why the response is not good enough and asking College / Cybercafe, what steps it is taking to step-up the flow of resumes and offering whatever help they need from you in this regard.

And giving that help / assistance.

(Target Setting and Review)

I suggest at least once-a-day (preferably first thing every morning) you meet me for 10 minutes to review your daily performance review your "plans" for the day While fixing your targets, please clearly write down How many colleges / cybercafes

there are in

Mumbai
Country

} Size of Market?

What "share" (%) of this market you plan to capture by year-end (and month by month).

How many students study in all of these colleges / how many surfers visit all of these cybercafes.

Only such clear / quantitative figures can help you fix your targets.

ccs: chaitali (most of these applies to you)

(Performance Chart)

TARGETS Vs. PERFORMANCE Chart for Program Managers.

13-1-2001

	PROPOSALS	AGREEMENTS	RESUMES
	Target	Actual Achieved	Variance
Jan 2001	(Empty Rows)	(Empty Rows)	(Empty Rows)
Feb	(Empty Rows)	(Empty Rows)	(Empty Rows)
Mar	(Empty Rows)	(Empty Rows)	(Empty Rows)
April	(Empty Rows)	(Empty Rows)	(Empty Rows)
May	(Empty Rows)	(Empty Rows)	(Empty Rows)
June	(Empty Rows)	(Empty Rows)	(Empty Rows)
July	(Empty Rows)	(Empty Rows)	(Empty Rows)
Aug.	(Empty Rows)	(Empty Rows)	(Empty Rows)
Sept	(Empty Rows)	(Empty Rows)	(Empty Rows)
Oct	(Empty Rows)	(Empty Rows)	(Empty Rows)
Nov	(Empty Rows)	(Empty Rows)	(Empty Rows)
Dec.	(Empty Rows)	(Empty Rows)	(Empty Rows)
	for the month

(Article Extract: "SLIM PICKINGS IN CYBERSPACE")

NEW ECONOMY OPPORTUNITIES AND RISK IN A CHANGING WORLD

- Consultants

- Program Managers

SLIM PICKINGS IN CYBERSPACE

You won't make the kind of margins on the internet that thought you would.

Get used to it.

I HATE to be the one to break the news, but you will have to work harder to make a profit on the internet than you do in your brick-and-mortar operations.

What's that, you say? What about the crazy valuations of internet startups like Amazon.com and Yahoo!?

All companies were valued on, among other assumptions, the false belief that the advantages of the internet would lead to far higher margins. I'm talking about after the smoke has cleared from the current Internet gyrations and discombobulations - what economists refer to as a "long-run equilibrium." The perception on Wall Street - and just about everywhere else - about the internet generating more profit per unit of sales is simply wrong. The margins for internet businesses will be lower, consistently lower, than for brick-and-mortar operations.

The reason, though it sounds paradoxical, is that the internet lowers the costs of doing business. Wall Street analysts like to drool over internet startups because they see that virtual storefronts are less expensive to create than the¹

real thing: These storefronts do not require real estate, plumbing, showrooms, dre²ssing rooms, heating or air conditioning. Virtual storefronts can be scaled up without having to hire additional employees and build many locations all over the world.

Most analysts have assumed that because companies doing business on the internet have lower costs, this will translate into the ability to generate higher markups and higher margins than their brick-and-mortar counterparts. They often apply gross margins to projected sales figures to determine future profits and investment potential. At one level this seems to make sense. After all, companies that have managed to achieve a cost advantage over the³ir competitors, everything else being equal, do earn higher profits and margins.

But what is true for individual companies is not true for markets consisting of many companies.

To understand this we have to dig a little deeper. Economists consider markets competitive when easy entry

"more cars" "less search effort & less interview effort"

44 CIO WEB BUSINESS $\cdot$ JANUARY 2001 http://www.cioindia.com

(Article Extract: "NEW ECONOMY" - Continuation)

This is all the more reason that we drop our

ONLINE prices to a level where competitors will not consider it

worthwhile to invest in jobsite.

keeps the typical company in the industry earning only normal returns on its investment - in other words, returns just manage enough to cover expenses and market entrants' anticipated

If all the companies in a competitive industry achieve a reduction in costs, then sooner, often on the initial temporary ride, will return to normal when new capacity and new entrants suck up any excess profits. Memory chip manufacturers, for instance, constantly have falling costs, but new investment in fabrication plants at every uptick in profits eventually pushes profits back to the level that flat-

How do we know this model of competition is not just4

some aberrant creation from academics who we spent5

by automobiles. This may take a while, but eventually the industry would consist only of internet booksellers, and their margins would be lower tha⁶n was the case for the previous generation of booksellers since their costs, investments and what-added per dollar of sales were lower.

Far more likely, in my opinion, is a scenario where

some consumers prefer to buy online and others prefer to buy in brick and mortar stores, just as some consumers prefer shopping by mail order and others by traversing shopping malls. Competition is then within the internet sector - i.e., between companies in that segment, just as convenience stores largely compete with other convenience stores and supermarkets with other supermarkets. Assuming that each

Even if the level of competition within internet industries is equal to that of their BRICK-AND-MORTAR counterparts, the typical INTERNET COMPANY will earn lower margins.

long in their ivory towers? Because there is overwhelming evidence to support many of its implications, including the one that countries with lower costs per dollar of sales also have lower margins.

My point is that even if the level of competition within Internet industries is equal to that of their12 brick-and-mortar counterparts, the typical internet company will earn lower margins or sales because it will have lower costs.

Grocery chains, for example, are famous for their low margins, only pennies on the dollar. They often trumpet this fact to demonstrate how competitive their market is. But these same chains have tried to go to war with extra competitiveness of the grocery industry. They are due instead.

to the low value added per dollar of sales. (Restaurants have lower margins than grocers, even though the restaurant business is just as competitive, because chefs add so much value to the groceries). The grocery business is the final distribution stage of the food industry, after most of the price has already been added. Low-wage clerks scan the price into a computer and grocery carts are pushed to the checkout. Since the value added by the supermarket is very small, relatively to the price of most of the items, those company products that sell to them end up very small.

More generally, in competitive markets, if companies in industry A have a smaller inventive relative to those than industry B, then the margin on sales will be smaller in

industry A.

My research brings us to the denouement of this little story.

If internet retailers have lower costs than brick-and-mortar retailers, there are two possible long-term scenarios. One of them is that the internet will have lower margins than brick-and-mortar companies.

The other possibility is that the internet will find brick-and-mortar companies and net companies to be perfect substitutes for one another. So, for example, consumers might be completely indifferent about whether to buy a book online or in a physical store. As a result, all the brick-and-mortar booksellers will be driven out of business by the more efficient internet sellers, just as horses and buggies were driven out of business market is competitive, every drop of excess profit will be squeezed out of the market for the typical company, but since the investment per dollar of sales is lower for internet companies, so too is their average margin on sales.

This is not to say that some internet retailers will not have higher margins than others. Those that lower their costs below those of other companies in their industry or that find a niche that's difficult for other companies to replicate to exploit will earn above-normal returns, just as superior brick-and-mortar companies earn above normal returns.

The lesson, when comparing average profits: use lower margins for internet businesses if lower costs are a benefit of the internet model. Don't get suckered by the claims to the contrary. Otherwise, you will overpay if you are purchasing an internet stock or business, or you might overestimate the benefit to your bottom line if your internet business is developed in-house.

Have you figured out how to make measly great margins on the internet? Tell us at letters@cioindia.com. Stan Liebowitz is a professor at the University of Texas-Dallas's School of Management in Richardson, Texas.

"What value are we adding online? Very little."

In our Virtual store (website), Recruiters search / select their OWN CANDIDATES! & come to us with shopping carts!

(Task List & Database Design)

NIRMIT

AMB / Abhi (CC: CHT Nirmit CC: Mithelle Reena)

6/3/2

Creation of databases is the job of "Content Head" (whoever it may be). Till such time, Abhi to look-after this. All data entry work is to be out-contracted to outside Vendors. All database structures to be decided by Abhi & given to Vendors. Maintenance (deletion of databases is Abhi's responsibility. AMB to select Vendors / fix prices / monitor delivery performance.

CORPORATE DATABASES

Sr. No.	Databases to be Created	Source	No. of Records	Rate Per Record	Total Value (CRs)	Vendor Selected	DELIVERY SCHEDULE	Remarks
1.	Colleges	University Book				Sajida	feb	mar
2.	Chartered Accountants	CA Directory
3.	Company Secretaries	CS directory
**Database structure of 2 & 3 must be such that, when ready, we should be able to transfer these databases into
MODULE I - NON MEMBER SECTION - automatically**
4.	NASSCOM Members	NASSCOM Directory
5.	CSI Members	CSI directory
6.	MAIT Members	MAIT directory
7.	CII (covers all apps)	CII " "
8.	FICCI	" "
9.	ASSOCHAM	Respective Membership Directories
10.	City wise "Chambers of Commerce"
11.	KOTHARI Directory
12.	Books purchased from Jalgaon
13.	Published Job Activity database (English)
14.	NABET database (Hindi & English)
15.	Cybercafe databases
16.	NAET Member databases
17.	WEBSITES databases
18.	" " " " " " " " " "

Module I is for EXECUTIVE DATABASE (Members + Non-Members), then Module 10 should be created (along sidelines as Module I) for CORPORATE DATABASE, with similar features such-as gradual / incremental / as-and-when creation-addition, at any time, by anyone, for any field.

Non-duplication of data for SINGLE CORPORATE Entity. (Just will not permit duplicate entry!)

Search facility to search Database in 20 (?) different ways.

Mass-communication facility directly from database (fax / email / box / phone / sms / etc.)

Abhi and the new PROGRAMER should work jointly to create Module 10.

only those employed (not practicing)

Scan_0121.jpg (Memo: Broadcasting Job Adverts)

Sanjeev - Robin

Broadcasting of Job-Aduts

We have received nearly 16 job-advt on our website during last 5 days.

Most of these are IT-related.

A few are for JUNIOR (Supervisor-level) positions.

Unless you regularly email these to Cybercafes & colleges, you cannot hope to attract lot of resumes / a lot of job-alerts / a lot of candidate-alerts.

Without all of these, there can be no "WORD-OF-MOUTH" publicity.

Broadcasting (relevant) job-advts. To our partners and requesting them-again & again- to display on their notice- boards is your TRUMP-CARD.

Remember, your performance- bottom line is

NO. OF RESUMES recd.

(Memo: Monthly Incentive Claims)

Sanjeev - Robin

Monthly Incentive Claims

Pl. submit every month along with Monthly (cum.) Target vs. Actual Performance chart.

Member-wise "No. of Resumes Received" chart. This should be broken-up into

Resumes received from Members Signed-up during last month (i.e. Members for which "Incentive" is being claimed) (e.g.: Month of March 2001 in present case)
Resumes received from Members Signed-up in earlier months (e.g. all members signed up till Feb 2001)

4/4/01

(Memo: UNIX to NT Server Transfer)

Fax:

Cyril

12/5/01

Website V 4.0

Last few days, Harshad is trying to transfer "Computer Edu. Institutes" database from UNIX Server to NT Server.

Unfortunately he does not have the "password" to access the Unix server.

It seems no one else also has this password! Harshad has asked Nirmit to email the Service provider to make available the password.

Whereas, I hope, this problem will get solved in the next 2/3 days,

a more fundamental question is:

It is nearly 1 year that we switched

over to NT server (May 2000). Since

then we have relaunched the website

twice

In - Oct. 2000
on 1$^\text{st}$ May 2001

So, why continue these few databases

still on UNIX Server?

(Memo: Server Transfer Reasons and Databases)

Is there any particular reason to do so?

If not, I would request you to transfer these to NT server during V 4.0 exercise/relaunch and shut down UNIX services altogether.

As far as "Computer Edu. Institute" database is concerned, the same can be "deleted" from UNIX within next 2/3 days, as soon as it gets transferred to NT.

This will still leave, on UNIX, the following databases, requiring "transfer":

#1 Compensation Comparison (OLD – data compiled 2/3 years ago from 900 Annual Reports) If possible, while transferring, we should "merge" this database with the new database - compilation of which is a dynamic / ongoing / automatic process by picking up relevant data from Resume forms.

(Memo: Databases to Transfer and Feature 1)

#2 Educational Institutes

#3 Labour Laws

#4 Statutory Returns

#5 Statistics of India

#6 Industry Vs. Company Vs. Product (Triangle)

Earlier, I have already asked Mustafa / Harshad to delet "Incentives offered by States". Last week, during our telecon, I have already requested you following features in Connection with these databases:

FEATURE 1

We would ask for a REGISTRATION for viewing these databases. It would be

Name of the person [ ] [ ]
city [ ]
e-mail address. [ ]

SUBMIT

(Memo: Registration Follow-up)

I suppose, upon getting this info, our Server will generate and email to the

visitor,

User Name [ ]

Password [ ]

which he would need to enter, if he wants to "access" these databases.

But, If an individual person is already our "Member" (having submitted his resume on our website), then he need not "Register" again. He should be able to use these services, using Username / Password already allotted to him earlier If a Corporate has already obtained his "Corporate Key" (by posting its job-advt earlier), then what do we do in such a case?

It does not look nice to ask him to "Register" for this service!

(Memo: Feature 2 - Partial Access)

FEATURE 2

we must arouse the curiosity of the visitor so that he feels compelled to "Register" for this service.

This could be done by Allowing him "partial / incomplete" access When a visitor (who has not registered first), enters "Search- Parameters" for accessing any of these databases, the display-table will show only 4 / 5 "records" with following message:

Dear Visitor:

To be able to view the entire content (all the "records" against your query), please register yourself by filling in | Your Name: | Last Name | First Name |

| city | : | [ ] |

| e-mail Add: | [ ] | SUBMIT |

You will receive your Username / Password by

email within 24 hours, which you can use for this service.

(Memo: Feature 2 Alternative and Closing)

Display of some STATIC PAGE of SAMPLE-RECORDS (Examples of what you can get to see, if you "Register" for this service, by filling-in following form | Table as in earlier page |

Kindly incorporate, whatever you consider to be the better feature, in V 4.0.

Regards

[Signature]

cc: Nirmit.

(Memo: Compensation Data and Search Parameters)

Cyril

13/5/01

Version 4.0

In V 3.0 we added a feature whereby compensation / salary data is picked-up from all "new" resumes being posted on our website and "added" to Comp. Com database.

We have provided (in Comp. Com) following links:

Compensation Comparison - IT Professionals
Compensation Comparison - NON-IT "

In both these cases, the Search-parameters

are

#1 - Industry [Dropdown] $\bigg\}$ relevant to IT or

#2 - Function [Dropdown] $\bigg\}$ Non-IT, as the

$\qquad\qquad\qquad\qquad\quad$ case may be

#3 - Designation

Actual (free text) In case of IT
Level (" ") " " NON-IT

These are also the VERY SAME fields which are (mandatorily) required to be filled in the respective

"POST JOB ADVT" Forms

(See attached Comparison).

(Memo: Value Added Service)

(2/3)

This throws-up the possibility of offering (to a Personnel Manager) a VALUE ADDED SERVICE / FUNCTION.

In the "Post Job Advt" form, the moment he fills-up these mandatory fields (Ind (Function) Desig (Act) or (Level)), we can flash following message:

Dear Recruiter:

Approx Gross Annual Salary [ ] [ ] (being offered/considered) for this position Would you like to see, at this stage, what professionals having similar background of Industry / Function / Designation, are getting, by way of Annual Salary?

If so

CLICK HERE

You may want to modify your offer after seeing this!

This will open-up a screen, where he can compare the Salary-data.

In fact, we can ALSO pick-up some data, from all the Job-Advts posted earlier (by other Companies) - involving same

Ind / Func / Designation.

Pl. consider Seriously

(Table: Post Job Advt Form vs. Search Parameters)

| | POST JOB ADVT Form | SEARCH PARAMETERS of Comp. Comp (NEW) |

| | IT | Non-IT | IT | Non-IT |

| (Man-specs)

| * Edu. level

| * Branch

| * Age (Max)

| Position-Related Info

| - Min Exp.

| - Keywords

| Job Related Info

| - Posting City

| - " Country

| - Position is

| - Working Hrs

| - Approx Gross Annual Salary

Scan_0132.jpg (Memo: Compensation Comparison Fields)

Cyril / Harshad

14/5/01

Compensation Comparison

| Fields | OLD | NEW | |

| | | IT | Non-IT |

| Age (MAX) Yr. | [Box] [Dropdown] | - | - |

| Exp. (MIN) Yr. | [Box] [Dropdown] | - | - |

| Education | free | - | - |

we have discussed this before and I

have also sent you a note re: this.

I agreed that, in NEW DATABASE search,

we need not have

AGE / EXP / EDUCATION

but, I had suggested that, instead of

making "FUNCTION" mandatory and Designation

optional, we should accept the search,

as long as

(1) Industry is Mandatory

(2) "Either 'Function' or 'Desig' is entered."

(i.e. one of these MUST be entered).

(Fax to Mr. Nitish Tipnis - Interactive TV - Page 1/5)

Fax:

14/05/01

Mr. Nitish Tipnis

Videocon

Dear Mr. Tipnis

Interactive TV

I refer to our telecom 3/4 days back

re: Interactive TV.

In this connection, I enclose p. 112 of

PC WORLD magazine issue of April 2001.

If you desire, I can fax you the entire article.

I draw your attention to following para:

"TVs that accept internet packets shouldn't be too long in arriving.

A net-enabled TV will add a participatory dimension to what is now, a very passive experience.

You'll be able to take action on something you're interested in, on the spot, by clicking on some place in the image... TVs will be more flexible, because you'll have more

than one avenue for interacting with it."

We also talked about this (concept) when I first met you 2/3 months ago.

(Memo: Interactive TV Interactivity - Page 2/5)

2/5

At that time, after seeing the demo of your interactive TV, I had suggested following interactivity:

A surfer submits his resume on our website, using interactive TV and obtains

Username
Password
Permanent Executive No.

} All of these linked to his "resume".

When he conducts online "job-search" on our website, he shortlists, several job-advt which are of interest to him, and against which he would like to "apply" (i.e. forward his resume)

He selects the job-advts by clicking (with his remote?)

on the select boxes [Checkbox drawing]

Our Server forwards his resume (along with a covering message) to all those advertisers.

At present he has to enter his "Username / Password" in a form (so, server knows, whose resume to forward)

(Memo: Interactive TV Bypass & Market Data - Page 3/5)

But

If a way can be found to bypass this step, then he does not even have to use the keyboard!

Considering that

There are nearly 42 million persons registered with 914 employment exchanges in the country Altogether, may be 100 million Indians are either looking for their first job or for a job-change There are nearly 30 million Cable TV homes, served by approx 30,000 cable operators There are 20 million phone-lines Perhaps 5 TVs are sold in India for every 1 PC.

An interactive TV may cost, 40% less than a PC Most Indians have no use for a home PC, other than for surfing...

(Memo: Interactive TV Rationale and Application - Page 4/5)

Securing a job is fundamental to ROTI - KAPADA – MAKAN (- stuff that dreams are made of!)

not to leave-out, a MARRIAGE PROPOSITION (- especially in Indian context) A person cannot subscribe to dozens of newspapers & magazines and spend 8 hours / day, searching for suitable job-advts On our website, we have drawn-up plans to "aggregate" & then "broadcast" thousands of job-advts.

Videocon need an absolutely "KILLER APPLICATION" to be bundled with its interactive TV, and which, an interactive job-search / resume-blasting service can provide, In light of the foregoing, I feel we should give a serious thought to this subject. If you authorise

the necessary budget, I am sure,

(Memo: Interactive TV Conclusion - Page 5/5)

Mr. Rohit Jain & Mr. Cyril Ovely can come-up with the desired software / hardware solution within 4 weeks at most. My own help is always available.

If you feel, TV buyers are likely to grab such an irresistible "Value- proposition", let us meet quickly to firm-up an time-bound ACTION-PLAN.

with regards

[Signature]

cc: Mr. Cyril Ovely

cc: Nirmit

(Article Extract: "Digital Divisions")

will resemble the spartan content of Wireless Application Protocol sites. Nevertheless, the next generation WAP interface should include a few more graphical elements. And when voice-recognition technology improves, it is likely to prove extremely popular in the wireless market.

WEB TRENDS On the larger screen of a PC, the graphical interface will offer a much richer user experience. High-speed connections will allow real-time, full-screen video-conferencing to replace telephone calls, and we'll enjoy better visual perspective through three-dimensional environments. Chat room participants will use avatars in 3-D worlds, as if each were a character in a multiplayer, multimedia role-playing game like EverQuest.

Video is already making headway on the Web, and that trend will certainly continue. The Web lets you get your news in any form you like. Thus, you can combine a quick virtual summary of a story with in-depth text analysis and background audio.

Though the Net can replace television, anytime soon, TVs that accept internet packets shouldn't be too long in arriving. A Net-enabled TV will add a participatory dimension to what is now a very passive experience. You'll be able to take action on something you're interested in on the spot, by clicking on some place in the image.... TVs will be more flexible, because you'll have more than one avenue for interacting with it.

Before you can do the jobs of TV, radio, and other media, the Net must get fatter. Tognazzini explains: "Broadband today is not broad, it's narrow. It's not up to the task for that kind of traffic." We'll need hundreds of megabits per second to transmit HDTV-quality video to billions of homes. But such transfer rates are not unheard of. Tognazzini says at Sun he worked on a video project of a computer that will need a terabit-per-second data rates. Even now, in limited areas, Cogent Communications (cogentco.com) offers 100-Mbps access over fiber-optic lines for $99$ a month. As prices decrease and the fiber-optic network grows, that level of speed should become more widespread.

THE DIGITAL DIVIDE

(digitaldivide network @dfdn.org) Funded by the Benton Foundation, the Digital Divide project brings together the latest studies on the digital divide, publishes features about people connecting to the Internet, and includes a list of resources so you can get involved.

Trend FIVE OVER THE PAST decade, the technological chasm in the Web, while large, has not, as critics often feared, grown to even larger proportions. This digital divide has received considerable attention in the past few years. Outreach programs sprang up, and Bill Gates's family foundation donated PCs to schools and libraries. The market has stepped in, with free ISPs and cheap PCs that make access affordable to low-income families.

And the efforts seem to be helping. A report published in October 2000 by the U.S. Commerce Department's National Telecommunications and Information Administration (NTIA) stated that internet access in the home had jumped from $26.2$ percent in 1998 to $41.5$ percent in 2000. More than 46 million U.S. residents have access to the Internet by some means, but others-including people with disabilities - remain unconnected.

Jeffrey Cole, director of UCLA's Center for Communication Policy, identifies two types of divide: one involving access to the Internet, and the other involving the ability to use what is there. "If you look at the first divide-people to go online - it's pretty disturbing," Cole says. "It's white, male, upper-class, and highly educated. But if you look at the last million people, it's very encouraging: more black and Latino, more female, more lower- and middle-class. So I think

Digital Divisions through free ISPs and low-cost computers, the 'access-to-technology' digital divide is going away."

But knowing how to use the Web is another issue. "Some affluent and educated people haven't had a better sense of what to do with information, how to search for it, and how to use it," Cole says. "So we have to do more than just wire everyone for access; we have to help people learn how to use this to enhance their lives."

Cerf expects the access gap to widen briefly as we move into the next stage of the Internet. "When you have extremely rapid introduction of technology, it's going to go to the sector that can spend money first," Cerf says. "So these terrible modern digital divides will look like they've opened up like the San Andreas Fault."

Cerf believes the market will eventually close the access divide. Still, that won't necessarily solve the gap in people's ability to use the Internet. Cerf thinks the way to close that divide is to educate children and adults on how to use technology.

The internet of tomorrow will have to overcome its share of problems, and access is sure to be one of them. But even so, the future looks bright. The distinction between online and offline will blur as we dabble in both realms interchangeably and in concert to shop, listen to music, and run software. The Web will become easier to use, too, as we use our voices to navigate smarter Web sites. In five years we may even forget that we're using something called the Internet. It might just be a part of life.

Michael Gowan is a freelance writer based

in Oakland, California.

(Memo: Shopping Baskets and Source/Affiliate ID)

Nirmit / AMB / Venkat / Mitchelle / Abhi / Reena

Shopping Baskets

In (Applitech) Order Execution System, Shopping Baskets are the principal / starting INPUT documents (to fill-up INQUIRY screen).

Every other screen "follows" the "Inquiry" screen.

So, if there is any field missing in an incoming shopping basket, you just cannot proceed with order execution.

Especially you need "Source / Affiliate ID" Number, on the shopping basket form so that, in future, we know from which partner website this shopping basket arrived

and therefore WHOM to pay partner- commission of 20%.

Therefore this "Source / Affiliate ID NO" MUST be entered into the INQUIRY SCREEN.

If you come across any shopping-basket with any field "missing", please send an email to Harshad at Vexcel immediately with the concerned shopping

(Memo: Shopping Basket Errors & Source ID)

basket as an attachment.

Recently, CHT showed me shopping basket No: 143, where almost all fields were "blank"! It is a mystery as to how the software accepted " such a basket which says "all fields are mandatory" I

have brought this to notice of Harshad.

In a similar fashion, I suppose all "Job Advts" should also carry "Source / Affiliate ID" - although, right now, this is not important because, we have no "payment / commission" for a job-advt.

Resume Web-forms

All of these must carry "Source / Affiliate ID" without fail - whether a resume has come online (from a partner website or our own website)

resume has come "Offline" (from a college / NACT / placement agency etc.) - same reason.

cc: Sanjeev / Robin.

(Fax to Harshad: Website 3.0 Non-Operational Features)

Harshad Vxeed

Fax:

1/6 11-5-01

Website 3.0

Sanjeev/Robin inform me that following features/functionalities are still not operational:

Birthday greeting message

Edit Resume message

Computer Institutions Transfer of UNIX database to NT server

Compensation Comparison

Salary Column not appearing in descending order
Salary not getting multiplied by 46 and then arranged in descending order

Payment of Rs. 5/= to Cybercafe for experienced IT resumes

Mustafa had agreed to provide a tabulation as shown during your VISIT to our office on Tuesday.

(Memo: Website Errors & Executive Search Terms)

Uploading of "WEBSIGHT" software on our server to provide web- statistics

Mismatching / Wrong-reporting of statistics pertaining to

Resumes
Job Advts
Shopping Baskets

as received / seen on

3P's "affiliate" login
Affiliate Tool
Homepage Counters.

Executive Search / IT - TERMS

Still incomplete! re: "all other terms / conditions mentioned earlier under "A" apply ------"

At the bottom of above-mentioned page, when you click on

Industry-wise	Designation-wise	Function-wise
2469	7534	7626

Export to Sheets

the page which opens shows

[Drawing of a rounded box with question marks] Should read Job Search Executive search

(Memo: IT Software Database Error)

Table shows IT Software 1096

Clicking DESIGNATION [Arrow pointing down] Missing

DESIGNATION [side label]	Analyst	Architecture
Manager	-	-
Analyst	3	-
Programmer	-	-

Export to Sheets

Clicking on this [Arrow pointing to '4'] shows 8 records!

click on this [Arrow pointing to '4'] shows 16 results!!

What could be the reason? Needs thorough checking.

Click on Function-wise 7626

Then click on "Software Development" 496.

Then click on [Table showing 'IT Software' column]

Software Engineer	1

Export to Sheets

Displays "NO RECORD EXISTS"

And, TABLE shows only this [Arrow pointing to '1'] against 496! How could this be?

(Memo: Database Mismatch Errors and QC)

4/6

Click on CODING 357

Table that opens, totals upto 205!!

ANALYST 305

This table shows 32 records!!

I have not had time to check thru each & every table. I suggest you get your QUALITY CONTROL people to, thoroughly check each & every link on the website immediately.

THIS TYPE OF ERRORS CREATE A VERY POOR IMPRESSION OF OUR WEBSITE AND COULD BE THE REASON WHY, AS COMPARED TO OTHER JOBSITES, WE GET SO FEW RESUMES / JOB ADVTS etc.

Of course, there could be other reasons as well, but, we must, at least, try to remove / eliminate those reasons which are within our control.

(Memo: Executive Search/Non-IT Data Mismatch)

Executive Search / Non-IT

This "form" has only "Designation-Level" field (- and I suppose it is mandatory).

There is no field for "Actual Designation" (as decided by us)

At the bottom of this page, click on New Arrivals

This opens a table, which looks like,

Select	PEN No	Age / Sex	Total Exp (Months)	Discipline / Univ.	Current Employment			Salary P.A.
					Ind.	Function	Actual Desig.

Export to Sheets

Out of 40 records displayed only 2 records show "Actual Designation"!!

Rest are blank!

PEN 8010162 (7-5-2001) PEN 8010165 (7/5/2001)

I also find that in Submit Resume Form / Non-IT there is no field such as "Actual Designation" (as decided by us)

Both these guys have submitted their resumes as late as 7/5/2001, in a form, which has NO field for "Actual Designation". Then, from where did "tabulation" pick-up?

(Memo: Non-IT Designation Field Issue & QC Urgency)

while you are investigating this glitch, you may also ask yourself

"If, in Submit Resume Form - Non IT, there is no field such as Actual Designation,

What purpose does it serve to keep a column for "Actual Designation" in the NEW ARRIVAL tabulation? This column will always be blank!

Should we not change this (column) to

"Designation - Level" ? (Which field is there in the form).

Could there be many more similar examples?

I am unable to spend more than an hour everyday checking all functions of our website. It seems, one needs to spend much more time than this. Please look into these as soon as possible.

Regards [Signature]

cc: Cyril cc: Mr. Krishnamurthy cc: Sanjeev-Robin-Abhi Pl. check thoroughly. cc: Nirmit.

(Memo: Hot Jobs Circulation & Resume Forwarding - Page 1/2)

NHP

Circulation All Consultants.

4/5/01 (1/2)

HOT JOBS

I hope, latest by tomorrow, you will upload on our website, ALL of your pending Search-assignments as HOT JOBS. If you wish, you may enter the details OFFLINE in the form supplied by Abhi & then handover to him for uploading.

From Monday, ADMIN TOOL password will be changed.

Please remember that, if you enter our (3P's) email address in the HOT JOB advt, you/we will receive all LONG DISPLAYS, if/when a Candidate uses our online RESUME FORWARDING SERVICE. Thereafter, it is upto you to decide whether to forward that / those resumes to your CLIENT.

You will in such a case, also need to DRAFT / COMPOSE your own "Covering" letter. (CONT.)

(Memo: Hot Jobs Cover Letters - Page 2/2)

(2/2)

However,

if in HOT JOB, you enter CLIENT'S email address, then, if a Candi- date selects that JOB ADVT No. for RESUME FORWARDING SERVICE, then the Server will send the LONG DISPLAY directly at client's email address with a Covering letter enclosed.

I also enclose, Covering letters under following Conditions:

Job Advt. directly posted by a Corporate. Letter
Job Advt. picked-up from Media Letter
Job Advt. created by Conversion of a Shopping Basket Letter

Any Suggestions? [Signature]

cc: Abhi / Reena cc: Sanjeev / Robin cc: Nirmit.

(Standard E-mail Message A - Recruiter Posted Ad)

STANDARD E-MAIL MESSAGES

Messages to accompany "long display" resumes being forwarded to job-advertisers as requested by Candidates.

() Where a job-advt has been directly posted by a recruiter:

Dear Name of Contact Person - as given in Advt.

Sometime back, you had posted on our website, your job-advt. for following position

Name of Position

Some of our members (jobseekers who have posted their resumes on our website) have shown interest in your advt and would like to be considered for this position. We attach their "long display" resumes (hiding their identity/contact info.).

We presume you are aware of our "Terms" viz: payment of our professional fees @ 8% of gross annual compensation of candidate appointed upon issue of your Appointment Letter

(Standard E-mail Message Conclusion & Terms)

For your ready reference, we attach our "Terms" once again and request your confirmation, if not already confirmed. Upon receipt of your confirmation, we will email to you the full-resumes of interested candidates, along with their names & contact information. You may, thereafter, contact them directly for further discussions / negotiations.

In case you need any clarification, please feel free to phone me on 91-22-8505800.

with regards

C. M. Thakur cmt@3pjobs.com.

P.S.

Please note that in case of Entry-level jobs and Subordinate staff jobs, we charge a lump sum / resume requested, as explained in our "Terms". These amounts are payable in advance.

Attachments:

Terms Long Display Resumes

REVISED MESSAGE

to accompany

"Long-Display" Resumes being sent to Companies

In whose case,

either

we have picked up their job-adut. from newspapers/websites & uploaded.

(e.g: IT/Non-IT job-aduts)

we have created "DUMMY" job-aduts in their name & uploaded.

(e.g: Subordinate staff job-aduts)

Serial No: - CANDIDATE ALERT for

[Box for Position]

[Box for Function]

Advt. No.

Desig. level for Non-IT; Arts Desig. for IT

Trade/vocation in case of subordinate staff)

Dear Sir/Madam:

Considering the nature of your business, you might soon need an executive/a staff member to fill the above-mentioned position.

We believe you had also advertised for such a position in recent/distant past.

If so, you might feel interested in the brief resumes enclosed/attached, of some of some of the executives/staff members who have registered on our website.

If you would like to meet/interview these candidates, please confirm our TERMS attached.

Upon receipt of your confirmation, we will email to you, the names/contact information of these persons, so that you may directly contact these persons, for further discussions/negotiations.

In case you need any clarifications, please feel free to phone me on 91-22-8505800.

With regards

C.M. Thakur (cmt@3pjobs.com)

P.S.

If you do not wish to receive any further "Candidate-Alerts" in respect of this position, please inform us, quoting SERIAL NO. of the position mentioned above and we will remove it from our database, or click UNSUBSCRIBE

We invite you to post your future job-aduts on our website, directly on your own. There is no charge for this. We will broadcast your requirement to thousands of "Suitable" candidates as a "job-alert" to find out their interest.

Dear [Name of Contact Person]

Sometime back, you have given us an executive-search assignment for the following position

[Box for Name of Position]

Besides our offline researching of most suitable candidates to fill this position, we had also posted your requirement on our website, under the HOT-JOBS category, so that,

matching/suitable candidates (who have registered on our website) may get a "job-alert"

suitable candidates conducting online jobsearch on our website may get to know your vacancy.

Now some of these candidates have shown interest in your position and thru our automated webserver based software, we attach their "long display" resumes.

Since this is an automated software, the names/Contact info of these candidates are hidden. There is no human intervention at this stage.

However, the moment you inform us that some of these candidates appear to be of interest, we would do, one or both of the following as per your instructions:

Immediately send you the names and addresses

Conduct preliminary interviews and send to you our "Assessment" of the persons concerned.

In case you need any clarification, please feel free to phone me on 91-22-8505800

With regards

C.M. Thakur

cmt@3pjobs.com

Attachment

Long Displays

(7)

(D) Where a job-adut is automatically Created (by software) from a Shopping-Basket and posted on our site

Dear [Name of Contact Person]

Sometime back, you had conducted an online executive-search on our website www.3pjobs.com and sent us your ENQUIRY FORM (Shopping Basket) - No. [Box] on date. [Box]

In this enquiry-form, you had shortlisted a few candidates in whom you were interested.

We however felt that there could be hundreds of other suitable/matching candidates, who may not have, so far submitted their resumes on our website.

To make them aware of your requirement, we had posted it as a job-adut. on our website.

As expected, some of the visitors to our website have found your requirement (vacancy) interesting and have requested us to forward their

resumes to you. These are enclosed. Since these resumes are being forwarded thru our web-based automatic software, the names/contact info of these candidates are hidden. There is no human intervention in this process.

you have already confirmed our "Terms" (enclosed for your ready reference)

feel interested in some of the enclosed resumes,

please let us know, so that, we may send you the names/contact info of the candidates of your interest and conduct their preliminary interview for our assessment.

If you need any clarifications, please feel free to phone me on 91-22-8505800

With regards

C.M. Thakur

cmt@3pjobs.com

Attachments

Terms

Long Display

(NIRMIT)

Mustafa (Vexcel)

7/4/01

JAWS

Enclosed find a write-up on JAWS, to evaluate feasibility of this idea.

Underlying idea is to become an "Aggregator of Job Advts/Broadcaster of Job Advts/Beneficiary of Job Advts"

There is no one doing this today in India - or perhaps the whole world! It could be a "Killer Application" (or a "damp squib"!).

On internet, it is impossible to predict the outcome of an "experiment"!!

Questions

What would be the cost/time-frame?

Will server take the load?

Let us discuss as soon as possible.

Regards

H.R. [Signature, likely]

cc: Nirmit

cc: AMB/CMT

cc: Venkat/Mitchelle

Supplement to note on "JAWS"

7-4-01

I enclose a news cutting from latest issue of "Express Computer" (9-4-01).

I tried to search this "research" on https://www.google.com/search?q=Careermosaicindia.com but simply could not find any. I wanted more details/see graphs of/get the list of 29 "dailies & magazines". NO dice!

Anyway, I feel if we become a major "AGGREGATOR" of job-advts from all over India, we could generate such "analysis-trends-graphs-charts-tabulations-statistics" etc.

AUTOMATICALLY!

Especially Employer Organisations/Labour Unions/Professional Bodies/HR consultants/Govt. Depts etc. would desperately want to lay their hands on such "statistical Analysis" - especially if it is available ON DEMAND/ANYTIME/FOR ANY PERIOD/FOR ANY INDUSTRY-FUNCTION-CITY-DESIG. LEVEL etc. etc.

So,

Killer App. becomes a Deadly App!

(1)

JAWS

(JOBS Across World Survey)

Q. what is JAWS?

R. Jaws is a compilation of job-aduts appearing in

newspapers
magazines
job-related websites
Corporate websites

These will be entered offline and first uploaded on our website thru Admin Tool (Version 3.0 provides).

Thru Admin Tool these job-aduts will get tabulated

Chronologically

Category wise. {IT, Non-IT, Subordinate, Entry-Level}

(2)

These tabulations will be made available to a wide variety of organisations thru email broadcasting, directly from our webserver.

This service will be "free" to the organisations and will be made available to those organisations which request for the same.

Initially, we may "push" these job-adut summaries, even to those who have not specifically requested for the same (e.g: - colleges/Edu. Institutions - Cybercafes etc. etc.)

They can, of course, ask us to "discontinue" the service.

(3)

Q. How will Organisations benefit from this service?

Each set of Organisations, may have some "Unique" use/benefit for such a service!

Some of these benefits are explained in Annex: A [Box]

Q. What will the JAWS tabulation look like?

Like follows:

Advt. No	Date	Position / Vacancy	Ind	Function / Trade / Vocation	Desig. (Actual Level)	Posting City	Salary p.m. / p.yr.

Q. If the name of Advertising Company is not revealed in the tabulation, why should organisations request for such a tabulation?

A. Obviously, only those organisations, which desperately need some "info/content" to deliver to their members/visitors/viewers/students etc. will request for this service.

We have to convince them that their members/students/surfers etc. will still benefit "enormously" from such a tabulation even if advertisers' names are "hidden".

In any case this is a "free" service!

To be more "honest" with them, we may, politely tell them "There is no free lunch in the world!"

(5)

Behind providing such a free tabulation of jobs from around the world (which will certainly cost us a small fortune!), our motive is very clear & transparent, viz:

"We want all of their members/students/visitors/surfers etc. to log-into our website, after seeing the tabulation and then

Submit resumes
apply online
receive job-alerts
receive interview-call letters

There is no hiding of our motive/intention!

And then, They should be least bothered by what is our motive!

They should concern themselves with "how will my readers/members

(6)

benefit from this?" Because of this tabulation of jobs, will they return to me again & again?

Will I have more traffic/more revenue/more readership/more members joining my organisation?

Will I as an education institute, be discharging my responsibility a little better, by informing the students, where to go/find these jobs and how to apply online?

Will I be fulfilling any social obligation?

(7)

Q. How will Organisations come to know about this free service?

Ans: We will have to send-out mailers (email + snail mail) explaining the entire scheme/how it works and "what is in it" for the organisation concerned.

We will also put-up the whole scheme/service on our website.

We will start with the our existing partners

Colleges
Cybercafes
Websites
NACT members

(8)

Q. How will Organisations "apply" for this service?

Ans: They can apply online or send us an email (offline) giving following info:

Name of Organisation

Address

Phone/fax/email

Contact Person's Name

Nature of organisation (Business Activity)

Whether already a partner of 3P under various ALLIANCE PROGRAMS.

(9)

Q. How will an Organisation "Choose/select" what job-advt. summary it would like to receive?

Ans: Ideally (in long term?), we should give an organisation to choose only those job-advts which cover

a particular "Industry"

a "Function" (or "Trade/Vocation")

a particular "Designation-level"

a "City of Posting"

(Thru online ADMIN-TOOL)

Initially to simplify matters & get started quickly, we may restrict the choice to only ONE of the following options IT-related Job Advt [Circle]

Non-IT " [Circle]

Subordinate staff Job-Advt [Circle]

Entry Level " [Circle]

He should be able to select "online"

(10)

Once "chosen/selected", he cannot change for next 24 hours.

He can always select a different category after 24 hours.

Ideally we should also give him a choice to select

Last (25) job advts (received chronologically)

" (50) " "

" (100) " "

If there are no "additions", same advts. will repeat

Or, the option could be

Advts. received during last (1) day

" " " (3) "

" " " (7) "

(11)

A Very Important Consideration

Especially newspapers should be allowed to "edit" & "delete" any/some advts. from the summary-tabulation before printing.

They may not have enough space to print all jobs.

All tabulations (after every $5^{th}$/$10^{th}$ job-listing) will carry following message

To apply online, log into www.3pjobs.com $\rightarrow$

ANNEX: A (1)

Placement Agency

To promote your "service" amongst job-seekers registered with you by alerting candidates registered with you re: job-opportunities

There could be some HR Consultants/Management Consultants also, who may be interested.

2) Educational Institutes

(Universities - Colleges - Polytechnics

Industrial Training Institutes
Vocational "
Computer "
Coaching Classes
Schools etc etc)

To disseminate amongst your students, job-opportunities available across India and the World

To structure new courses for preparing students for new skills which are currently in demand.

To modify course-content to suit changing requirements of businesses/industries

3) Newspapers / Magazines / TV channels / Websites / ISPs

To increase readership/viewership by making available to them, latest/authentic

"CONTENT THAT CONCERNS"

Telephone Companies providing VOICE-PORTALS (e.g. DialNet of Delhi)

(4)

4) EMPLOYEE ORGANISATIONS (Labour Unions)

If your members are facing retrenchment/VRS, make available to them info on job-opportunities in other Companies - Industries - Regions.

Keep track of national/regional/sectoral trends in employment opportunities.

Monitor "Salary-trends" across the Country, to improve your bargaining position, vis-a-vis employers.

Help bring about national integration, by helping your members seek job-opportunities in all parts of our country

(5)

5) Cybercafes

To earn more revenue by getting attracting more visitors and getting them to spend more time on www.3pjobs.com for

Submitting their resumes
Searching new job-opportunities
Applying online
Accessing their email boxes for "job-alerts"/"interview-call letters" etc.

To stay ahead of Competition

RELIGIOUS ORGANIZATIONS? (CHURCHES regularly display job-notices on their notice-boards).

CO-OP. HSG. SOCIETIES? (Someday all of them will have email address!) for benefit of their members.

(6)

6) Employment Exchanges

To provide a "level-playing field" to country-cousins, by making available to them job-opportunities available in big cities - something that local newspapers never provide.

Corporate/Company

To discharge your moral responsibility to employees being retrenched/being offered VRS, by making available to them job-opportunities in other Companies which need their skills/experience.

(7)

8) Employers' Organisations (e.g. ASSOCHAM/FICCI/CII/NASSCOM etc)

To keep a tab on National/Regional/sectoral employment opportunities

To keep track of "trends" in employment (including compensation trends)

To formulate and to recommend to State/Central Govt. policies concerning

Employment generation
National Wage Policy
National education/skills training
Cross-boarder mobility of workers

(8)

Professional Bodies

(e.g: NIPM-IIMM-IE etc)

For the benefit of your members, you may wish to publish JAWS in your monthly newsletter/mouthpiece magazine

You may forward job-advt listing by email to those of your members who have email addresses

(9)

Cable Operators

You can offer your subscribers an extremely useful, value-added-service by inserting a strip at the bottom of the TV screen, which shows job-advts.

Parents {only entry-level jobs? for a specific city}

To guide your children in selecting "most appropriate" "entry-level" jobs upon graduation.

Jobs having posting where parents are working, would be of great interest.

No need to subscribe to dozens of newspapers!

ADMIN TOOL

See enclosed analysis of our ADMIN TOOL...

I have regrouped the items into two columns, A & B.

With help of Harshad (if required), please break-up existing ADMIN TOOL, into Two separate ADMIN TOOLS.

"ADMIN TOOL-B"

This will contain items listed in Column B and the password to this section will be made available to all CONSULTANTS. They are going to use this section only.

"ADMIN TOOL-A"

This will contain items covered by Column A and the password to this section will be restricted to HGP/Saleem and Abhi only.

Of course HGP/Saleem/Abhi will also have password of section B.

A few days back, Venkat spoke of an ADMIN TOOL meant for CONSULTANTS. He has to design the SCREENS and their me.

It is when these Screens are developed, the same will fall under ADMIN-TOOL B.

cc: Nirmit/Venkat/AMB/Mitchelle

cc: Abhi/Reena/Sanjeev/Robin

cc: Harshad (Vexcel) - by fax

S.No	Title	(A) Add/Delete/Modify/Edit/Create/Read/etc	(B) Main Viewing
1	New Affiliate	Create Data Sheet
2	Edit "	Edit "
3	Delete "	Delete "
4	Affiliate Wise Report		View Affiliate statistics
5	Job-Advt.		Create job-advt.
6	Job-Advt. List		View Job advt
7	Job-Advt. Summary		View Summary
8	Select Job Advt. (No. wise)	Delete
9	" " (Date wise)	Delete
10	Hot jobs		Create Hot jobs
11	Job View		View job advt.
12	Shopping Basket Converted to Job Advt		View
13 to 24	MASTERS	Create/Add/Delete/Masters
25	Mailers {Description is still WRONG!!}		send Mails to specific category/target group
26 to 30	STATISTICS		View
31	Upload Offline Entries		Upload Job Advt
	Suggest we break-up this (tool) in 2 parts
	Upload Job Advt.
	In light of #5 & #10, where consultants are allowed to CREATE a job-advt., they should also be able to UPLOAD on their own		Upload Job Advt
	Upload Resumes for Abhi/Saleem only	UPLOAD

Harshad

Vexcel

July 10, 2001

Balance Work

On Monday, July 2, when we met you/Cmt. in your office, it was agreed that you will complete the balance-work C List A given to you) by Saturday, July 7th. When I again phoned you on Thursday ($5^{th}$), you re-confirmed this.

I had also pointed out the question of changing old UNIX title-bars on databases,

to new NT title-bars as shown below:

For the sake of uniformity...

It was also decided (quite long time back) that Names/Addresses of some 2500 Compu. Edu. Institutions will be transferred to new NT database (so that, at least Institutions can be searched by "City Names") - and thereafter the old (UNIX) database & search engine will be deleted.

All of the work is still pending and the 6 month warranty-period CANNOT start till this is finished. Pl. expedite.

Regards

H.R. [Signature, likely]

cc: Mr. Krishnamurthy

cc: Nirmit/Sanjeev

Draft email (mass-mail) for Sending to

INDIVIDUALS ($2.20^{L}$ + $1.0^{L}$) DATABASE

$\stackrel{\text{Sridhar}}{\text{Raviñder}}$

Exclude 30000 Corporate email addresses

Dear Friend

Executives Anonymous (EA)

You have heard of Alcoholic Anonymous (AA) - an Organisation, which helps alcoholics to get rid of their habit.

We pride ourselves on helping executives get better jobs (challenge/salary etc). So we could, legitimately call ourselves Executives Anonymous (EA).

And when we say "Anonymous", we mean "Anonymous".

So, it is not surprising that even the senior-most executives entrust/submit their resumes on our website

www.3pjobs.com

Proof?

Designation-level	No. of executives who have posted their resumes on our website
MD/CEO.	197
President/Director	102
V.P./CIO/CFO/COO	284
General Manager	789

These executives know that although an online recruiter can search/view their resumes, their identities (contact info) will not be revealed, without their prior permission, always remains hidden.

[The word "Cold" is written in the margin next to the line about identity]

Check-out for yourself by clicking on our homepage (www.3pjobs.com), Magic Cube Search Industry Vs. Designation Level (Non-IT)

We do not want you to get rid of your habit - to search for a better job...

At EA, you get to sharpen your habit practice!

Join us today.

With regards

Sanjeev Tiwari

Draft email (mass-mail) to be sent to 30,000 Corporate email addresses

Dear Personnel Chief:

REACH OUT

B1 Group/1078 Listed Companies

If your Company is listed under B1 group of shares on BSE, it is quite possible likely that you are on look-out for an INDEPENDENT DIRECTOR on your Board under

(SEBI CODE ON CORPORATE GOVERNANCE)

( click here to see OPPORTUNITIES )

CII says 3500 independent directors are required!

And who knows it better than you that competent executives capable of discharging the responsibilities of an independent director, is a rare species!

One place where you can "hunt" for such executives is our website

www.3pjobs.com

On our Magic Cube Search, simply

click on

Industry Vs. Designation Level (NON-IT)

to discover resumes of

Designation Level	No. of Executives
MD/CEO	197
President/Director	102
VP/CIO/CFO/COO	284
General Manager	789

(Industry-wise details attached)

And if none of these meet your exacting specifications, just ask us to conduct a headhunt.

Most elusive specimen (from any Industry/Company) are within our reach!

with regards

Nirmit Parekh

Industry starting with:	MD/CEO	President	VP/CIO/COO	GM
A	17	12	77	70
B	4	2	14	28
C	44	14	49	154
D	1	4	4	8
E	35	15	21	90
F	15	5	34	60
G	4	2	7	18
H	5	-	4	13
I	17	7	37	66
J (No resumes!)	-	-	-	1
K (No resumes!?)	-	-	-	-
L	1	1	4	6
M	7	2	7	24
N	1	-	-	1
O	13	13	20	74
P	9	8	29	87
Q (No resumes?)
R	2	1	-	3
S	10	5	15	35
T	11	10	21	49
U (No resumes?)	-	-	-	-
V (No resumes?)	-	-	-	-
W	1	-	1	-
X (No resumes?)	-	-	-	-
Y	-	1	-	2
Z (No resumes?)	-	-	-	-
Total	197	102	284	789
				(1372)

1/5

Dear Surendra:

June 8, 2001

At the outset please accept my apologies for not having responded earlier to your email of May 16.

The Offline Resume Entry CD was giving some problems and I got busy with our Software guys to sort these out. By now Some 24 placement agencies have signed-up and they are all pressing me to deliver the CD - which, I now hope to do before the end of next week.

Whereas I welcome your suggestion to

make our relationship, a "two-way-traffic"

enhance our "strike-rate",

please allow me to explain our business-model, as far as "strategic alliances" are concerned.

We have forged following types of "Alliances":

Alliances to bring-in "business"

The central idea behind these alliances is to leverage the Concerned partner's ability to bring-in more executive-search assignments (the purchase orders).

2/5

Under this, we have covered

Partner Websites (who get 20% commission)
Foster Partners [who get 15% commission on first referral, 5% on second, NIL subsequently]
Global Network (S.P. associates around the world)

As it is, from our own website (www.3pjobs.com), we receive more executive-search assignments (online "resume-search" translated into online "shopping Baskets") than we could comfortably handle!

Add to these, the OFFLINE executive-search assignments that we receive daily over phone/fax/email etc.

In light of the foregoing, our main "concern" has been (and still is), to get many more resumes of Competent executives.

Towards this, we have forged,

Alliances to bring-in "resumes"

Under these, we have covered,

Placement Agencies (30% commission)
Colleges (20% ")
Computer Institutes (20% ")

3/5

There is a third type of alliance, which is

Alliances to build 3P BRAND

Under this, we have signed following agreements,

Approx. 70 Cybercafes

Their default browser page will be the homepage of 3pjobs.com

S. Kumars. Com. Ltd (SKCL)

We would provide JOBS related content to their $1500$ + V-SAT franchisee/cybercafes

Videocon International (VI)

VI are a category A ISP. We have been chosen "Channel-Partner" (for JOBS), on their portal www.hellovd.com.

Boston Education

Visitors to our website, would be able to take Software-skills tests offered by www.testvarsity.com

A leading TV Channel

We are having discussions to provide JOBS related content to a leading TV channel.

4/5

Dear Surendra:

The purpose behind this rather elaborate explanation is to explain the "role" that we expect a "placement agency" to play Viz: bring-in resumes, which can be made accessible to headhunters/recruiters around the World, using the platform of our website.

You would have noticed that, the commission payable to a placement agency is 30% as against a commission of 20% for other "sources", who bring-in resumes.

A partner website, which may bring-in "resumes" as well as "shopping Baskets", the commission payable is as follows:

We are willing to consider, paying to you (and of course, to all partner placement agencies, as a principle), a "REFERRAL FEE" of 10% for bringing in "business/executive search assignments" from the local corporate clients of that placement agency.

5/5 This would require

Direct placement of order on us by your corporate client, after we submit our TERMS directly.

All dealings/processes taking place directly between us and your Corporate client

All Invoices directly raised by us on your client and payments received directly by us.

Your 10% REFERRAL FEE becoming payable after we have received all of our professional-fees from your Client.

If you feel comfortable with my proposal, we could formalise the same thru an appropriate agreement.

I await your response and once again regret the delay in responding. with regards

Sanjeev Tiwari

TO CONSULTANTS July 12, 2001

Collection Targets

I enclose

a tabulation
a graphical presentation

This would help us in drawing-up a strategy when we meet Saturday afternoon.

These would certainly help you to monitor your "achievements" as the year progresses.

As far as the 12 month Tabulation is concerned, Maggi has already created the FORMAT on her computer - you could enter your personal data in this format & monitor.

If you wish Abhi/Saleem can help you to create your own personalized "SCREEN-SAVER" as far as the graph is concerned - with multi-colour power-point presentation so you are reminded automatically!

Regards [Signature]

CONSULTANT : JYOTI Year : 2001-2002 COLLECTIONS [A line graph on grid paper showing Original Target (9.0) achieved in March. Points are marked: July (1.0), August (2.0), September (3.0), October (4.0 - implied from list in 0194.jpg), November (5.0 - implied from list in 0194.jpg), December (6.0), January (7.0 - implied from list in 0194.jpg), February (8.0 - implied from list in 0194.jpg), March (9.0)]

QUO-VADIS? CONSULTANT: JYOTI

Q.	MONTH	COLLECTION	MONTH-END STATUS
		Target	Actual	Variance
		Mon.	Cumu.	Mon.
	April
1	May	-	-
	June	-	-
	July	1.0	1.0
2	Aug	1.0	2.0
	Sept	1.0	3.0
	Oct	1.0	4.0
3	Nov	1.0	5.0
	Dec	1.0	6.0
	Jan	1.0	7.0
4	Feb	1.0	8.0
	Mar.	1.0	9.0
	TOTAL		9.0

Export to Sheets

Draft of email to be sent to some 10,000 persons (jobseekers), who have sent us their resume by email, during last years.

This is the database on which Mr. Anjana is working, to attach "Industry/Function/Desig" (So as to enter into Module I).

Reena is trying to "extract" the email addresses from these resumes using an "extraction software", will be available by tomorrow, hopefully. 30/5/01 1/2

Dear Sir/Madam:

Make Yourself "Accessible" (while remaining Anonymous)

Sometime back you have sent us your resume thru email.

Since this resume is not "structured", as per our online resume-form, we cannot upload it on our website.

If it is not in our online resume database, it cannot be searched/accessed by our online recruiters. Of course, your identity is never revealed to a headhunter, during online resume-search.

So, you can see that when you send your resume thru email, your main

2/2 purpose is not served Viz: "Instead of you searching the jobs, the jobs should come searching for you".

Only, if your resume is submitted ONLINE (in the appropriate resume-form),

you will get an automatic email "job-alert" everytime a Company posts a "suitable/matching" job-advt.

the recruiter (advertiser) will get an automatic email "Candidate alert" re: your resume (without revealing your identity).

you can use our free/automatic "RESUME FORWARDING SERVICE" to send your (anonymous) resume to any no. of job-advertisers.

Do not miss this opportunity. Submit your resume ONLINE NOW. click here

Regards Sakshi

Robin / Abhi (Separate copy sent) 9/7/2001

NON-MEMBERS' DATABASE Mass Migration to Module I

Last week, we transferred to Module I (Non-Member Area), some 32000 records of CA + CS, which we had earlier subcontracted for data entry from respective DIRECTORIES of PROFESSIONAL BODIES. These were transferred earlier also ( months back) but in-between, Module I got "un-installed".

Nirmit, however told me that some 2 months back, this database came in very handy when a client wanted to recruit 20 Chartered Accountant from a particular city/region and we were able to search Module I & give a short list to client within 24 hours!

Obviously client was very happy & impressed.

This is the reason, why, we should URGENTLY transfer/migrate to Module I (Non-Member area), other similar executive databases, which we have compiled (in excel/foxpro/word?) in an ad hoc basis from time-to-time. Some examples:

Some 22000/26000 executive names compiled from 904 Annual Reports in 1997-98. [For a long time, I have been wanting to send them a promotional mass email, but I am waiting for email addresses of these 904 Companies]

NIPM database of HR executives obtained from NIPM - Calcutta, 3 years ago as a computer printout & entered.

2/7

Database of HR Mgrs. given to us by Organisers of "FIRST ASIA-PACIFIC HR Conference", 3 years ago. We had collected a lot of Visiting Cards too!

Database of HR Mgrs. compiled (Some ) to whom we had sent a folder of resumes of 28 MBA students of M.S. University - Baroda - 3 years ago (All we Mumbai-Companies)

Sajida gave us file name/folder names of several such databases to Sunita/Abhi, each of which contains names/designations of several hundred executives.

Similar to CA (Chartered Accountants) & CS (Company Secretaries), what other professional bodies have brought out their own MEMBERSHIP DIRECTORIES? There are dozens of professional bodies. I have a shortlist somewhere. We had, in the past, written to some of these and bought some DIRECTORIES. Please search our library. But Robin should vigorously pursue this angle. Advantage here is that the concerned professional body has compiled these DIRECTORIES at considerable COST/EFFORT/TIME, which is available to us at a nominal cost.

"Alumni-Lists" e.g: leading etc These compilations are another Source. and should be enthusiastically

3/7 pursued - starting with 134 colleges who have tied-up with us.

You may also wish to examine/follow up, whether some of the 359 computer Institutes (NACT members) have ready-made (i.e. on floppy/hard disk), lists of their PAST students.

INTERNAL Phone Directories of Companies These are absolutely latest/excellent sources! If you have friends, working in any Corporate-Bodies, they would happily give you a copy for xeroxing!

EXECUTIVES WHOM WE HAVE APPOINTED WITH VARIOUS CLIENTS OVER LAST 11 YEARS.

We must have placed some 500 executives at middle/senior level. We have not "charged" them anything for our service but contributed to their professional career-growth. If Nirmit was to send them a letter of personal "APPEAL", to make available to us INTERNAL PHONE DIRECTORIES of their PAST employer-companies (not CURRENT), they might oblige.

Infant such past-appointed executives could provide a useful "LEAD" to potential candidates. What we need

4/7 to do, is to compile a list of our past "appointees" as follows:

Sl. No.	Name of Executive	Appointed From	Appointed In	Date Month/Appt.	Phone (Resi)	Email Add.
		Company Name	Desig.	Co. Name	Desig

Export to Sheets

Sajida had compiled such a list 2 years ago (from all INVOICES raised - since 1990) - and it is lying somewhere on our hard disk! It needs to be found & updated - and kept updated.

If we can get their current email addresses, then everytime, we receive a "Shopping Basket" or an offline "Inquiry", all we need to do is to send out a "mass-email" to them, giving them an idea of the type of executive we are searching (without revealing name of our client/potential client) and requesting them to "Suggest" names/addresses/phone nos. of "potential" executives, whom they know/heard about and who, they think, might be interested.

I have drafted such a letter some years ago!

Database Vendors we should pursue (first locate), Vendors who are in the business of compiling ive Databases & selling same.

5/7 I have already mentioned to you Mr. Kapadia (ex-CMIE) & Vipul Zaveri (Old Nagardas Road). I have talked about MATRIX. I have a folder containing names of some others. I am sure there are hundreds of such vendors (-so obviously there will be a lot of "duplication" - unavoidable). They compile such databases (of high networth individuals) and sell the same to

Telemarketing Companies
Direct marketing Companies
FMCG Companies
Consumer Durable Companies
Financial Services "
Private Sector Banks
Media Companies
Cable Operators
Any Company which has to carry-out mass-mailing (email/Snail mail) to ultimate CONSUMER of goods & services.

Since some database is sold again & again, price/record is quite reasonable. What price we can afford to pay would depend upon which of the following data is available in that particular database:

Name of Individual Age/DOB Resi: Address/Phone No/Mobile No/Email Add. Offi: " "

6/7 Edu. Qualification Name of Employer (Company) (we are obviously not interested in self-employed persons) Designation level function Current Salary

Another important Considerations are:

How old or up-to-date is the database? From what ORIGINAL SOURCES, has the Vendor compiled this database OR Is he willing to sell us the ORIGINAL SOURCE database, itself?

Obviously the vendor will never tell you the name of the Contact person/Source!

Third important consideration is, Is vendor capable of UPDATING his database regularly (at fixed interval) and if yes, at what repeat price/record?

PUBLICATIONS I suppose you have already started marking/highlighting names from

7/7 newspapers/magazines etc.

To ensure that Data entry Operator does not have to "wait" for you, ask him to start after ONE WEEK, by which time, you may have highlighted some 500/1000 names, so that, at any point of time, he has 3 days of data-entry backlog. He must not waste his time, waiting for you to handover to him a bunch of newspapers!

DOWNLOADING RESUMES FROM OTHER JOBSITES

Sajida (and Vinod, who worked for 15 days) had experimented using www.lexibot.com (). But did not have time to pursue. A far more expensive Software is available from WWW.infogist.com ().

This was planned under "OPERATION BLACKHOLE" under , which is now suspended. But, if Saleem/Abhi are confident, lexibot can be purchased/experimented, since, it is relatively cheap. But these are not passive jobseekers & may not be SENIOR (he would not want to post a public resume)

cc: Nirmit

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Thursday, 15 February 2001

ORDER EXECUTION PROCESS

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