Notes

Sanjeev 11-12-05

CC: Kartavya if Following email is technically incorrect please help Sanjeev to Redraft

CC: Abhi

Following email should be sent-out to 57 companies (to whom we recently sent “an opportune Moment”) after ¾ days.

Dear --------------------------------

Wheat or Chaffe?

In my last email (“an opportune Moment”) I forget to mention that Recruitguru can almost separate wheat from chaffe!

Here is how.

On an average day, someone in your organisation probably spends 2 hours, reading incoming emails and sorting resume emails from other business emails then placing resume-emails in a separate folder.

As Norbert Weiner (Father of Cybernetics)would say,this is not a human use of a human being I agree-and this is why, we at Recruit Guru have developed an

INBOX READER

When you subscribe to Recruit Guru, you can activate this software agent, which will separate-automatically and without human intervention – all your incoming email, into

Ø Resume emails

Ø Other Business emails

And place these into separate folders. From here, it is one small step for you ( but step for your organisation) to upload resume emails onto Gurumine for extraction / creation of structured resume database.

As I said earlier

Wheat from chaffe? Almost

With regards

Sanjeev Tiwari

Marketing Manager

Sanjeev

What Recruit Guru is -what it is Not

Compare & Contrast jobsites with R/G

From the first list prepared by you, I have rearranged these points in some broad Groups as enclosed.

I suggest you complete / fill-in the rest as soon as possible. You should take help from ABHI / KARTAVYA- so that this tabulation becomes authentic / comprehensive feel free to add new group / new items.

As soon as ready, we should prepare HTML pages is Recruit guru? (or is it why Recruit Guru ?) how soon?

1/12/03

BUSINESS-MODEL

COMPARE & CONTRAST

TYPICAL JOBSITES

RECRUIT GURU

# Meant for Jobseekers as well as for corporates

# Jobseekers Can

*Post Resume

*Conduct Job search

* Apply Online

*Receive Job Alerts

# Corporates can

*Post Job Advts

*Conduct Resume search (on public database)

*Received “Candidate-Alerts”.

# Online Match-Making service (buyer-meets-seller platform)

# For Jobseekers

*Resume-Posting usually free Occasionally a small fee

*Resume Blasting

Rs.500/1500 for sending resumes to 500/1500 placement agencies

*Apply-Online free

*Job-Search Free

# For Corporates

*Job-Advt PostingRs.500/1500 per advt or Rs.10000/60000 per year for unlimited postings

*Resume -Search

Rs.1Lakh/3lakh/year payable in advance, irrespective of usage

*Resume-Tracking

#Languages

#Operator System

#Database

#Browser

#Architecture

#Protocols

#Communication

#Search-Engine

#Interactvity

#Software

#Version Control

#Upgrades

#In House Support

#Integration with Legacy

#Firewall Security

#Encryption

#Hardware Requirements at user-end

# Meant for Corporates only

NOT APPLICABLE (since not meant for Jobseekers)

# Corporates can

*No

*Conduct Resume Search on OWN/ Private resume database.

*Intelligent spider will search daily resumes being added to subscribers own private database and alert subscriber for resume matching his “pre-entered requirement.

# A Recruitment process-platform for HR managers (shortlisting competence-not resumes!)

For Jobseekers

NOT Applicable

# For Corporates

*Activation Fee Rs.10000/-

*Additional user Rs.2000/-

*Convert Resume Rs. 1/resume

*Conduct Search Rs.5/Search

All payments are “pay-per-use” when-used and based on no of transactions executed by subscriber online. Transparent/online transaction log.

Artificial Intelligence / self-learning / Mimic-ing minds magic.

17-77-03

Sanjeev

BMW = ultimate driving experience

Volvo = Safety

Mercedes = Engineering

Jaguar = Styling

Then,

Gurumine = ?

Gurusearch =Shortlisting competence not resume?

RecruitGuru = The Future of webservices

3pjobs.com = for executive search, corporate India’s first choice.

Remember

Over coming (india)ltd has even managed to get a trade-mark (not patent) on colour “PINK”!

Sanjeev 30/09/03

cc: Kartavya / Abhi

cc: Nirmit / Sri Ram / Raju

Multiple Marketing Strategies

We have agreed that next week, you will actively help 3P's Consultants to

# Extract 80000 / 100,000 resumes & create their PRIVATE structured database on Recruit Guru

# Carry-out Online Searches using Guru search & transfer Search results to. EXCEL OES.

But what we have not considered so far, is

Can we get our consultants to send to all their corporate clients, only the Image Builder version of resumes (-instead of the Executive. Resume / Converted Biodata, which they are sending Out Currently)?

If you can succeed in this, implications are far-reaching, viz:

At a low level, we will save time spent by. Vitthal / samata in converting biodatas, Whenever requested by Consultants.

2/9

It will also speed-up the delivery of such resumes to clients (since Image Builders. would be readily available) – no waiting for Vittal/samata.

But beyond that, imagine what this (sending To of Image Builders in place of Executive Resumes)" could do to your marketing of Recruitguru.

If 3P has currently. 25 clients (Current assignments), then it means that these 25 Corporate-Clients will start receiving Image Builders with immediate effect. (of course, Consultants. will have to missing. email ensure that' Consultants no fields are will definitely have to the Image Builders, first, to respective Candidates, asking them to fill in the CAREER HISTORY

Section, thoroughly/completely & return back to 3p. - we know that Recruit guru is unable to capture Career-History details)

Obviously, each Image Builder being sent out to any client, would have to be complete in all

respects.

If an incomplete Image Builder gets sent-out, it will do immense harm to 3p's reputation!

On the other hand, if the Image Builder being Sent-out is complete in ALL respects, then

3/9

it cannot fail to impress the clients! They have. never before seen anything like this especially the

FUNCTION EXPOSURE PROFILES

- and, of course, the keywords.

When clients receive these Image Builders, they are bound to pick-up the phone and inquire. with the Concerned 3P Consultant

what is the meaning of Function Exposure Profile? What do Raw Score Percentile) Sample-Size etc. signify?

Where did 3P manage to get such an Image Builder version? (Even though, below.

each Function Profile Graph, we are writing in small fonts.

"Developed by www. Recmitgum.com".

And to 10 consultants of 3P will provide explanations to 25 clients of 3P! And they would do a damn good job (of providing the virtues of the Image Builder) - since consultants are keen. that the Client gets Correct favourable " understanding & gets sufficiently "influenced"" (by the Image Builder) to call their candidates for an interview (the first hurdle to appointment).

In short, in respect of those 25 Companies,

4/9

You have succeeded in appointing 10

BRAND AMBASSADORS!

(-not only free 1-they Recruit guru !!) are paying you for use of

Of course, one thing very is clear.

3P will NOT to Send any Image Builder to any of its client, if the top part of Image Builder carries, Recruit guru name Logo !

5/9

And this replacement /attachment should be automatic for each & every Image Builder.

Only once (first time) 3P should create an. "Image File"" for this strip & insert it into the. software (Guru Mine). You will recall that, we even decided to charge Rs. 5000/= one time, for this. facility!

A "Date/Time" Stamp can also be incorporated at the bottom of each Image builder, so the client knows when he received this resume.

From the modified TOP STRIP, client knows, Which placement agency is very important, because Sent this resume. This Clients will, very likely receive Same Candidate's resume from.. many placement agencies.

I believe more than 50 placement agencies have registered for FREE TRIAL.

It is Safe to has at least 20 assume that each of them. Current clients.

That makes total of 1000 corporates!

Let us also. assume that, each placement on agency, an average, Sends out 50 resumes

per week 200 per month.

So, 50 placement agencies, would be Sending out, each month, same

6/9

50X 200=10,000 resumes to 1000 Companies.

And, if, each of these 50 placement agencies, on an average, has

2 Consultants each,

that translates into a total of 100 Consultants Sending out 10,000 resumes /month to 1000 clients

And,

then answering / telling these 1000 HR managers,

# What is Image Builder.

# What is significant about it.

# how it is different from ordinary resumes. & how it will Save their cost time.

# Where can you get "Image builders" ?

So, suddenly, you have managed to recent 100 Brand Ambassadors

who,

by promoting Image Builders, are, in turn, promoting Recruit guru!

And when an actual "user" (read customer) promotes your product, he is more creditable.

7/9

as compared to yourself. Afterall, you are an "interested / biased" party!

In essence, you are placement agencies in your leveraging these 50. marketing drive you are, literally, "enlisting" them. Then them, you are reaching out to 1000 potential clients! 1

Now imagine if you are. able to get 500 placement agencies to become regular subscribers of Recruit gurn. They will spread your marketing. message to 10,000 corporates!

Take a look at enclosed advt. which I found in today's issue of BMA magazine. You should talk to Mehul kuwadia & give him a demo of Recruit guru Online...

Whereas, on those Я 100 agree that you should focus large, Bombay-based software. firms, you should, in parallel, also focus on the 1500 placement agencies to whom we had sent out 2/3 emails (re: project BARTER). Once they find that Recruit guru is actually Launched and that, they can, straight away, start using it within minutes of registering for free trial, then, I feel, many more. will come forward.

Please remember that, just like those 100 large software companies, these 1500

8/9

placement agencies, too,

are Computer / internet Savvy

are used to advertising their vacancies on Jobsites (as per Monster's estimate, 10% of all adverts. released on jobsites, belong to placement agencies).

are used to getting thousands of email resumes & have built-up huge resume. databases on their PCs

But where these placement agency owners CRITICALLY differ from Recruitment Managers of 100 large software Companies, is

MOTIVATION.

These Owners are motivated by the money they can earn. so, they will not miss a single opportunity to monetize their resume databases They would want to leverage their EVERY WHICH WAY THEY CAN. Enclosed advt. of Grey Cells is an example in case.

This Motivation", this "greed for money" is" missing when it comes to professional recruitment managers, employed by companies. Sure, if they do an excellent job of recruiting, they can look forward to a double.

9/9

increment at the end of the year! But, at best, the Cause/effect" relationship (between, performance & reward) is, nebulous / tentative/ uncertain.

In them, the crucial element of "Self-interest" is missing. It is very difficult to motivate such persons to adopt Recruit guru! At best, they are passive/neutral | lukewarm /disinterested.

for professional recruitment managers, the answer is rather unclear to the question,

"What is in it for me?

To a placement agency owner, you don't need to provide an answer to this question.

When Mehul kuwadia, sees your demo, his brain is highly trained to figure out, in matter of seconds, umpteen different ways. in which he can make" "money" then use of Recruit guru!

Where "professionals can only "see" just one more a to recruitment Software | just One more Application, a business-owner will. See one more way to "make "more money"!

Sanjeev / Kartavya / Abhi

Nirmit / Sriram / Raju

# To establish that Recruit Guru is NOT a Jobsite and it is a Recruitment self service solution, we decided that there should be no public resume database on Recruit Guru where we “sell” resumes. This is fine & being implemented.

# But Tadanki now confirm, what I have said all along VIZ-

*There is big money in selling Resume

*American Software companies would love to purchase resume of Indian IT Professional from Indian Job Sites.

*At Rs.10/Resume, American companies can buy 20,000 IT Resume/year for Rs.2 Lakhs (and save millions of dollars in the process) our pay per use model.

*But, thru pin-point/profile based search, if they need to purchase only 5000 resume/year that would cost them only Rs. 0.5 lakhs. Instead of Rs.2.0 Lakh. If we could offer this (sale of resumes at Rs.10each) on an independent site (Jobseeker.com) than we can target thousands of American Companies!

Pointed to be Noted.

>95% of Monster India’s revenue come from Resume Access & Job Posting.

>Most of this comes from Resume Access(let us assume80% from Resume Access/ 15%Job posting

>Tadanki says

(for resume database search) we are not too bothered about the local market that means may be 70% from USA / 10% from India

>That means 70% of 1100 companies (customers) searching resume Database of Monster are USA companies! i.e. Nearly 800 companies

>Each pays Rs.2 Lakh/Year for Resume database search (IT Guys)=Rs.1600 Lakhs/Year revenue from USA companies (Rs.16 crores)

Sanjeev – Abhi – Kartavya – Raju – Sriram – Nirmit

Sanjeev VS Sanjeev

Bikhchandani

Tiwari

NAUKRI

RECRUITGURU

#Chasing IT/ITES/Pharma/ Telecom/ Insurance

#Services Offered

Job Listing 85% revenue

Response Management come from

Resume Database Access These service

#Naukri’s own resume Database-5/10 Lakh

#Resume Dtabase of all jobsites combined 30 Lakh

#Business/Revenue Model

Make money from corporate subscribers by asking advance full year subscription of Rs1/3 lakhs

#Ditto

#No plan (only Guru Ad will enable composing ads for posting elsewhere)

#At present in a very limited manner

#Yes-but subscriber’s own/private database search

#on a parallel site primarily meant for jobseekers, we target to have 50 Lakh resume in 5 years.

# Ditto except a small initial activation fee +User lic & balance on pay-per-use.

Like other jobsites we too will be PREPAID.

Sanjeev 12/09/03

CC:Nirmit

CC:Kartavya-Abhi

Branding / Positioning of Recruit Guru

The overall/main slogan of Indusind bank is “CARE AT EVERY STAGE OF LIFE”

Obviously, they want to hook a person for entire life- birth to death! Perhaps they have realised that it is much cheaper/easier to hold-on to an existing customer than to rope in a new one.

In enclosed page, I have written down their numbers punch-lines for each of their products / services they want these punchlines to convey, in very few words, what the bank stands for thru they want to create an image an impression to be etched in readers minds this is a part (but not whole) of their “Branding / Positioning exercise.

In my note on “Positioning of Recruit Guru” I have suggested similar punchlines for our various services. W should, boldly / prominently display these (punchlines) both on our website and on our printed literature / brochure (including our letterheads / visiting cards etc)

INDUSIND BANK

Product / Services	Punchline
# Fast Cash	# Leverage our Network for your Convenience Operate your account from any Indusind Bank branch with the Fast Cash Facility
# Indus Senior Citizen	# Higher interest rates and extra “CARE”
# DEBIT CARDS	# Convenience in life comes in various forms….. One of them is the indusind bank international debit card.
# INDUSNET	# Bank through the net at your Convenience Online personalized assistance available at www.indusind.com
# INDUSCOMFORT	# Multiple benefits for corporates and employees
# INDUSLOANS	# Hassle-free Personal loans in flat 16 working hours. Also on offer are car Loans, Home Loans and Loans against Shares etc.

Kartvya 23/07/03

Abhi

Vicky

Inder

Image Builder

The New Currency of Recruitment

If plain / unstructured email resumes are the OLD currency of recruitment, then the image builders are the NEW currency.

It is our objective /goal to replace all the resumes with the new resumes.

i.e.-replace.

all plain / unstructured resumes with the Image builder resumes.

Replace

All old currency notes in circulation with the new currency notes.

Whether the old notes are lying with

# Jobseekers

# Job Site

# Placement Agencies

# Employers

# HR Consultants.

# How can we do this?

# How long will it take?

# What will motivate the old-currency holders to come forward to exchange with the New-currency?

# At how many places can we/shall we organise, such exchange to take place? (no of currency-Exchange-counters)

# Why should any organisation (whether a jobsite / a placement agency /HR consultant / ultimate employers) want to become our “CURRENCY EXCHANGE COUNTER”

What is in it for him? How does he start to gain?

If we are to solely depend upon the jobseekers only to visit recruitguru.com & exchange their old resumes with new (image builder), then how long will it take? How can we entice / lure them to come forward in large numbers? What incentive can we offer them?

# Companies which first built-up countrywide / worldwide distribution network (dealers) agents / stockists / franchisees etc) for their goods/ services.

And then (subsequently), set-up DIRECT SELLING from their own website, ran into serious problems.

Distributers saw a threat in this move they felt these companies were trying to save their distribution costs (dealers commission) by bypassing them & booking orders DIRECTLY on their website!

These companies are having a tough time , convincing their dealers / distributors whom they cannot ditch in any case.

The companies NEED these dealers for

>Physical distribution / logistic support

>After-sales service

But company like DELL COMPUTERS adopted a DIRECT-SELLING MODEL from day one!

Dell never appointed a single dealer so they had no problem no vested interests to resist model-change!

Purpose of this digression:

In order to speed-up the currency-switch, if we think of roping many Jobsites / placement agencies / HR consultants etc. by

Licensing our Guru Mine / Guru Search

(where, each agent makes some money -a commission-either from us, or from the Jobseeker)

Then,

They will strongly resent /oppose any move on our part at DIRECT SELLING! They will gang-up against us (form a labour UNION!)

Of course no one knows what will work & what will not work on internet. We must continue to experiment / continue to analysis the results & continue course correction as we go along.

Most important thing is that obsession with in-depth analysis must not result into action-paralysis!.

Kartavya 02-07-03

Abhi

Vicky

Inder

Price of Promotion

The free trial (30 days) that we plan to offer os the price that we pay to promote our webservice.

But we must quantitatively, know what is the except price that we are paying.

This is quite Simple.

During the 30 day trial period, each company would carry-out some transactions of different types. We are already counting the no. of transactions of each types.

So multiply.

	Company =ABC
	Transaction Types	Tarrif CRS/Transaction	No of Transaction during trial	Rs. Value of free trial
1
2
	Total

Then tabulate a SUMMARY

Price of Promotion

Sr No	Company Name	Free Trial		Rs. Value of free Trial	Cumu. Rs. Value	If Company became regular subscriber first payment amount
	Company Name	Start Date	End Date	Rs. Value of free Trial	Cumu. Rs. Value	If Company became regular subscriber first payment amount

This Summary table will tell us

# Revenue loss due to free trial (individual company wise & cumulative as of any date)

# Amount (of loss) “re-couped”/”recovered” thru company / companies becoming regular subscribers at the end of free trial.

It is also possible that the “Rupee Value of free trial usages” could throw some light on usages patterns of different companies.

(-all free trial subscribers are quite unlikely to have the same / similar / identical patterns of usages of different transactions, some may do more conversions but less searches whereas some others may have exactly opposite pattern of usages, such analysis will be very useful)

From individual / collective “usage patterns” transaction wise during free trial period we may be able to extrapolate / predict, future “usage-patterns”, statistically.

Any “prediction” based on a mere 30 day sample-size may not be statistically significant to begin with. However we are going to compile and graphically plot-each transaction -usage, every month.

So, our sample-size keeps growing for ever and the accuracy of our predictions will keep improving with each passing month!

Being able to predict the likely trend the likely no of transaction for next 3 months (a kind of monthly rolling forecast), is VERY IMPORTANT for us, from following viewpoints:

# we can predict the likely load on our webserver & our band with & will be able to take advance steps to gear-up.

# we will be able to predict our “cash Inflow” profitability / tax-planning etc.

# we will be able to do “Resource-Planning”

Kartavya 23/06/03

Abhi

Inder

Nagwekar

Lessons To be Learnt

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

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

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

Lessons To be Learned.

Two-Buck chuck

(ECO. Times 20/06/03)

Point

Lesson to be learned (in our context)

Fancy wines cost 300 /bottle Two-buck chuck wine costs 1.99 per bottle

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

No Single brand, has ever had, that kind of market share

It Has become a CULT wine.

Shoppers carting it way, not try case but by the carload.

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

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

A series of excellent Vintage

Health benefits of wine

Ageing badly boomers started drinking more of it.

The dollar rose making imported wines cheaper.

It is Cannibalising sales of mid-market wines below $10 a bottle, forcing produces to cut prices.

Two-bucks-chucks low price means it is reaching new markets and changing patterns of wine consumption.

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

This is a repeat of DOCOMO story (40 million mobile users in 1000 days i.e. Are 40000/day!)

Obviously there are lakhs of small / medium corporates around the world, who do not use any recruitment / HR Software (because, they simply cannot afford costly legacy systems) Given a simple / cheap alternative they would grab it.

Obviously a huge/huge untapped market existed for a cheap / affordable wine for middle-class Americans. Maybe they wanted to explore / experiment wines (having bean fed-up with bear / hard drinks?) Perhaps it was all a question of having an Affordable OPTION! When two buck-chuck gave them that option, it caught-on as a wild-fire!

We must position Recruit Guru as the poor corporates option but here the comparison ends! Although Recruit Guru, would be Cheap as compared to legacy system it is by no means, cheap-quality!

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

We hope that when jobseekers receive their Image Builder version, they will show it to their friends / colleagues, who will instantly nothing comparable available in the market! We hope, this (realization) would tempt them to try it out on their own email resumes-especially since it is free!

Question is:

Will recruiters also realize and appreciate – this difference? And if & when they do will they be motivated to share their pleasant experience with their co-professional (HR / Recruitment Mgrs. Of other companies)? How do we bring this about?

SUPPLY-SIDE

India produces over 1 lakh IT pros (college graduates) annually-may be so lakh college-graduates of all kinds annually ( from a net increase in population of 18.3 million / year!)

DEMAND-SIDE

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

We will need to convince HR professionals how they can dramatically improve their own productivity and their departmental productivity by using Recruit Guru. They can save million of rupees in Advt. costs & of course “Subscription-costs” on Monster / Naukri etc. for Resume Database search (7 Lakh Resume free? during free trial?

Even a company having annual turnover of Rs.5 Crore, can afford to subscribe to Recruit Guru! (that is just $ 1 million!) there are millions of such companies around the world!)

If American Companies can buy our resume database of software professionals at $ 0.10 / 0.20 per resume, they may want to bypass the body shoppers & contact the candidates directly!

When we offer to 50000 corporates, 7/8 lakh resume database-access for Rs.5000/- (Activation -fee) down payment, what would that do to the revenue-models of

-Monster charging Rs.1.3 Lakh / Year

-Jobs Ahead charging Rs. 1.7 Lakh/ year

-Job street charging Rs. 0.5 lakh / year

-Naukri charging Rs.1.5 / 2.0 lakh /year

This could well be for them, a life and Death Situation! But we do not want them to shut shop! They have 2 strengths Viz:

A) Large Resume Database

B) Large Corporate customer Base

By the time EGO & BARTER are over their strength @would have, assuming we manage a MILLION resumes. But they can survive on @by becoming Recruit Guru LICENSEES (see HYBRID model note)

Want an Interview Call- TODAY?

Use ImageBuilder

Dear

Do you wish to ensure that next time you apply for a job anywhere, your resume definitely gets shortlisted for an interview-call?

I will show you, how.

Take a look at the attachments, You are right. It is your own resume, received by us sometime back and transformed into an ImageBuilder.

Even in a heap of 1000 resumes, no recruiter can miss it and fail to be impressed by it!

So, next time you apply, send the ImageBuilder version only after filling in the “Career History” section, and editing for missing details.

That would be your lucky day!

Also email to me a completed copy of your ImageBuilder at upload@recruitguru.com to update our own database, which, we will upload on our website

(www.RecruitGuru.com) in due course. When I receive your duly edited ImageBuilder (complete with CAREER HISTORY), I promise to email to you a database of 1000+ biggest recruiters of India (name + email id) including Placement Agencies.

Once we do that, you will start getting interview-calls from our Corporate subscribers (which include hundreds of Placement Agencies), who get to shortlist your resume on our website.

Wishing you Good Luck!

Abhinandan K

abhi@recruitguru.com

P.S

# When you use, Interactive Response Page, it will ensure that you get quick response from the Advertiser. Make sure to use it, to gain competitive advantage over other job-applicants.

#If your friends / colleagues want an ImageBuilder version, ask them to email their resumes to imagebuilder@recruitguru.com this service id FREE.

#Since our resume database is growing is at the rate of hundreds of resumes daily, in future, the overall population and the “Sample Size” in your Functional Exposure Profile, will keep changing daily-along with your percentile score, so if you want to get latest profiles, just email your unstructured email resume, once again to imagebuilder@recruitguru.com after few days.

#If you have any queries / comments, send these on queries@recruitguru.com

RecruitGuru

In the already overcrowded e-recruitment market, comes a newly launch product with a difference www.recruitguru.com there is no huge, upfront annual subscription. Its service can be activated with a nominal activation-fee. It is a pay-per-use or pay-when-use or tariff-based self-service, much like a prepaid SIM card of a cellphone. The subscriber can customize what services he wants to use and when. A transparent and powerful Admin Tool (Flight Deck) places entire control in the hands of the subscriber, He can monitor and modify usage-pattern of all the authorized recruitment managers of his company at anytime and in any manner of his choice. Subscribers can create their own private / secure resume database on RecruitGuru (which no one else can access). Artificial intelligence based, self learning software of RecruitGuru, will automatically convert plain email resumes into a structured and searchable database, without human intervention! So, thousands of email resumes accumulated by a corporate over the years, overnight get transformed by a corporate over the years, overnight transformed into a database. Now, instead of re-advertising same or similar vacancies again and again, all that the subscriber needs to do, is to search his own or secure database, using RecruitGuru’s powerful search engine. This one feature alone can save lakhs of rupees in advertising cost. Annually. As its homepage of proclaims, it could well be heralding in the future of recruitment web services.

Kartavya 02-07-03

Abhi

Vicky

Inder

Price of Promotion

The free trial (30 days) that we plan to offer os the price that we pay to promote our webservice.

But we must quantitatively, know what is the except price that we are paying.

This is quite Simple.

During the 30 day trial period, each company would carry-out some transactions of different types. We are already counting the no. of transactions of each types.

So multiply.

	Company =ABC
	Transaction Types	Tarrif CRS/Transaction	No of Transaction during trial	Rs. Value of free trial
1
2
	Total

Then tabulate a SUMMARY

Price of Promotion

Sr No	Company Name	Free Trial		Rs. Value of free Trial	Cumu. Rs. Value	If Company became regular subscriber first payment amount
	Company Name	Start Date	End Date	Rs. Value of free Trial	Cumu. Rs. Value	If Company became regular subscriber first payment amount