How Velotio Set Up Global Delivery Center for a Smart Access Solutions Leader

Our goal was to build a GDC on the BOT (build, operate and transfer) model as the foundation of an engineering COE. To establish the client’s brand in India, we started by deploying a team of recruiters. The team’s primary objective is to expedite the hiring process by selecting top-tier candidates from our carefully screened talent pool. 

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Our solution is built on five key pillars.

• Tailored brand strategy crafted with the right location, desirable neighbours, compelling EVP, brand narrative, and best practices.
• A comprehensive playbook documenting proven methods for talent acquisition, retention, and productivity optimization, which could be handed over to the client for a seamless transfer in the future.
• Expert team of brand champions leading the brand narrative, recruitment processes, onboarding, and ensuring initial GDC success.
• Swift deployment of a senior team of 15-20 resources from our talent pool for immediate kick-start without delays.
• Innovative "top of the pyramid" model was adopted to boost productivity and minimise attrition during the GDC's foundational years, underlining our commitment to results.

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Sourcing of Talent: ‍

We employed a multidimensional approach -  We combined physical and virtual hiring drives for swift onboarding. 

• Leveraging renowned hiring platforms, including Naukri, Instahyre, AngelList, and LinkedIn, we cast a wide net to attract diverse talent. 
• For technical roles, we organised HackerEarth to identify top-tier candidates. 
• LinkedIn Ads were strategically employed for highly targeted hiring.
• In our pursuit of specialized expertise, headhunting techniques were used to identify senior professionals and niche skill sets. 
• We set up an enticing employee referral program, offering bonuses which encouraged our team to actively participate in talent acquisition.

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Onboarding and Retention: 

• The core onboarding team establishes & documents comprehensive onboarding & orientation programs in collaboration with the client’s team reflecting company culture, values, and mission.
• A mentor or buddy is assigned to new hires to provide guidance and support during the onboarding process. 
• Shadowing opportunities are offered for smooth ramp-up.
• Processes are set up for regular feedback and check-ins to ensure that new hires are adjusting well and have the necessary resources to succeed.
• Training and development opportunities are provided to help new hires acquire new skills and knowledge.
• Frequent opportunities are provided for new hires to connect with senior leadership to learn about the company's vision and strategic direction.
• We set up systems to highlight career growth opportunities and career paths within the organization to motivate and retain new hires.

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Brand Building & Awareness:

• We organised frequent meetups & niche knowledge-sharing sessions to foster a strong community of tech personnel for the client.
• We leveraged billboards across Pune to attract potential candidates and boost the client’s brand retention.
• To tell our client’s brand story effectively, we've created an engaging Culture book, which was made available for free on the website and various social channels.
• We consistently highlight the client’s culture and the people behind their success on multiple social media platforms, including LinkedIn, Twitter, Instagram, YouTube, Facebook, and through blog posts and Glassdoor reviews. This comprehensive approach ensures that the brand resonates, attracts top talent, and maintains a strong, distinctive presence in the industry.

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