Raul Arora

I remember, you know, I was a hiring manager in my previous company and the idea resonated with me so much because there were four key problems that we faced.

The data in the recruitment was not centralized.

It was scattered across multiple platforms.

And whenever I went back to my HR to ask for, hey, can you tell me about this candidate?

it took them a lot of time just to search for the data.

Secondly, it wasn't very convenient to take interviews.

It was very annoying.

I was, I used to facilitate one or two interviews every day.

And, um, uh, you know, the first 10 minutes of every interview used to go into, you know, wasting into, uh, you know, preparing the runtime environment and waiting for the candidate to, you know,

be hands-on and be up and ready with all the tooling.

And that became really annoying.

So I was a hiring manager.

I thought that I need to find people like myself who are equally annoyed and are taking interviews every day.

So an ideal customer profile for me back then was a hiring manager of a hyper-growth team.

So I started finding people who are lookalikes just like me.

Yeah, I did a simple search for companies who are hiring and then the companies had to be progressive.

So I went to their Twitter handles.

I went to the LinkedIn, email them, email them and message them on Twitter.

Some of them were, you know, kind enough to respond and they tried the product eventually one or two months down the line, they ended up onboarding the product.

We are a nine people team right now.