It is the age of generation Z, They are no longer the future workforce- they’re today’s fastest growing talent pool. Gen Z unlike the previous generations do not just evaluate a job based on salary. Born into the age of the rise of social media, AI and economic

Hiring in 2026 has both sides at a deadlock. Candidates no longer expect to upload a resume into a generic form and wait weeks for a reply. While the hiring teams on the other hand don’t want another spreadsheet full of names, resumes and manual status updates. Yet thousands

Finally, AI has now made its wave into the recruitment process, the conversation for you and your team to uphold is not whether to use it, but how much control you’re willing to hand over. The answer is actually quite surprising, if you want the best hires- not all

We live in a time, where recruiting time is no longer a nice-to-have or a luxury. It is a mandate. If the reason you’re here is probably the anxiety of losing another top candidate to another faster-moving company. Your team probably still relies on manual processing, scattered emails and

We live in a time, where recruiting time is no longer a nice-to-have or a luxury. It is a mandate. If the reason you’re here is probably the anxiety of losing another top candidate to another faster-moving company. Your team probably still relies on manual processing, scattered emails and

Imagine this: you’re a startup co-founder racing through developer portfolios day and night, burning through resumes- left, right and center, fighting against the deadline after your latest developer hire ghosts after two weeks. Sounds familiar? If you have burned through enough resumes and interviews only to end up wasting

Two candidates sit in your inbox. One- perfect resume, top college, big name internship. A long list of technologies- React, Node.js, AI/ML, neatly stacked like trophies. You’re now almost confident that this is the one. The second, no fancy degree, no big companies, just a link to