💬 My question to Manish - Since you’ve worked at startups as large as Unacademy (6000+ employees) and startups as small as Flint (29 employees). what are some of the major differences that you have seen in the HR/People Ops challenges within small vs large businesses wrt: • Recruiting • Onboarding • Employee engagement • Rewards & Recognition • Career growth/ L&D

Adding to Priya's question. How was the transition for you from moving to small startup? And what was your focus area in terms of settling up the basic process in place?

Hi @[TSOW] Priya Bhatt - Yes working in different companies with headcount ranging from 22000 in Whitehat to 6000 in Unacademy to 29 folks at Flint does looks very dynamic and it brings a lot of challenges along with it, • Recruiting- small companies focus a lot in terms of Culture fitment of candidates ,where as in big startups somewhere i have seen this is given less priority, as they are at aggressive expansion mode.( Quality vs Quantity play its game) but its not the same always , Most of the times its TA partners who design and define the culture • Onboarding- When you hire in bulk in big startups like whitehat or unacademy most of the time we as HR focus on just following the process of onboarding and getting the candidate onboard, where as in small startups we get time to build personal connect with new joiners during the onboarding process, as we have less candidates to manage( Check box vs Personal connect) • Employee engagement- In small companies its very easy to Organise customise EE compared to generic EE at Big firms.( Customise as per Dept ) • Rewards & Recognition- In my opinion RnR is something that is equally appreciated by employees irrespective of Big or small companies, its just that Big firms have Big Budgets to offer in terms of RnR compared to small firms, but excitement among the employees remain same. • Career growth/ L&D- since all the companies I worked were startup grown to giants, I have seen that they follow super aggressive growth pattern- Monthly appraisal ,Bi annual appraisal for top 10 %performers, Role enhancement for top 20% performer , Mentorship program to bottom 20% performers.( In this way most of the employees were covered under growth umbrella)