Sudarsan Ravi

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I am passionate and analytical by nature. I love blogging about Gamification, Social media, Recruiting and startup life. After 7 years of being a corporate citizen, I quit to launch my own company. I am passionate about people and aim to bring a positive change to this world.


When I'm not working, you can find me cheering Manchester United or doing photography.

3 Elements that move your Referral Program from Good to Great

3 Elements that move your Referral Program from Good to Great

Employee referrals is the leading channel to hire talent today. The quality of talent coming through referrals is better than other channels. The time taken to hire is reduced and the candidates transition smoothly to a productive employee. 

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InMobi's guide to Social Hiring and Referrals

InMobi's guide to Social Hiring and Referrals

This article was originally published on LinkedIn by Kevin Freitas as InMobi’s guide to Social Hiring and Referrals via our new talent branding buddy - RippleHire. I am reposting the article here for the benefit of our readers.

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The ONLY Employee Referral Metric You Should Measure

The ONLY Employee Referral Metric You Should Measure

Time to Hire? No.

Cost to Hire? No.

Employee network immediacy? Okay. That’s not even a real metric. I have been breaking my head around this question for a while now.

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Recruitment - HR or a Marketing/Sales function?

Recruitment - HR or a Marketing/Sales function?

What? Recruiting bunched up with Sales, Bizarre! It deals with People and is a HR function. Why even think about changing that?

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Learn the trick to stop candidates from absconding!

Learn the trick to stop candidates from absconding!

Did a candidate promise to come and not show up for a walk in?

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