Solving the hiring anomaly for SMBs

Remember the first time you started a business. The excitement, the passion, the sleepless nights. All that hard work has lead you to who you are today. A proud owner of a thriving small business.

With new possibilities come new responsibilities too. Your business is growing so is your client list. In order to handle this additional workload, you need to increase your workforce too.

Which takes us to the subject of hiring. As the owner of a successful business, you don’t need me to tell you that hiring is hard. Finding the right candidate! next to impossible.

It takes a lot of money and more importantly it takes a lot of time. Although the amount of money may vary from region to region, it still represents a significant investment for any business.

Workable’s Benchmark tool, which gathers anonymized data from more than 5,000 customers, presents time to hire categorized by business function and location. The following table shows average time to hire (in days) globally and in North America:

Business functionGlobal time to hireUS & Canada time to hire
Administrative/ HR 4035
Analyst / Consulting57 54
Customer Service 4038
Engineering 6260
Finance/ Accounting 4645

According to different studies, for an SMB in America, the cost of hiring can be anywhere between $1,600 to $18,000. Now your business may not be in America, it could be in Asia or even Europe where it may not cost so much. But the factors that drive the high cost for hiring is the same in all places.

There are many individual costs incurred during the hiring process, including advertising costs, in-house recruiters’ salaries, third-party recruiter fees, travel expenses, sign-on bonuses, and employee referral bonuses.

Some of these problems can be solved by having an outside recruiting firm. Sure, it is an additional expense but the upside is the time wasted is not yours. The recruitment agency would prescreen candidates and send you the ones that they think would be a good fit for your business.

Time-saving does not come cheap and you’re faced with a larger problem. One that no recruiting agency can solve.

What kind of candidates are you hiring?

Money, inventory or office are things that are used to start a business. But businesses are not started because of them. You started your business because you had an idea, a vision of your own. Your business has a distinct character that has been shaped by you. Any person that works for your company needs to fit with that character to become a successful employee. And no recruiting agency, with their generic, questions can shortlist such a candidate. They might get you candidates that meet the requirements, but not ones that raise them.

In order for that to happen, they need to be asked questions that you would ask them. Some person looking at a bunch resumes shouldn’t recommend the first one that has basic qualifications. You should be able to interview all the candidates that apply for a position at your company because every candidate deserves a fair shot at the job and only you can then truly judge whether they are a good fit or not.

But this is physically impossible not to mention all the money and time constraints outlined above. But what if you could do it? What if you could interview all the candidates, some even at the same time! I know that I just said it’s physically impossible and it is but in the virtual world anything is possible.

If I said that you could interview all the candidates that apply for a position at your company, ask them the all the questions that you want to ask them and do it in a shorter amount of time for a lesser amount of money. You would be Interested, wouldn’t you?

If you said yes then let me introduce you to, we are a Singapore based company that uses AI and machine learning to produce chatbots that are capable of guiding the candidates through the recruitment process.

Using our platform you can create chatbots that can be customised to ask the questions that you want to ask. And once you have customised a chatbot It will conduct the interview of the candidates using these questions. You can even specify the criteria used for evaluating the answers thus saving you even more time and effort.

Until now we have mainly sold our recruitment services to Enterprise level clients. We have been fortunate enough to have some of the biggest companies in the world as our clients. We were able to achieve an 81% reduction in the candidate qualification time for one of our client.

We have recently decided to expand our services to small and medium business. For this purpose, we have launched a new product which is tailor-made for SMBs.

And as an introductory offer, we have decided to provide this service at a massive discount to our first 100 clients. If you would like to avail this discount, signup right here

AI-Powered Interview Chatbot

AI in Recruiting

The world around us is in a constant state of flux. We may not like it but no one can deny that the world is changing. Some of these have been for the good while others not so much. The recruitment industry has not been immune to these changes.

The way that we recruit has undergone several transformations. Of these, the most important and most radical one is its latest iteration, the AI revolution in recruitment.

The impact of AI in recruitment has been well documented as far as the recruiting side is concerned. What has been less explored is its effect on the candidate.

With more and more companies adopting AI for their recruitment process, candidates too should keep up with the changing landscape. A candidate should be prepared to be interviewed by a machine just as much as they are to be, by a human.

Practice for an AI recruiter

Practice may not make one perfect but it sure as hell does help. There is a reason why any respectable university or college conducts placement training with mock interviews, for its students.

Click here to go to the practise bot

If you want to practice for an interview conducted by a human it’s rather easy. There are thousands of avenues to practice for a classical interview.

So how do you practice for an AI interview? Fear not! that’s why we are here.

We at Impress have developed a practice chatbot which tries to imitate the real thing as far as possible. Our actual bots usually have external assessments, which is not present here because it depends on third parties.

How to take the test

Do keep in mind that the questions are significantly easier than in a real test. If you answer the questions sincerely and complete the application we will even send you the result of the interview.

Whenever you are ready just click on the robot below to start your practice interview.

Why you should consider AI chatbots in your recruitment strategy

Guess how much a bad hire can cost your company?

Anywhere between $25,000 – $50,000. That’s quite a heavy hit for any company.

Although these figures come across as daunting, Artificial Intelligence (AI) is increasingly being woven into recruitment workflows to prevent hiring managers from making less-favourable decisions to begin with. As resumes pile up, it’s challenging to determine which candidates are the best fit in terms of experience, knowledge, and cultural fit. AI not only eases crucial parts of the recruitment processes, but also provides several benefits for both recruiters and candidates.

Here are the top benefits of using AI in recruiting:

1. Removing bias from your recruitment workflow

The first aspect of any resume that catches a recruiter’s eye is the name printed across the top. That name indicates attributes about a candidate, like gender and ethnicity. Whether consciously or not, a candidate’s name can affect their likelihood of getting the first interview call. Bias in the hiring process is still one of the most critical hindrances to quality recruiting. This is evident in how minority job applicants are “whitening” their resumes by deleting references to their race in hopes of boosting their shot at landing the first interview. What’s concerning is that this strategy has been paying off. An article published by Forbes claims that hiring managers are more than 2X as likely to call a minority candidate for an interview after they submit a “whitened” name on their resume compared to candidates who reveal their race.

A common hiring practice across the world when meeting candidates face-to-face is judging candidates based on “gut” feel or unconscious bias stemming from a hiring manager’s upbringing or previous experiences. One way to eliminate hiring bias and improve workplace diversity is to implement an AI software for recruitment. Because AI algorithms stem from data intelligence, they can identify and eliminate biases, both conscious and unconscious. This increases the likelihood that candidates are chosen based on their talent, knowledge, and capabilities as opposed to their gender, race, or name.

2. Filtering out top quality candidates

The quality of your applications depends on the initial candidates you’re attracting. The type of candidates (as well as the volume) of candidates that apply to open positions at your organization correlate directly with the reputation of your organization and employer branding. In the early stages of the applicant filtering process, AI can help assess candidates based on criteria beyond what’s listed on a resume, like their intent and motivation.

Pro tip: One tool that can help you to screen and qualify candidates is, an AI chatbot software for recruiters. The platform engages and assesses candidates based on pre-screening questions, scenario competency based questions, and knowledge based questions. According to Nisa Rahman from The Creative Square Company, “I like how the platform has changed my perception. When I look at what the candidate says on the screen, it shows a different side to them that I wouldn’t have seen on their CV. A lot of candidates are also able to share better insights when typing out responses. Plus, if the interview is recorded, I can refer back to it later for reference before having the the face to face interview.” Read more about her experience using AI chatbots for recruitment here.   

3. Creating a more positive and engaging recruitment experience for candidates

Recruitment is the gateway into any company; it’s where first impressions are made. Since engaging candidates is an important part of the recruitment process, many AI recruitment tools are created with candidates in mind, making the hiring process a positive experience for both, recruiters as well as candidates.

When candidates can easily get answers to their questions and access information instantly, they’ll feel more compelled to stay connected with your organization. If they’re having a positive experience while applying to an open role, they’ll be even more excited to come onboard.

On the reverse side, if a candidate applies to a company and receives an automated rejection email without any clear reason, or worse – no reply at all, they are likely to walk away from that experience with a negative view of the brand. Candidates are very likely to share these negative experiences online, with their friends, and their family. According to CareerArc’s research, 72% of candidates who had a bad experience told others about it.  

One possible reason why candidates go through experiences like these are because in-house recruiters are inundated with busy tasks, which can lead to applicants falling through the cracks or slow response times. You may be surprised to know that 65% of resumes are ignored at the top of the hiring funnel, and almost 2/3 of applications are missed by recruiters. And this is largely due to the burden of manual screening. Incorporating AI-powered chatbots provides a a better communication channel because recruiters have more time to spend on work that requires actual human interaction. Automation ensures that qualified candidates will stop slipping through the cracks.

It’s frustrating for candidates to send follow-up emails and wait endlessly. By eliminating hurdles in the hiring process, more candidates are likely to complete an interview application, creating a smoother recruitment experience for both parties. For example, Forbes published an article about how DBS Bank uses JIM, an AI virtual recruiter to respond to 96% of all candidate queries and improve completion rate of job applications from 85% to 97%.

Pro tip: HR software can guide candidates through a step-by-step interview process so their interest is acklowelged and appreciated. These systems can be programmed to let selected candidates know of next steps in the process immediately. And if candidates aren’t suitable for the role, they can be notified of better fit opportunities within the organization.

4. Saving time by automating manual tasks

Recruiters spend up to 1/3 of their time dealing with tasks like scheduling and screening. When these tasks aren’t taken care of, workflows can are disrupted and candidates are left wondering about next steps in the hiring process. Most mundane tasks that recruiters would rather not deal with can be automated using AI. Many of these tasks involve repetition and are time-consuming. One way to save time and automate these low-value tasks is by introducing an AI system into the recruitment process. This frees us time for your recruiters to focus on the high value activities, like building relationships with quality candidates.

Building relationships is key. When you’re able to establish true connections with applicants, they get excited about your company’s values and goals. Your new hires become intrinsically invested in the organization, encouraging them to stay around longer, while also allowing your team to get more done.

Pro tip: From resume screeners to scheduling software, the HR technology industry is overflowing with automation software created for recruiters to overcome these common everyday challenges. AI chatbots offer a great way to improve efficiency and save time. Read our featured case study about a Singapore bank that saves up to 40 man-hours per month using AI recruitment bots.

5. Hiring that is cost effective

Advertising agency fees, recruiter salary and benefits, employee referral bonus, employee relocation costs, sign-on bonuses, and more. These all factor into hiring costs and depending on the industry your team works in, hiring costs can range anywhere between $1,000 – $5,500.

Although AI systems normally come with costs to the department, it should be seen as a long term game with a positive impact on long-term ROI.

Not only will AI reduce your need to hire additional recruiters to complete manual tasks which could have been otherwise automated, the system can help hiring managers make more informed decisions so the right candidate is given an offer letter the first time around. You’ll also see reduced turnover rate and save money on training, signing bonuses, and other expenses associated with onboarding new employees.

6. Optimizing recruitment processes

If recruitment processes are lengthy and complicated, top talent can easily turn to your competitors. When determining how optimized your team’s hiring process are, start by looking at recruitment metrics. This is an area where AI excels – compiling large amounts of data and turning it into easy-to-understand charts. Recruiters who haven’t been trained in analytics are often able to extract just enough insights to see where their process is lacking and how to use data for improvement.

Common recruitment metrics to track include:

Time to hire

Time to hire is the number of days between contacting a candidate until the time that candidate accepts the job offer. In other words, it measures the time it takes for the candidate to move through the hiring process once they’ve applied. Time to hire provides an indication of how the recruitment team is performing. This metric is sometimes referred to as ‘Time to Accept’.

Cost per hire

The cost per hire is the total cost invested in hiring divided by the number of hires.

= Total recruitment cost/Total number of hires

= Total internal cost + Total external cost/Total number of hires

Employee retention rate

Employee retention rate is a helpful statistic for an employer to calculate, both as a benchmark as well as periodically.

Here is the formula: Divide the number of employees who left during a specified time period by the total number of employees at the end of a period to get the percentage.

Sample InputsSample Calculation
Period of Time: First QuarterTotal Employees at Beginning of Q1:25Total Employees Terminated in Q1: 525 – 5 = 20 20 / 25 = .80.80 x 100 = 80%

Standard employee retention rates fall anywhere from 70% – 85% but vary based on industry and calculation method.

Pro-tip: If you’d like to see what your recruitment metrics dashboard could look like, email to start optimizing your recruitment processes.

PwC named AI one of the top eight technologies in business, and IDC predicts AI will be a $47 billion market by 2020. AI is a disruptor, and it is making the world of talent acquisition smarter. If you’re not adding AI into your recruiting process, or at least reading up on the possibilities, you’re definitely missing out.

Is your team ready to experience how AI can improve recruitment processes? Email today. We’ll show you a easier way to overcome your hiring challenges and transform how your team finds top talent in 2019.

Singapore Salary Guide for Data Scientists in 2019

The top five emerging jobs in Singapore today are data scientist, cyber security specialist, user experience designer, head of digital, and content specialist. As the demand for digital talent continues to rise, jobs in data science have grown by 17X between 2013 to 2017. And along with that spike, salaries of professionals working in this field have also steadily climbed.

Our team at has created a salary guide for data scientists in Singapore, which outlines everything you need to know from the average salary to the factors involved in getting that next big pay bump:

What is the average data scientist salary in Singapore?

According to PayScale, The average pay for a data scientist in Singapore is S$72,109 per year. The typical salary ranges from S$45,325 – S$112,491, with an additional bonus ranging from S$1,007 – S$20,204. Most corporates also offer employees health benefits; 87% cover medical, 34% cover dental, and 14% cover vision.

Looking for a data scientist job in Singapore?
Accenture is currently hiring over 50 qualified data scientists in Singapore.
Here’s your chance to work at the cutting edge of innovation:
Find out what Accenture is looking for in candidates on their careers page or skip the queue and talk to Min, their AI virtual recruiter who is currently interviewing and shortlisting data science candidates!

What variables affect my salary as a data scientist?

The most common factors that determine how much you get paid include years of experience, skills, and sector. For example, the average annual salary of a junior data scientist is S$59,480, whereas a mid-level data scientist earns S$104,626, and a senior data scientist could earn S$136,783.

What tools should data scientists know to get paid more?

The tools that data scientists know how to use also play a crucial role in compensation. Using big data tools like Scala and Spark could add $15,000 to your salary. And negotiation often leads to a 7% bump in salaries–even though 18% of all people never negotiate their salaries.

Top tools data scientists in Singapore should know to get a higher salary:

According to O’Reilly’s Data Science Survey:

  • Learn Spark and Scala: could add up to S$15,000 to your salary
  • Learn D3, a Javascript visualization library: correlation of a S$8,000 positive boost
  • Become comfortable with cloud computing, especially Amazon Web Services: boost of about S$6,000 in annual salary
  • Familiarise yourself with open source tools and stay away from proprietary tools
  • Become versatile and learn how to use many tools (aim for 15+): could add up to S$30,000 to your annual salary

The main takeaway from the O’Reilly Study is that there are nine main clusters of tools that data scientists use everyday, ranging from the Hadoop ecosystem to the open source environment, to Python, and the closed Microsoft SQL cluster. Most data scientists learn tools within a cluster, as the tools complement one another within. Professionals who tend towards closed Oracle and Microsoft tools will earn less, while those who flock to open source clusters are likely to earn more.

How does industry impact my salary as a data scientist? 

Apart from companies in the search and social networking space, consulting companies like Accenture pay data scientists well.

Looking for a data scientist job in Singapore?
Accenture is currently hiring over 50 qualified data scientists in Singapore.
Here’s your chance to work at the cutting edge of innovation:
Find out what Accenture is looking for in candidates on their careers page or skip the queue and talk to Min, their AI virtual recruiter who is currently interviewing and shortlisting data science candidates!

How DBS Bank uses AI to Transform their Recruitment Processes

DBS Bank is a multinational banking and financial services corporation headquartered in Singapore, with presence across Asia. See how their talent acquisition team uses to ramp up recruitment efforts, save time, and increase efficiency.

Reasons why DBS Bank loves

  • Their HR team saves 40 hours per month which they can spend on higher-value work.
  • grows with their business and adapts to their 40% spike in hiring needs.
  • Their team enjoys a lighter workload, while efficiency speeds up.

DBS Bank has been expanding its wealth management services, and along with their business growth they needed to hire 40% more wealth planning managers across Asia. Their HR department in Singapore was looking for a tool to support this rapid expansion.

Lucky for them, they didn’t have to look too far. Singapore home-grown startup, worked with the team to launch a virtual recruiter named JIM (Jobs Intelligence Maestro) in April 2018.

Since then, JIM has helped review countless resumes, collect candidate responses from pre-screening questions, and conduct psychometric profiling assessments to accurately qualify candidates in the hiring pipeline.

With in-built artificial intelligence ability, JIM learns how to make better assessments while screening candidates over time. Even with over 7,000 candidates, the virtual recruiter engages candidates in a 2-way conversion and qualifies them 24/7. The HR team at DBS doesn’t have to work late nights or weekends anymore, as they trust that JIM will take care of tasks while they are away. Armed with, the HR team at DBS saves time so their recruiters can focus on higher-value work.

Ready to take your recruitment process to the next level?

Email to see our AI platform in action!

Here is what our clients have experienced:

– Upto 81% reduction in the time to qualify candidates 
– Upto 30% reduction in the cost of hire
– 5X increase in reach is a Singapore based company and we work with several government clients as well as enterprises including Accenture and Singtel.

Jobs of the future: Top 5 skills that won’t be replaced by AI

The rise of artificial intelligence (AI) has triggered a series of questions about the future of work. The most common one being will technology replace our jobs? And if so, to what extent?

My answer is twofold:

First, we need to understand what AI is and the capabilities of this technology. Second, we should be aware of the skills that bots are unable to excel at, so we can develop professionally in these areas.

Let’s start by understanding what AI means

AI is intelligence demonstrated by machines, in contrast to the natural intelligence displayed by humans and other animals. As a concept, AI refers to a machine being able to think for itself and subsequently make decisions based on the data that it has been trained with.

What are the current capabilities of AI?

AI is best used when it comes to processing high volumes of data, completing mundane tasks, and answering basic level questions in areas like customers service or recruitment. Because of detailed algorithms, AI systems are now able to perform computing tasks quickly and efficiently, helping us make strides in research and development.

Some of the most notable real-world applications of AI include IBM’s Watson, which is being used to power research across a range of fields, and Microsoft’s Azure Machine Learning, which has made headlines globally. AI smart assistants have also become commonly used and welcomed in people’s homes, like Siri, Cortana, and Alexa.

These are the job skills of the future that bots can’t master:

1. Creativity

Having an imagination and thinking outside the box means that you can come up with ideas that don’t already exist. While AI machines can create art, music, and write, they do so by recognising patterns and analysing data as opposed to producing something new. Coming up with the initial seeds for a concept that hasn’t previously existed is uniquely human.

Even if a person doesn’t identify as being an inventor, a musician, or an author, having the ability to think in abstract terms will help solve problems, regardless of their job. For example, if a person works in recruitment, and their goal is to attract candidates to the company job page, they’ll need to think outside the box to come up with new ways to attract applicants. Then, they can experiment with various methods such as social media and content to find the optimal way to source applicants. By contract, if a machine were in charge of sourcing candidates, it would only utilise channels which it has previously “learned” based on the data used to create its algorithm.

2. Empathy

Another aspect that makes us human is the ability to empathize with others. This is especially useful in service related fields or areas dealing with people. For example,, an AI recruitment software for recruiters, can perform the initial stages of qualifying candidates by conducting competency based interviews at scale. After that, to complete the hiring process, a human would need to be involved to physically meet candidates and make the final decision. No matter how developed AI chatbots become, they will not have the innate ability to connect with and understand people on an emotional level to make final decisions.

Simply put, bots cannot “see” themselves in another person’s shoes, which is a skill required for tasks like interpreting a person’s feelings, working well in group settings, and effectively communicating ideas. Empathy is just one of many interpersonal skills which are necessary for positions in management as well as implementing projects across organisations. Can you imagine a bot solving a conflict between employees? Or artificial intelligence attempting to calm an employee during a departmental layoff? Didn’t think so.

3. Planning

If you’ve ever played chess online against a computer, you’ll know that it’s as competent and competitive as playing against a real person. Strategic games like these tend to be bound by rules and outcomes based on logic. They’re predictable, for example, “if this, then that” and therefore relatively easy for a computer to “learn.”

However, when it comes to real-world scenarios, the future is not as predictable. Many jobs require navigating through uncertain outcomes, shifting priorities, and filling information gaps. For example, project managers have to balance various factors, consider timelines, and weigh priorities when planning assignments across teams to meet one common goal.

4. Physical Ability

In the same way that people can appreciate the creativity and unique talents of a cartoonist or a script writer, they can also appreciate the level of skill required when a human being is able to hit a home run, come first in a race, or score the winning touchdown.

For centuries, humans have come together to cheer on their favourite team and have been inspired by the dedication of athletes. Playing (or teaching) a sport is just one example of a career that requires a unique skillset which can’t be replaced by a machine.

5. Judgment

Imagine if a bot could replace a lawyer in legal matters. In ambiguous situations, it would be unsettling to allow AI to call the final shots. In matters related to ethics, things are not always black and white. In other words, the concept of “should” versus “should not” doesn’t exist for a bot.

Despite scenarios where facts may be supported by the law, many conflicts involve a degree of emotion and irrationality. For example, either side of a legal case may not proceed rationally, or may have hidden motives. Because of this, much of a paralegals’ time and effort involves searching for and gathering data, which is a repetitive task where a bot would excel. However, the position of a lawyer or a judge, which both involve a higher level of thinking, cannot be replaced by a bot.

Key takeaway: Regardless of where your career takes you, it’s important to understand the skills where bots can’t replace humans, and to take steps to upskill yourself in at least one of the areas involving creativity, empathy, planning, physical ability, or judgement.


About is an AI chatbot software for recruiters. Our conversational bots autonomously interview, engage, and qualify candidates 24/7.

Our clients have experienced:

– Upto 81% reduction in the time to qualify candidates 
– Upto 30% reduction in the cost of hire
– 5X increase in reach

Ready to see our our platform in action? Email for a free product demo!

To people who are skeptical, I would definitely recommend to try’s platform. I really like how responsive the team is, how user friendly the product is, and it’s quite easy to get the hang of.” Nisa Rahman, The Creative Square Company

The Creative Square finds top talent using an AI virtual recruiter

To people who are skeptical, I would definitely recommend to try’s platform. I really like how responsive the team is, how user friendly the product is, and it’s quite easy to get the hang of.” Nisa Rahman, The Creative Square Company

The Creative Square is an internal business incubator which tests the viability of business ideas in various areas. 

Reasons why The Creative Square loves

>The platform is easy to understand and user-friendly

>Customer support is readily available and helpful

>Chatbot interviews reveal a different side of candidates compared to CVs _

Our team sat down with Nisa Rahman from The Creative Square (TCS) to learn more about the business and the impact an AI virtual recruiter has had on their hiring process.

“We are in the business of experimentation. At TCS, our mission is to build a team of energetic, passionate individuals to help us validate ideas in various areas,” Nisa explained.

To efficiently support business expansion and find the right candidates to build their team, TCS started using an AI virtual recruiter to automate the early stages of hiring and shortlisting.

“We found just in time, as we started hiring for our team. The platform was recommended by our business owner. It sounded like something new, different, and exciting, so we were very open to trying it out. Now, we source all our candidates and then put them through the conversational bot, which is like the first interview round for them.”

The TCS team advertises open roles in different ways. Once they receive applications, they use an internal tool to review candidates. After an initial screening, candidates are invited to

complete an interview with the AI virtual recruiter, which engages and shortlists candidates. Then, the hiring team logs into the platform to review candidate scores, which are assigned based on how well a candidate responds to interview questions.

When asked about her favourite part of the platform, Nisa mentioned it was the candidate scoring feature because it adds a layer of candidate information that can’t be found on a CV. Through the interview bot experience, the hiring team can see candidate responses and scores, which helps to give a better idea about whether that candidate would really fit into the role.

Nisa explained the difference between recruiting with versus the traditional method.

“I like how the platform has changed my perception. When I look at what the candidate says on the screen, it shows a different side to them that I wouldn’t have seen on their CV. A lot of candidates are also able to share better insights when typing out responses. Plus, if the interview is recorded, I can refer back to it later for reference before having the the face to face interview.”

The team at TCS expressed that they were happy to try’s platform, and that they have had a positive experience overall.

“Our experience working with has been very good. I’ve been in touch with my customer success manager, Prash, who is always easy to get in touch with, sorts out our issues quickly, and is very clear in his explanations. The co-founder, Sudh, has also helped quite a bit and took us through the platform.”

When asked what she would say to people who are considering to work with, Nisa said, “To people who are skeptical, I would definitely recommend to try’s platform, whether you want a demo or just to have a feel of the product itself. I really like how responsive and helpful the team is, how user friendly the product is, and it’s quite easy to get the hang of. The platform also eliminates bias.”


Interested in taking your recruitment process to the next level with our AI chatbot software for recruiters?

Email to schedule your free demo today!

YourStory Start-up Dialogue

Startups are known for their speed, innovation, and taking risks, however they often find it challenging to scale. Enterprises, on the other hand, rely on their proven brand presence to scale but find it challenging to take risks. Working together, they can help each other reach positive outcomes. According to KPMG’s New Horizons study, 94% of startups would like to repeat a collaboration process with larger organizations. And based on Imaginatik’s The State of Startup/Corporate Collaboration study82% of corporates say interactions with startups are important.

In support of promoting collaboration between enterprises and startups,, an AI chatbot software for recruiters, participated in YourStory Start-up Dialogue. Sudhanshu Ahuja, CEO at, was invited to moderate the panel of speakers at this event, which was co-hosted by YourStory and Asia PR Werkz, on Wednesday, 24 October 2018.

Topics covered during this event:

  • What are corporate partnerships?
  • Mistakes made by startups when trying to get corporate partnerships
  • How to deal with mismatch in expectations
  • Transformative effects of the right partnerships for both sides
  • How to prove your credibility
  • How to negotiate from a lower bargaining power
  • Being ready for a partnership — both for the startup and for the corporate


Ryan Lou, Fintech and Innovation Group, OCBC

Anurag Avula, Co-Founder & CEO, Shopmatic

Vipin Kalra, CEO, BankBazaar,

David Fowler, Director, PwC Singapore’s Venture Hub

Moderator: Sudhanshu Ahuja, CEO,

Key takeaways and highlights:

What are corporate partnerships?

Anurag differentiated corporate partnerships into two types: A startup getting an enterprise as a customer versus a startup and an enterprise teaming up to build a symbiotic partnership to use each others strengths for mutual benefit.

He shared an example from Shopmatic, which has achieved this by securing distribution partnerships for its ecommerce platform for SMEs from large enterprises like HDFC and Singtel. Anurag also emphasized that the right incentives need be set at the operational level to make such partnerships work.

Mistakes made by startups when trying to get corporate partnerships

Vipin shared that it is very important for a startup to position themselves correctly when seeking any kind of partnership with an enterprise. He advised startups to really study how the enterprise makes money or what their needs could be and position themselves in the right place based on the enterprise’s needs. He also mentioned that it is important to show the big picture to the enterprise and start from there. Unless the enterprise can see the bigger vision, they won’t be able to see it as worth their time.

Ryan from OCBC Bank shared that startups should look for non-market leaders to partner with. For example, OCBC Bank is looking to partner with startups in markets where they are not market leaders, in places such as South East Asian countries. He also shared that it’s not helpful to think of startups as the competition. Competition is from challengers like Alibaba, Tencent, PingAn, and Grab who are challenging the status quo of the bank. So through partnerships with startups, banks have a better chance of beating the challengers.

Proving credibility

David from PwC shared that it’s very important for a startup to come across as credible when working with corporates. When PwC takes a startup to one of their customers, they are risking their own reputation on the startup’s credibility. He also shared that the partnership can be initiated both by an enterprise need as well as by a startup approaching them for a use case that could be useful for one of PwC’s clients.

How to deal with mismatch in expectations

Both Vipin and David shared that since the culture on both sides is different, it’s useful to have a third party helping both sides bridge the communication gap.

Transformative effects of the right partnerships for both sides

Both sides can massively benefit from a similar partnership.

How to negotiate from a lower bargaining power

Ryan and Anurag mentioned that startups needs to show that they have the right people in the team and know what they are talking about. Smaller businesses also need to make sure they comply with enterprise standards.

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Interested to learn how your enterprise business can collaborate with an innovative startup to improve hiring processes? Email today!

About is an AI chatbot software for recruiters. Our conversational bots conduct competency based structured interviews using techniques from Industrial Organizational Psychology, specifically situational judgement questions. The chatbots autonomously interview, engage, and shortlist candidates at scale, 24/7, and actively fight human bias by hiding biasing information from human reviewers.

If you’re looking for one centralised recruitment solution to manage your growing recruitment needs,’s AI-powered conversational bots can help make your day easier.

Our clients have experienced: 
– Upto 81% reduction in the time to qualify candidates 
– See Upto 30% reduction in the cost of hire
– 5X increase in reach is a Singapore based company and we work with several government clients as well as enterprises like DBS Bank, Accenture, and Singtel.

ConneXions Singapore: Amazon Web Services &, an AI chatbot software for recruiters, was invited to speak at ConneXions Singapore, an event hosted by Amazon Web Services on Thursday, 20 September.

Highlights of the event

The goal of this event was to share knowledge and best practices about the latest technology trends in cloud solutions. It was also an opportunity to engage with AWS team members, learn about APN programs, as well as the resources and tools that partners can leverage.

Topics covered during this event included:

  • A tale of 2 cloud journeys
  • Building our next generation of cloud architects
  • Technology partner showcase


Prashanth Sundaram (Prash)

Prash is a corporate finance & operations analyst at He has an affinity for all things financial and ensures all aspects of finance at are under control. Prash also provides a smooth journey for customers by supporting the operations team.

A big thank you to Amazon Web Services for hosting this event and giving our team the opportunity to present!

Interested in learning how AI can help your recruitment team experience:

– Upto 81% reduction in the time to qualify candidates 
– Upto 30% reduction in the cost of hire
– 5X increase in reach a well funded, Singaporean company and we work with 10 government agencies as well as enterprises like DBS Bank, Accenture, and Singtel. Email to learn how we can help you save time and improve efficiency.