The 10 Promising HR Firms, 2025

Founder | Pat PW Yeoh

LETTER EDITOR’S

The 10 Promising HR Firms, 2025

Dynamic Governors of Humans as Assets!

DTheAsiaPacificHRprofessionalservicesmarketisonapowerfulupwardtrajectory ValuedatUSD134.29

billionin2025andprojectedtoreachUSD203.14billionby2030,growingataCAGRof8.63%,thenumbers tellacompellingstory:theregionisexperiencingapivotalshiftinhowbusinessesapproachhumanresources. Intoday’srapidlychangingbusinessenvironment,companiesarenavigatingdigitaldisruption,workforce transformation,andincreasinglycomplexregulatoryframeworks.Asaresult,thedemandforstrategic,tech-enabled, andcompliantHRserviceshasneverbeengreater.

Digitaltransformationisatthecoreofthisevolution.OrganizationsacrossAPACareembracingcloud-basedsystems, AI-driventools,anddataanalyticstodriveefficiencyandmakesmarterHRdecisions.Talentacquisitionremainsthe largestchallenge,particularlyindynamicsectorsliketechnology,healthcare,andfinance.

BusinessesareturningtospecializedHRfirmstonavigatethistighttalentlandscape.Meanwhile,regulatoryreformsin countriessuchasIndia,Malaysia,andIndonesiaaredrivingcompaniestoseekreliablepartnersforcomplianceand payrollservices.Inthisclimate,HRfirmshavebecomeindispensablealliesinachievingoperationalexcellenceand long-termsustainability.

This“The10PromisingHRFirms,2025”edition’sCoverStoryfeaturesafirmthathasexemplifiedvisionandresilience sinceitsinception.In1998,amidAsia’sfinancialcrisis,fourwomeninMalaysiasawacriticalgapinHRoutsourcing. Withboldnessandforesight,theyfoundedPMResources—shortforParticipativeManagement.LedbyPatPWYeoh, oneofthefoundingmembers,PMResourcesstandsasatestamenttoinnovationrootedinempathyandempowerment. Thefirm’speople-firstphilosophyhashelpedcountlessbusinessesaligntheirhumancapitalstrategieswith organisationalgrowth,allwhilenavigatingever-changingmarketdynamics.

Alongsidethisinspiringstory,weprofileothernotableHRleadersincludingDmitryKharchenko,GauravendraShukla, PayalKBhatia,andSamyakJain—eachcontributingtothefutureofHRinAPACthroughforward-thinkingpractices andimpactfulleadership.

WeinviteyoutoexplorethejourneysofthesepromisingHRfirmsreshapingtheworkforceoftomorrow

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PM Resources

Revolutionising Human Resources to Drive Business Success

Cover Story

Founder | Pat PW Yeoh

From addressing crises to innovating human resource solutions, PM Resources has become a leader in the dynamic Asia-Pacific region. Here’s how this trailblazing company has transformed how businesses manage their most vital asset—people.

AVisionBornfromCrisis

In1998,duringthefinancialturbulenceacrossAsia,four determinedwomeninMalaysiarecognisedabusiness opportunity Theyidentifiedasignificantgapinthemarket: manycompaniesfacedhumanresourcecomplexitiesand lackedreliableoutsourcingsolutions.Withcourageanda clearvision,thesetrailblazersfoundedPMResources,where “PM”standsforParticipativeManagement.

UndertheleadershipofPatPWYeoh,oneoftheoriginal founders,thecompanycontinuestoembracethephilosophy ofcreatingsynergybetweenpeopleandprocesses.This guidingprincipleenablesPMResourcestocrafttailored humanresourcesolutions,allowingbusinessestofocuson growthwhilePMResourcesmanagestheiroperational challenges.

Today,withalmost30yearsofexperience,PMResourceshas establisheditselfasaleaderinhumanresourceoutsourcing andconsultingacrosstheAsia-Pacificregion.While headquarteredinMalaysiatoserveallMalaysianclients,its regionalhubinSingaporemanagesclientsacrosstherestof theAsia-Pacificregion.Theirmissionistoempower businessestoreachextraordinaryheights,whiletheirvisionis tofosterseamlesscollaborationwithorganisationstoachieve sharedsuccess.Thecorevaluesofindividual accomplishmentsdrivingcollectivegoalsremaintheguiding starofPMResources'journey

UnderstandingAsia-Pacific'sHumanResourceChallenges

TheAsia-Pacificregionisdiverseinculture,economy,and law.Therefore,presentingnumerouschallengesfor businessesoperatingwithinit:

1.TalentAcquisitionandRetention:Insectorssuchas informationtechnology,finance,andengineering,the competitionforskilledprofessionalsisfierce.Companies constantlystruggletofindandretaintherighttalent.

2.ComplianceComplexities:Navigatinglabourlaws,tax regulations,andemploymentstandardsacrossvarious countriesisacomplextask,particularlyformultinational corporations.

3.DiverseWorkforceManagement:Organisationsmust addressculturalandlinguisticdifferencestocreatecohesive teams.

4.TechnologicalShifts:Theriseofartificialintelligence (AI)andautomationrequiresongoingemployeeupskilling tokeeppacewithchangesintheindustry

5.EmployeeWell-being:Inthepost-pandemiclandscape, mentalhealthsupportandflexibleworkarrangementshave shiftedfrombeingperkstoessentialexpectations.

ComprehensiveServicesTailoredforSuccess

PMResourcesemergedastheidealsolutionforbusinesses facinguncertaintiesbyprovidingstreamlinedhuman resourceoutsourcingservices.Theyfocusonfivemain serviceareastoaddresskeychallenges.

InHumanResourceManagementandConsulting,PM Resourceshelpsbusinessesdevelopclearpolicies,plan workforcestrategies,andidentifytherighttalent. Moreover,theyemphasiseemployeeretentionandrewards programs,ensuringthatclientsattractandretaintoptalent effectively.Inadditiontotheseservices,PMResourcesalso actsasanoutsourcedhumanresourcedepartment,allowing clientstosubscribetoacomprehensivehumanresource solutiononamonthlybasis.Thisensuresbusinesseshave ongoing,experthumanresourcesupporttailoredtotheir needswithouttheoverheadofanin-househumanresource team.

Furthermore,PMResourceskeepsclientsinformedofthe latestgovernmentpoliciesandstatutorychanges,ensuring compliancewithevolvinglabourlawsandregulations.By proactivelymonitoringandimplementingtheseupdates, PMResourceshelpsbusinessesnavigatecomplex regulatoryrequirements,minimisingrisksandmaintaining seamlesshumanresourceoperations.

Payrollcanbeaheadacheformanycompanies,butPM ResourcessimplifiesthiswiththeirPayrollOutsourcing Solutions.Theircomprehensivesystemsmanagepayroll, trackleave,andprocessexpenseclaimssmoothly They prioritisecompliance,sobusinessescantrusttheprocess andfocusontheircorework.

Furthermore,PMResourcesalsovaluestrainingand development.AsacertifiedproviderunderMalaysia's HumanResourceDevelopmentCorporation,theycreate uniqueTrainingandHumanDevelopmentprograms.These

includeteam-buildingactivitiesandcustomisedin-house andpubliccoursesthatrespondtoeachorganisation's specificneeds.Theirtrainingfocusesonimprovingskills andcollaboration,makingteamsbothproductiveand cohesive.

Inadditiontotheirbroadrangeoftrainingprograms,PM ResourcesalsooffersspecialisedMandarinbusinessand corporatetrainingprogramstailoredtoclients'needs.

PACEMandarin(https://pace-mandarin.com/),the MandarinforBusinessarmofPMResources,provides companieswithindustry-specificlanguagetrainingto enhancecommunicationwithMandarin-speaking stakeholders.Thisdivisionisledbyatrainednativefrom China,ensuringthatbusinessesreceivehigh-quality, authenticinstructioninMandarintailoredtocorporateand professionalsettings.Whetherforcorporatenegotiations, businesscommunication,orindustry-specifictraining, thesecustomisedprogramsequipcompanieswiththe languageskillsnecessarytothriveindiversemarkets.

WhileaccountingserviceisnotPMResources’core business,theyareofferedasanadd-ontocomplementthe existingservicesthatclientshavesubscribedto.This servicewasintroducedinresponsetogrowingclient demandforatrusted,one-stopsolution.PMResources' reputationforreliabilityandexcellencehasledclientsto seektheirexpertisebeyondHRoutsourcing.Witha meticulousapproachtobookkeeping,financialreporting, andmanagementaccounts,PMResourcesprovides businesseswithfinancialclarity,empoweringleadersto makeinformeddecisionsandplanforthefuture.

WhatsetsPMResourcesapartistheirattentiontodetail andabilitytotailorsolutionsforeachclient.Theyavoid one-size-fits-allapproachesanddesigneveryservice—be ithumanresources,payroll,ortraining—tomeetspecific challenges.Theirforward-thinkingstrategytacklescurrent problemsandhelpsbusinessesestablishstrong foundationsforthefuture.

LeadingwithInnovationandEfficiency

PatPWYeoh,managingdirectorofPMResources, bringsoverthreedecadesofexperiencenavigatingawide rangeofbusinesschallengesandopportunitiesinhuman resourceconsulting,outsourcing,andpersonnel management.SheholdsaDegreeinEconomicsanda GraduateDiplomainFinancialManagementfrom Australia,whichshepairswithextensivehands-on expertise.

HercertificationasanaccreditedtrainerwithHuman ResourceDevelopmentCorporationunderscoresher commitmenttoongoingprofessionaldevelopmentand knowledgesharing.Inherleadershiprole,Ms.Yeohis responsibleforshapingthestrategicdirectionofPM Resources,consistentlyfocusingongrowthandinnovation. Sheisdedicatedtoidentifyingnewopportunitiesfor businessexpansioninbothregionalandinternational markets,ensuringthecompanyremainsattheforefrontof theindustry

Ms.Yeoh'sdeepunderstandingofclientneeds—spanninga varietyofindustriesfrommultinationalcorporationsto smallandmedium-sizedenterprises—enablesherto maintainstrong,lastingrelationshipswithclients.Her passionforefficiencyandstreamlinedoperationsis reflectedinherleadershipofthecompany'sservicelines, whichencompasspayrolloutsourcing,humanresource consulting,talentacquisition,accountingservices,and training.

Sheplacesastrongemphasisondevelopingbusiness modelstailoredtomeetthespecificneedsofeachclient, ensuringthatallprocessesrunsmoothlyandcosteffectively Whatdistinguishesherleadershipstyleisher abilitytoblendcreativitywithbusinessacumen,actively seekingwaystoimprovesystems,enhanceworkflows,and driveoperationalsuccess.

Additionally,Ms.Yeohrecognisestheimportanceof cultivatingacultureofexcellence,empoweringherteamto growandthriveintheirroles.Thisbalancedapproach enablesPMResourcestoconsistentlydeliverexceptional servicetoitsdiverseclientbase.

TailoredSolutionsforEveryIndustry

PMResourcesservesawiderangeofclients,including multi-nationalcorporations,publiclylistedcompanies,and smalltomediumenterprises(SMEs).Theirclientelespans diverseindustriessuchasconstruction,aviation, informationtechnology,propertydevelopment, manufacturing,retail,andfinancialservices.Thisvariety showcasesPMResources'abilitytoadaptitsservicesto meettheuniquechallengesfacedbyorganisationsofall sizesandcomplexities.

Despitetheirdifferences,theseclientsoftenencounter similaroperationalchallenges.Onemajorissueispayroll outsourcing.Manyorganisationsstruggletonavigate Malaysia'scomplexregulatorylandscape,particularlythose

operatinginmultipleregions.Ensuringaccuracyand timelinessinpayrollcyclesaddsanotherlayerofstress, especiallyduringperiodsofgrowthororganisational change.Additionally,protectingsensitiveemployeedata andmaintainingconfidentialityareongoingconcerns,along withthechallengeofscalingpayrollsystemsasbusinesses expand.

Intalentacquisition,findingtherightcandidatescanbea significanthurdle.Companiesinspecialisedindustriesoften experienceskillshortages,whilelengthyhiringprocesses andfiercecompetitionfortoptalentcandelayessential businessinitiatives.Thesechallengescandirectlyimpact productivityandgrowth,leavingmanybusinessesseeking moreeffectivewaystosecurethetalenttheyneed.

Humanresourceconsultingalsoposeschallenges.Strategic workforceplanningcanbecomeespeciallydifficultduring timesofrapidchange,suchasmergersorexpansions. Organisationalrestructuringoftenrequiresexpertguidance toensuresmoothtransitions,whilethedevelopmentof comprehensive,complianthumanresourcepoliciesremains apersistentneedforbusinesseslookingtofosterstrong workplacecultures.

Forclientsseekingaccountingservices,accuracyand transparencyarecrucial.Manystrugglewithmaintaining precisebookkeepingandnavigatingcomplexregulations, suchasMalaysia'sFinancialReportingStandards(MFRS). Withoutclearfinancialvisibility,decision-makingand planningcanbehindered,andmeetingreportingdeadlines canfeeloverwhelming.Additionally,SMEsandgrowing businessesfrequentlyfacecashflowchallengesthatrequire carefulmanagementandforecasting.

Byaddressingthesepainpointswithacombinationof expertise,customisation,andtechnology,PMResources haspositioneditselfasmorethanjustaserviceprovider—it hasbecomeatrustedpartner Thecompany'sabilityto understandthesechallengesandcreatesolutionsthat resonatewithclientshasmadeitindispensableto businessesacrosstheregion.

InnovatingServiceDeliverywithAdvancedTechnology

PMResourceshasadoptedarangeofinnovative technologiesandbestpracticestoenhanceservicedelivery acrossitscoreofferings.Theseadvancementsensurethat clientsbenefitfromexceptionalefficiency,accuracy,and conveniencewhilefocusingontheirstrategicgoals. Attheforefrontoftheirtechnologicalinnovationsisa

Investincloud-basedHRmanagement systems,AI-drivenrecruitment tools,andautomatedpayrollsoluons toboosteciencyanddatasecurity “

”

secure,cloud-basedpayrollandhumanresource managementsystem.ThisplatformsupportsEmployee Self-Service(ESS),allowingemployeestoeasilyaccess theire-payslips,taxdocuments,andleavebalances. Additionally,employeescansubmitexpenseclaimsand applyforleavedirectlythroughthesystem,streamlining administrativeprocessesandimprovingefficiency. Automatedpayrollprocessingfurtherimprovescompliance andaccuracy,reducingtheadministrativeburdenonclients whileensuringseamlesshumanresourceoperations.

PMResourcesemploysadvancedencryptionandmultifactorauthenticationtoaddressconcernsregarding sensitivepersonneldata,ensuringcompliancewithGDPR andlocalregulations.Thesemeasuresguaranteebothdata securityandoperationalcompliance.

Intalentacquisition,PMResourcesutilisestoolsfor candidatescreening,personalityprofiling,anddata-driven insightstostreamlinetherecruitmentprocessandenhance hiringstrategies.Additionally,theiraccountingservices incorporateadvancedbookkeepingsolutionsandfinancial reportingsystemstomaintainaccuraterecordsandprovide actionableinsights.

Forworkforcedevelopment,PMResourcesoffersvirtual trainingprogramsthroughinnovativee-learningplatforms. Featuressuchason-demandmodules,interactivequizzes, andperformanceanalyticsmaketrainingscalable, engaging,andeffective.

ExpertTeamDrivingExceptionalBusinessSolutions

AtPMResources,thestrengthofthecompanyliesinits dedicatedteamofprofessionals,whoseextensiveexpertise ensuresthatclientsreceiveexceptionalbusinesssolutions.

Withyearsofexperienceandacomprehensive understandingoftheirrespectivefields,theteampossesses thenecessaryskillstodeliveroutstandinghumanresource, payroll,accounting,andtrainingservicesthroughoutthe Asia-Pacificregion.

ThePayrollSpecialiststeamensurescompliancewith Malaysianemploymentlawsandregionalregulations, accuratelymanagingpayrollacrossmultiplecountries. Additionally,withACCAandCPA-certifiedprofessionals, thecompanyoffersprecisefinancialreportingand bookkeepingservicesthathelpclientsmakeinformed businessdecisions.

Furthermore,theHumanResourceConsultingteam specialisesinworkforceplanning,policydevelopment,and talentacquisition,utilisingAI-driventoolstoidentifythe rightcandidatesfororganisations.PMResourcesalso designscustomisedtrainingprograms,ledbytheirTraining Specialists,focusingonleadership,skillenhancement,and employeeengagement,whileleveragingflexiblee-learning platforms.

KeyHumanResourceTrendsShapingtheFutureof Work

AstheleadingHumanResourcefirmintheAsia-Pacific region,PMResourceshasidentifiedseveralkeytrendsthat willshapehumanresourcepracticesin2025andbeyond. First,HybridandFlexibleWorkModelsareexpectedto thriveasemployeesseekgreaterflexibility.Businessesthat adopthybridmodelswillbebetterpositionedtoattractand retaintoptalent,whileorganisationswithrigidstructures mayexperiencehigherturnoverrates.Itwillbeessentialto developbalancedpoliciesthatcatertothisneedfor flexibility

Second,EmployeeWell-BeingandMentalHealthwilltake precedence.Companieswillimplementwellnessprograms toenhanceengagementandperformance,makingitcrucial toembedwell-beingintothecompanycultureforlong-term success.

Third,theintegrationofAIandAutomationinhuman resourceprocesseswillstreamlineoperations,driving efficiencyandaccuracy.Data-drivendecision-makingisset tobecomestandardpractice,withAItoolsimproving recruitmentandemployeemanagement. Additionally,Skills-BasedHiringandWorkforce Developmentwillincreasinglyreplacetraditional qualifications.Companieswillneedtoinvestinreskilling

andupskillingtheiremployeestoremaincompetitiveina constantlyevolvingworkforce.

AnotherimportantfocuswillbeonDiversity,Equity,and Inclusion(DEI),whichwillbecomecentraltobusiness success.Organisationsthatfosterdiverseandinclusive cultureswilllikelyoutperformtheircompetitorsintermsof innovationandemployeesatisfaction.

Data-drivenHumanResourceDecisionswillalsoplaya significantroleinshapingtalentmanagementstrategies. Real-timeanalyticswillenablebusinessestooptimisehuman resourceoperationsandenhanceoverallperformance.

Moreover,companiesmustnavigatethechallengeof CompliancewithEvolvingRegulations.Stayingupdatedon labourlawsanddataprotectionregulationswillbeessential formitigatingrisks.

Finally,theRiseofEmployeeExperience(EX)willbe criticalforattractingandretainingtalent.Enhancingthe employeejourneythroughdigitaltoolsandcareer developmentopportunitieswillleadtogreaterjob satisfaction.

DrivingResultswithTailoredHumanResourceSolutions

PMResourceshasplayedacrucialroleinassisting businessesacrosstheAsia-Pacificregioninovercoming varioushumanresourcechallengesthroughcustomisedand effectivesolutions.

Foraleadingtechnologyfirm,theystreamlinedthetalent acquisitionandretentionprocess,reducingthetime-to-hire by40%andincreasingretentionratesby30%.Inpayroll management,theyhelpedamultinationalmanufacturer reduceprocessingtimeby50%whileensuringfull compliancewithregulations.

Theirleadershiptrainingprogramsenabledaregionalretail chaintopromote60%ofparticipantstoseniorroleswithin 18months.Moreover,theirexpertguidanceduringafinancial servicesmergerledtoa20%improvementinemployee engagement.Additionally,theirdiversityinitiativesforan internationalcorporationincreasedworkforcediversityby 25%andenhancedcross-culturalcollaboration.

AVisionforGrowthandInnovation

PMResourcesisactivelypursuingafutureofgrowthand innovation,focusingontheevolvingneedsofitsclients.

Thecompanyissettoexpanditsserviceofferings,aimingtoprovide morecomprehensivesolutionsinthecomingyears.Thisgrowth strategyinvolvesestablishingadeeperregionalpresenceand introducingnewservicestobettermeetthediversedemandsof businessesacrosstheAsia-Pacificregion.

Aspartofitsforward-thinkingapproach,PMResourcesplansto enternewmarkets,strengtheningitspositionasatrustedpartnerin humanresource,payroll,andconsultingservices.Thecompanyis committedtointegratingthelatesttechnologiesintoitsoperationsto enhanceefficiencyandmaintainitsleadershipinhumanresource solutions.ThesefuturegoalsreflectPMResources’dedicationto buildinglastingrelationshipswithclientsandequippingbusinesses withthetoolsandexpertisenecessarytothriveinarapidlychanging world.

ROBBERT MURRAY & ASSOCIATES

Combining Global Reach with Boutique Precision in Executive Search DirectorofExecutiveSearch &StaffingSolutionsforAMEA PayalKBhatia

Theeffectiveacquisitionofmanagement-level talentremainsacriticaldeterminantof organizationalsuccess.Inaneramarkedby globaltalentshortagesandrapidlyevolvingindustry demands,businessesrequirerecruitmentpartnerscapable ofidentifying,attracting,andsecuringcandidateswho notonlypossesstherequisiteskillsbutalsoalign strategicallywithlong-termobjectives.RobbertMurray &Associatespositionsitselfassuchapartner,operating asaleadingboutiqueexecutivesearchagencywitha significantinternationalfootprint.

Establishedoveradecadeago,thefirminitiallyfocused ontheMiddleEastandAfricabeforeexpandingits operationsglobally.Today,withofficesandassociations acrossfourcontinents,RobbertMurray&Associates emphasizesitsinternationalpresenceandcoverageasa corestrength.Thefirmassertsitsability“tobackthe internationaldevelopmentofourclients’venturesby providingthemaccesstothemostexpedientcandidates acrosstheworld.”Thisglobalreach,combinedwith specializedlocalmarketknowledgeprovidedbyitsinhouseteams,formsthefoundationofitsserviceoffering.

CoreMissionandOperatingPhilosophy

RobbertMurray&Associatesdefinesitsmissionclearly: “tobeworldleadersinhiringmanagement-leveltalent andensureourcandidatesandclientsareperfectly matchedtodrivethebusinessforwardtowardsabright future.”Theunderlyingvisionis“tohelpcompanies thrivethroughpeoplepower.”Thisphilosophysuggestsa focusthatextendsbeyondsimplyfillingvacanciesto fosteringstrategicpartnershipsthatcontributetoclient success.

Thefirmoperatesonwhatitdescribesasthreekey pillars:

1.DeepMarketExpertise:Leveragingextensive knowledgeofdomesticandglobalmarketstoanticipate trendsandidentifysuitabletalentpoolsacrossvarious sectors.

2.Quality-DrivenApproach:Prioritizingstrategic alignmentandthelong-termfitbetweencandidateand organizationovermerespeedorvolumeofplacements.

3.CommitmenttoInnovation:Continuouslyrefiningits methodsandembracingnewtoolstoachieveresultsina dynamicindustry

Thisapproachmanifestsinahighlypersonalized andconsultativeservicetailoredtoeachclient’s specificneeds,aimingtoprovideanobjective perspectiveonthetalentlandscape.

MethodologyandServiceDelivery

RobbertMurray&Associateshighlightsits “uniquesourcingmethodology”and“impeccable networkofcontacts”askeydifferentiators. PayalKBhatia,thefirm’sDirectorof ExecutiveSearch&StaffingSolutionsfor AMEA(Africa,MiddleEast,andAsia), providesinsightintothefirm'seffectiveness, stating,“...weworkwithmultinationalbrands andclosenineoutofevery10roles,irrespective ofindustry.”Thishighclosureratesuggestsa refinedprocessforidentifyingandsecuring appropriatecandidates.

Thefirmspecializesinplacingapplicantsin permanentortemporarypositions,alsooffering payrollservicesandinterimplacementsfor clientsglobally.Thisrangeofservicesindicates flexibilityinaddressingdiverseclientstaffing requirements,fromexecutivesearchfor permanentleadershiprolestoproviding temporarymanagementsolutions.

NavigatingIndustryChallenges

Therecruitmentindustryisinherentlyfast-paced andsubjecttoconstantchange,influencedby economicshifts,marketfluctuations,and evolvingdemandsforspecializedskills.Robbert Murray&Associatesacknowledgesthese challengesandemphasizesitsresilienceand adaptabilityaskeyoperationalstrengths.The firmstatesitnavigatesthesecomplexities through“astrategicapproach,deepmarket insight,andarelentlesspursuitofinnovation.”

Thisrequiresmaintainingagilitywhilefocusing oncorepriorities.AsMs.Bhatianotesregarding theindustry’snature,stayingaheadrequires flexibilitycoupledwithafocuson“building strongrelationshipsanddeliveringexceptional value.”Thefirmcontendsthatitsabilityto overcomeobstacleshasstrengtheneditscapacity toconnecthigh-calibertalentwithorganizations effectively

LeadershipCultureandValues

RobbertMurray&Associatespromotesaleadership philosophycenteredonempowermentandcollaboration. Ms.Bhatiadescribesthefirm’sapproachassettingaclear visionwhilegrantingteamstheautonomytoexecute effectively.“Byfosteringopencommunicationanda cultureofcontinuouslearning,”shesuggests,thefirm ensuresteammembersfeel“bothchallengedand supported.”Thisapproachaimstocultivateownership, accountability,andanenvironmentwhereinnovationcan flourish.

Thefirmemphasizesthatitsleadershipextendsbeyond internalmanagementtoitsinteractionswithclientsand candidates,aimingtobuild“meaningfulpartnershipsthat inspiregrowth.”Keyelementsincludetransparent communication,strategicforesight,andastatedbeliefin “thepowerofpeople.”Furthermore,thefirmactively championsdiversity,equity,andinclusion,believingthata workforcereflectingdiversebackgroundsandperspectives drivesinnovationandcreatesopportunities.Itadvocatesfor workplaceswhere“collaboration,respect,andopportunity flourish.”Thisincludessupportingsystemicapproachesto work-lifebalancewithinclientorganizationsand recognizingtheimportanceofpoliciesthatgenuinely supportemployees,particularlywomennavigatingcareer andfamilyresponsibilities.

Thefirmalsoacknowledgesthevalueoflearningfrom setbacks.Ms.Bhatiareflectsonthenatureofbusiness challenges,suggestingthatsetbacksshouldbeviewedas “valuablefeedbackthatfuelsgrowth”ratherthan permanentroadblocks.Adaptabilityandlearningare positionedascrucialcomponentsofeffectiveleadership withinthefirm.Authenticityisalsohighlightedasacore value;maintainingintegrityinclientdealingsandinternal operationsisseenasessentialforlong-termsuccessand maintainingacompetitiveedge.

LeveragingTechnologyinRecruitment

RobbertMurray&Associatesrecognizesthecriticalroleof technologyinmodernrecruitment.Thefirmstatesit integratesArtificialIntelligence(AI)anddataanalyticsinto itsprocesses.Thesetoolsenhancedecision-making,assist inpredictingcandidatesuccesswithgreaterprecision,and streamlineaspectsofthehiringworkflow AI-driven platformsaidinfastersourcing,screening,andmatchingof candidates,aimingtoreduceturnaroundtimeswhile upholdingqualitystandards.Theobjectiveistoimprove

efficiencyandprovideaseamlessexperienceforboth clientsandcandidates,allowingthefirmtomanage complexsearcheseffectively

PerformanceandMarketPosition

Whilespecificfinancialfiguresarekeptconfidential, RobbertMurray&Associatesreportachieving“consistent double-digitgrowth”andmaintaininga“clientsuccessrate thatexceedsindustrybenchmarks.”Thefirmattributesits successtoadeepunderstandingofregionalmarkets combinedwithdeliveringcustomizedrecruitmentsolutions. Thisapproachhasreportedlyfosteredlong-term relationshipswithkeyclients,establishingthefirmasa trustedpartnerforstrategichiringneeds.Thehighreported closurerate(9outof10roles)servesasakeyperformance indicatorsupportingitsclaimsofeffectiveness.

FutureOutlookandIndustryPerspective

Lookingahead,RobbertMurray&Associatespositions itselfnotjustasastaffingproviderbutasastrategicpartner helpingclientsbuildagile,high-performingteams.The firm’svisioninvolves“leadingchange”intherecruitment landscapebyanticipatingfutureneedsandopportunities. Thisincludesembracingtechnologicaladvancements, fosteringinclusiveleadershippractices,anddeepeningits understandingofglobalmarkets.

Thefirmadvocatesforashiftinhiringpractices,moving beyondarigidfocusonresumestowardsamoreholistic evaluationofskills,culturalfit,andlong-termpotential. Ms.Bhatiaarticulatesthisperspective,suggestingthat organizationscanbuildmorediverseandeffectiveteamsby lookingbeyondtraditionalcandidatemolds.Robbert Murray&Associatesaimstooperatewithinafuture “dynamicecosystemwheretalentthrives,organizations evolve,andtruepartnershipsareforged.”

Foraspiringprofessionalsenteringtheexecutivesearch industry,thefirm,throughMs.Bhatia’sperspective,advises prioritizingcontinuouslearning,buildingmeaningful relationships(viewingnetworksasassets),understanding industrytrends,exercisingpatience,yetactingdecisivelyto achieveresults.

7 Brutal Lessons MANDISAMNDELA

Learned the Hard Way

That You Can't Afford to Ignore

Letmebestraightwithyou.

Mostpeoplewantcomfort.Theywant “balance.”Theywantthetrophywithoutthe blood.Buttherealgame?Itdoesn’treward wishes.Itrewardsthosewhoearntheiredge.

MandisaMndelaearnedhers.Notinthe boardroom.Notinsomeworkshop.Butinthe trenches—throughloss,sickness,andbetrayal.

Shedidn’twritebookstosoundsmart.She builtStandYourTruthbecauseherlife forced herto.Everypageofherstoryisaraw strategymanualinsurvival,transformation, anddominanceovercircumstances.

Andifyou’renotpayingattention,you're leavingimpact,income,andinfluenceonthe table.

Thesearethe7brutallessonsshelearned. Readthemlikeyourlegacydependsonit.

Lesson1:PainIsaBusinessPlan

Mandisadidn’t“findherpassion.”She bled for it.

Herbreakthroughstartedonahospitalbed. Organsfailing.Lifeonpause.Notitle.No team.Nodeals.

Andinthatsilence,sherealized—moneycan’t fixwhatclarityshould’veprevented. Shetookthatmomentandturneditintoher movement:StandYourTruth.Notacute slogan.Asystembornfromsurvival.Amethod toconverttraumaintotransformation.

“You can ignore your pain. Or you can leverage it.”

Yourcall.

Lesson2:ReinventionIsn’tOptional.It’sInevitable

Mandisawasalreadyasuccessfulpropertydeveloper.Butguesswhat?

Successdidn’tprotectherfromcollapse.

Mostpeopleclingtowhatworked before—andwonderwhythey’re stuck.

Mandisaletgo.Sheburnedtheoldmap.Pickedupthepen.Andre-wrote herpurpose.

Shejournaledduringrecovery Thatbecameabook.Thebookbecamea brand.Thebrandbecameamovement.

“That’s how you pivot. Not when it’s convenient. When it’s necessary.”

Lesson3:StorySells.ButOnlyIfIt’sReal

Peopleresonatewiththetruth.Butmostofthemaretooscaredtotellit. Mandisatoldhers—uncut.

Teenagepregnancy.Nomother.Nosafetynet.Justraw resilience.

Andthat’swhatbuiltheraudience.Notfilters.Not hype.

Authenticity isn’t a buzzword. It’s leverage.

“If you can tell your story without shame, you own it. And when you own it, no one can weaponize it against you.”

Lesson4:Legacy>Luxury

Mandisahadtoaskherselfthequestionthatstopsmost peoplecold:

WhatifIdiewithallthismoney,butnoneofmy impactlivesbeyondme?

Thatonequestionflippedherpriorities.

Shedidn’twanttopassdownpropertyalone.She wantedtopassdown principles.

Soshebuilt Stand Your Truth asanoperatingsystem.A life-skillspowerhouseforyoungpeopletobuildreal self-worth,notjustrésumélines.

Herwealthnowmultipliesacrossgenerations—not throughinheritance,butthrough internal assets

“What are you leaving behind? Cash or capacity?”

Lesson5:EmotionsAreNottheEnemy.IgnoranceIs

Don’tconfusethis:Emotionalintelligenceisnotabout “feelinggood.”

It’saboutlearningtomakedecisionswhenyourbrain’s onfireandyourlife'sinfreefall.

Mandisacreatedacurriculumthatschools should be teachingbutwon’t.Emotionalprocessing.Conflict navigation.Self-reflection.Self-command.

Youwanthigh-performingyoungpeople?Teachthem howtomanagethemselves,notjustmanage spreadsheets.

“Because when pressure hits, EQ eats IQ for breakfast.”

Lesson6:PurposeIsNotEnough.VisionWins

Purposegetsyoumoving.Visionkeepsyoumoving forward.

Duringherrecovery,Mandisahadtimetoreflect.What didshesee?Agapbetweenwhatshe was doing and whoshe was becoming

Shedidn’tjustask,“WhyamIhere?”

Sheasked,“Whatdoesmylife look likeifIlivethisoutfully?”

Thenshereverse-engineeredit.Stepby step.Daybyday.Obsessively.

“That’s vision. Without it, you’re busy. But not built.”

Lesson7:TheSystemDoesn'tCare. BuildYourOwn

NoonehandedMandisaanything.

Shedidn’thavementorship.Shedidn't havecapital.Shehad problems.

Butshebuiltamovementanyway.

Shedidn’twaitforapproval.She built her own lane.Onethat’snowchanging communitiesthroughyouth empowerment,lifeskillsdevelopment, andemotionalmastery.

What’syourexcuse?

“Waiting for validation is the slowest way to die broke and invisible.”

FinalWord:Don’tJustSurvive. WeaponizeYourStruggle

MandisaMndeladidn’tcometoplay small.Neithershouldyou.

Sheturnedherbreakdownintoa blueprint.Herpainintoaplatform.Her struggleintostrategy

Andnowsheteachesotherstodothe same.Throughherbooks.Throughher programs.ThroughtheStandYour Truthcurriculum.

Ifyou’restilltreatinglifelikeadress rehearsal,herstoryshouldwakeyou up.

Youcan’tleadifyou’reafraidofscars. Youcan’timpactifyou’readdictedto applause.

Youcan’twinifyouplaynottolose. Sostandyourtruth.Ruthlessly. Unapologetically Now

“Because the world doesn’t wait for the healed. It moves for the ready.”

Hitachi Social Innovation is

TalentBridge

Developing Scalable Solutions for Assessment and Field Operations

Businessestodayoperatewithinarapidlychanging technologicallandscape.Effectivelymanaging large-scaletalentassessmentandcoordinating fieldoperationspresentsignificantlogisticalandoperational challenges.Traditionalmethodsoftenproveinefficient, insecure,andunabletoscaleadequatelytomeetmodern demands.Addressingthesebottlenecksrequiresspecialized technologicalsolutionsdesignedforpracticality,security, andeaseofuse.TalentBridgeTechnologiesPvt.Ltd. entersthisarena,developingsoftwareplatformsaimed directlyatsolvingthesespecificproblemsunderthe guidanceofitsfounders,CEOGauravendraShuklaand COOSandipYuwanati

Mr.ShuklaandMr Yuwanatibringsubstantialand complementaryexperiencetoTalentBridge.Their leadershipprovidesthefoundationforthecompany’s strategicdirectionandproductdevelopmentphilosophy.

TheLeaders’Foundation:ExperienceDrivingVision

GauravendraShuklapossessesover21yearsofexperience primarilyinSalesandMarketingwithintheITindustry, holdingsignificantrolesinIndiaandabroadforrespected companiesincludingISPATgroup,TECS,IngramMicro, KobianPteLtd,andIBM.Hisbackgroundincludes handlingtheentirespectrumofchannelmanagement.He holdsanMBAinMarketingfromK.J.SomaiyaInstituteof Management,Mumbai,andaBEHonoursdegreefromNIT Surat(formerlyRECSurat).

SandipYuwanatibringsover14yearsofdiversefunctional experiencespanningSales,Marketing,BusinessAnalysis, Operations,Finance,ProductManagement,andCorporate Planning&Strategy.Hispriorexperienceincludesrolesat establishedfirmslikeAsianPaintsLtd.andDeloitte,aswell aswithintheAliensGroup.Heisanalumnusoftwo prestigiousinstitutions:IIMLucknowandVNITNagpur (formerlyRECNagpur).

ThiscombinedleadershipexperienceprovidesTalentBridge withadeepunderstandingofboththetechnological landscapeandthemultifacetedoperationalrealitiesof diversebusinesses.Mr.ShuklaandMr.Yuwanatiarticulate asharedvisionforthecompanyfocusedonpractical innovation.TalentBridge,theystate,aims“towards innovatingtobuildTechnologyproductswhichare inherentlyintuitiveandovercomethefearoftechnology amongmasses.”Theyseektocreatetechnologythatis “humaneandunderstandshumansensibilities,nuancesand overcomeshumaninertia.”Thisphilosophyguidesthe developmentoftheircoreproductofferings.

AddressingAssessmentChallenges:TheCALIBRAT Solution

Recognizingthelimitationsoftraditionalrecruitment assessmentprocesses–theirtime-consumingnature,the potentialforevaluationerrors,securityvulnerabilities,and difficultiesinscaling–Mr.ShuklaandMr.Yuwanati directedthedevelopmentofCALIBRAT(formerlyknown asiHiring).ThisplatformservesasTalentBridge’ssolution formodernizingtalentacquisitionscreening.

CALIBRATfunctionsasanadvanced,scalable,andsecure onlineassessmentplatform.Itspurposeistohelptalent acquisitionteamsevaluatecriticalcandidateattributes, includingAptitude,TechnicalSkills,andWritten CommunicationSkills,usingvariousevaluationformats. Underthefounders’direction,theplatformincorporates featuresspecificallydesignedtoaddresstheweaknessesof oldermethods:

· EnhancedSecurity:Acknowledgingsecurityas extremelycritical,CALIBRATintegratesfeatureslike randomcandidatesnapshotsutilizingfacedetectionand recognitiontechnology Thisaimstoeliminate impersonation,particularlyinremote,unproctored assessmentenvironments.Theplatformalsotracks

candidates’on-screenactivities,allowing centralmonitoringbyatestadministrator. Thededicated‘Proctor’featurefacilitates remoteproctoringviaacentralconsole. Randomizationofquestionsandanswer optionsfurtherreducesopportunitiesfor cheating.

· ScalabilityandAccessibility:Built withemergingtechnologiesonacloudbasedarchitecture,CALIBRAToffers highscalability.Itsintuitiveuserinterface anduserexperience(UI/UX)designaim foreaseofuse.Crucially,theplatform supportsmobility-deliveredassessments viatabletsandsmartphones,overcoming infrastructuralandgeographical bottlenecksoftenencounteredinlargescalescreeningdrives,particularlyin marketslikeIndia.Italsooffersmultilingualassessmentcapabilities.

· EfficiencyandAccuracy:Theplatform automatesaspectsofadministeringand proctoringtests,significantlyreducing manualeffort.Itaimstonearlyeliminate evaluationerrorsinherentinmanual processes.Advancedreportingand analyticsprovideflexibilityforrefining candidateshortlistsbasedon comprehensiveassessmentdata.

Mr.ShuklaandMr Yuwanatiemphasize theplatform’smaturity.CALIBRAThas beendevelopedovermanyyearsand demonstratesasignificanttrackrecord, havingdeliveredoveronemillion assessmentstodateacross15countries Thishistorysuggestsarobust,field-tested solution.

SimplifyingFieldOperations:The OdigoInitiative

Beyondrecruitmentassessment, TalentBridge,underMr.ShuklaandMr Yuwanati'sleadership,developedasecond flagshipproduct:Odigo Thisplatform addresseschallengesinmanagingfieldbasedpersonnel.Odigofunctionsasan EnterpriseMessagingandTracking

Gauravendra Shukla CEO

Platformspecifically“aimedtowardssimplifyingthe lifeofeveryfieldrepresentativethrough innovation.”

AkeyaspectofOdigo’sdevelopment,reflectingthe founders’visionforuser-centrictechnology,isthe statedphilosophy:“Wedesignourproductsbybeing withthem.”Thisimpliesadevelopmentprocess heavilyinformedbydirectobservationandfeedback fromactualfieldrepresentatives,aimingtoensure thefinalproductgenuinelymeetsuserneedsand overcomespracticalhurdles.Thecompanyexpresses confidencethatthisuser-focusedapproachensures marketreadinessuponproductcompletion.

ShuklaandYuwanati’sPerspectiveontheHR TechMarket

TheleadershipteamatTalentBridgedemonstratesa clearunderstandingoftheevolvingHuman ResourcesTechnologylandscape.Theyrecognize HRTechnologynotmerelyasanoperationaltoolbut asincreasinglycoretobusinessstrategy,covering theentireemployeelifecyclefromsourcingtoexit.

Theirperspectivehighlightsseveralkeytrends:

· GrowthinAssessmentPlatforms:Theysee assessmentandinterviewingplatformsasagrowing segmentwithinHRTechnology,drivenbytheneed formoreadvancedevaluationmethods.

· ImpactofAIandML:Theyanticipatethat MachineLearning,ArtificialIntelligence,Natural LanguageProcessing(NLP),speechrecognition,and writtencontentanalysiswillsignificantlyredefine talentacquisitionandmanagement.Theynote increasinginvestmentbyHRTechplayersinthese areas,alongwithmobilityandanalytics.

· CloudandMobility:Theyviewcloud-based platformsandmobiledeliveryasessentialfor modernHRsolutions,enablingscalability,reach, andovercominginfrastructurelimitations, particularlyforlarge-scalescreening.

· ShiftfromTraditionalSourcing:They acknowledgethegrowinginfluenceofsocialmedia inrecruitment,movebeyondtraditionalmethods, andrecognizethatacompany’ssocialmedia presenceisnowanextensionofitsemployerbrand.

· AdoptioninIndia:WhileglobalHRTech adoptionisadvanced,theyobservethatIndian businesses,thoughinitiallygradual,arenow increasingtheiradoptionrate,anticipating significantimprovementsinHRefficiency

Inresponsetothesetrends,Mr.ShuklaandMr YuwanatiarticulateTalentBridge’saspiration“to buildinnovativesolutionsinmeasurementand predictivetoolsusingsomeofthenext-generation technologies.”Thissignalsaforward-looking productdevelopmentstrategyguidedbytheir analysisofthemarket'sdirection.

TalentBridgeUnderTheirLeadership: OperationsandClientFocus

GuidedbyMr.ShuklaandMr.Yuwanati, TalentBridgeTechnologiesprovidesarangeof servicesbeyonditscoreplatforms,including recruitmentsupport,IToutstaffing,outsourcing, softwaredevelopment,andcustomizedconsulting. Thecompanyservesadiverseinternationalclient baseacrossvariousindustries,emphasizingflexible servicepackagesadaptabletodifferent organizationalsizes.Aninternalculturecelebrating diversityandinclusivitysupportsitsinternational teamstructure.

THE 7 PRINCIPLES MASTER STRATEGISTS USE TO BUILD INFLUENCE (A Case Study at MTSU)

Youwanttobuildsomethinglasting?You

wanttotransformaplace,command attention,makearealmark?Mostpeople flail.Theychasetrends,theyusefuzzylanguage, theyhopeforthebest.That’snothowtheprosdoit.

ThinkabouttheCEOwhoturnsaroundafailing company.Thepoliticalstrategistwhocraftsa winningcampaignfromnothing.Theluxurybrand thatmakespeoplepayapremiumjustforthename. Theydon’tleaveittochance.Theyuseaplaybook. Asetofprinciples.Notsecret,mindyou,butoften overlookedintheirbrutalsimplicityand eectiveness.

We’vestudiedthesemethods.Theyapplywhether you’resellingsoap,winningvotes,orbuildinga university.Andweseethem,clearasday,atworkin aplacecalledMiddleTennesseeStateUniversity, underthedirectionofitspresident,Dr.SidneyA. McPhee.

Fordecades,MTSUwasafineplace.Solid.Taught studentswell.Serveditsregion.Butitheldmore potential,likeapowerfulspringcoiledtight.Then, in2001,Dr.McPheearrived.Andthemethods kickedin.

Thiswasn’tjustanewpersonincharge.Thiswasthe applicationofdeliberateprinciplesthatshatterinertiaand buildinfluence.Principleswe’veseenappliedbythemost eectivepeopleinanyfield.Let’slookathowheused them.

Principle1:DefinetheProblemwithUnflinching Clarity.

Youcan’tfixwhatyoudon’ttrulyunderstand.Atop strategistdoesn’tguesswhythepollnumbersarelow Theydig.ACEOdoesn'tjusthopesalesimprove.They analyze why theyfell.

WhenDr.McPheetookthehelm,MTSUhadstrengths, certainly.Buttogofrom“respectedregional”to“national force,”youhadtoseethegaps.Wheredidtheacademics needsharpening?Wheredidthefacilitiesfallshort?Who wastheuniversitytruly serving?Who could itserve better?

Thisisn’taboutvaguegoals.It’saboutspecificdiagnoses. Youidentifythemarket–thestudents,theregion,the employers.Youidentifytheproduct–thedegrees,the research,thecampusexperience.Youseewherethe productisn’tmeetingthemarket’s highest needsorwhere themarketisn’tseeingtheproduct’s true value.

Hedidn’tjustsay“improveMTSU.”Heidentifiedthe specificlevers:academicstandards,researchoutput, campusinfrastructure,communityconnection.Hesawthe untappedpotentialinthestudentsthemselves–thefirstgeneration,thelow-income–whoneededaclearerpath. Thatclear-eyedassessment?That’ssteponeforany successfuloperation.Youknowexactlywhereyoustand beforeyoutakeasinglestepforward.

Principle2:InvestRuthlesslyinYourCoreAsset.

Luxurybrandsknowthis.Youdon’tcutcornersonthe material.Politicalcampaignsknowthis.Youinvestin gettingyourcoremessagetotherightpeople.CEOsknow this.Youputcapitalwhereitgeneratesthemostreturn.

What’sauniversity’scoreasset?Beyondthepeople,it’s thephysicalplant,thelabs,theclassrooms.It’sthestage wherelearninghappens.Itsignalsseriousness.Ittellsthe worldwhatyouvalue.

Dr.McPhee’sadministrationcommitted over $1.5 billion tonewconstruction.That’snotremodelingafewoces. That’sreshapingthecampus.That’sbuildingmodern facilities.Why?Becausestudentsnotice.Facultynotice.

Researchersnotice.It’satangibledemonstrationof commitmentandcapability.

Thiswasn’tjustaboutprettybuildings.Itwas strategic.Newfacilitiesenablenewprograms.Better labsattractbetterresearchers.Amoderncampus attractsstudentswhohavechoices.Thisinvestment wasn’tspending;itwaspoweringuptheengine.It showedtheybelievedintheinstitution’sfuturevalue, andothersstartedtobelieveittoo.Youbackyour beliefwithresources,oritremainsjusttalk.$1.5 billiontalksveryloud.

Principle3:DevelopYour“Product”toMeet ProvenDemand.

Hopkinssaidadvertise what theproduct does forthe buyer.Youdon’tsellfeatures;yousellbenefits.And youbuildtheproducttodeliverthebenefitsthe marketactuallywantsandneeds.

Auniversity's product isitseducation.Itsdegrees. “ ” Dr.McPheedidntaddprogramsarbitrarily They ’ expandedoeringsto , 200 majors and concentrations 100+ master’s 9 doctoral degrees ,and .

Theyintroduced over 40 new academic programs and 20 institutes and centers.

Whythose?Becausetheworldchanged.The workforceneedsshifted.Theylookedatwhat employersneededinMiddleTennesseeandbeyond. Theysawwheretheopportunitieslayforgraduates. Theybuiltprogramsinthoseareas.TheproposedLegal Studiesmaster’swithNashvilleSchoolofLaw?That targetsaspecific,growingneed.

Thisislikeasavvycompanylaunchingnewproducts basedonmarketresearch,notjustahunch.Theybuilt theacademicoeringsthatequippedstudentsforthe future workforce,notyesterday’s.Theyraised admissionstandards–signalingquality,likeabrand refiningitsexclusivity.Theyincreasedenrollmentof high-abilitystudents–attractingthosemostlikelyto succeedandelevatetheinstitution’sprofile.Thisisn’t justacademicexpansion;it’sstrategicproduct developmentaimedsquarelyatmarketdemand.

Principle4:ProveYourValuewithIndependent Verification.

Trustisn’tgiven;it’searned,andthenit’sproven. Luxurygoodsusecertifications.Politicalcampaigns useendorsements.CEOsusequarterlyreportsand audits.Youdon’tjust claim quality;youdemonstrateit throughcredible,outsidesources.

MTSUunderDr.McPheeactivelysoughtandachieved nationalrecognition.InclusioninThePrinceton Review’sBestCollegesforsixyearsstraight. RecognitionfromTheWallStreetJournalandForbes. Thesearen’tinternalback-pats.Theseareindependent auditorsconfirmingtheinstitution'sstanding.

AchievingtheCarnegieR2designationforhigh researchactivity?That’slikeearningacoveted industrystandardcertification.Ittellstheacademic world,andpotentialstudents,thatseriouswork happenshere.

Lookattheresearchfunding: over $22 million secured, a 75% increase since 2023.Moneyfollowsimpact. Grantfundingagenciesputtheirmoneywheretheysee promisingresearchaddressingrealproblems.This numberisn’tjustmoney;it’sexternalvalidationofthe university’srelevanceandthequalityofitsfaculty’s work.

Dr.McPheeisright–theserecognitionsandfunding numbersare proof ofrigorous,relevanteducation.Theyare thefactsthatbuildtrustandcommandrespect.

Principle5:UnderstandandServeYourCoreAudience, Deeply.

Agreatbrandunderstandsitscustomerintimately.A politicalstrategistknowstheirvoters’hopesandfears.A CEOknowstheiremployeesarekeytoexecution.Fora university,thecoreaudienceisthestudent.

MTSUserves over 20,000 students.Critically,manyare first-generationorlow-income,withnearlyhalfqualifying forPellgrants.Thisisn’tjustastatistic;it’safundamental realitythatshapes how youoperateifyouwantthese studentstosucceed.

Theydidn’tjustopenthedoors;theybuiltsupportsystems. Thecompletioncoaches?That’sadirectresponseto understandingthespecificchallengesthesestudentsface balancinglifeandacademics.It’sprovidingthesupport neededtonavigatethepathtoadegree.Thisfocuson accessibilityandsupportcreatesopportunitypathways–the corebenefitformanystudents.

Thisprincipleextendsinternallytoo.Supportingwork-life balanceforfacultyandstaisn’tjustaperk;it’san investmentinthepeoplewhodeliverthe“product.”Happy, supportedfacultyandstaperformbetter,teachbetter,and contributemore.Itstrengthensthecorebyvaluingthe individualswithinit.Youbuildinfluencebyempowering thosearoundyou,startingwithyourownteamandyour primarybeneficiaries.

Principle6:IntegratewithandContributetoYour Ecosystem.

Nosuccessfulentityexistsinavacuum.Companiesneed suppliersandcustomers.Politicalmovementsneed coalitions.Luxurybrandsbuildaspirationalcommunities.A universitythrivesbyconnectingwithitsregion.

MTSUisn’tjustlocated in Murfreesboro;it’spartofits fabricandthelargerMiddleTennesseeeconomy.Strategic partnerships,liketheonefortheLegalStudiesprogram, aren’tjustacademicexercises.Theyareaboutmeetingthe needsofbusinessesandcommunities in the region.

TheAlumniImpactReportrevealingalumnigenerated over $15.2 billion inbusinessrevenueinTennesseeinoneyear?

With 155,000 alumni, 114,900 in state?That’snot justanicestatisticforafundraisingbrochure. That’sconcreteevidenceoftheuniversity’sdirect, massivecontributiontothestate’seconomic health.

Theyworkwithlocalbusinessestoidentifyskill gapsandbuildprogramstoclosethem.This ensuresgraduatesareemployable locally and strengthenstheregionalworkforce.This integrationmakestheuniversityindispensable.It buildsinfluencebydemonstratingclear,tangible valuetothewidercommunityitserves.Itbecomes anengine,notjustanivorytower

Principle7:OperatewithaMasterPlan, ExecutedwithPrecision.

Thisisperhapsthemost“clandestine”principle, notbecauseit’ssecret,butbecauseitrequires disciplinemostpeoplelack.It’stheheartofthe strategist’sapproach.It’swhatseparatesthedoers fromthedreamers.

Dr.McPheestatesitplainly:“Nothinghappensby accident.”Thisisn’taplatitude.It’sanoperating principle.Itmeansyoudon’tdrift.Youplan. Meticulously Yousetgoals.Youdevelop strategiestoreachthem.Youtake decisive actions

Thisistheoppositeofchaos.It’sminimumwasted motion.Everyinvestment,everyprogramadded, everypartnershipforged,everysupportsystem built–theyareallpartofalarger,integratedplan. Theyaren’trandomactsofimprovement;theyare coordinatedstepstowardsadefinedvision.

Executingaplanrequiresconstantevaluation,yes, butitstartswiththebeliefthatoutcomesare created,notsimplyobserved.Youidentifyyour advantages(acuity,location,studentbody, resources),andyou leverage themdeliberately. Youdon’thopeforalegacy;you build one throughcareful,persistentexecution.

Hecreditsthepeople–faculty,sta,alumni, friends.Andthat’scrucial.Amasterstrategist knowstheydon’tactalone.Theybuildateamand inspirethemtoexecutetheplan.Buttheplan,the direction,theinsistenceondeliberateaction?That comesfromthetop.

TheResult:ALegacyBuiltonPrinciple.

Youseethepattern?It’snotmagic.It’smethod.

1. Knowthelandscapeandtheproblem.

2. Powerupyourcoreassets.

3. Buildwhatthemarketneeds.

4. Proveitsworthwithhardfacts.

5. Serveyourcoreaudiencecompletely.

6. Becomevitaltoyourcommunity.

7. Planeverything,executedeliberately

ApplyingtheseprinciplestransformedMTSU.Itmovedfrom regionalrespecttonationalrecognition.Itbuiltmodern facilities.Itexpandedacademicreach.Itbecameakeyeconomic driver.Itcreatedopportunitiesforthousandsofstudents.

Thisisthepowerofdeliberateaction.ItsthemethodCEOs, ’ strategists,andsuccessfulbrandsuse.Dr.SidneyMcPheedidnt’ justpresideoverauniversity;heappliedthesetimeless principlestobuildinfluence,createvalue,andtransforman institution,oneplannedstepatatime.Andtheresult,clearfor anyonetosee,isalegacybuiltnotonaccident,butonexecution.

Founder and CEO

Dmitry Kharchenko

TechBiz Global

Bridging Talent Gaps and Software Needs in the International Tech Sector

Thetechnologysectorfacespersistentchallenges insecuringspecializedtalentanddeveloping innovativesoftwaresolutionsefficiently.These twofactors–accesstoskilledpersonnelandtheabilityto executetechnicallycomplexprojects–criticallyimpacta company'scapacityforgrowthanditsabilitytocompete effectively Addressingtheseneedsrequirespartnerswith bothdeeptechnicalunderstandingandrobustoperational capabilities.TechBizGlobalpositionsitselfassucha partner,functioningasaspecializedrecruitmentand softwaredevelopmentcompanyservinganinternational clientele.

Withoperationsextendingacrossmorethan22countries, TechBizGlobalprovidesITrecruitment,outstaffing, outsourcing,full-cyclesoftwaredevelopment,and customizedconsultingservices.Thefirmemphasizesits "tech-mindset,"statingthatitsteampossesseshands-on experiencewiththechallengesinherentinrapidgrowth withintheITsector Thisperspectiveinformsitsservice offerings,whichcaterflexiblytocompaniesofvarious sizes,fromearly-stagestartups(SeriesA-D)tolarge enterprises,includingmajormanufacturersandleading banks.

CoreOfferings:EnablingGrowththroughTalentand Technology

TechBizGlobalfocusesontwoprimaryservicecategories crucialfortechnology-drivenbusinesses:

1.RecruitmentandStaffing:InitiallyconcentratingonIT recruitment(spanningrolesfromengineerstoChief TechnologyOfficers),thecompanyexpandedintonon-tech rolesbasedonclientdemand.Itnowmanageshundredsof non-techpositionsalongsideitscoreITfocus.Services includepermanentplacement,IToutstaffing(providing dedicatedremoteITprofessionals),andoutsourcing solutions.

2.SoftwareDevelopmentandConsulting:TechBiz Globaloffersfull-cyclesoftwaredevelopmentservices, assistingclientsincreating,automating,andscaling products.ItsITconsultingarmprovidesguidanceon technologystrategy,cybersecurityenhancement,cloud solutionoptimization,QualityAssurance,DevOpsasa Service,andotherorganizationalandtechnicaltopics.

Thefirmstatesitsprimaryfocusremains"makingour clientsandpartnersachievetheirrecruitmentgoals successfully,"positioningtalentacquisitionasacentral pillar,complementedbyitssoftwaredevelopmentand consultingcapabilities.

Foundation:ExpertiseRootedinTechnology Leadership

TechBizGlobal'sapproachisheavilyinfluencedbythe backgroundofitsleadership.FounderandCEO,Dmitry Kharchenko,bringsover20yearsofexperienceasa technologyprofessionalandentrepreneur.Hiscareer

involvedtechnicalandleadershiproles(technician, developer,teamlead,manager,CTO)acrossvarious techindustrieslikecybersecurityandfintech, includingfoundingseveraltechcompaniesand participatinginstartupexitsinIsrael,Germany,and Norway.

Mr.Kharchenkoarticulatesalong-standinginterestin technology,evenprogrammaticallycraftingmusic synthesizerfunctionsatage13.Hestateshiscareer pathwasdrivenbya"visionoftheadvantagesthata combinationoftechnologyandbusinesscanoffer." Thisdeeptechnicalgrounding,particularlythe experiencegainedasaCTOandfounder,provides TechBizGlobalwithauniqueperspective.Thefirm emphasizesthatthisleadershipexperienceallowsitto offer"additionalvalue"beyondstandardrecruitment ordevelopmentservices,providingclientswith insightsinformedbypracticaltechinnovationand businessscalingexperience.AsMr.Kharchenkoputs it,thisbackgroundenablesanaturalgraspof "numeroustechandnon-techrecruitmentstrategies andtechnologies,"knowledgesubsequentlyinstilled withinthefirm'steams.

Thecompanyitselfemergedfromthefounders' (DmitryKharchenkoandIgormentionedindirectly) earlierventure,WizeVision,basedinIsrael.Mr Kharchenkoreflectsthatthisinitialcompanyprovided cruciallearningexperiencesinbuildingpartnerand employeerelationships,establishingbusiness processes,andmanagingfinances–capabilities essentialforscalingTechBizGlobal.Theimpetusfor foundingTechBizGlobalstemmedfromobservingthe commonstrugglescompaniesfacein"discover[ing] thebestpeople,find[ing]thebestsolutionsto problems,andbuild[ing]teamsthatcanbuild successfulproducts."TechBizGlobalwasconceivedto provideeffectivesolutionstothesespecificchallenges.

OperationalStrategy:GlobalReach,Diverse Teams,andTechnologyIntegration

TechBizGlobaloperateswithadistinctlyinternational anddistributedmodel.Itsteammembersresidein variouscountries,includingDenmark,the Netherlands,Germany,Ukraine,Poland,Uzbekistan, Israel,andAzerbaijan,amongothers.Thecompany promotesthisstructureasareflectionofan internationalculturesupportinginclusivityand diversity,whilealsoenablingglobalservicedelivery

Keyoperationalstrategiesinclude:

· ClientFocusandFlexibility:Thefirmstresses understandinguniqueclientneedsandtailoringflexible servicepackagessuitablefordifferentcompanysizesand industries.

· BuildingLong-TermRelationships:Acoreprinciple involvesfosteringenduringpartnerships.Mr.Kharchenko highlightsinstanceswhereclientsfromprevious collaborationsover15yearspriorreturnedtoengage TechBizGlobal,indicatingatrackrecordofdelivering sustainedvalue.

· TechnologyAdoption:TechBizGlobalutilizes technologyinternallytoenhanceefficiencyand collaborationwithinitsdistributedteam.Automationtools streamlineroutinetasks,reducingmanualeffortand improvingaccuracy.CommunicationplatformslikeSlack facilitateseamlessinteractionacrossgeographies.Thefirm alsostaysattunedtobroadertechtrends,withMr. KharchenkonotingtheimpactofGenerativeAItoolslike ChatGPT,whichheusesdaily.

· InnovationProcess:Advancingproductsandservices involvesanalyzingmarkettrendsandcustomerfeedback, assessingcurrentofferingperformance,strategicplanning alignedwithlong-termgoals,andincorporating technologicaladvancements.Thecompanyexpressesa desiretopotentially"evaluatetheopportunitytobuildour owninnovativeproduct"inthefuture.

NavigatingChallengesofInternationalOperations

Operatingagloballydistributedremoteworkforcepresents uniquechallenges.TechBizGlobalsuccessfullynavigated hurdlesrelatedtoremoteworkandinternationalexpansion. Keystrategiesincluded:

· EmbracingRemoteWork:Buildingaflexible internationalteamstructurewascrucialforadaptingto diversegeographicallocationsandenablingseamless operations.

· MaintainingTransparency:UtilizingpublicSlack channelsandthoroughdocumentation(handbooks,guides) fosteredclearcommunicationacrossthedistributedteam.

· BuildingCohesion:Offsitemeetingsandteam-building onlineeventshelpedfosterconnectionandapositivework environmentdespitegeographicalseparation.

· CulturalAdaptation:Recognizingandadaptingtolocal culturesandbusinessexpectationsindifferentinternational marketsprovedessentialforsustainedglobalsuccess.

Thefirmattributesitsabilitytoovercometheseobstaclesto itscommitmenttoinnovationandstronginternaland externalrelationships.

MarketPositionandPerformance

TechBizGlobalhasestablisheditselfasarecognized recruitmentserviceproviderwithasignificantglobal footprint,servingclientsinover20countries,including majormarketslikeGermany,theUSA,theUK,and Singapore.Itsclientportfoliorangesfromstartupstolarge enterprises.

Keymilestonessignalinggrowthincludereaching50 startupclientsandsecuringamajorcontractwithoneof thelargestprivatebanksinaCIScountry,whichmarkedits entryintotheenterprisemarket.Thisgrowthstemmedfrom buildingastrongteamandcapitalizingonmarket opportunities.Thefirm'sblendofbusinessunderstanding anddeeptechnicalexpertise,particularlyfromits leadership,ispresentedasakeydriverofitsrapidsuccess.

FutureOutlook:ExpansionandInnovation

TechBizGlobalexpressesclearambitionsforcontinued growthanddevelopment.Theprimaryfocusincludes expandingitscustomerbaseinseveralinternational markets.Concurrently,thecompanyisevaluatingthe potentialfordevelopingitsownproprietaryinnovative product,movingbeyondserviceprovision.

Thefirmreiteratesitscommitmenttoprincipleslike sustainabilityandequalopportunitieswithinitsoperations. Itaimstosolidifyitspresenceasagloballeaderinboth techandnon-techrecruitmentacrossdiverseindustrieslike FinTech,Cybersecurity,AI,andHealthtech.The overarchinggoalremainstofunctionasastrategicpartner, enablingclientstoachievetheirbusinessobjectivesthrough optimizedtalentacquisitionandeffectivetechnology solutions.

UNLOCK THE 4TH TEXTILE SECRET

The Simple Discovery Revolutionizing 12 Industries

Friends,letusaskyou somethingplain.Thinkabout theclothesyouwear.Theseats yousiton.Thefabricsthatsurroundyou.

Forcenturies–truly,for thousands of years–we’vemadetextilesinjustthree basicways.Weweavethem,likea basket.Weknitthem,likeasweater.Or wepressfiberstogethertomakefelt. Threeways.That’sit.

Forgenerations,smartpeople,skilled artisans,andgiantfactorieshaveworked withintheselimits.They’vegotten faster They’veusednewmachines. They’vefoundnewmaterials.Butthe fundamental idea –weaving,knitting, felting–stayedthesame.Itseemedlike everypossiblewaytomakefabricwas alreadyknown.

Untilnow

Wewanttotellyouaboutafourthway. Adiscoverysofundamental,yetso overlooked,thatitpromisestoturnthe textileworldonitshead.Itwasn’tfound inabillion-dollarlabbyamassive corporation.Itstartedwithoneperson, watchingclosely,thinkingdifferently

Hernameis .And Dr.SoniaReynolds herstoryisoneyoushouldpayclose attentionto,especiallyifyoucareabout efficiency,newproducts,orsimply gettingahead.

TheSimpleObservation EveryoneElseMissed

Dr.Reynoldsdidn’tstartouttrying toinventanewcategoryoftextiles. Herjourneybeganmuchlikemany innovators–withdeeprootsanda keeneye.Herparents,partofthe WindrushgenerationfromJamaica, wereentrepreneurs.Byday,her motherworkedasanurse,andher fatherwasabricklayer.Bynight, theyranasmallbusinessknitting pullovers.YoungSoniasawfabric beingmade,notjustascloth,butas warmth,andcomfort,aproduct bornfromhardwork.Thatstuck withher.

Later,whileworkingonherown textiledesigns,shenoticed somethingpeculiar.Something small.Somethingmostmight dismiss.Shewaswashingsome handcraftedwoolpanels.Asthey dried,shesawloosefibersfromthe cast-onandcast-offedges naturally clinging tothemainyarnstructure. Noglue.Nostitches.Nohuman handguidingthem.Theyjust… attached.

Thinkaboutthat.Nature,findingits ownwaytoconnectfiberstoyarn.

Mostpeoplewouldseethatand think,“Hmm,that’smessy,”or

perhapsnotnoticeitatall.ButDr Reynoldsaskedadifferentquestion. Aquestionthatchangedeverything: Could this natural sticking be controlled? Could it be used deliberately to build a fabric, without weaving or knitting?

Thiswasn’tjustastraythought.It becameamission.Shedoveinto understanding why thishappened and how shecouldharnessit.This ledherdownapathofintensestudy andexperimentation.Shelearned theoldways–weaving,knitting, nonwovens,embroidery–mastering thecraftfromtheinsideout.

Hercuriosityledhertoresearch embeddingelectronicsintofabrics. Shesawhowclumsyitwaswith existingmethods.Shereadthework ofProfessorTilakDias,whopointed outthelimitationsoftraditional interlacing(weaving)and interlooping(knitting).Itall reinforcedhersuspicion:therehad tobeanotherway.

FOYSE:TheFourthClassof TextileExplainedSimply

Aftercountlessexperiments,Dr. Reynoldsperfectedhermethod.She callsitFOYSE.Thatstandsfor Fiber On Yarn Surface Entanglement

Let'sbreakthatdownsoit’scrystalclear.

1.WovenFabrics:Imaginethreadsgoingoverandunder eachother,likeacheckerboard.Twosetsofyarn, interlacing.

2.KnittedFabrics:Thinkofasingleyarnmakingloops thatpassthroughotherloops.Oneyarn,interlooping.

3.FeltedFabrics:Loosefibersarepressedormatted togetherusingheat,moisture,orneedles.Noyarn structure,justbondedfibers.

Now,forgetallthat.

FOYSEdoessomethingentirelydifferent.Ittakesacoreyarn. Then,itencouragesloosefibersto entangle directlyontothe surface ofthatyarn.Imaginetinyhooksorhairsonthefibers grabbingontothemainyarn.Thishappensalongthelengthof theyarn.Whenyoulaythese“activated”yarnsnexttoeach other,theentangledfiberscanalsoconnect between theyarns.

Theresult?

Afabricsheetisformed without theyarnstrandsneedingto looporweavethrougheachother.Dr.Reynoldsputsitsimply: FOYSE“...entanglesfibersontotheyarnsurface...forminga uniquenoninterlacedfabric.”

It’safourthdistinctmethod.Anewmemberofthe textilefamily.Andtheprocessissofine,she notes,it’s“invisibletothenakedeye,makingita completelyuniquefabricconstruction.”

WhyThis‘Secret’GivesYouanAdvantage: TheProof

Now,youmightbethinking,“Okay,it’sdifferent. Butisit better?”That’stherightquestiontoask. Anewmethodisonlyusefulifitoffersreal advantages.AndFOYSEdelivers.

Here’stheproof,basedonthefabricsDr Reynoldsproducesthroughhercompany, ZephlinearLtd.:

1.AstonishingLightness:Thinkaboutwoven orknittedfabric.Muchoftheyarnisused justgoingoverandunder,orloopingaround. FOYSEeliminatesthat.Dr.Reynoldsstates, “Zephlinearfabricsareupto40-60%lighter duetotheeliminationofinterlacingand interlooping.”Imaginelighterclothing, lighterfurnishings,lighterindustrialmaterials –reducingweight,savingshippingcosts, improvingcomfort.

2.BetterTemperatureControl:Becausethe structureisn’ttightlywovenorknitted, FOYSEfabricstrapmoreair.Thismakes themremarkablybreathablewhenit'swarm, yetinsulatingwhenit’scool.Comfort, naturallybuilt-in.

3.SurprisingStrength:Youmightthinklighter meansweaker.Notnecessarily Whenmade withstrongfiberslikemohairormerinowool, theentanglementprocesscreatesfabricswith excellentstrength,durability,andelasticity.

4.NoFraying:Cutawovenorknittedfabric, andtheedgesunravel.FOYSEfabrics inherentlyresistthis.Thefibersareentangled alongtheyarn.Thismeanscleaneredges, longer-lastingproducts,andpotentially simplermanufacturingsteps.Theyoffer smoothsurfacesthatstayintact.

Dr. Sonia Reynolds Founder | Zephlinear Ltd.

5.Built-inSustainability:Thisiscrucialtoday HowdoesFOYSEhelp?

· Less Waste: Itusesfibermoreefficiently Noyarnwastedoncomplexinterlacing paths.Dr.Reynoldsconfirmsit“reduces textilewaste...byeliminatingexcessfiber use.”

· Less Energy: Themanufacturingprocess canbemoreenergy-efficientthan traditionalmethods.

· Fewer Chemicals: Often,theneedfor chemicalbindersorharshfinishing treatmentsisreducedoreliminated.

6.PatentedandUnique:Thisisn’tjusta minortweak.FOYSEisthe first noninterlacedtextiletechnology.It’s protectedbypatents.Thismeansitoffers capabilitiesotherssimplycannot replicatewitholdmethods.

Thesearen’tjustclaims.Thesearetangible benefits.Benefitsthatcantranslatedirectly intobetterproducts,lowercosts,andnew marketopportunities.

TakingtheDiscoverytotheWorld:A StrategicApproach

Agroundbreakingdiscoveryneedsasmart plantoreachitspotential.Dr.Reynolds didn’tjustinventFOYSE;shefounded ZephlinearLtd.(Thenamecleverly combines“Zephyr,”forlightnessandfine yarns,with“Linear,”forstructureandflow) tobringittotheworld.

Butshedidn’tstopthere.Sheunderstood differentmarketsneeddifferentsolutions.So, underZephlinear,shecreatedspecificbrands:

· ZephlinearCouture:Forhighfashion, leveragingthelightness,smoothsurface, anduniquestructureforavant-garde designs.

· Fabtangle:Aspecializedtoolenabling otherstocreateFOYSEtextiles, focusingonprecisionandscalabilityfor handcraftedorbespokeapplications,like high-endfashionandinteriors,ensuring “sustainableproductionwithminimal waste.”

· RapidFABLAB:Acompactmanufacturingunitforresearch labsanddesignstudios.Itallowsexperimentationand prototypingacrossindustries,frommedicaltextilesto performancewear.

Thisisn’thaphazard.It’sacalculatedstrategytointroduceFOYSE acrossmultiplesectors.

Furthermore,understandingthatarevolutionneedseducationand collaboration,sheestablished

TheInstituteofFOYSETechnology(TIoFT).Thinkofitasa bridge.Itconnectsuniversityresearch(partnersincludeManchester, BirminghamCity,Aston,Warwick,Penn,andmore)withreal-world industryneeds.TIoFTworkstorefinethetechnology,trainpeople, andspeedupadoption.It’saboutbuildinganetworktoensurethis “fourthclass”oftextilesfindsitsplaceglobally.

TurningSkepticismintoStrength

Makenomistake,pioneeringsomethingtrulynewisnevereasy.Dr Reynoldsadmitsit:“Ifacedchallenges...suchasindustry skepticism,securingfunding,anddevelopinganentirelynewtextile technology.”Peoplearecomfortablewithwhattheyknow Introducinga“fourthway”wasmetwithdoubt.

Earlyon,aprevioustextilebusiness sheranhadtoclose.Butshedidn’t quit.Sheusedherdesignskillsinother areas,likeinteriordesign,tofundher research.ShecallsdevelopingFOYSE aprocessrequiring“persistenceand strategicexecution”togaincredibility andresources.

Howdidsheovercomeit?“Bystaying focusedandadaptable,refiningmy research,andleveragingcollaborations tovalidatethetechnology.”Her resilienceprovedthedoubterswrong. Everychallengeovercomemadethe foundationofFOYSEevenstronger.

LookingAhead:12Industriesand Beyond

Dr.Reynoldsisn’tresting.Her ambitionisclear:“Mygoalforthe futureisfornoninterlacedtextilesto capture1%ofthetextileindustry.” Thatmaysoundsmall,buttheglobal textileindustryiscolossal.Onepercent representsamassiveshift.

Herstrategicroadmaptargets“12key industries,”focusingonareasripefor innovation,sustainability,and advancedmaterials.

What’snext?Excitingprojectsare underway:

· Securingmorefundingfor research,especiallywithwooland othernatural“hairy”yarnswhere FOYSEexcels.

· Launchingnewprototypesand servicesbasedonthetechnology.

· Atrulyrevolutionaryidea: printing designs or functions directly onto yarn beforetheFOYSE entanglementprocesseven happens.

Imaginethis:Shehasalreadycreated biodegradableFOYSEfabricsusinga mohair/merinoblendthatare infused

with insect-repellent or pleasant aromas. Thinkwindowblindsthatnaturallykeep bugsawayorpackagingthatreleasesa specificscent–allwithoutadded chemicals,leveragingthenatural propertiesofthefibersandtheunique FOYSEstructure.Thiswork,fundedby theUK’sDCMSCreateGrowth Programme,showsthesheerversatilityof thisfourthway.

YourOpportunitytoEngagewiththe Future

Dr.SoniaReynoldsoftensays, “Innovationthrivesoncuriosityand resilience.”Sheissuesachallenge: “Challengeindustrynorms,embracenew possibilities,andpushforward.”

ThedevelopmentofFOYSEwasn’tdone inisolation.“Theintroductionof noninterlacedtextilestotheworldhas beenbuiltonglobalpartnerships, rigorousresearch,andindustrysupport,” sheemphasizes.

Now,theinvitationextendstoyou. Whetheryouareadesignerlookingfor newpossibilities,amanufacturerseeking efficiencyandsustainability,aninvestor searchingforthenextbigthing,orsimply someonecuriousaboutthefuture:

1.LearnMore:Understandhowthis “fourthclass”ofnoninterlaced textilesdiffersfromeverythingyou

thoughtyouknew.Requestthe freecomparativechart offeredbyZephlinearLtd.See thedifferenceslaidoutplainly

2.ConsiderthePossibilities: Howcouldlighter,stronger, breathable,fray-resistant, sustainablefabricschange your productsorindustry?

3.EngagethePioneer:Dr Reynoldssharesherinsightsat majorevents(likethe upcomingVenturefestWM 2025andthe94thIWTO Congress2025).Consider bookingherforspeaking engagementstoinspire innovationwithinyourown organization.

Thisismorethanjustanewtypeof fabric.It’sanewsetoftools.Anew wayofthinking.Thisisapotential advantageforthosewhoseethe opportunityearly.Don’tletthe simplicityoftheinitialobservation foolyou.Sometimes,themost profoundchangesstartwithseeing theobviousinanewlight.

Thetextileindustrystoodonthree legsforcenturies.Now,thereisa fourth.Explorewhatthatmeansfor you.

Co-Founder

Samyak Jain

Applying AI Agents to Improve Hiring Efficiency and Reduce Bias ZEKO AI

Initialdiscussionssurrounding advancedArtificialIntelligence, particularlyfollowingOpenAI’s advancements,oftencenteredon anxietiesaboutjobdisplacement. Headlinesfrequentlywarned,“AIis goingtotakeourjobs.”However,the practicalapplicationofAI,especially GenerativeAI(GenAI),increasingly demonstratesitscapacitytoenhance productivity,streamlineworkflows, andaugmenthumancapabilitiesrather thansimplyreplacethem.Thisis particularlyevidentincomplex businessprocessesliketalent acquisition,whereinefficienciescan significantlyimpactorganizational growthandcosts.

Enterpriserecruitmentoftenstruggles withpersistentproblems: communicationgapsbetweenhiring managersandrecruitersleadingto misalignedefforts,inherenthuman biasespotentiallyskewingcandidate selection,operationaldelaysextending hiringcyclesovermonths,andthe substantialcostsassociatedwiththese inefficiencies.Addressingtheseissues requiresmorethanincremental improvements;itdemandsa

fundamentalrethinkingoftheprocess. SamyakJain,anIITDelhialumnus, co-founded preciselyto ZekoAI providesuchasolution,utilizingAI agentstotacklethesecorerecruitment challengeshead-on.

TheGenesis:FromCampusHiring InsightstoEnterpriseAISolution

ZekoAI’soriginslieintheexperiences gainedfromMr.Jain’sprevious venture,MyWays.ai,whichhecofoundedwithTanvi.“Myco-founder, Tanvi,andIhavebeendeeplyengaged intherecruitmentandtalentevaluation spaceforoverfiveyears,”Mr.Jain explains.MyWays.aiconcentrateson hiringandassessingnewgraduates fromIndia’spremierengineering institutions,includingIITsandNITs. Thisworkprovideddirectexposureto the“systemicinefficienciesin recruitmentprocesses,especiallyin largeorganizations.”Theyobserved firsthandtheconsequencesof misalignment,bias,andoperational delays.

TheteamatMyWays.aihadalready developedarobustengineforskills

evaluation.ThesignificantadvancementsinLarge LanguageModels(LLMs)in2022,coupledwith insightsfrominternaloperationalevents,served asacatalyst.Thesedevelopmentsallowedthemto rapidlyexpandthescopeoftheirevaluation capabilitiesbeyondfreshgraduatesand technologyroles.Buildingonthisfoundation, ZekoAIemerged.“Wedevelopedaproprietary layertofunctionalongwithLLMs,creatinga productthatconductsend-to-endinterviewsand buildstalentpipelines,”Mr.Jainstates.“This innovationhasbecomethecornerstoneofour mission...Wecannowachievethingsthatwere notpossiblebefore.”ZekoAIlaunchedasanAIdrivenSaaSplatformundertheparentcompany ofMyWays.ai,backedbyinvestorsincluding AUMVentures,RTAF,andIIMAVentures.

TheZekoAISolution:AIAgentsStreamlining theRecruitmentWorkflow

ZekoAIaimstodirectlycounteracttraditional hiringbottlenecks.Wherecommunication breakdownsbetweenhiringmanagersand recruiterscanleadtowastedeffortandextended timelines,ZekoAIinterjectsAIagentstofacilitate clarityandalignmentfromtheoutset.The platformoffersasuiteoftoolsdesignedto achievespecificimprovements:

· EnhancedStakeholderAlignment:The platformengageshiringmanagersearlytoclearly definerolerequirements,understandcompany culturenuances,andalignonstrategicobjectives, providingrecruiterswithpreciseguidance.

· ReducedHiringCycleTime:ZekoAI automatesseveraltime-consumingstages.The companyclaimsitsAI-poweredautomationcan cutoverallhiringtimebyasmuchas80%, reducingcyclesfromweeksormonthsdownto days.

· OptimizedCandidateSourcingand Screening:AIalgorithmsidentifyandfilter candidatesfromvariousopensources.TheZeko Screentoolhelpsprocessapplicationsefficiently, whileZekoHireprioritizeshigh-quality applications,allowingrecruiterstofocusefforts effectively.ZekoHuntwilllikelyassistin targetedcandidateoutreach.

· AI-PoweredCandidateEvaluation:ZekoAI conductsvirtual,conversationalaudio-videointerviews (ZekoInterview)forbothtechnicalandnon-technical roles.TheseAI-driveninterviewsgeneratedetailed candidateassessments,aimingtoprovideobjective, data-drivenevaluationandreducehumanbias.The platformalsoincludestoolsforadvancedpaperwork verification.

· StreamlinedDecision-Making:Insteadofpresenting hiringpanelswithlargenumbersofcandidates(e.g.,1520),theplatformprovidesacuratedshortlistofthetop threeorfourapplicants,simplifyingthefinalselection process.

· ScalabilityandSpecialization:ZekoAIoffers solutionstailoredforspecificneeds,suchasZekoRPO (RecruitmentProcessOutsourcingsupport)andZeko Campus(likelyleveraginginsightsfromMyWays.aifor campusrecruitment).Theplatformsupportsmultiple languagesanddialects,positioningitforglobal application.

ZekoAIassertsthesecombinedcapabilitiesleadtoa highdegreeofefficiency,claimingan80%successrate inmakinghireswithinjusttwotothreeinterviews.

NavigatingImplementationChallenges

Developinganddeployingsuchasystemwasnot withoutobstacles.Mr.Jainacknowledgeskeyearly challenges:

· DefiningMarketFocus:“Oneofourbiggest challengeswasidentifyingourfocus,”Mr.Jainrecalls. Aninitialattempttoservetoobroadanaudiencediluted theirefforts.Theteamlearnedtoconcentrateontheir idealcustomerprofile:enterpriseorganizationshiring10 ormorepeopleeachmonth.Thisallowedformore effectiveresourceallocationandservicerefinement.

· DrivingOrganizationalChangeManagement:

Securingadoptionwithinclientorganizationsproved difficult,evenwithleadershipsupport.Mr.Jainnotes, “Evenincaseswheretheleadershipisaligned...the actualexecutorsareoftennotabletoadoptdueto limitedbandwidthandlackofprioritization.”ZekoAI addressedthisbyanalyzinguserbehaviordataand tailoringitsservicesandimplementationsupportto bettermeetthepracticalneedsandconstraintsof operationalteams.

EvidenceofPerformanceandMarketValidation

ZekoAIoffersspecificexamplesandendorsementsto validateitsimpact:

· ClientCaseStudies:Alargeorganizationfocusedon diversityhiringutilizedZekoAItoefficientlyidentify suitablecandidatesbeyonditsusualpoolandreceived upskillingrecommendations,enablingittomeet diversityobjectives.

· Arapidlyscalingcompanystrugglingwithhigh applicationvolumeintegratedZekoAIwithitsexisting systems(jobboards,ATS).Theplatformscanned thousandsofresumes,conductedinitialAIinterviews, anddeliveredcandidateshortlistswithindays, significantlyacceleratingtheirtalentacquisition.

· AwardsandRecognition:ZekoAIreceivedthe“Best HRTechStartup”awardattheFutureTechSummit, acknowledgingitsAI-poweredinterviewingfeatures andpotentialimpact.

· InvestorConfidence:Investorsprovidethird-party validation.ChetanMehtaofAUMVChighlightsZeko AIasan“India-centricinnovationwithglobal scalability,”aligningwiththegrowingdemandforAI solutionsinemergingtalenthubslikeIndiaandthe MiddleEast.CAAmitSingalofRTAFemphasizesthe “directeconomicimpact,”positioningZekoAIasatool thatreduceshiringcostsandoperationalinefficiencies, thusframingrecruitmentmoreasaninvestmentthana costcenter.

TheLeadershipDrivingtheTechnology

SamyakJain’sleadershipphilosophyappearsintegralto ZekoAI’sdevelopmentandculture.Heemphasizestwo coreprinciples:

1.People-First:“Webelievethecompanygrowsonlyif individualswithinitgrow,”hestates.Thistranslates intofosteringaworkenvironmentwhereteammembers feelpassionate,takeownership,andareempoweredto developpersonallyandprofessionally.Heassertsthat “trustandinvestmentinpeoplesustainanorganization duringcrises,”valuingthisover-relianceonhigh salariesorbrandrecognitionalone.

2.Innovation-driven:Mr.Jainencouragescreative thinkingandprocessredefinitionacrossallroleswithin

thecompany.“Regardlessoftheirdomain,weencourage ourteamtothinkcreatively,”heshares.Technologyserves asacoreelementnotjustintheproduct,butininternal operationsaswell.

Thisphilosophyaimstobuildaresilient,aligned,and continuouslyimprovingorganizationcapableofsustaining innovationinthefast-movingHRtechspace.

FutureOutlook:AI’sEvolvingRoleinHR

Mr.JainenvisionsAIplayinganincreasinglycentralrolein HRandtalentacquisition,movingbeyondsimple automation.“AIisreshapingrecruitmentandengagement bytakingoverrepetitive,time-consumingtasks,”henotes, “[enabling]HRprofessionalstofocusonemployeegrowth andorganizationalculture.”

Heanticipateskeytrendsdrivingthisevolution:

· Personalization:Creatingmoretailoredrecruitment experiencesthatbetteraligncandidatevaluesand aspirationswithorganizationalculture.

· Data-DrivenDecision-Making:Utilizingpredictive analyticsmoreeffectivelytooptimizecandidatesourcing strategiesandimproveemployeeretention.

· SeamlessIntegration:EmbeddingAItoolsmoredeeply andsmoothlyintoexistingHRworkflowsforenhanced efficiency

ZekoAI’sstrategicgoalalignswiththisvision.“Wewantto redefineHRbyempoweringprofessionalstofocuson peopleratherthanprocesses,”Mr.Jainsays.Theobjective istocreateaplatformthatenablesrecruiterstoonboard individualswhonotonlypossesstherequiredskillsbutalso fitandcontributepositivelytotheworkplaceculture.His desiredlegacyinvolvesdemonstratingtheimportanceof aligningrecruitmentwithorganizationalvaluesandhelping unlockemployeepotential.

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