Employee expectations have changed significantly after Pandemi, and the fintech Payu company has made the balance of work life as a key component of the employee value proposition (EVP), said Priya Cherian, head of the person.

The company believes that Talenta maintains it as important as interesting, Cherian said in an interview.

Payu financially well, the recruitment plan is still intact, and there will be several hundred employees of this financial year, he said.

Data Science and Data Engineering will be a focus area for the Payu in this year’s recruitment because the data is at the center of everything it does. And the company will also continue to employ backend engineers and product managers as well.

He said the Start-Up layoff in recent months had offered the employer as a wider collection of talent to be chosen, and underlined that the recruitment costs would remain high for possible six months, after that they would correct. Edit quotes:

EVP is based on three pillars. After many focus group discussions and more than 1,000 surveys with employees, we can determine the strength of our organization and the four main differences that distinguish us. This includes a sense of ownership, high growth environment, large resources and a sense of challenges in everything. The essence of these four factors is used to build three pillars of EVP – collaboration, entrepreneurship and innovation.

We have 3000+ Payuneer (employees) in various fields of business; 43 different nationalities in 20 different countries. This requires the integration of people, teams and technology. We have increased the number of employees who meet the requirements for this year’s bonus. With an increasing 3X referral bonus, this business has improved its employee referral programs. We also focus on diversity, inclusion, gender neutrality and mental health.

What is the recruitment plan for Payu in India for the next year? And what kind of role are you?

During the next year, we will definitely focus more on technology, products, data roles, and some non-technological roles. We aim to recruit around 240-250 people this year because the credit and payment business continues to grow.

We will focus on strengthening domain expertise. Data Science and Data Engineering will take a greater focus this year because the data is in front and the center of everything we do. Of course, we will continue to recruit backend engineers and product managers as well.

We are building our product management team and that has become a focus for the second half of last year. This will continue to be at least the next 12 months to ensure that our product management team is much stronger.

What is your talent pipe strategy?

Our talent strategy is focused on various fields. We will continue to bring junior talent and build a strong pipe. We will continue to diversify to the Tier 3 and Tier 4 campuses. We have seen a big success story coming from the Tier 2 and 3 years ago. From the point of view of diversity and inclusion, this strategy has served us very well and that is why we will use it this year too.

Renting a key talent has changed expensive. How do you see this form in the near future?

Of course, recruitment is more expensive because there is a war for talent in all Indian industries and economies. At the same time, this situation is not permanent and there are different sub -dren – sometimes contradictory – in great resignation as well. For example, there is an inverted migration trend with employees who return to their ex -employer.

While people resign for salaries, it is not the only criteria also look for a better balance of work life, benefits, welfare programs, or jobs that are in harmony with their interests. There are also layoffs in the start-up market. I hope that the resignation and an increase in recruitment costs will last for six months, after that the recruitment market will correct themselves.

How did the layoffs in the start-up ecosystem play for fintech players like you and would it reduce the cost of HR to a certain extent?

Layoffs are unfavorable reality in the current initial ecosystem, especially in companies that depend on investor capital. But it gives an organization the opportunity to take advantage of a wider collection of talents. And we are looking for talent to give strength to our growth. Payu is a profitable and stable company about the growth of growth – MIS., In TPV TA 22 Payu in India grew 66 percent and revenue increased 49 percent.

However, our goal is not only to attract but also maintain talent. People are looking for not only for money, but for other aspects of professional growth and welfare. This is why our EVP is a promise for existing and potential employees to build a future that is more beneficial for them by investing in growth, learning, and overall development.

This proposition is turned on through various HR initiatives and policies made attentively. For example, we offer learning programs and improvement of betrayal, support the welfare, and balance of work life, and ensure that policies and processes include all, including our LGBTQ (Lesbian female colleague, gay, bisexual, transgender and strange) + women. So our EVP functions as a factor for attraction and retention.

Do you return to work from the office fully in India?

We started the Hybrid 3-2 or 2-3 work model from July, where employees have an option to work two or three days in the office. Employees are allowed to choose a model that is more suitable for them. The balance of healthy work life is an important component of our EVP. For example, the company offers 40 days of leave obtained in addition to 10 days of mandatory leave.

As a HR leader, how do you work to overcome the hope of the balance of employee life?

The balance of healthy work life is an important component of our EVP. For example, the company offers 40 days of leave obtained in addition to 10 days of mandatory leave. As I mentioned before, we also offer hybrids in options 2-3 or 3-2 (working from the office for 2 or 3 days).

We take into account that Pandemi has significantly changed employee expectations, prioritizing personal welfare, growth, balance of work life and mental health. EVP Payu offers policies and benefits in responding to this. For example, we offer psychological counseling services, financial, and professional law for employees and their families.