CREATING GLOBAL STANDARD FOR INTERVIEWS

Problem: Interviews are broken for organizations

Standardization People Analytics Time and Effort

Limited Standardised interview Limited Feedback System & Time, Effort & Cost in interviewing
parameters and process lower high-level visibility not fit candidates

24 interviews 5 Weeks

Average interviews per High TAT- Average time

successful hire- ~150+ Man Hrs. from application to offer
BarRaiser

GLOBAL INDUSTRY EXPERTS evaluate skills, domain knowledge and

aptitude of your potential hires using BarRaiser AI

Global Standardization
Deep Visibility
Engine
Easy & Critical Expert
AI Driven scientific Interview Process
Feedback; Data-driven hiring

5 1 week 24 4 interviews
Reduced time for offer Per successful hire after BarRaiser
Evaluation~ saving 120+ Man Hrs.
Where BarRaiser Fits
Peer Rounds Managerial Rounds
Resume based screening Cultural fit and Offer Round
(1-2) (1-2)

BarRaiser conducts Expert interviews-

○ Structured interviews
○ Experienced and trained interviewers
○ Detailed unbiased evaluation by the experts
Sample Evaluation- Video Tags

Note: Video Highlights have questions and remarks from the experts, and these are tagged at various timelines.
 BarRaiser AI

We understand that requirements for each company is different, hence

we make interviews specific to your needs

Customized Interview structure

1. Customized rounds of interviews- Peer Round & Manager Round

2. Pre- interview assessment Round

3. Assignment or Case Study Round

4. Separate Coding round for Tech Roles

Create Global standards

Note: For detailed information on interview structures and BGS Feedback please refer to Annexure (slides 15-17)
Existing clients and their experience
We didn’t have the DevOps expertise in our
team. BarRaiser has helped us evaluating the
incoming candidates in a very detailed &
objective manner. We just have to take
cultural fit round as they take care of
technical rounds.
-Doubtnut CTO
As we need to expand our Tech team rapidly,
we are using BarRaiser Global Score to
shortlist good fit. It has accelerated our hiring
process, reduced the pressure on employees
from taking multiple interviews and has
brought a standard skill-level in the incoming
employees.
-Shiprocket CTO
 FAQs

Who are the expert partners?

○ They are data scientists, product managers, tech leads placed at well reputed firms like amazon, walmart,
uber, microsoft etc.
Do you also source the candidates?
○ No, we don’t source in order to maintain unbiasedness during the whole evaluation process and minimise
the possibility of conflict of interest.
What is the TAT if I share the resume of a candidate today?
○ 4-6 days once the process is finalized.
How do I share my requirements, JDs and profiles of candidates to be interviewed?
○ We fix a detailed call with your team to understand the requirements and expectations from a particular
role. We include your inputs and create a specific interview design for each candidate.
○ We maintain a candidate tracker and try to keep the process as simple as possible.
What is a Good BarRaiser Global Score and how do we know whom to hire?
○ Candidates scoring 550 and above are good. However, we encourage our company clients to go through
detailed evaluation to set a standard criteria around scores.
 Next Steps...

Demo with first 3

Candidates based on Gather feedback after each
requirements and interview and improvise Current Focus Domains
interview structure

• Data Science
• Product Management
• Backend Applications
• DevOps
• Frontend Web
• Android Development
Get the Evaluation along • iOS Development
Finalize the Interview &
with tagged interview videos
Feedback structure
within 5 Days
Annexure
Expert Partners
Who are they? Skill Matrix for Experts
Domain- Tech, Product etc. Industry- BFSI, Pharma etc.
• Data Scientists, Product Managers, Tech leads,
Directors etc. placed at well reputed firms like Type of Organisation-
Experience
Amazon, Walmart, Flipkart etc. Startup, Mid-size etc.

On-boarding process Expert Training

• Step 1 - 2 rounds of in-depth interviews with existing
experts (Using own product)
• Step 2 - Approved/ Reject based on BGS(BarRaiser
Global Score)
• 60 minutes discussion over interview structure
• 120 minutes training over how to write feedback and
give ratings to a candidate
• 2 Training interviews
• 60 minutes feedback session over the training
interviews
How do we ensure quality of interviews?
With every interview, our interviewer improves and thus leading to high quality and focussed interviews

Interview Analysis

- Duration of the interview Expert Onboarding Matrix

- Expert engagement during the interview Feedback +
- Quality of the discussion Expert Training
- Feedback from interviewee
BarRaiser: Interview Design
Interview structure is
decided on the basis of
three factors currently:
● Sector - Tech (Backend,
Frontend, Devops, etc.),
Product, Data Science
● Experience - Junior (0- 3 yrs),
Mid (4-8 yrs), Senior (8+ yrs)
● Role - Product ( B2B, B2C,
Technical)
BarRaiser: Interview Design (Example for DevOps)
Requirements of the
firm- DevOps

• Kubernetes

• Deep understanding
of cloud
technologies-
optimizing cloud
costs

• Infrastructure

• Build pipelines

• Application
deployment time
should be low-

• Scaling techniques

• Monitoring should
be strong- SRE role

• Planning of
instances
BarRaiser: Evaluation and Feedback

Ratings Factors in BGS

• Sectional Score
Round 1 • Sectional Weightages
Feedback
• Role
• Experience

Ratings
Overall Feedback + • Feedback collation
Round 2 Sectional Feedback • Quality Checks
Feedback

Best practices in Feedback

Focus on + Future
Coverage Detailed Specific Empathy
and - driven
Data Privacy and Ownership

PROCESS
Companies provide the list of candidates - > BarRaiser evaluates the candidates ->
Evaluation cards are sent to the companies

OWNERSHIP
● Evaluation card & Tagged video interviews are owned by companies
● Nothing is shared outside organisation, not even with the candidates
Feedback from candidates
Key takeaway:
Good Interview experience for candidates can help in increasing the brand value of the organization as they
will talk about it over social media platforms or share the feedback with colleagues/friends

“Good experience to have

such wonderful discussion
and getting instant
“When I was giving such JS interviews
feedbacks.”
2-3 years back there were no good
questions asked similar to these.
“It was a great interview session, Certainly this interview was one of the
even i would say, it was a good best I have attended so far. I'm hoping
learning session too for me.” to get more such interviews to cover
my untapped areas in WebDev/JS.”

“It was fun to interact with Tarun, looking

forward for the next round.”