THE SUPER APP

Umbrella

TEAM PARVATA
 Table of Contents
About Zerodha ...................................................................................................................................................... 1

Vision & Mission ................................................................................................................................................ 1

Future Plans ........................................................................................................................................................ 1

Super App .............................................................................................................................................................. 1

Name ................................................................................................................................................................... 1

Facilities and Services......................................................................................................................................... 1

Trading Platform ............................................................................................................................................ 2

Consultancy Services ..................................................................................................................................... 3

Portfolio Management .................................................................................................................................... 5

Credit Rating .................................................................................................................................................. 6

Insurance Agency ........................................................................................................................................... 6

Neo Banking ................................................................................................................................................... 6

EXIM Consultancy ......................................................................................................................................... 6

Human Resources ................................................................................................................................................. 7

Organization Structure ........................................................................................................................................ 7

Recruitment ......................................................................................................................................................... 9

Selection ............................................................................................................................................................ 12

Training & Development .................................................................................................................................. 14

On the Job Training ...................................................................................................................................... 14

Off the Job Training ..................................................................................................................................... 15

Marketing ............................................................................................................................................................ 17

Campaigns......................................................................................................................................................... 17

Strategies ........................................................................................................................................................... 17

Financials ............................................................................................................................................................. 20
Revenue Model & Growth Projection .............................................................................................................. 20

Budget ............................................................................................................................................................... 21

Financial Statements ......................................................................................................................................... 22

Balance sheet ................................................................................................................................................ 22

Profit & Loss Statement ............................................................................................................................... 22

 Team Parvata PAGE 1

About Zerodha
Vision & Mission
Creating a brokerage-free world to benefit the most important stakeholders when it comes to financial markets.

Future Plans
The Kamath family has a futuristic long-term goal to create a platform where all financial needs of an individual
can be met. This includes financial planning, investments, trading, traditional banking facilities, payments
platform, taxation assistance, filing, etc. It can be called the ‘financial super app’. The main idea behind this is to
be fully based on fintech and have zero offline presence.

We are working on the app to be put out the pilot app atleast by 2024. In essence, the app will begin functionality
with its first set of services by 2024 and after which, in a phase-wise manner the app will be added with extra
services and eventually in under 10 years, the Zerodha super app will be in its full functionality, with zero offline
or physical presence.

Super App
Name
The name of our Super app is “Umbrella”.

Facilities and Services

Trading
Platform

Consultancy
Credit Rating
Services

EXIM
Neo Banking
Consultancy

Insurance Portfolio
Agency Management
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✓ Trading Platform
The existing trading platform industry have a typical system of broker where brokerage is charged per transaction,
therefore bigger the transaction, bigger the commission. Unlike other systems, Zerodha works at a different level,
where the only 2 places where Zerodha gets money, is membership and a flat intraday charge. Other than these
two Zerodha doesn’t collect any other revenue and whatever it collects from users is almost negligible for the
users and customers.

With its existing trading platform, Zerodha intends to upgrade it with additional features of market making and
fragmentation. For this reason, the trading platform is linked to the banking network of Zerodha that will be
spoken about later.

Automatic Market Making

Being in both the banking sector with its new neo bank and in the trading sector, Zerodha has the 2 sides of both
the commodities market and the instruments market. Using this to its customers aid, Zerodha offers its services
to facilitate buy and sell of both instruments and commodities with all related and needed information to both the
parties.

Non-Cash Sale
Umbrella is bringing the old concept of Barter with a new approach and implementation. Since, the client trade
through Zerodha, they don’t have to buy in bulk or in full and they simply fragment their asset to sell. Now that
an asset is fragmented, it doesn’t have its old full value but could be at par with a lesser valued unfragmented
asset, because of which, we can now allow the trade of the asset for another asset or fragments of varied set of
assets which again promotes and helps better trades and in larger volumes altogether.

Fragmentation
The next special feature of Zerodha is fragmentation. Since, the transaction is completely done through Umbrella
and are done with the assets of umbrella, we are legally entitled to control the assets and implement them in any
manner legally feasible. Therefore, we at umbrella allow the clients to fragment their asset to facilitate better and
ease of transaction for the client. This also facilitates Zerodha, because smaller transactions mean quicker
transactions, which essentially means lesser processing power needed therefore in net reduces the transaction
cost.
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✓ Consultancy Services

M&A

Tax

Corporate Administration

Accounting
Consultancy

Audit

Tax
Perosnal
Asset Valuation

Corporate Consultancy

Public Relations
We are engaged in offering the best-in-class advisory service for maintaining a good relation with Public in form
of-
• Written Communication - From information on new products for media launches, to press releases, articles
and speeches, a high level of written communication forms a large part of the public relations
professional’s scope.
• Organizing Events - From media launches to press conferences, company banquets and more, a large part
of the role of a PR consultant is to organize and manage corporate events for their employers or clients.
• Media Relations - Whenever a company makes the news, whether intentional or not, they will probably
be contacted for an interview by the media. Dealing with this, either directly or indirectly, is the job of the
PR professional.
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Human Resource
We are also engaged in offering the best-in-class advisory service when it comes to human resource in the
following ways-
• Advising management on the administration of human resources policies and procedures.
• Serving as internal consultants by analyzing a company’s current Human Resource programs and
recommending solutions.
• Preparing and maintaining reports related to specific Human Resource projects.
• Assisting with the development and coordination of recommended changes regarding workflow.
• Developing methods for compiling and analyzing data for reports and special projects.
• Providing advice related to recruitment, training and appraisal strategies for maintaining the employees.

Legal Consultancy
We are also engaged in offering the best-in-class advisory service in all types of lawsuits like –
• Joint venture arrangements.
• Direct & indirect taxes.
• Statutory permissions Registration.
• Matters regarding industrial and labor laws industry specific regulations to be followed
• Mergers & Acquisitions

Financial Consultancy
We are also engaged in offering the best-in-class advisory service in all type’s financial services like -
• Tax planning
• Insurance planning
• Risk management
• Financial planning
• Employee benefits planning
• Retirement planning
• Investment selection and management
• Real estate planning

Information Technology Consultancy

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We are also engaged in offering the best-in-class advisory service in all type’s information technology like -
• System integration
• Digital customer experience consulting
• Digital transformation
• IT strategy consulting

Media Consultancy
We are also engaged in offering the best-in-class advisory service in media sector like -
• Account/profile creation and branding
• Content publishing
• Research and analysis
• Campaign and community management
• Education

✓ Portfolio Management
We are Zerodha, do portfolio management for HNIs, that is, High Net worth Individuals. These are the clients
who have higher levels of capital and need someone dedicated to transact and manage portfolio for them, but
unlike other brokers, we at Umbrella understand that even day to day traders need portfolio management. Since
the pandemic, too many retail investors have entered the market and they need guidance.

Our concept is very simple. We link KITE, our market education app with the trading platform. After certain level
of clearance in KITE through learning, the investor will get to open an account on our trading platform and a
contract is signed guaranteeing a certain amount of fixed return on the capital he/she puts. Then that capital is
used by the portfolio manager to teach the client how to invest and the reasons and need to do the same. In this
way, we facilitate personalized growth and we also enable a lot more retail investors to trade effectively in the
market. After our concept is scaled up to an extent, the market’s volatility because of lousy trades tend to reduce.
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✓ Credit Rating
The credit rating agency of India CRISIL, is having a series of licenses that allow independent organizations to
take up credit rating procedure. Since, there are regulations in place as to how the ratings are calculated, Umbrella
will be no way different because it is CRISIL enabled. We just want to be the extra set of eyes for the people who
want to know the company’s credit worthiness and on the other hand, we also provide credit ratings evaluation
for individuals so that even they can get better exposure in the market that they actually deserve.

✓ Insurance Agency
According to LIC norms, any person or company can establish themselves as an insurance agent for LIC, but
there’s also an aspect of being the portfolio manager for LIC investments. LIC fragments its capital and lends it
to huge number of companies/banks to manage the capital and gives them strict returns target for a higher
commission. For these institutions, there is a quick way to become insurance depository if they meet the expected
returns consistently. So Zerodha plans to enter into this sector, eventually becoming a depository for life
insurance. Apart from life & Medical insurance, Umbrella will start vehicle insurance on its own.

✓ Neo Banking
It’s always been in Zerodha’ s interest to launch a Neo bank eventually and in its 3rd and final phase of digitization,
Zerodha will launch its neo bank in its full-fledged functionality through Umbrella.

✓ EXIM Consultancy
One of Umbrella’s important feature is the consultancy service for Import and export in India. Generally, when
it comes to EXIM, everyone immediately thinks of Logistics solutions, but most of the manufacturers are in need
for financial and technical consulting because of frequent changes in EXIM norms and duties and rates.
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Human Resources
Organization Structure

The entity has been structured as per the matrix structure. The entity has been divided into 6 primary divisions as
below:
1. Consultancy Services
2. Credit Rating Agency
3. Portfolio Management
4. Insurance Agency
5. Neo Banking
6. EXIM Consultancy

Each division represents a product or service that will be offered by the new entity. Each division will be
supervised by a General Manager, and every divisional team will consist of members from multiple functions in
order to make sure that every product or division is capable of functioning on its own able to unlock the maximum
potential of the new services, this will also ensure optimum utilization of Human Capital spread across multiple
functions and divisions.
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The entity will be following a dual reporting system wherein, all employees will be reporting to 2 people – one
being their respective GMs of the divisions who will be responsible for operational and strategic development of
the divisions and will also have the responsibility to coordinate with the other managers and VPs of various
functions to ensure overall development of the entity.

The various functioning departments i.e.

1. Finance and accounting
2. Marketing
3. Human Resources
4. Project Development
5. Public relations management
6. Strategy Development
7. IT Development and support
8. Support Services

Each functional department will be headed by a Vice President who will be responsible for ensuring that their
respective function is running smoothly in the entity and the department will also be responsible to supervise and
overlook the work done by the employees of their function that are part of different divisions.

This structure ensure independence of the divisions in terms of the work as each department will be part of the
divisional workforce at the same time ensure that that at entity level, the consolidated work is overlooked by the
Vice presidents. This structure will also provide cross divisional mobility and unlimited career advancement
opportunity.
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Recruitment
Applicant Tracking System (ATS)
The principal function of an ATS is to provide a central location and database for our company’s recruitment
efforts. ATSs are built to better assist management of resumes and applicant information.

Data is either collected from internal applications via the ATS front-end, located on the company website or is
extracted from applicants on job boards. The majority of job and resume boards (LinkedIn.com, Monster.com,
Hotjobs, CareerBuilder, Indeed.com) have partnerships with ATS software providers to provide parsing support
and ease of data migration from one system to another.

Newer applicant tracking systems (often referred to as next generation) are platforms as a service whereby the
main piece of software has integration points that allow providers of other recruiting technology to plug in
seamlessly. The ability of these next generation ATS solutions allows jobs to be posted where the candidate is
and not just on job boards. This ability is being referred to as Omnichannel Talent Acquisition.

Recruitment Scorecard
The ultimate expression of each maturity level is not an ever-thickening binder of staffing metrics, but a set of
concise, easily digested dashboards that tell each line or corporate manager how his area of responsibility is
affected by staffing activities. Thereby the recruitment scorecard shall come handy in understanding the number
of employees that are required and which job opening requires a specific qualitative skill set.
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These adjustments can be recorded and displayed with the help of a scorecard. Since every aspect of a company
requires different metrics, it’s worth noting which metrics are baselines and that all employees can understand
and use for improvement. Having software or technology system that allows your employees to view a variety of
dashboards that are tailored to their specific needs will help effectively collaborate and improve the hiring process.

Employee Branding
At SETI we shall initiate the employee branding technique which would display in a single statement our
company’s work culture and the working environment. It isn’t about what our employees receive, but what they
experience.

With the help of various corporate online Platforms, we shall put forth our company policies and its nature of
adaptability and flexibility. This technique will help bring clarity towards our employee value proposition.

College Placements
Also known as campus interviews, a program which will be conducted with educational institutes or in a common
place to provide job opportunities to students pursuing their undergrad or postgrad programs. We shall tie up with
high grade universities to recruit quality students at our offices and ensure a steep learning graph is acquired by
the students while simultaneously value is being added to the mission and vision statement of the SETI.

Employee Advocacy
We aim at using internal means of promotion to recruit employee. Employee advocacy refers to the promotion of
SETI by its employees. This can be achieved when an employee uses social media handles or different platforms
to promote the name of the company. This will generate positive exposure and raises awareness for SETI through
digital media and offline channels.

Boolean Search
We shall inculcate the Boolean search engine which allow an employer to narrow down the pool of candidates by
specifically looking for what is required in that role and finding the right man for the right job using the Boolean
search engine. This search understands the different job positions, roles, industry background, location and skill
requirement.
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Use of Casual Callers

This method is an inclination towards walk in candidates. These candidates would be accounted for based on the
signs and posters put up on social media or newspapers. This method of external recruitment will be considered
based on the manpower requirement and qualification of the candidate.

Agency Contractors
Few key roles within our company shall be filled with the help of agency contractors. These contractors shall
identify the need aspect of our company, find out the job availability and match those availabilities with their data
base to equate a suitable candidate for the job. These assessments are carried with differential in depth criteria’s
which helps facilitate the trust factor with such agencies. These agencies use different means of filling up their
database such as assessment center where quality individuals are found depending upon their specialization.

Job Referrals
SETI believes in unity and team spirit. When one of these qualitative factors are found it makes working effective.
Thereby we provide employee with referral options where they can refer their friends or family to current or
potential job opening at SETI. Employees will get 150$ for each successful referral. These referrals will go
through the same selection procedure that other employees go through. These means of recruitment are highly
appreciated and recommended as it saves cost and proven to be effective in the short and long run.

Headhunting
It is the very form of recruitment where an in-depth analysis and evaluation of specific personnel are conducted
for the sole purpose of filling in the job position available at Aura. These job position play a crucial role in the
decision-making process and every action taken on a project or situation will have an effect that the company
shall face, either negative or positive. Therefore, we use the below process in order to recruit top performing
players in the industry to come work for using the right persuasion techniques. Our target market for higher level
employees would be to recruit from major multinational companies. Techniques such as possessing the right
financial resources, human resources, long term plans, employee skill set and how their vision could help the
company reach greater heights.
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Selection
1. Preliminary Screening: It helps the manager eliminate unqualified or unfit job seekers based on the
information supplied in the application forms. The candidates whose applications are selected are called for
preliminary interviews. Preliminary interviews help reject misfits for reasons, which did not appear in the
application forms.

2. Selection Tests: An employment test is a mechanism (either a paper and pencil test or an exercise) that
attempts to measure certain characteristics of individuals. These characteristics range from aptitudes, such as
manual dexterity, to intelligence to personality. Important tests used for selection of employees are:
• Job knowledge test: Job knowledge tests measure a candidate’s technical or theoretical expertise in a
particular field. These kinds of tests are most useful for jobs that require specialized knowledge or high
levels of expertise
• Integrity test: These tests help companies avoid hiring dishonest, unreliable or undisciplined people. Overt
integrity tests ask direct questions about integrity and ethics. Covert tests assess personality traits
connected with integrity, like conscientiousness.
• Cognitive ability test: Cognitive ability tests measure a candidate’s general mental capacity which is
strongly correlated to job performance. These kinds of tests are much more accurate predictors of job
performance than interviews or experience. Workable uses a General Aptitude Test (GAT) which
measures logical, verbal and numerical reasoning.
• Emotional intelligence test: Emotional Intelligence (EI) refers to how well someone builds relationships
and understands emotions (both their own and others’). These abilities are an important factor in
professions that involve frequent interpersonal relationships and leadership. In general, tests that measure
EI have some predictability of job performance.
• Skill assessment test: Skills assessments don’t focus on knowledge or abstract personality traits. They
measure actual skills, either soft skills (e.g., attention to detail) or hard skills (e.g., computer literacy).
• Physical ability test: Physical abilities tests measure strength and stamina. These traits are critical and
should not be neglected. By extension, they’ll help reduce workplace accidents and worker’s
compensation claims. And candidates won’t be able to fake results as easily as with other tests.
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3. Employment Interview: Interview is a formal, in-depth conversation conducted to evaluate the applicant’s
suitability for the job. The role of the interviewer is to seek information from the interviewee and provide him
with the information he asks for. Depending on the type and level of position to be filled, candidates may need
to attend one or more interviews. The interview process should be made clear in the very beginning.

4. Reference and Background Checks: In the application form, the candidate is asked to give the names of two
references. If the candidate qualifies the interview, then the organization prefers to check with the references,
about the person and the information provided.

5. Selection Decisions: The candidates who pass the test, interview and references check are included in the
selection list and the managers select most suitable candidates from this list.

6. Medical Examination: Before giving the appointment letter, the candidates selected are sent for medical
fitness test. Some organizations appoint their own doctors to do the test and some sign contracts with hospitals
to do the test.

7. Job Offer: The applicants who clear the medical test are given the job offer through letter of appointment. In
the letter, the date of joining, terms and conditions of job etc., are mentioned. Generally, a reasonable time is
given to the candidates to join the organization.

8. Contract of Employment: When a candidate accepts the job offer, it refers to signing of contract of
employment. While signing the contract of employment, the employer and the candidate come into an
agreement stating the date of commencement and displays clarity in the working relations between both the
parties.
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Training & Development

✓ On the Job Training

1. Gamification Model: Games have been used for decades as an important way to test and evaluate the
performance of artificial intelligence systems. As capabilities have increased, the research community
has sought games with increasing complexity that capture different elements of intelligence required to
solve scientific and real-world problems. In recent years, StarCraft, considered to be one of the most
challenging Real-Time Strategy (RTS) games and one of the longest-played esports of all time, has
emerged by consensus as a “grand challenge” for AI research.

2. VR Simulation of Work like environment: Here at XYZ Co. we shall inculcate Virtual reality
simulations and create a work like environment and process tasks for employees to submit. These tasks
are essential and determinant to their performance scale.

3. Blended Training is a mode of on-the-job training which allows employees to learn and acquire new
skills and improvise on their existing skills. This type of training can also be done with employees from
different backgrounds, which will add to an employee’s diversity as well as leads to better understanding
of different perspectives.

4. Selected Reading: his is the self-improvement training technique. The persons acquire knowledge and
awareness by reading various trade journals and magazines. The employees become the members of the
professional associations to keep abreast of latest developments in their respective fields. This adds to
their own profile as they are able to self – learn and improve and inculcate new skills which will be
beneficial for a company like XYZ Ltd.
5. Behavior Modelling: This is structured approach to teach specific supervisory skill. This is based on the
social learning theory in which the trainee is provided with a specific model of behavior and is informed
in advance of the consequences of engaging in that type of behavior.

6. Multiple Management: Authority is given to the junior board members to discuss any problem that
could be discuss in senior board and give recommendations to the senior board. Innovative and
productive ideas became available for senior board. Multiple Management also allows employees to
improve efficiency as they learn how to manage and complete multiple tasks at the same time. Such a
module is highly beneficial for a company like XYZ Ltd.
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7. Sensitivity Program: In this type of training, a small group of trainees consisting of 10 to 12 persons is
formed which meets in an unstructured situation. There is no set agenda or schedule or plan. The main
objectives are more openness with each other, increased listening skills, trust, support, tolerance and
concern for others. The trainers serve a catalytic role. The group meets in isolation without any formal
agenda. There is great focus on inter-personal behavior. And, the trainer provides honest but supportive
feedback to members on how they interacted with one another

8. Advanced Training Techniques

• Digital Cartography
• Astronomy and Timings
• Digital Photogrammetry
• Special Reconnaissance
• GIS
• Remote Sensing and IT

✓ Off the Job Training

1. Immersive and Interactive Video Content: Immersive and Interactive Video Content is our prominent
method of Off the job training as it provides a face-to-face communication. It is also regarded that visual
training is more efficient as compared to text learning. This will make sure that the employees are
showcased with higher levels of interaction in terms of training.

2. Use of AI Chat Box: AI chat boxes are used to provide per placement training. This equips the selected
employee in a much more productive manner as they will go through hands on experience of dealing with
their job before they are used into operations.

3. Vestibule schools: large organisations frequently provide what are described as vestibule schools a
preliminary to actual shop experience. As far as possible, shop conditions are duplicated, but instruction,
not output is major objective." A vestibule school is operated as a specialised endeavour by the personnel
department. This training is required when the amount of training that has to be done exceeds the capacity
of the line supervisor; a portion of training is evolved from the line and assigned to staff through a vestibule
school." The advantage of a vestibule school is specialisation.
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4. Apprenticeship training: This training approach began in the Middle Ages when those who wanted to
learn trade skill bound themselves to a master craftsman and worked under his guidance. Apprenticeship
training is a structured process by which people become skilled workers through a combination of
classroom instruction and on-the-job training.

5. Situational Observation: Situational Observation refers to the method where employee’s reaction to
various specific incidents is observed and is recorded by the employee’s superior. This facilitates in
providing and scheduling the right and required training modules to the employees.

6. Multilingual On – Demand Training: Multilingual Training is a methodology which allows employees

to learn and speak in different languages. It adds to the employee’s portfolio and also better equips them
to deal with clients from various other regions all across the world, therefore eliminating the barrier of
language. However, this training module will only operate on demand of the employees.

7. Business Games: Business games involve teams of trainees. The teams discuss and analyze the problem
and arrive at decisions. Generally, issues related with inventories, sales, R&D, production process, etc.
are taken up for consideration.

8. Virtual Rotation: Virtual Rotation uses Virtual Reality to move employees to different aspects in the
company. This will increase the efficiency in the process of analyzing the skills of an employee in depth
as it does not involve physical movement of employees. This method of training thereby saves time of a
company as it is all based on Virtual Reality

9. Collaborative Global Conferencing: Global Conferencing gives employees an opportunity to learn and
develop themselves. This allows them to get a narrative on how efficiency in achieved in work globally,
how to handle crisis and how to Bing about changes in the company with innovative methods that will not
affect the operations of the company.
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Marketing
Campaigns
Our overall campaign is 15CModel. Small scale measurement of 15cm because retail investors who are neglected
when it comes to services offered and Model because our super app is the first of its kind and it’s a very different
model from the other services aggregators in existence.

Largest deposit world record: we will create a scheme at the opening of our Neo Bank where every person that
deposits opens and deposits over 15,000 in their accounts will get an additional 150 added to their accounts per
1000 rupees and create a world record for the largest amount of money deposited on a bank opening day.

Finance Expo: we will conduct the world’s first finance expo aimed at the general public where we will host our
competing brands as well to come showcase their products, the whole expo will be set up in a dome like venue
decorated to seem like an umbrella. the companies will educate the general public about the vast ocean of services
that are covered by us under one Umbrella. this will serve as a launch event as well as an annual event.

Strategies
Affiliate Marketing
The affiliate marketing model to work with Orbo will be more relevant in the schools and events side of the
business model where particular individuals (Called Orbeez) will be rewarded for the bringing the customers for
the experience centers or the actual trucks themselves depending on the location.

Influencer Marketing
Orbo will be working with several food influencers and blogs to spread the right content about the market to the
right niche of the audience – that is guaranteed to create prospects.

BTL Marketing
The BTL Marketing activities here would include posters, print ads and pamphlets which would be in the form
of green and purple design talking about how the food and services are clean and animal friendly as well.
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Affinity Marketing
Affinity marketing refers to the partnerships we’d be having in order to boost our visibility with various market
segments – we’d be working with companies like Ather and Impossible foods. Talking about the meatless
revolution and the eco-friendly mobility.

Technology Integration
The technology integration here would be in the form of Virtual reality and/or Augmented reality where in our
experience centers, we would showcase the making of the foods in a simulation of its origin country as well

Ambush Marketing
The ambush marketing here would be in the form of banter on social media to create a buzz. These would be
themed on the meatless model but eventually be targeting the mobility plan and ideology around the world that
orbo is promoting

Content Marketing
Longform content in the form of blogs and other social media like YouTube would serve beneficial in the sense
to give the consumers some valuable context to use to relate to the other content we as orbo would put out

Buzz Marketing
The Buzz marketing strategies we’d be adopting would include contests and build your food etc. Our goal with
the buzz marketing would be to make the consumer base aware of our entrance into the market – we would also
have challenges to add to the viral fever

Viral Marketing
The viral factor in the marketing would most of all be relevant in the challenge – this video content would have
the #Orbo and would be taste tests of meatless and meat variants of the same dish

Cause Marketing
Taking advantage of the various ecological and social changes happening in the world, we’d be using these causes
as context to build content and selling to the online tribes of the same.
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Conversational Marketing
The conversational marketing would solely be on platforms like twitter and Instagram stories – to give the
consumers a more hands-on experience when thinking about the company

Cross-Platform Marketing
Cross Platform Marketing would mostly involve the redirecting of traffic from one platform and content type to
the other content type – to in turn make them fell engaged all the more

Differential Marketing
The differential marketing strategies would be implemented in the form of rallies and social media marketing.
Long form content would also play a big role here as it has a reach and influencing reach

Events marketing
The events would be weekly and themed – these events would include flash mobs and games alike – to build a
community and a tribe to be hardcore fans of the food chain
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Financials
Revenue Model & Growth Projection
Revenue & Growth Projection
Particulars 2022 2023 2024 2025 2026 2027 2028 2029
Trading
1,937.00 2,266.29 2,923.51 3,859.04 5,093.93 6,723.99 8,875.67 11,715.88
Platform
Portfolio
- - 124.00 138.88 155.55 174.21 195.12 218.53
Management
Consultancy
- - 865.00 1,124.50 1,461.85 1,900.41 2,470.53 3,211.68
Services
EXIM
- - - 201.00 402.23 494.74 608.53 748.50
Consultancy
Credit
- - - 97.00 99.91 102.91
Rating
Neo
- - - - - 1,073.00 1,191.03 1,322.04
Banking
Insurance
- - - - - - - 1,164.00
Agency
TOTAL 1,937.00 2,266.29 3,912.51 5,323.42 7,113.56 10,463.35 13,440.78 18,483.54

Growth Projection
20,000.00
18,000.00
16,000.00
14,000.00
12,000.00
10,000.00
8,000.00
6,000.00
4,000.00
2,000.00
-
2022 2023 2024 2025 2026 2027 2028 2029
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Budget
Budget
Amount Subtotal
Ratio of
Head Particulars Details (in Rs. (in Rs.
subtotal
Lakhs) lakhs.)
Personnel expenses 4% 162.40
Guerilla marketing
Miscellaneous expenses 2% 81.20
Education programs College programs 8% 324.80
Print ad 13% 527.80
Above the line marketing Radio Ads 9% 365.40
Marketing 4,060.00
Billboards and signage 7% 284.20
Targeted calling 8% 324.80
Below the line marketing
Emails 6% 243.60
Social media space 27% 1,096.20
Digital marketing
Google ads 16% 649.60
Superapp Development 23% 1,300.65
Cloud network
7% 395.85
Research and development upgradation
Maintenance 4% 226.20
Other 3% 169.65
Technical Data Servers 15% 848.25 5,655.00
Machinery requirement
Other 9% 508.95
Other development Server Maintenance 8% 452.40
Data Farm Cost 17% 961.35
Research Facility Analysis &
14% 791.70
Interpretation
Head hunter fees 2.50% 61.63
Internal Repositioning 2.75% 67.79
Recruitment cost Bullion Search 2.90% 71.49
Applicant tracking
16.65% 410.42
system
Agency expenses 1.60% 39.44
Human Resources Payroll expenses 3yr. Salaries 33.00% 813.45 2,465.00
Incentive compensation 1.30% 32.05
Strategic planning 4.40% 108.46
Compensation & Benefits Intranet design &
2.20% 54.23
maintenance
Monetary
5.80% 142.97
Compensation
Insurance Medical Insurance 2.20% 54.23
 Team Parvata PAGE 22

Life Insurance 5.10% 125.72

Commuting or
Telecommuting 1.70% 41.91
Other expenses Expenses
Safety, Security &
1.30% 32.05
Grievance redressal
On the job training 8.00% 197.20
Training and development
Off the job training 8.60% 211.99
Lease expenditure Office space 19.00% 275.50
Servers 26.00% 377.00
Data Mining 11.00% 159.50
Infra requirements Fiber Optics integration 6.00% 87.00 1,450.00
Data Farms
Blockchain
29.00% 420.50
Implementation
Maintenance 9.00% 130.50
Industry & Market
Market & Competition 44.00% 382.80
Research
Other Expenses Strategic Partnerships 870.00
Partnerships with other Reliance 56.00% 487.20
Subsidiaries
Total 14,500.00

Financial Statements

✓ Balance sheet

✓ Profit & Loss Statement

Please refer the excel sheet attached