1.

Recruitment Funnel for Ruby on Rails Developer Vacancy:

1. Candidate Search:
● I will use post the Job Description/ post on LinkedIn,Naukri ,Indeed, Monster,
Instahyre, Simply hired, Career Builder and sourcing using boolean strings
and mass mailing active job seekers who matches with the ruby on rails skills
and are from relevant industry or competitors that are on notice period and
can join immediately (using Recruiter Lite, Hubspot, Mailchim ) and target
passive job seekers and referrals to attract potential candidates.

● Engage on with Ruby on Rails developer communities and forums on

whatsapp and LinkedIn by making a post on their page that we are hiring

● I have more than 15k+ connections on LinkedIn, I would make a post with
appropriate hashtags like #hiringrubyonrailsdevelopers
#rubyonrailsdevelopers on my page and the connections’ reaction and
comment would expand the reach to attract active and passive job seekers to
apply.

2. Application Screening:
● Review resumes collected through different job posting on different
platforms and ensuring candidates meet basic qualifications such as 3+
experience in building commercial web development using OOPS, Objects
structure metaprogramming, Ruby gems with Ruby on rails technologies
and architect, automation testing and database and devOps.
● Then, connecting with the best match candidates for initial screenings to
understand their current and previous projects, their role and responsibilities
and understanding their career aspirations and check competencies and
alignment with the company culture.

3. Technical Evaluation:
● I If the candidate’s profiles seems relevant, we can give them an
assignment like Administer coding assessments to understand their
coding techniques and logics they use using online technical
assessment platforms hackerrank technical assessment to achieve
atleast 75% without plagiarism and followed by technical interviews to
evaluate candidates' proficiency in Ruby on Rails development.
● By assessing problem-solving abilities, coding style, and understanding
of best practices and proceeding with Face to Face/Virtual Interviews
 4. Interview Rounds:
● Conducting Technical Discussion with the hiring team followed by
Managerial and HR fitment rounds of interviews with relevant stakeholders,
including technical team members, hiring managers, and potentially
executives.
● Assess candidates' interpersonal skills, communication abilities, and cultural
fit within the team and organization.

5. Reference Checks: Verifying the selected candidates' work history, technical skills,
and performance through reference checks with previous employers or colleagues.

6. Offer Negotiation:
● Extending a competitive offer to the selected candidate, including
compensation, benefits, and any other pertinent details.
● Negotiating terms as necessary to reach a mutually beneficial agreement
looking into his previous compensation and reason to move out of the last
company

Key Performance Indicators (KPIs) to Optimize the Funnel Efficacy:

1. Time-to-Fill: Making a time frame, planning a particular date or week, month(2-3

weeks ideal time to close this position) by which it takes to fill the Ruby on Rails
developer position from the initiation of the recruitment process to the acceptance of
an offer. Aim to reduce this time to ensure positions are filled promptly by keeping
backup plans with the 2-4 candidates, incase we face last minute drop outs or offer
negotiation didnt go that well and candidates dont want to proceed

2. Candidate Quality: Assessing the quality of candidates entering each stage of

the funnel. Look at metrics such as technical assessment scores, interview
feedback, and ultimately, successful hires. Continuously refine screening criteria to
attract high-quality candidates and build the pipeline accordingly and record in the
application tracking software such as workday, freshworks, etc

3. Conversion Rates: Tracking the percentage of candidates progressing from one

stage of the recruitment funnel to the next. Identify bottlenecks and areas for
improvement to optimize conversion rates and streamline the process which will help us
analyse where we are lacking or going good which we can implement for other roles or
improve the process.
 4. Source Effectiveness: Evaluating the effectiveness of different recruitment
channels in attracting qualified candidates. Measure the number of hires and quality of
candidates sourced from each channel to allocate resources efficiently.

5. Offer Acceptance Rate: Monitor the percentage of candidates who accept job offers
after receiving them. Analyze factors influencing offer acceptance, such as
compensation, benefits, and cultural fit, to refine the offer negotiation process and
improve acceptance rates.

6. Candidate Experience: Solicit feedback from candidates about their experience

throughout the recruitment process. Measure satisfaction levels and identify areas for
improvement to enhance the overall candidate experience and employer brand and we
can ask them to post it on glassdoor, ambitionbox or on LinkedIn.

By continuously monitoring and optimizing these KPIs, recruiters can refine their recruitment
funnel for the Ruby on Rails developer vacancy to attract top talent efficiently and
effectively.

2.Communication Strategy:

1. Email:
● I will send personalized emails to reach out to active job seekers
candidates, providing information about Ruby on Rails Developers at
Expertbox and explain them the perks of joining the team, inviting them
to engage in the recruitment process.
● Follow up with candidates at different stages of the funnel to keep them
informed and engaged through ATS mails, calls and messages.

2. Phone Calls:
● Conducting initial outreach via phone calls to discuss the opportunity and
answer any immediate questions candidates may have and initial discussion
about their profile, projects, skills, career aspirations, why they are looking for
change and wrapping up the discussion with their expectations in terms of
Compensation
● Scheduling interviews and updating the feedback of every interview
stage and follow-up conversations via phone to provide a personal
touch and build rapport.
 3. Direct Messages (DMs) on Social Media and ads on social media ”we are
hiring”:
● Reach out to potential candidates through platforms like LinkedIn, Twitter,
Instagram, Facebook, etc sending personalized messages introducing
the opportunity about “ruby on rails developer” at Expertbox.
● Engaging in ongoing conversations like sharing updates about the
company and hiring processes to nurture relationships and encourage
candidates to participate in the recruitment process.

4. Company Website and Career Page:

● Utilizing Expertbox's official website and dedicating career page to
showcase the company culture, values, and available job opportunities.
● Provide easy access to application portals and contact information for
candidates to express their interest so that they can stay in touch
with me and ask questions related to the role and thus it will create a
bond/relationship

Omnichannel Strategy: Implementing an omnichannel approach ensures seamless

communication across various channels, offering candidates flexibility and
convenience. Integrating communication channels allows for consistent messaging and
enhances the overall candidate experience.

Tools for Manual and Automation Communication:

1. Manual Communication:
○ Email: Gmail, Outlook
○ Phone Calls: Mobile phones, SMS
○ Social Media DMs: LinkedIn messaging, Twitter DMs, Whatsapp
2. Automation Tools:
○ Email Automation: Mailchimp, HubSpot
○ Social Media Management: Hootsuite, Buffer
○ Applicant Tracking System (ATS): Greenhouse, Lever, Freshteam
Message/Call Script for Initial Outreach:

Email Subject: Exciting Opportunity at Expertbox - Ruby on Rails Developer Position

Hi XYZ,

I hope this email finds you well. I came across your profile and was impressed by your
experience in Ruby on Rails development. I'm reaching out from Expertbox, a leading tech
company known for its innovative service business management software designed to
streamline operations professionals and businesses.

We are currently looking for talented Ruby on Rails developers to join our team and
contribute to our innovative projects. Your skills and expertise align perfectly with what we're
seeking, and I believe you could make a significant impact at Expertbox.

I'd love to discuss this opportunity with you further and learn more about your career goals.
Are you available for a brief call sometime this week to chat?

Looking forward to connecting with you.

Best regards,

Sweta
LinkedIn-https://www.linkedin.com/in/-swetadas/

Follow-Up Script:

Email Subject: Follow-Up Regarding the Ruby on Rails Developer Position at Expertbox

Hi XYZ,

I hope this email finds you well. I wanted to follow up on my previous message regarding
the Ruby on Rails developer position at Expertbox.

We're very excited about the possibility of you joining our team and contributing your skills to
our projects. I understand you may be considering other opportunities, but I genuinely
believe Expertbox could offer you a fulfilling and rewarding career.
If you have any questions or would like to discuss this opportunity further, please don't
hesitate to reach out. We're here to support you throughout the recruitment process and
beyond.

Looking forward to hearing from you soon.

Best regards,

Sweta
LinkedIn-https://www.linkedin.com/in/-swetadas/

3. Welcome to Expertbox! We're excited to connect with you regarding our Ruby on

Rails developer position..pptx

4. Candidate Sourcing Strategy:

Logic for Attracting Potential Candidates' Attention:

1. Targeted Job Postings: Posting Jobs on LinkedIn, Naukri, Career Builder, Monster,
Indeed, Instahyre and asking colleagues to share the post on social media We are
Hiring or exciting opportunities at Expertbox for Ruby on Rails developers’. Use relevant
keywords like #rubyonrailsjobs #rubyonrailsjobsdevelopers #hiring #recruiting
#jobopportunity and phrases to attract the attention of candidates searching for such
positions.

2. Using Boolean Search Strings: We can source candidates from the database of
different job portals like LinkedIn, Naukri, Career Builder, Monster, Indeed, Instahyre by
using boolean strings like (ruby on rails and OOPS and “Objects structure
metaprogramming” and “Ruby gems” and develop and design) and “Ruby on rails mvc”
and architect, automation testing and database and devOps)

3. Engagement with Developer Communities: Participating actively in online forums

on LinkedIn, Reddit, Blind, Whatsapp,Facebook groups, and communities frequented
by Ruby on Rails developers. Share valuable insights, contribute to discussions, and
subtly promote Expertbox as an attractive employer.
 4. Content Marketing: Publishing blog posts about the life at Expertbox, articles, or
case studies showcasing Expertbox's projects, technologies, and work culture and
even sharing in the communities by notifying to attract passive candidates.

5. Employee Referral Program: Encouraging current employees to refer

qualified candidates from their professional networks. Offering them incentives or
rewards for successful referrals to motivate participation.

Logic for Qualifying Candidates Suitable for the Ruby on Rails Developer Position:

1. Technical Skills Assessment: Reviewing candidates' resumes and portfolios to

assess their proficiency in Ruby on Rails development. Look for relevant experience 3+
years in projects, and contributions demonstrating their expertise in commercial
application development.
2. Experience and Education: Considering candidates with a background in computer
science, software engineering, or related fields. Prior experience in developing and
designing Ruby on Rails projects in commercial applications
3. Problem-Solving Abilities: Evaluating candidates' problem-solving skills and ability
to think critically by asking to take up coding assessment and achieving minimum 75%
score. Look for evidence of tackling complex challenges and finding innovative solutions
in their past work.
4. Cultural Fit: Assessing candidates' alignment with Expertbox's values, work culture,
and team dynamics. Look for indicators of collaboration, adaptability, and a passion for
continuous learning and improvement.

Logic and Tool for Finding Contact Information:

LinkedIn: Utilizing LinkedIn's advanced search(LinkedIn Premium+ recruiterlite+

sales navigator users) filters to identify potential candidates based on their job title,
skills, and industry. Connect with them and send personalized messages on their
dms, phone numbers or email addresses mentioned in their profiles and expressing
interest in the Ruby on Rails developer position at Expertbox.

Professional Networking Platforms: By Exploring other professional networking

platforms such as GitHub, Stack Overflow, and AngelList to discover Ruby on Rails
developers and their contact information. Engage with them through direct messages
or email mentioned on their portfolios

Boolean Search Techniques: Use Boolean search strings to refine searches on

search engines like Google. Combine keywords related to Ruby on Rails
development with terms like "resume," "portfolio," or "contact information" to find
relevant candidates' online profiles and source candidates from the database of
different job portals like LinkedIn, Naukri, Career Builder, Monster, Indeed,
Instahyre by using boolean strings like (ruby on rails and OOPS and “Objects
structure metaprogramming” and “Ruby gems” and develop and design) and
“Ruby on rails mvc” and architect, automation testing and database and devOps)

10 Identified Potential Candidates:

1. https://www.linkedin.com/in/sanskar-soni-4a54901b1/

2. https://www.linkedin.com/in/ozzie-osmonson/

3. https://www.linkedin.com/in/missydavies/

4. https://www.linkedin.com/in/john-hansen-1aa88683/

5. https://www.linkedin.com/in/sudhir-reddy-132b9457/

6. https://www.linkedin.com/in/abhigyanmahanta/

7. https://www.linkedin.com/in/aniketprasad1906/

8. https://www.linkedin.com/in/4449princekamboj/

9. https://www.linkedin.com/in/parth-choudhary-3b462412b/

10. https://www.linkedin.com/in/mayur-patel-49954b1a2/