Shwetha Sumanth
Shwetha has spent 7 years hiring R&D, product and technology teams, and trained in HR analytics at IIM Rohtak to check what she sees against the numbers.
Connect on LinkedIn ↗Shwetha has more than 7 years hiring for R&D, product and technology teams across startups and enterprises. Alongside that she holds an Executive MBA in HR, HR-analytics training from IIM Rohtak, and certifications in AI-assisted recruitment.
She writes on how tech and product hiring has changed, on her own experiments with AI in recruitment and what they showed, and on what breaks when a company starts scaling fast.
Read more from Shwetha.
The published band and the closed offer are two different numbers
One is written by people not running mandates. The other is what the candidate actually signs. Only one of them should set your budget.
Span of control is where GCC org design quietly breaks
Too flat and managers drown; too deep and the centre calcifies. The right span is a hiring decision made a year in advance.
Strategic workforce planning: the gap between the plan and the market
We read a year of GCC workforce plans against live availability. Where the annual plan holds, and where it drifts inside two quarters.
What the 75th percentile is actually buying you
It sounds rigorous. In the senior segment it’s a way to avoid taking a position, and it loses to the 90th-percentile counter every time.
Location strategy is really a talent-supply decision
The tier-2 city that looks cheaper on rent can be dearer on time-to-fill. Where the capability actually lives is the number that matters.
How to read a salary benchmark without being misled
The method note. Every published benchmark carries a lag and a basket bias; here’s what to inspect before you set a band from one.
One hiring pattern worth knowing, every ten days.
The Mandate Desk is our read on the senior GCC talent market — one signal that moved, the read behind it, and one thing worth doing. Written from live placement data.