ScaleneWorks People Solutions.

Intelligent recruitment starts with us.

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Who We Are

Transforming
No matter how out-of-the-world your business idea is, you still cannot achieve any of that without a committed and talented team. At ScaleneWorks, we promise to provide you with not just the best talent but also the one that’s customized and fit specifically for your company.

Started in 2010, we are one of the fastest evolving Recruiting Process Redesigning and Outsourcing organization which has expanded to both global and domestic staffing services, aiming to be an international company in no time. Today, Scalene is managing Talent Acquisition processes for some marquee, global brands and has already marked our presence through growth & sustainability.

We formulated customization into three parameters and used Scalene as a metaphor for the three different sided and angled triangle. The three sides are Process Maturity, People Capacity and Technology Adoption and the percentage mix determined by the angles are Quality, Cost and Effort. Our core competency being excelling in 100% customized solution is exactly why you should swear by us when it comes to any and all recruitment requirements in your company.

Why Pick Us

Company Profile

20%

REDUCTION ON SOURCING TO SELECTION RATIO

30%

FASTER ON BOARDS AND REDUCTION IN TAT

40%

COST REDUCTION AS COMPARED TO CONVENTIONAL, IN SOURCED HIRING

80%

PREDICTABILITY ON OFFER ACCEPTS JOINING WITH 3 DAYS OF OFFER

White Paper

HR Analytics ScaleneWorks Behavioral Modeling to Predict Renege

ScaleneWorks has been supporting several information technology (IT) companies in India with its talent acquisition. In 2015, the Indian IT industry directly employed 3.5 million workers.
1 Acquiring new talent is always a challenging and time-consuming task, especially in IT since the hired person has to handle fast changing technology. In many instances, it is difficult to find the exact match for the specified job. If an offer is denied, then the human resource (HR) department has to repeat the entire recruitment process resulting in additional effort from the top management.

ScaleneWorks: HR analytics

Business Problem – Deep Dive
1. What are the key drivers that influence the candidate joining/notjoining a company/LOBs.
2. What rules can be used to predict the acceptance or rejection of offer.
3. Devising a predictive algorithm to calculate the probability of acceptance of an offer letter and joining the company after offer acceptance stage
Only the hypothesis marked in green can be tested at this stage.
To be tested for Male and Female candidate separately. But attributes completeness is not a satisfactory.
To be tested for different experience level (range) of candidate separately

Structuring the Recruitment Department

A recent survey of business and functional managers in the IT industry pointed out a startling fact – nearly 80% of their time goes into addressing either Talent Acquisition or Talent Retention related issues.
While dozens of white papers have been written on various solutions to help alleviate mundane situations in these two areas, very little has been debated much less written on what impact the organization of the Recruitment department can have on the final outcome – positive or negative.
Internal Recruitment departments have been traditionally an integral part of the HR organization even while most of the hiring requests came from the business/functional

9
Anniversaries
127M+
Candidate Touched
94+
Clients
1200+
Happy Employees

BLOGS

RPO Maturity Meter

CORPORATE INSIGHTS

WHITEPAPER

FUNNEL PLANNING

MARKET INTELLIGENCE

Scalene Solutions.

You are never 100% ready!
There are 8 solid steps in talent acquisition process which are followed by a million micro steps under each of them. While we work on all of them on a day to day basis, here are a few tools that might make a few steps easier for you too. Ranging from case studies to corporate insight to understand the right talent you need we have tools that help you predict the exact number to start with, for you to land just 5 employees for your company. Last but not the least , the most exiting tool for an organization – RPO Maturity meter, that helps you derive a scientifically derived score for checking your organization’s recruitment process outsourcing maturity score.



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