Evolution of Hiring and Job Descriptions at FR8

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Evolution of our Job descriptions in the past 6 years of FR8

  • Dec, 2016 – Seed fund of 6 crore 
    • 2+ Years of experience or
    • Engineering from IIITDM or MBA from NITIE
  • Dec, 2017 – Monthly burn of 30 Lakhs
    • 1+ Years of experience or
    • Engineering or MBA
  • Dec, 2018 – 6 months of runway
    • Stopped Hiring
    • Long term believers stayed, others left voluntarily
  • Dec, 2019 – Profitable (Ulaga tholaikatchi il muthal muraiyaga)
    • 1+ Relevant work experience
    • BSC, MCA
  • Since Dec, 2020
    • Freshers and referrals
    • Diploma, BSC, MCA, B.tech

We now mostly recruit freshers from campus and laterals through referrals. Either Vasanth or myself are part of the interview process. We interview for alignment with our culture rather than skills. This was possible by our hiring and induction process detailed here:

  1. Write down your values: Based on our initial hiring success and failures we created FR8in code and we started to closely looks for pattern in candidates that makes us hire right
  2. Look for patterns in interview: We look for patterns that we see in candidates that matches our code. Two of our code “We act like owners” “We are ambitious yet humble people” are comparatively easy to interview for in freshers. Freshers who have family obligations and have taken steps to fulfil them, align with our code. They are young 18-21 years old, and have a purpose in life. This combination turn out to be hidden gems. They bring in lot of passion, learn quickly, gets aligned with organisational goal and put organisation priorities over individuals
  3. Have a strong induction: Even after a tight hiring process, you can be sure only 80% of the time. An hour of interview is very less to evaluate attitude and it is almost impossible to evaluate learning capability. We created a shorter on the job induction program across functions.
  4. Set targets in the 1st month: Freshers has to be shaken up to real world as they are passing out of care free college life. Leaving honeymoon period of 3 months causes problem at later stage. We keep measurable targets within 15 days and state very clear on what behaviours are expected and what are not.

As we know, performance management does not stops in the 1st month. It’s a continuous process. In the next article will cover about how we do continuous performance management.

3 responses to “Evolution of Hiring and Job Descriptions at FR8”

  1. Avatar
    RAMESH S (FR8)

    I joined Fr8 on 1st June 2019. I have been working for more than three years. This company has made major changes in my life. I joined this company as a basic employee and today I am working as a regional manager. I consider this as my company and till date I am a loyal employee. I will create a lot of great employees and add value to this company. And I will add pride to this company. This company has improved the lives of many families and made many achievements. A great company that supported the families of many average employees and truck owners and drivers . It is an ocean for those who believe in talent alone.

    FR8 company has overcome many hurdles and many failures and today it stands as a role model for other companies. Till date we have learned a lot from our mistakes..

    I will continue to act as the leader of this company and a faithful worker.

    Cheers 👍

    I Always stand with FR8

    1. Avatarwp-user-avatar wp-user-avatar-40 alignnone photo wp-block-avatar__image

      Thank you Ramesh for trusting FR8.

  2. […] But before that, you must go through this blog to know the evolution of hiring at FR8 Evolution of Hiring and Job Descriptions at FR8 […]

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