Editorial Team

Powerplay, an end-to-end construction management application, has recently announced that they are all set to hire up to 100 new professionals in the financial year 2022 (FY23). The company, which already has a dynamic team of 53 employees, would be looking to bolster its product and engineering teams through this exercise. The new hires would be working on preparing the current modules for blitz scaling, launching new features in the mobile and web apps, and global expansion, starting with the USA.

“At the pace at which Powerplay is growing, ordinarily startups would explode in terms of hiring more folks. But we are fundamentally very different. Our DNA is that we wish to remain as lean as possible and software first. In order to build such a great team, every new hire should increase the average talent density of the organization.” – Iesh Dixit, CEO & Co-founder

During the previous three quarters, the team has grown at an average rate of 49%, with 36% in its most recent quarter. Powerplay’s product and engineering are the backbone of the company, and with their lean team approach and non-hierarchical structure, they do not look at hiring from the lens of senior, mid, or junior level but focus more on who would be the ideal fit and can deliver the best, irrespective of their background, college, or years of experience. The hiring strategy, process, and selection are designed in such a way that the talent and capabilities of a Powerplayer should be equivalent to 2-3 average individuals. This sets the bar higher, making it more lucrative and, at the same time, a hard opportunity to crack.

Hiring Strategy
“Our team members are the biggest promoters and cheerleaders of Powerplay. Most of the talent (45%) has been sourced through them via referrals, followed by folks directly reaching out to us on LinkedIn as they heard about us from a friend, read about us on social media platforms, or just used our product and realized the massive opportunity.” – Shubham Goyal, CTO & Co-founder

In such a competitive hiring market, Powerplay has kept its hiring strategy simple by leveraging referrals and inbound as its key channels. To close and retain talent, they go beyond the best market compensation plus ESOPs and recognize their efforts through half-yearly appraisals. This ‘No-Policy’ organization stands out as a great place to work because of the numerous incentives. To mention a few:

  • Corporate Health Insurance of 7 Lakhs Floater

  • 6 Months Maternity and 3 Months Paternity Leave

  • Debit card with INR 8k loaded every month on top of CTC

  • Fitness Allowance of INR 2.5k per month on top of CTC

  • Regular Physical and Mental Health Check-Ups

  • An exquisite offsite trip every three months

Speaking on the culture and the new developments within the company, Iesh Dixit, the CEO of the organization, said, “It has been overwhelming to see that Powerplay is loved nationally. In the last year, 1% of overall construction work in India was managed on our app. This year, our goal is to achieve 1% of global construction! Powerplayers will help build the world better & faster.”

The massive opportunities that are delivered to every individual make Powerplay a comfortable and safe space to work and grow. The entire team is all set to welcome the new talent who will be joining hands in building Powerplay into an operating system for the construction industry globally.

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