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India’s largest mobility platform enterprise reduces its rejection ratio by 80%.

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Brewing together with iMocha
Assessments Created
53
Candidates Invited
3000+
Candidates Shortlisted
226
Candidates Hired
41
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The organization at a glance

Being India’s largest mobility platform, this enterprise serves 250+ cities across India, Australia, New Zealand, and the UK. The company perfects mobility solutions by connecting customers to drivers, encompassing a wide range of vehicles, including bikes, auto-rickshaws, metered taxis, and cabs, enabling convenience and transparency for hundreds of millions of consumers and over 1.5 million driver-partners. Leveraging electric vehicles as the core mobility means, along with various other vehicle options, they are looking to build mobility for the next billion Indians.

Headquarters: Bangalore, India

Global presence: 1 location

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Employees:

10,000+

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Established:

20102

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Industry:

Internet

iMocha products used:

World’s largest coding skills library

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AI-enabled Proctoring

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the challenges
The Talent Acquisition team was responsible for recruitment across four different business units concerning mobility including electric vehicles, financial services, and cloud kitchens. All four businesses were looking to hire for multiple technical roles, demanding a large library of skills.
The challenge
  • Lack of data-oriented skills in quantification.
  • Manual assessments were time-intensive.

Before using iMocha, the client employed a manual recruitment process where in-person assessments and interviews played a significant role. This was time-intensive and did not provide an accurate evaluation of the candidate's knowledge and coding abilities.

Having perused various assessment platforms in the market, the company decided on iMocha.

  • They were impressed with the extensive coding skills library and a web-based coding platform powered by the Monaco editor.
  • iMocha’s Customer Success team remained consistently helpful in creating assessments aligned to job descriptions across varied experience levels.

Over 3,000+ candidates were invited to appear for the assessments. The team managed to shortlist 226 top performers for various roles.  

  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.

Step by step explanation of the workflow:

  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
  • However, more important was the lack of technical resources to evaluate candidates who applied for this role.
  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
The result
the result
  • The company hired 41 top candidates.
  • They reduced their hiring time by 20%. Automated coding assessments optimized the company’s recruitment process and helped identify the best talent efficiently and accurately.
  • The quality of candidates reaching the interview round improved drastically, which reduced the rejection ratio by 80%.
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