Measurement of performance has never been only about how we perform external to our workplace; our performance within the organization is a pivotal factor in our journey. At PerfiosPer, our hiring practices, culture, and, more importantly, our employees have propelled us to go from a strength of 80 to 216 within the span of a very difficult year (remember 2020?)

A brief about Perfios

Perfios is a bustling start-up climbing the ladder towards ascendancy in the fintech arena that offers a suite of industry-best due diligence solutions and offerings that automate and streamline the dormant obsolete legacy processes, shrugging the traditional banks out of their complacency, and adopt cutting-edge, state-of-the-art solutions, ranging from processes involved in onboarding, KYC verification, enhanced due diligence, ongoing monitoring and the eventual recovery of loans.

We provide 360-degree solutions to banks and NBFCs for quicker and safer onboarding, greater due diligence, and better risk assessment, thus resulting in enormous cost and time savings. We are committed to iteratively, continuously developing, modifying, and tweaking the solutions and offerings at regular intervals in response to India’s ever-changing regulatory landscape.

The pandemic led to a blitzkrieg of banks, financial institutions venturing into the multiverse of Deep Tech, FinTech, which opened the floodgates to more automation of tiring and monotonous manual processes, and we were ready and waiting!

The year 2020 was all about digitization; our targeted customer base (BFSI) was forced to move faster to a tech-based approach to running the business. Our robust and cutting-edge solutions helped our clients seamlessly onboard new customers virtually with no-friction. Video KYC came to the forefront and almost became the primary KYC method to onboard customers.

We made the most of this opportunity and grew exponentially in the FinTech market.

Resilient and Persistent, yes we are!

Sneak Peek into our Culture

While we took a good hold of the opportunity the market presented to us, the other half of the whole, our employees’ transition, motivation, and overall engagement remained the core of our focus. Along with the spectacular growth rate, we ensured that our incipient, new employees are acquainted with our inimitable culture, our solid values, and fundamental beliefs that constitute the very foundation of Perfios.

We pride ourselves on the fact that all our employees enjoy being part of the organization, not only for the growth opportunities but also for the environment in which they function. Here’s an insight into the practices we implemented to ensure seamless onboarding.

Employee Onboarding at Perfios

Our onboarding program, K:Start, was specially designed to kickstart a new employee’s journey of blending and integrating into the team. We strongly believe that every individual brings with them an innate talent. Our role in their journey is to nurture this talent and provide the correct exposure in the form of knowledge sharing and training, and help it grow into a full-grown, sturdy, deeply rooted tree.

Here’s how a new employee at Perfios experiences this journey:

First Five Days

The first few days are crucial as a new employee forms a perception of the organization’s culture during this time. Apart from a team welcome call, new employees interact with our product and tech leads, each taking them through the variety of products and tech stacks at Perfios. The objective is to give an overview of work that makes us swell with pride.

First Five Weeks

A month into the organization calls for a heart-to-heart conversation. Data shows that new employees are the best people to identify gaps in current processes and suggest new ideas. This focused interaction gets the new employee to talk about their experience, feedback, and suggestions.

First Five Months

Five months down, whoosh! We know for a fact that the new employee has interacted with everyone and has learned the ropes around getting work done. Now this person is no longer a new employee but a full-blown employee. A catch-up with leadership is scheduled, along with a quarter KRA review with the reporting manager. The objective is an early course correction and providing direction.

Be A Buddy!

We introduced the buddy system with a twist. New joinee details are sent to all employees. Based on specified eligibility criteria, employees nominate themselves to be a buddy to any new employee. They also take the Buddy Pledge. This instills a sense of ownership, accountability, and connection between the buddy and the new employee.

Conclusion

Our core values: Excellence, Ownership, Collaboration, Nurturing talent, and Delivering Results shines through all our initiatives. This stood steadfast for our onboarding program as well. Our new employees’ sentiment was measured at 90% positive feedback. As we believe in continuous improvement, the next article could be about making it 100% positive feedback!