They didn't have connections, but they built them…

Networking experts don't rely on fancy referrals, insider access or luck. Just smart networking which definitely doesn't mean jumping into anyone's DM at any time. 🙂

Don't make it awkward, keep it simple! 😅

✅ Comment, engage, don’t just pitch.

✅ Ask genuine questions, not Googleable ones.

✅ Don’t lead with “Can you refer me?” Lead with “Can I learn from you?”

✅ Add value before expecting it back. 

You don't need a fascinating script, just courage to start a conversation. Talk less like a sales pitch. Connect more like a human. That's where the magic begins! ✨

Follow us to grow your network and explore more corporate hacks! 🙌🏻

We don’t disappear after sending profiles. We stay till the joining day! 😌

🗣 : Here are the final profiles, now best of luck! 🙏🏻

Sorry, but we don't forget our partners after shortlisting candidates! 😅

US :-

✅ Frequent Follow Ups

✅ Timely Feedback and Improvement

✅ Client Satisfaction : Priority!

✅ Relationship Building

✅ Replacements (If needed) 

Sending profiles is easy but sticking around till joining and beyond that? That’s the real test.

We are those types of recruitment buddies.. 

(Zindagi ke saath bhi, Zindagi ke baad bhi) 😁

Looking for long term recruitment assistance? Drop your requirements at, 

📧 recruit@aidewiser.co.in

The BEST RECRUITERS don't find people, they find PERFORMERS! 💎

Anyone can fill a seat. 

But can you fill it with someone who actually delivers? 🤷🏻‍♂️

Here’s what average recruiting looks like :-

❌ We’re hiring because someone left.

❌ Let’s just get someone with the same years of experience.

❌ Urgent hiring, we’ll train them later.

And here’s what real recruiting sounds like :-

✅ Who can raise the bar, not just meet it?

✅ Will this person still thrive when no one’s watching?

✅ Do they align with what we’re building, not just doing?

Great recruiters don’t chase CVs. They spot potential, performance, and culture fit in one conversation.

Let's discuss the deal to hire the best performers for you! 🤝

📧 recruit@aidewiser.co.in

A flooded inbox doesn't mean filled role…. 📩😮‍💨

Having applications in bulk doesn't necessarily promise that 1 successful hire! Here's why :- 

❌ Majority of them might not match the core requirements! 

❌ Many would have applied by just reading ‘JOB OPPORTUNITY’ 🫣

❌ Some backout after the first round. 

❌ Others backout at last moment. 

➡ The goal isn't volume, it's value, relevance and accuracy…..✨

Resume collection is fine but going beyond that and browsing your network, filtering and other strategies are way more effective! 

Looking for reliable and relevant hiring support? 📩 Contact us at : recruit@aidewiser.co.in 🤝

Lower acceptance? You're selling the role wrong….. ❌

Which aspects matter? Pitch, role presentation and so on….. 

This is how you are making your roles less appealing :-

🔴 Lengthy JD 

🔴 Work Life Balance : Missing 

🔴 Mentioned list of targets, but opportunities? 

🔴 Zero employer branding, zero vibe….

🔴 Partial clarity, complete chaos! 

Probable Solutions? 

🟢 Be honest, not boring. 

🟢 Sell the vision, not just the vacancy. 

🟢 Speak Human (P2P), not just English. 

🟢 Highlight purpose, not just perks. 

Pitch the opportunity in a way that it's your own dream job! 💭

Because if you sound confused, they'll walk away to someone else confidently! 🙂

Time to sell the roles smart way! Let's do it together! 

Contact us at recruit@aidewiser.co.in ✉️

The team you build today determines tomorrow’s success…..💎✨

Sounds cliché? Maybe. Still true? Absolutely.

Here’s what we’ve seen (more often than we’d like to admit) :

❌ “We need to hire ASAP” –) said 2 months ago. Still no results.

❌ “Let’s try freelancers, freshers, and friends” –) Welcome to the chaos club.

❌ “Let's try our luck on different job portals!”–) Filtering missing, leading to mismatches. 

Now, here’s how AideWiser changes the game :

✅ We don’t just fill seats. We find fits.

✅ From leadership roles to niche hires, we analyse the JD and deliver quality.

✅ You get candidates who don’t ghost, don’t guess, and don’t back out after the first round.

So the real question is 🤔

Do you want to build a team?

📩 Let’s do it the smart way.

Email us your requirements : recruit@aidewiser.co.in

Because your team defines your story. 📄

And we help you write the winning one. ✍🏻

Want more interview calls? Start more conversations….. 💭

Because posting “Open to work” and then keeping notifications off won't do any miracles to your career! 🙂

Here’s what most candidates do :-

 ❌ Apply → Wait → Complain → Repeat 😩

 ❌ “Reached out once, no reply… I give up.” 🥲

❌ Expecting interview calls without networking = ordering pizza without placing the order. 

Now here’s what actually works :-

 ✅ Comment on relevant posts

 ✅ Message recruiters (not with “Hi” only 🙄)

 ✅ Follow companies, engage smartly

 ✅ Add value before asking for favours

💡 Start conversations, not monologues. 

💡 Don’t just exist on LinkedIn, participate and interact. 

💡 Interviews don’t come to those who hesitate to grab the opportunity. 

💡 Your resume won’t speak for itself. You have to! 

📩 For job change, reach out to recruit@aidewiser.co.in

We delivered XYZ number of candidates...... 😮‍💨

Lame claim that organisations usually make. 🫣

Anyone can fill seats but finding that one who drives impact, culture, and results? That takes brains and AideWiser’s got plenty. 🤠

How do we source gems 💎 :-

Talent mapping ✅

Persona-driven sourcing ✅

Zero compromise on quality ✅

We don't just hire. We find heroes for your mission! 🎯

Contact us at recruit@aidewiser.co.in to onboard real heroes in this corporate hustle! ❤️‍🔥

Our feedback loop makes each hire smarter than the last!! 😏

(Yes, we learn. Improve. Implement & Deliver)

Here’s how we keep levelling up our hiring game :

▫️ ❌ Gut feeling → ✅ Structured feedback from every round. 

▫️ ❌ Same old questions → ✅ Customized evaluations for every role. 

▫️ ❌ One-way interviews → ✅ Two-way conversations to take into consideration candidate's views. 

▫️ 🟡 Red flags spotted late? → Not really! We intend to verify and scrutinise as many details as possible to prevent any scope of error. 

▫️ 🧠 Results? → Every next hire isn’t just better, they make the previous one look like Version 1.0.

Hiring isn’t guesswork anymore, it’s a system.

And if you're done playing the hiring gamble, we’re the partner you need. 💡

📩 Drop your hiring needs at : recruit@aidewiser.co.in

You don’t need 100 resumes—you need 3 perfect fits…

Let’s break the myth : more isn’t better, better is better. Here’s why :

◻️ Volume hiring isn’t talent acquisition, it’s emotional damage with extra efforts.

◻️ You don’t need a talent pool, you need a talent puddle : small, clear, and spot-on.

◻️ One sharp profile saves you 10 “Can we train them for everything?” debates.

◻️ Less filtering = more time to actually engage with the RIGHT candidates.

Quality beats quantity—even in dating, coffee, and especially hiring. 😉

Stop collecting resumes like you're building a hiring museum. 🎯😮‍💨

Contact AideWiser at recruit@aidewiser.co.in for your hiring requirements.

Let’s make hiring easier! 

Asked for the resume, received the offer letter? 😂

Yess, hard to believe but it's recruitment, filled with thrills, surprises, tragedies and unexpected offer letters in your inbox. 🙂

Honestly, that’s no way to manifest your next job. 😅

Bold move? Yes. Helpful? Not really.

Imagine applying to a college with just your tuition receipt from another school. 💁‍♀️

In an era where even a typo can get you rejected, what happens when you submit something entirely different instead of your resume? 🤔

First impression? Ruined! 😭

Next time someone asks for your resume, please don’t send your medical report instead. 😅

Follow us to not miss out on such interesting recruitment experiences! 😄

Talent is your biggest asset. Do you treat it that way?.......

Because if “We offer peanuts, but expect lions” is your hiring motto… then it's concerning! 🥶

These days, talent is onboarded like royalty and then treated like expired Wi-Fi — ignored until things stop working. 🥲

Here’s how it usually goes vs. how it should go :

🔴 You’re lucky to work here.

🟢 We’re lucky to have you.

🔴 Annual appraisals with generic feedback.

🟢 Ongoing check-ins with real growth conversations.

🔴 One-size-fits-all job descriptions.

🟢 Tailored roles based on strengths and career goals.

🔴 Free coffee as compensation for burnout.

🟢 Real benefits that support mental and emotional well-being.

Because talent isn’t a cost. It’s an investment. 

So next time you wonder why they left — ask yourself, 👇🏻

◻️Did you treat your asset like an asset or just a line item? 🤷🏻‍♂️

Hiring isn’t hard. Hiring without a partner is!

(Unless your idea of fun is reading 300 resumes 🥲)

Let’s simplify it for you :-

❌ We’ll handle hiring internally. How hard can it be?

✅ Two weeks later : burnt-out manager, 47 interviews, and still no results.

❌ We posted the JD, but no one’s applying!

✅ Because candidates don't scroll LinkedIn praying to find vacancies. Sometimes we need to approach them! 

❌ We’ll close this in a week.

✅ Reality : It's week 4 and you're negotiating with someone who ghosted twice already.

❌ Recruiters just forward resumes.

✅ Good ones (hello 👋) match skill sets, check intent, and save you time AND sanity.

You can hire alone, just like you can cut your own hair. But... should you? 😅

“I have trust issues” — said every corporate person pretending they don’t. 🤷🏻‍♂️

Welcome to the workplace, where "I trust you" is usually followed by a five-paragraph email and a Zoom call to confirm what was already confirmed. 🤣

Let's take a glance at how TRUST ISSUES play out in the corporate chaos :- 

❌ Manager : “I believe in full autonomy.”

 👉 Also Manager : Tracks your online status like it’s a stock market chart.

❌ Colleague : “We’re a team, always got your back!”

 👉 Also Colleague: CCs your boss on a minor typo like it’s a breaking scandal.

❌ Client: “We fully trust your expertise.”

 👉 Also Client : Sends a revision request that contradicts the last revision request... that they requested.

❌ Leader : “I empower my people.”

 👉 Also Leader : Has more trackers than a crime docu-series.

✅ Solution?

Simple — schedule a meeting to "build trust," then cancel it last minute. That’s peak corporate healing. 🙂

Or better — just put "TRUST" in bold on a PowerPoint. Works every time. 🫡

Trust in corporate is like free Wi-Fi. Everyone says they offer it, but it rarely works when you need it most. 😮‍💨

Follow AideWiser to discover the corporate spice! 😏

“I have great attention to detail”...... said the person who didn’t read past the subject line 😂

We love it when candidates (and sometimes even clients) flex their attention-to-detail muscle, until reality checks in like your dramatic EX. 🤭

Here’s how it usually goes :

❌ Assumes once something is sent, it’s magically read, signed, and framed on the wall.

✅ Double-checks: “Hey, just confirming you received this and if there's anything else you need.”

❌ Joins the next meeting like it’s their first day on Earth.

✅ Shows up with context, questions, and, you know… awareness.

❌ Says “Got it!” to everything… and then forgets everything.

✅ Actually takes notes. And action. Revolutionary, right?

Attention to detail isn’t about big words, it’s about tiny things that avoid big mess. 🤠

Because in business, “Oh I thought you’d send it” has never closed a deal. 🫠

Follow AideWiser to not miss out on such hot corporate lessons! 🙌🏻

HOPE is not a hiring strategy…..❌

Yes, praying to the hiring gods, manifesting a ‘rockstar candidate’ won't get you the top talent! 

Here’s what some companies still do:

🟡 Post a vague JD and hope someone decent applies. 😑

🟡 Offer average pay but hope for above-average talent. 🤑

🟡 Ghost candidates and hope they’ll still be interested. 👻

🟡 Delay interviews forever and hope good talent waits. 🥱

Good candidates don't sit around meditating on your job post. 🤷🏻‍♂️

A real strategy, speed, communication, and a partner (like us) who doesn’t rely on horoscopes to fill roles.

Remember 👉🏻 actions matter the most....🙌🏻

Contact AideWiser at recruit@aidewiser.co.in for your hiring needs! 

You don’t need more resumes. You need better screening…..💡

Collecting resumes without filtering is like swiping right on everyone on a dating app and then crying about red flags later! 😭

This is what happens when you go for quantity over quality….

🔴 MBA in Marketing : But thinks that sales and social media are same. 🥲

🔴 10/10 Resume : 2/10 Communication Skills 🫡

🔴 Open to Relocation : As long as it's next to their favourite chai tapri ☕

🔴 Fake Experience : Real Confidence 😶‍🌫️

🔴 Resume says ‘Team Player’ : Refuses to turn on camera on group call. 

Don't chase ‘MAYBE’ candidates ❌

Let us screen smart to make your hiring feel like a win, not a wild guess. 

Contact AideWiser at recruit@aidewiser.co.in for your hiring needs! 🙌🏻

Client wanted 3 hires in 45 days. We did it in 28 days….. 🤩

Because sleep is overrated, and coffee exists for a reason.

HOW?

– JD clearer than a breakup text 🎀

– Real-time feedback ⌚

– Candidate calls faster than food deliveries 

– Zero ghosting (on both ends, surprisingly!)

– No “let’s put this on hold” mid-process drama 🎭

RESULT? 

3 hires. 28 days. 🤯

No astrology, just accountability. 🫡

If you're still taking 3 months to fill one position... maybe it's not the talent pool. Maybe it's your hiring strategy. 🤷🏻‍♂️

Let’s fix that. Contact us at recruit@aidewiser.co.in to make such miracles possible for your business! 

They tried for 6 months. We closed the role in 2 weeks…😏

Role : Product Manager – AI/ML background

Experience : 6+ Years Experience

CTC : 48 LPA

Location : Mumbai

WHY WAS IT DIFFICULT FOR THEM? 👀

🛑 Overfiltered resumes 

🛑 Confusing JD 🫨

🛑 Slow replies 🥱

🛑 Unreal expectations

🛑 “Let’s wait” (Their motto) 

HOW WE DID IT? 😉

🟢 Sharp screening 

🟢 Clear pitch 

🟢 Active follow-ups 

🟢 Strong network 😎

🟢 Zero nonsense

We don’t just close positions. We end hiring sagas!! 😇 

Contact us at recruit@aidewiser.co.in to end your hiring drought! 

The endless search for ‘Cultural Fit’....😩

“We want someone who fits our culture!”

So do the skills take the back seat? 🤔 Maybe, maybe not! 

So the hunt begins, 

Candidate A is brilliant… but too quiet. Might not vibe with our ‘Fun Friday’ Zoom dance-offs. 🤡

Candidate B cracked the interview… but didn’t say ‘Good Morning’ exactly the way HR likes it. Deal breaker. 🤧

Candidate C is a great leader… but asked what our ‘culture’ is before saying yes. Red flag, obviously. ❌

After countless interviews, were you able to find that cultural fit GEM 💎? 

(Silence) 😑

It can't be denied that culture fit is an essential element or criteria but is it the only priority? I doubt it! What do you say? 🤠