Candidate
More applications. Less feedback. Lower trust.
01 / PROBLEM
Hiring’s bottleneckis no longer access.It is attention.
Every stakeholder is flooded before relevance is known. TheRecAI protects human judgement by moving context, readiness, and coordination upstream.
Core pain: attention is spent before signal is confirmed.
Inbound activity
High volume
ApplicationsMessagesFollow-upsScreeningsProfiles
ATTENTION SPENT
before
RELEVANCE KNOWN
Only then: relevance discovered
Hiring Manager
More inbound. Less clarity on fit or readiness.
Recruiter
More chasing. Less time for judgement.
Employer
More activity. Slower trusted shortlists.
02 / PROMISE
Every hiring stakeholdergets a digital manager.
TheRecAI assigns agents to handle context, screening, follow-up, readiness, and coordination before human attention is required.
Before human handoff
Context captured before meetings
Readiness tracked before outreach
Follow-up handled before momentum is lost
Human attention reserved for judgement
Outcome: humans enter the process with context already prepared.
Candidate Manager
Captures goals, readiness, constraints, and follow-up.
Recruiter Manager
Prioritizes signal, handles chasing, and keeps context current.
TheRecAI
Digital managers in sync
Share context. Move hiring forward.
Hiring Manager Copilot
Clarifies fit, role needs, feedback, and decision criteria.
Employer Context Layer
Preserves company-side memory across roles, teams, and shortlists.
03 / PRODUCT
Representatives coordinate before humans spend time.
The product is a hiring coordination layer, not another database or job board.
01
Role intent
Employer and manager context is captured.
02
Candidate context
Candidate constraints and proof are structured.
03
Agent coordination
Representatives negotiate relevance before escalation.
04
Human handoff
Recruiters and managers receive fewer, better moments.
04 / BEACHHEAD
Start with repeatable, painful volume hiring.
The wedge is BFSI sales and relationship hiring below senior bands, where speed, fit, and follow-through matter daily.
Volume hiring
BFSI sales
Relationship roles
Under senior bands
Why this wedge
The category has repeatable demand, high coordination load, and a clear need for faster trusted shortlists.
05 / MARKET
A narrow proof wedge opens the broader workflow market.
The market is the recruiting workflow that can shift from manual coordination to agent-managed systems.
TAM
₹24,800 Cr/year
100%
SAM
₹9,920 Cr/year
≈40% of TAM
Beachhead
₹2,300–3,100 Cr/year
≈23–31% of SAM
TAM
₹24,800 Cr/year
High-volume hiring workflows in India.
SAM
₹9,920 Cr/year
Under-₹15 LPA sales and relationship hiring across high-volume sectors.
Beachhead
₹2,300–3,100 Cr/year
BFSI sales and relationship roles under ₹15 LPA.
Estimates are annual platform revenue opportunity based on current model assumptions; beachhead focuses on BFSI sales and relationship roles under ₹15 LPA.
06 / BUSINESS MODEL
Revenue follows both sides of the marketplace.
The model combines candidate value, employer role access, and outcome revenue without turning the deck into a spreadsheet.
Candidate subscription
Recurring career-manager value for active candidates.
Role-month retainer
Employer-side platform access while roles are open.
Success fee
Outcome revenue when successful hires close.
07 / ECONOMICS
The financial model is live; the deck stays narrative.
Detailed outputs belong in Projections, where assumptions, cash timing, and funding logic remain editable.
1Editable assumptions
2Cash and accrual views
3Funding ask from modeled deficit
4Projection table by month
The deck stays narrative. The model stays live.
Use the projections workspace for output totals, funding range, cash timing, and assumption sensitivity.
Open projections08 / GTM
The go-to-market loop compounds with every workflow.
Employer demand, candidate flow, data quality, and recruiter leverage reinforce one another.
01
Employers bring roles
02
Roles create candidate flow
03
Candidates convert
04
Data improves matching
05
Agents accelerate screening
06
Successful hires bring more roles
09 / Competition
TheRecAI sits between reach, judgement, and workflow control.
The wedge is not another list of candidates. It is a coordination layer that reduces noise before attention is spent.
Agencies
Human judgement
Manual execution limits scale.
Job boards
Broad reach
High noise and weak workflow control.
TheRecAI
Agent coordination
Relevance is negotiated before human attention is spent.
10 / TEAM
The proof stage needs three leadership lanes.
Tech operations, AI reliability, and employer acquisition are the execution pillars for this stage.
BP
Bhanu
Tech Ops
IIT Bombay alumnus with 3+ years running a recruitment agency, now turning deep hiring-workflow experience into an AI-led recruitment platform.
AI
AI Leadership
Cofounder placeholder
Placeholder for the AI reliability leader who will own agent quality, factuality, evaluation, and workflow trust.
SL
Sales Leadership
Cofounder placeholder
Placeholder for the employer acquisition leader who will own BFSI wedge sales, client expansion, and recruiter network leverage.
11 / FUNDING
The round is sized from modeled cash need.
The ask is driven by the maximum modeled deficit plus an editable buffer, not static deck copy.
Sizing principle
The round is based on maximum modeled cash need plus an editable buffer, not fixed deck copy.
Agent reliability
Recruiter capacity
Employer acquisition
12 / PROOF
Month 18 is the proof of operating control.
The ladder is scale, trust, recruiter leverage, and repeatable employer outcomes.
1
Operating units
2
Paying candidates
3
Active companies
4
Role-months
5
Recruiter leverage
6
Successful hires
Detailed proof target calculations stay in the Projections view.