Balaji Viswanathan on the “Future of Hiring”

Let me start by asking you a few questions.

Do you know who’s the most followed person on Quora? Founder/CEO of Mitra Robots (previously known as Invento Robotics)? The writer of the book “Tryst to Tendulkar”?

No, these aren’t multiple people, it’s just one, Balaji Viswanathan.

We are kick starting our new series on “Future of Hiring” at AirCTO. In this series, we’ll be talking to top entrepreneurs to know about their opinions on current and the future state of Hiring. We decided that there wasn't a better way to kick the series off by talking to Balaji Viswanathan.

Below are the questions we asked Balaji.

How does Balaji describe himself?

How did he create a passion for writing? How does he manage time?

In his college days, he contributed a lot to the college magazine and also loved writing technical papers. Since then he has never stopped writing and it’s is more like a habit for him now.

Recently he also wrote a book — “Tryst to Tendulkar: A Brief History of Independent India”.

When we asked him, how he’s able to manage everything, he replied —

“It’s hard to manage everything. I try to use different productivity techniques to complete all my tasks. One of my favourite technique is the GTD method.”

What is the state of robotics in India? Do you see India leading the race?

Because there’s a shift from hardware to software, he thinks India has a great chance to be ahead. But the only problem stopping India is that most people aren’t taking Robotics that seriously.

What’s the future roadmap for Mitra Robot?

Mitra Robot

Balaji is also trying to expand into malls, restaurants & office spaces. The whole goal of Mitra Robots is to take the customer experience to another level.

What was Balaji’s expectation when being hired?

But he joined Microsoft as it seemed more challenging to him. Balaji loved the idea of difficult problems.

What’s your approach when hiring for Mitra Robots (previously known as Invento Robotics)?

Currently, he is making use platforms like Naukri, AirCTO, Boot Camps for hiring employees.

He feels hiring for non-tech positions is, even more, tougher now. This is because it’s harder to find non-technical people when compared to technical people (as they are well connected).

“Hiring is overall very complicated” — Balaji says.

How do you see the Indian hiring system?

It’s easier to hire people in the US.

How do you see hiring change in the next 10 years?

Balaji says — “If I receive 10 profiles, I would want at least 5–6 of them to be relevant. But currently, the count is lesser than one.”

Artificial Intelligence will really help to better the matchmaking process.

How do you compare Technical Hiring to Non-Technical Hiring?

On the other hand, for non-technical roles like Sales and Marketing, it’s very difficult to evaluate the candidates. Most non-technical applicants aren’t connected to any particular platform (for example GitHub and StackOverflow in case of developers).

How is AirCTO helping solve the hiring problem?

AirCTO is really beneficial in filtering out candidates.

“AirCTO sent us about 8 resumes, which were quite relevant to us. I would definitely recommend AirCTO” — says Balaji.

I would love if AirCTO can better the matchmaking process. Also, if there can be a platform where companies can choose candidates from a list of screened ones according to the required skill sets, it would be amazing.


Let us know your thoughts in the comments section below.

Also, who do you want us to collaborate with next?

Want to read similar stories like this, feel free to check AirCTO blog.

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