21st October 2016 - ‘Recognized as Top 50 venture in the Smart CEO Startup50 India 2016 program.

Smart ceo

4th October 2016 - ‘Informatics, the Future of HR’ - Article by our COO Wriju Ray in SME world magazine!

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27th July 2016 - ‘Talent Acquisition the Smart Way’ - Article by our COO Wriju Ray in Human Capital Magazine!

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20th April 2016 - The Illusion of Exit Interviews

IDfy is India’s leading ‘integrated people decisioning platform’, providing end-to end HR solutions by leveraging predictive analytics, cloud-based technology, and automation within the shortest turnaround time, assisting companies to take informed business decisions. It provides services such as People Authentication, H.R. Analytics, Exit interview analysis, Customer Analytics, and so on.

Exit interviews, as we all know, involve feedback taken from an employee before leaving the company, considered for organisational improvement. Exit interviews are most effective when the data is accurate.The trouble with exit interviews is that very few people speak the truth. Some find it hard to believe that their feedback would remain anonymous. Others probably want to set the record straight and perhaps even get back at a few individuals in the organisation. Nonetheless, organisations spend a lot of time and effort conducting exit interviews and often base decisions on this data. It follows that we really should try and get the exit interview process right.

There are two things to bear in mind while designing an exit interview:

  • What outcome do you desire from the exit interview?.
  • How do you obtain reliable and unbiased feedback?

1. What outcome do you desire from the exit interview?
One hopes to find out if there is something wrong with the organisation that is making people leave. This can lead to tangible action that may improve employee retention or it may help define the kind of people one needs to hire. But if you simply ask the leaver the question, ‘Why are you leaving’, expect to hear the following types of tripe:

  • That, it was compensation: Everybody feels that they are underpaid. As an employer you probably cannot afford to pay everybody amazing salaries. Even if the leaver is truly leaving due to low salary there is very little that you have actually learnt from this answer.
  • Lack of growth within the organisation: Well, what does growth really mean? Promotions aren’t often the same thing as growth, for while you may be higher up than before, your role can still be quite narrow. The point is, growth means different things to different people.
  • That it was for better opportunities: This is the most useless of all answers.
  • That it was for personal reasons: Really?
  • That it was due to someone within the organisation? Very interesting feedback, but are they being spiteful?
  • That they didn’t fit in with the team or the organisational culture: Same as above.
  • That it was a planned career move: Really?

Which brings me back to the question: what are we really trying to find out from the exit interviews? It is possible to find out salaries for comparable roles in the industry through other means. There will always be some people leaving the organisation due to personal reasons. Ensuring that people you want to retain have a great career path is something you should do anyway. Perhaps what organisations can do with exit interviews is find out about: (i) people: how individuals manage others or how team dynamics affect someone, and (ii) serious organisational issues such as business malpractices or harassment.

2. How do you obtain reliable and unbiased feedback?
Studies have shown that there is little correlation between what employees say at the point of leaving and what they say later on. Problem is, leavers are often trying to manage the impression that they leave behind when they are about to leave or have just left. There are several strategies that one may employ to solve this problem:

  • Obtain part of the feedback anonymously. However, the leaver should truly believe that the survey is anonymous.
  • Ask for examples and evidence: One should attempt to obtain as many data points as possible. Evidence and data points can be cross-checked with other people in the organisation (as well as other sources of data such as Performance Systems) and will help create a more complete picture of what actually happened.
  • Ask about what the leaver liked in the organisation: One would then be able to infer what they didn’t like.
  • Ask about what the leaver would like to change about the job they just left.

15 April 2016 - IDfy Undertakes Rebranding to Better Connect With Customers of all Walks

IDfy, India's leading 'integrated people decisioning platform', providing end-to-end HR solutions with the use of cloud computing technology, has today announced the undertaking of a complete rebranding exercise, which will include the launch of a new logo and a redesigned website that personify the company's attributes and core values with a renewed focus on growth and expansion.

Small logo

The bold new logo set in vibrant red reflects the company's vision of disrupting the traditional background verification (BGV) sector in the country. The sleek circle in the background indicates comprehensiveness in terms of product areas and adaptability to customer requirements. The company wishes to translate the streamlining of its operations through its new brand identity. It expects that the new rebranding exercise will create a better recall of their brand among all the stakeholders.

With the new design of its web portal, customers can access information on IDfy's full suite of services with just a few clicks, thus saving time and making the portal much more interactive and conducive for developing business relationships.

Ashok Hariharan, Founder and CEO, IDfy, said while explaining the deliberation behind the rebranding exercise, "We started with the idea of bridging the trust deficit in India and took the first step towards achieving this by creating our web-based portal to facilitate the recruitment process for our clients. We've won numerous accolades from our clients for our services, which have helped them reduce costs and turnaround time in their recruitment and new employee on-boarding processes. Since then, however, we have expanded our suite of products to include much deeper information and analytics-based solutions. We now provide Know Your Customer (KYC), customer insights and analytics, and decision-making solutions for the entire HR process. Our new logo reflects this diversification, and we are confident that we will continue to be able to serve our customers' needs in a holistic way."

IDfy is known for unleashing the full potential of traditional BGV concept and demonstrating its wide applications for an array of clientele through its disruptive use of technology. They have managed to achieve tremendous success within just five years since the inception of the company in 2011. Today, the company is empanelled with the National Skills Registry of NASSCOM, making it a part of an elite group of vendors to the crème de la crème of the Indian IT or ITES sector. IDfy was also recently awarded the 'Best Background Screening Service Provider' at the recently concluded World HRD Congress, 2016.

Some links for reference:

28 March 2016 - Managing HR Through Technology

Hr through tech

Ashok Hariharan, Founder and Chief Executive Officer, IDfy has eleven years’ experience in the technology industry. He successfully started Gaboli, where he still holds a board position. IDfy is India’s leading ‘integrated people 'decisioning' platform’ providing end-to end HR solutions by leveraging predictive analytics, cloud-based technology and automation within the shortest turnaround time assisting companies to take informed business decisions. Started in 2011, as a background verification company, IDfy has now emerged as a platform managing the whole HR cycle right from talent acquisition to career growth analytics of an individual. Prior to Gaboli, Ashok worked at British Telecom in the strategy team, looking at operations, financial, as well as product development strategies. He has also consulted with many start-ups and large companies on operations and marketing strategies. He has an M.B.A. from ISB Hyderabad and B.E. from University of Pennsylvania. In his free time, Ashok likes to travel and scuba dive. His new-found passion is photography and he hopes to become better at it. In conversation with Dominic Rebello, he explains the greenfield areas of his business which have not been tapped globally and how he plans to get there... Read More

15 March 2016 - IDfy featured in Times Ascent - Best Background Screening Service Provider

Times ascent press

15 March 2016 - Using digital footprints of previous hires to manage future workforce

The future of HR is really in the ability to understand what type of people to hire, how to ensure high engagement, how to retain people, and what kind of people succeed in a particular company industry or role. While this might seem like its more of an obscure art, my belief is that data analytics is the key to all of this.

Organisations have tonnes of data on their employees – for every employee that is hired, there is a possibility that 20 are rejected – that’s data. Out of the people that companies hire, some stay and some leave in a very short period of time. Of the ones who stay, some have tremendous career growth and some don’t. If you look at the underlying reasons for this, it would be quite hard for any individual to assess what makes a person stick around and succeed in a company. A data model can, however, be built to give us deep insights into such success factors. The HR data model is like your company’s DNA – it is unique to your company, but might have similarities with companies in the same region and/or industry.

The goal for us is to figure out how data can help in recruitment, engagement, retention, as well as career growth within an organisation.

Recruitment: Most people we hire, especially in skilled roles, have a significantly large digital footprint. We should be able to use that data and map it to the company’s DNA to figure out if the person is a good fit. One can easily weed out people who have a low fitment score based on the company’s/industry data model. Not to say that homogeneity is a good thing, but you can definitely use data analytics to determine who definitely wouldn’t fit in.

Engagement and Retention: Imagine if as an HR manager, one could get triggers for people potentially on the look-out for opportunities on a real-time basis; perhaps an intervention can be made to ensure that engagement is increased with those who are more likely to leave. Data can even give us ideas about who might be unsatisfied in their jobs – based on appraisal metrics, home town, background, and so on. All these can be triggers to help us understand our employees better.

To start doing this in a meaningful way, HR personnel would have to have structured access to data not only within the company but also between companies in the industry. There also needs to be a seamless connect between the ATS, HRMS, and training and development platforms. More access to data ensures better internal data models. At IDfy, we are looking at how people data can help in making decisions about people. Our software/platform looks at data as the way to help HR make decisions and our data models make personal identifiers anonymous, but use the core underlying information to drive decisions, be it recruitment, engagement, retention or even career growth. And we can aggregate the data across industries or companies, thus giving much more meaningful insights into people, leading to better people decisions.

23 Feb 2016: IDfy bags “Best Background Service Provider” Award in World HRD Congress

IDfy, a people information company, has been recognised as the "Best Background Screening Service Provider" at the Human Resources Vendors Awards, 2016 organised as a part of the recently concluded 24th edition of the World HRD Congress held in Mumbai.

The Awards recognise the best technical vendors in various categories such as background verification, psychometric training, and skills development. Vendors in this category must have demonstrable ability to deploy state-of-the-art technology to enable HR teams at companies to run talent acquisition, interviews, background verification, payroll, and other HR activities.

IDfy has pioneered the use of technology in background verification to make this necessary but onerous process automated, transparent, and simple while adding scalability and reducing fraud. They have a cloud-based platform to help screen candidate information such as education, skillset, past experience, salary structure, tax and credit history, and social aspects including criminal records. With the shortest turn-around time in the industry, IDfy helps identify the right talent for the right job. The services offered are supplemented with real-time access to reports, statistics, and analytical tools which further add to the ease of hiring for clients. IDfy's current client list includes players from industries like E-commerce, ITES, App-based firms and so on.

Speaking at the occasion, Mr. Wriju Ray, Chief Operating Officer, IDfy said, "Background verification as a concept is not new. These services have been fairly manual. IDfy is challenging the status quo by using technology and automation in this space. In a short span of time IDfy has been able to win many large customers by giving them speed, scale, and better quality. The award represents a coming of age - a tectonic shift of sorts where the use of technology becomes the norm rather than the exception".

The award was presented by Dr. R.L. Bhatia, a celebrated Human Resources professional and pioneer of many best practices in the industry, in a glittering ceremony.

Some links for reference:

Feb 2016 - A Stitch in Time: IDfy's Industry-Leading Background Verification Services


Background verifications pre hire are now standard practice at most leading organisations, in India and across the world - and for obvious reasons not having the right information at hand when taking a decision to hire a candidate could prove very costly down the line. Most background verification providers, however, focus on only one part of the recruitment process - the actual verification of a candidate who has already been through the lead identification, shortlisting, interview and offer receipt processes. and is in the course of being on-boarded. Should an adverse result be identified at this stage, all the previous steps are wasted effort.

That's where IDfy, a company started in 2011 by two ISB Alumni, Ashok Hariharan and Vineet Jawa, steps in:
IDfy fellows a process that is unique in the background verification industry. It collates data on indivisuals from candidates as well as from public sources and passes it through a stringent verification journey. Results and analyses are then used to take good hiring decisions and to improve the recruitment journey.
This way, IDfy is able to assist customers across the recruitment process, rather than on the single silo of verification. Furthermore, IDfy has automated its processes, leveraging technology and excellent process design, so as to achieve:

  • - The fastest turn-around-time in the industry.
  • - Reduced expenditure of H.R management time and effort.
  • - A web-based portal that provides H.R end-to-end control over their recruitment process, with detailed analyses and feedback on each verification.

It is innovations such as these that have made IDfy the preferred background verification partner acroos some of India's largest recruiters, such as Vodafone and Uber, and some of the country's fastest-growing start-ups.

NASSCOM Recognition

IDfy has now been empanelled as a background checker with the National Skills Registry of NASSCOM, making it even easier for organisations to rely on IDfy in helping them take critical business decisions!

Reach out to IDfy

IDfy is quick to respond to customer requirements and has often been appreciated for designing and delivering verification solutions for its customers in little time. More information about the company is available at its website and representatives are also reachable on the phone at: +91-98113 30261 or over email at:

26 Feb 2013 - adds social features, reference check to validate online user profiles, an online platform run by Mumbai-based Baldor Technologies Pvt Ltd and providing verification services to help users manage their profiles, has added new features to its offerings to make one’s online profile even more credible. The interactive platform enables a user to create his/her profile, upload identity documents and use the IDfy ID for any interaction – be it house hunting or a job reference.

Set up by Ashok Hariharan, Hatim Baheranwala and Vineet Jawa in 2011, with Kaushik Shah serving as its CTO, the startup is backed by early-stage VC fund Blume Ventures who invested an undisclosed amount in the company in 2012. The portal currently follows a freemium model and does verification of bios for a fee. It also offers standalone verification of PAN card, work experience, educational qualification, address and reference/s for different fees.

The new features include:
The credible resume: Now, a basic IDfy profile can be linked to various social networks like LinkedIn and Facebook where the user’s friends and colleagues corroborate his claims and independently vouch & validate educational qualification and work experience. These details can be further verified and testimonials can be shown alongside a profile.
Surveys about me: The IDfy survey allows one to get ratings from colleagues, superiors and subordinates on various professional criteria.
Reference check: Enables one to get a formal reference from a past supervisor or client, and store it online.

“We are now providing many services for free but going forward, we may change that. Among these new features, survey is free,” IDfy co-founder and CEO Hariharan told

“With the advent of the internet, the velocity of interactions with people whom we have met for the first time has tremendously increased over the past few years. However, the establishment of trust has still not moved to a better medium beyond the traditional face-to-face meeting. IDfy stands to change that reality,” he added. The startup is keen to establish a ‘curated’ online space that can ultimately ‘replace’ the paper documents.

“In fact, IDfy brings offline karma online. It is not limited to jobs segment alone; it is there to help all who are meeting for the first,” said Hariharan.

The company targets both consumers and enterprises for revenue generation. The B2C platform can be leveraged now as the company builds additional credibility for individual users. On the other hand, enterprises are willing to pay for access to verified profiles. “Moreover, we are still exploring our revenue model and looking at other possible channels,” added Hariharan.

He also claims that IDfy has around 1,500-2,000 users for each segment (corporate and consumers). “Initially, we were focusing on corporate houses but from now on, we will focus more on consumers,” noted Hariharan.

Asked about competition, he said, “There are many players who are doing bits of work in this segment, but there is no one player offering an amalgamated service. So there is no competition right now. Also, our product can act as an add-on where one can build extra credibility (like people do on LinkedIn).”