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Company Background
Axis Securities Limited (ASL), established in 2005 and headquartered in Mumbai, is a proud subsidiary of Axis Bank — India’s third-largest private sector bank. With over 2,700 employees and revenues exceeding ₹1,100 Cr, Axis Securities serves more than 20 million clients through a comprehensive suite of retail broking and investment solutions, including equities, derivatives, mutual funds, ETFs, and advisory services.
As the organization scaled rapidly, front-line sales and dealer positions became critical for sustaining growth. Yet the pace of expansion, coupled with rising candidate expectations, created challenges in ensuring recruitment efficiency, transparency, and compliance across the enterprise. The leadership recognized that digitizing talent acquisition was no longer optional but a strategic imperative.
Navigating the Shift in Recruitment Strategies
Before embarking on transformation, Axis Securities’ hiring process was hampered by inefficiencies. Recruitment teams struggled to track progress across large hiring volumes, with databases fragmented across spreadsheets and emails. Documentation was handled manually, creating administrative bottlenecks and compliance risks in a highly regulated sector. Feedback loops were inconsistent, prolonging hiring timelines and frustrating both candidates and business stakeholders.
Time-to-fill was stretched, often resulting in the loss of high-quality candidates who opted for faster-moving competitors. Transparency was limited, with recruiters and hiring managers unable to access real-time insights into requisitions and candidate status. Furthermore, the lack of digital infrastructure made accessibility difficult, hindering managers from engaging effectively in the recruitment process.
The business needs were clear: optimize workforce planning, strengthen compliance, eliminate manual redundancies, and redesign talent acquisition as a scalable, secure, and future-ready function.
Integrating Systems Thinking and Technology
Axis Securities partnered with RippleHire to reimagine its recruitment process, adopting systems thinking to ensure holistic change. Instead of digitizing tasks in isolation, the leadership sought to create an end-to-end process that would balance efficiency with compliance, and speed with experience.
The transformation blueprint included digitizing requisition creation, implementing multi-channel sourcing pipelines, automating shortlisting, redesigning interview workflows, and integrating onboarding with Oracle Fusion HRMS. Crucially, the system was built to handle the complex offer structures unique to Axis Securities, ensuring that compensation logic, pay grids, and approval workflows were seamlessly embedded within the ATS.
This approach not only eliminated redundancies but also aligned hiring decisions with business objectives by embedding review checkpoints for managers and creating automated workflows that reduced administrative overhead.
Axis Securities’ Innovative Four-Stage Hiring Process
Stage 1: Demand Planning and Requisition
Recruitment now begins with structured requisition creation, aligned directly with position management data in Oracle Fusion. Vacant roles are automatically synchronized, ensuring recruiters act only on live, approved requisitions. This digitization brought unprecedented clarity and eliminated the backlogs that once plagued the system.
Stage 2: Sourcing and Screening
RippleHire enabled Axis Securities to bring together applications from agencies, job portals, referrals, and internal postings into a unified pipeline. Automated duplication checks, configurable screening rules, and shortlisting tools allowed recruiters to manage high volumes efficiently, ensuring quality candidates surfaced faster than ever before.
Stage 3: Assessment and Interviews
Interviews, once delayed by manual coordination, are now scheduled digitally with system-driven prompts for managers. Feedback submission, which previously took two hours, is now captured in real-time, often within ten minutes. Candidates benefit from consistent, structured interviews, while recruiters and managers gain greater visibility into pipeline progress.
Stage 4: Offer and Onboarding
One of the most complex areas — offer creation — was transformed through a customized rule engine and automated templates. Offers that once took two hours are now generated in thirty minutes, with system-driven approvals ensuring compliance. Pre-onboarding documentation and background verification are streamlined through integration with Oracle Fusion, enabling seamless transfer of data and immediate employee ID creation.
Axis Securities’ dedication to transforming recruitment
4.8/5
Candidate feedback rating
7 Minutes
Time for interview processing
10 Minutes
Time for hiring manager feedback
30 Minutes
Time for processing offers
1 Hour
Time for post-offer document collection
Real Time
Candidate status updates
RippleHire ATS Drives Remarkable Results
The outcomes of this transformation were significant. Interview processing, which previously required four hours, is now completed in seven minutes. Recruiters who once spent hours coordinating feedback now receive it within ten minutes. Offers are processed in thirty minutes, compared to two hours earlier, and candidate documentation that once took a full day is now completed in just one hour. Real-time candidate status updates have replaced day-long delays, creating a transparent experience for candidates and vendors alike.
Candidate satisfaction has risen to a consistent 4.8 out of 5, strengthening Axis Securities’ employer brand. Recruitment costs have been optimized by reducing reliance on external agencies, while standardization across the Axis Group has reinforced compliance and operational excellence. Most importantly, the transformation has positioned talent acquisition as a strategic enabler of growth, capable of meeting large-scale hiring needs with agility and accuracy.
Road Ahead
Axis Securities now views its transformed recruitment model as a foundation for continuous improvement. The company plans to leverage predictive analytics to anticipate hiring bottlenecks, expand AI-driven candidate matching to improve shortlisting quality, and enhance the employee referral program through gamification. Building deeper talent pipelines for critical roles and integrating new assessment tools are also key priorities.
As hiring needs evolve, Axis Securities is committed to advancing its talent acquisition strategy with data-driven insights, AI-led decision-making, and seamless digital engagement. With this future-ready model, the company aims not only to attract the best talent but also to create lasting candidate and employee experiences that reflect its values and ambitions.
Conclusion
Axis Securities’ transformation of its talent acquisition process demonstrates the power of digital innovation combined with strategic intent. By redesigning the entire recruitment lifecycle and aligning people, process, and technology, the company reduced hiring times from hours to minutes and achieved a candidate satisfaction rating of 4.8 out of 5. This Brandon Hall award-winning initiative sets a benchmark for hiring in the financial services sector, proving that with the right systems and mindset, recruitment can evolve from an administrative function into a driver of competitive advantage.
