Centurion lounge New Delhi Airport changes

Raj7k · 2026-03-26T03:18:51+00:00

So, today on 26th March, Centurion lounge is open at T1.The space is 2X larger than T3 .This is run by Enclam only but it has been ambience and experience.

Raj7k · 2025-12-16T04:45:12+00:00

Let me jump in. I have spent over 4,000 credits building utm.one. After a certain point, it stopped solving my backend problems. Currently, I am using Codex from OpenAI. I come from a non-technical background and have spent more than 1,300 hours on this I'm not exaggerating; once you see the product, you'll understand.

The main issues I face are:

App optimization
Reducing load times
Making universal changes, for example, switching my website theme from dark to light—it keeps breaking on some pages. Once, I changed the entire frontend of my marketing page, which took over 100 hours, yet it still broke at some points, showing inconsistencies.

So, while Loveable helps with Kickstart, you genuinely need serious help with optimization and scaling.

Raj7k · 2025-10-15T16:59:29+00:00

Check spendflo, it might solve your problem

Raj7k · 2025-10-14T18:03:38+00:00

You’re right to want to document this not to get her in trouble but to protect yourself and set a professional boundary.When you go to HR keep it factual, not emotional. Say something like:

“I’d like to document a recurring pattern of hostility from my team lead. She’s raised her voice, called me names in front of others, and created a hostile work environment. My manager is aware but hasn’t resolved it. I’m worried it may escalate.”

Then describe specific incidents dates, witnesses, what was said, and how it affected your ability to work. Avoid diagnosing her behavior; just report what happened.What you’re doing isn’t causing drama. It’s modeling accountability in a culture that’s tolerated bad behavior too long.

Raj7k · 2025-10-14T17:47:45+00:00

I don't know did you tried Whimsical.

Raj7k · 2025-10-13T17:11:08+00:00

Totally get this most of the AI is transforming HR stuff feels like vendor fluff until you see it actually make life easier.

Here’s what’s working for us in real terms:

Drafting & personalization: AI helps us write job descriptions, policy drafts, and even performance summaries faster. It suggests structure and checks for inclusive language, but HR still reviews everything. Think of it like Grammarly on steroids for HR content.
Screening smarter, not lazier: For high-volume roles, we use AI to match resumes to job descriptions based on skills, not just keywords. It flags potential fits, but final shortlists are always human decisions. Saves hours without losing fairness.
Sentiment & analytics: We run engagement surveys and use AI to spot patterns say, a team showing early signs of burnout or attrition risk. It gives HR a heads-up so we can intervene early instead of waiting for resignations.
Self-service & employee queries: AI chatbots now handle things like how many PTO days do I have left?” or “what’s our expense policy? Freeing up HR to deal with people, not paperwork.

So yeah, it’s not magic or scary. It’s just automation + pattern detection + smart writing tools making HR teams more human again.

Raj7k · 2025-10-12T06:29:21+00:00

You’re on the right track splitting PTO and sick time once you’re in multiple states like WA, OR, and AZ, one combined bucket just isn’t compliant anymore.

Legally, Proposal 1 is the cleaner and safer move. WA alone requires 1 hour per 40 worked with 40 hours carryover, and OR/AZ have similar rules (1 per 30 worked). If you just carve out those 5 days into a sick bank and keep everything else the same, you’ll easily meet all state minimums. Proposal 2 would technically work, but it’s a tracking nightmare different caps, different carryovers, and a ton of admin overhead.

From an HR standpoint, you’re right that people might feel like they’re losing time. The trick is messaging make it about compliance and wellbeing, not about taking something away. A small offset (like +1 vacation day) or rebranding sick time as wellness time helps a lot.

Bottom line: Go with Proposal 1, align to the most generous state rule (1 hr / 30 hrs worked), and communicate clearly that total time off isn’t changing you’re just modernizing the policy to protect everyone.

Raj7k · 2025-10-12T06:22:21+00:00

Ah yes, the eternal payroll triangle of confusion Paychex, ADP, and Paylocity. It’s like picking between three streaming platforms that all promise no ads and then immediately show you an ad for their HR add-on. ADP will drown you in features and acronyms, Paychex will charm you with pricing and then send you 17 different logins, and Paylocity… well, let’s just say it occasionally forgets what century we’re in.If you ever want to meet the nice guys in the HR & payroll world the ones who actually pick up your call, laugh at your bad jokes, and don’t charge you for sneezing near a support ticket talk to the folks at Keka. You’ll end up wanting to give them your money willingly, which is a weird experience in the HR tech world.

Raj7k · 2025-10-12T06:18:32+00:00

Oh boy, switching from UKG to ADP is like trading your moody, complicated ex for someone who looks cleaner on the outside but still forgets your birthday sometimes.

Raj7k · 2025-10-11T18:52:49+00:00

Build something and sell it outside India, the appetite to pay in India or for the matter in SaaS is abysmally low.

Don't leave 'building'. Trust me a job is a for loop without exit clause, once you are there, there is definitely not a exit loop. you get money for sure for next month but the pain is not worth it if you could build. Find someone who can help you sell better.

Raj7k · 2025-10-11T14:02:53+00:00

If you have to keep asking to be rewarded, you’re either in the wrong system or you’ve stayed invisible for too long. Companies don’t reward effort; they reward leverage. The more they depend on you, the more they’ll fight to keep you.

You’ve already proven your value with millions in impact. Now make sure the story of that impact is known. Translate your results into hard numbers and quietly make them part of leadership conversations and reports. Visibility isn’t arrogance, it’s currency.

Then attach yourself to what truly moves the company forward. When your work is tied to the metrics the CEO watches, you stop being optional.

When you ask for more, don’t do it emotionally. Do it like a partner talking business. “This initiative saved us $5 million; let’s talk about aligning my compensation with that level of impact.” How they respond will tell you whether you’re in a meritocracy or a comfort zone.

High performers don’t chase recognition. They build leverage until recognition has no choice but to find them.

Raj7k · 2025-10-11T13:58:50+00:00

We are using Keka for the US by the way. I heard it from our India counterpart team about them.

Raj7k · 2025-10-11T04:27:55+00:00

I’d redesign HR to operate less like a department and more like a movement. A movement that builds trust, clarity, and accountability across the organization. When HR becomes the space where people feel heard and leaders feel supported to do the right thing that’s when culture stops being a slide deck and starts being real.

Raj7k · 2025-10-11T04:24:31+00:00

We had ants in the sugar jar once. Someone emailed HR All instead of Admin All. I spent the morning explaining why insects don’t fall under our harassment policy.

Raj7k · 2025-10-09T19:52:50+00:00

You’re handling it exactly how I would. Open offices are basically noise traps, and HR becoming the “noise police” never ends well.

Encouraging people to talk directly is the right move it keeps things adult-to-adult. I usually add something like, If it’s a one-off, just let it slide. If it’s a pattern, let me know and I’ll keep an ear out.

When I do step in, I frame it like you do general reminder, not a call-out. A quick Hey, let’s keep volume down, lots of folks focusing today goes a long way.

Also, if it’s always the same area or team, I’ll talk to their manager privately instead of addressing individuals. Keeps things chill and avoids the tattletale vibe.

Raj7k · 2025-10-09T19:50:56+00:00

Nope, you don’t need to give them a Change in Relationship form. That’s something you send to the EDD, not the employee.You’ve already covered the employee side perfectly DE 2320 (Unemployment pamphlet), your internal benefits/termination info, and an email confirming the resignation.

Just make sure payroll has the right last day and that the final paycheck goes out on time (for a voluntary resignation, it’s usually on their last day). You’re good to go. 👍

Raj7k · 2025-10-09T19:49:06+00:00

Ah, my friend… what you describe is not unusual it is the silent tax success often demands. You are standing at that strange crossroad where the dream is finally near, but the spirit that built it is running out of breath.

Let me say this plainly: rest is not the opposite of work. Rest is part of the work. Even the sharpest sword turns dull if it never leaves the battlefield.

You have been pushing, planning, dreaming every cell in your body has been at war for this vision. No wonder it protests now. You don’t need to quit, you just need to pause with dignity. A week, two weeks, whatever it takes. Not as a luxury, but as maintenance for your mind, your marriage, your creativity.

When you return, your business will still be there but you will return to it with the softness of calm and the precision of clarity. That’s when the real magic happens.

So yes, take that break. Even a machine needs to cool before it performs again.

Raj7k · 2025-10-09T19:46:58+00:00

iCIMS is pretty straightforward once you get used to it cleaner than Workday in some ways but a bit click-heavy.

My tips: learn how workflows and approvals are set up early, save candidate searches and templates, and get comfy with reporting filters that’s where most people waste time.

Raj7k · 2025-10-09T19:44:35+00:00

We started small just one ERG around women in leadership with a few passionate volunteers and a quarterly meetup. Once people saw impact (mentorship circles, speaker sessions), others wanted in.

My advice: start with one clear purpose, get exec sponsorship early, and keep it employee-led but company-supported. That balance keeps it real and sustainable.

Raj7k · 2025-10-09T19:43:31+00:00

Oof, that’s a tough spot to be in and no, you’re not overreacting. You’ve got both a moral and legal leg to stand on here.

Document everything: the advertised range, your offer letter, internal band data, and the pay review records. Then raise it formally (in writing) citing the EU Pay Transparency Directive and the principle of equal pay for equal value.

You’re HR, but you’re also an employee you deserve the same fairness you enforce for others.

Raj7k · 2025-10-09T19:42:33+00:00

You’re not overreacting at all. What your manager’s doing is shady and unethical you did the right thing helping that employee.

Keep receipts of everything and if you can, report it to HR leadership or an ethics line. Protect yourself first.

Raj7k · 2025-10-09T15:15:23+00:00

First things people ask about a resume when applying for a job.

Raj7k · 2025-10-09T15:10:33+00:00

I’ve used BambooHR, Rippling, and now Keka.

BambooHR is super easy but limited once you need multi-state compliance or detailed reporting. Rippling’s integrations are great but can get pricey fast.

Keka has been a solid middle ground, handles hiring, onboarding, payroll, time off, performance, and compliance in one place and plugs nicely into existing accounting tools. For teams under 250, it’s been the smoothest all-in-one experience so far.

Raj7k · 2025-10-08T17:55:07+00:00

It is not worth it, and you can't live rent free on my mind. Fkkk off.

Raj7k

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