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Piyush Kedia

Overseas teams for fast-growing companies, built and managed | Founder & CEO at InCommon

Piyush Kedia is an accomplished entrepreneur and the Founder & CEO of InCommon, a company that specializes in helping fast-growing businesses establish and manage global teams. His vision for InCommon centers on simplifying the process of talent acquisition and team management across borders, thereby enabling small and medium enterprises to leverage global workforce opportunities effectively.2

Professional Background

Kedia has a robust background in entrepreneurship, having founded Blue Vector in 2017, which began as a single creative agency and expanded into four distinct verticals. Under his leadership, Blue Vector grew significantly, achieving substantial revenue milestones and employing over 50 team members. His experience in managing international initiatives has provided him with deep insights into global recruitment and collaboration dynamics.24

Education**: Piyush holds a degree in economics from **Delhi University:, which laid the foundation for his entrepreneurial journey. He initially worked with Ernst & Young (EY) for a year, gaining valuable insights into service business operations before venturing into his own startups.4

InCommon

Founded in Edgewater, New Jersey, InCommon aims to reshape global team collaboration by connecting companies with top talent worldwide. The company offers services that include handling compliance, payroll, and administrative tasks as an Employer of Record (EOR), allowing businesses to focus on their core operations while minimizing costs associated with hiring and managing overseas teams.123

Key Achievements

  • InCommon has been recognized for its innovative approach to global hiring, providing seamless solutions that enhance efficiency and reduce costs for its clients.
  • Kedia's leadership has been pivotal in positioning InCommon as a trusted partner for companies looking to expand their teams internationally.12

Piyush Kedia's entrepreneurial spirit and commitment to fostering cross-cultural collaboration continue to drive the success of InCommon as it assists businesses in navigating the complexities of global workforce management.

Highlights

Aug 29 · linkedin

Why do top data scientists and developers leave their jobs?

Recent studies reveal that over 40% of professionals, including tech professionals, are reconsidering their roles, driven by factors beyond just compensation.

Here’s what your top talent wants you to know:

  1. Companies often misjudge market rates, but regular benchmarking can help retain top talent. Companies that regularly benchmark salaries are 75% less likely to lose top talent.

  2. Investing in modern tools and continuous training can drastically improve retention and productivity. 57% of developers say outdated tools push them to leave. Outdated tools are a dealbreaker.

  3. Employees without a clear career path are 12 times more likely to leave. Career stagnation often leads to career exit, so providing visible growth opportunities is crucial.

Consider the following strategies to strengthen retention: Use 360-Degree Feedback: Assess team satisfaction and spot areas for improvement. Teams with strong feedback cultures have 14.9% lower turnover rates.

Build a simple Silent Resignation Tracker: Monitor disengagement early.

Hiring right is important, but retaining talent is the real challenge

Mar 25 · linkedin

I asked a US-based CEO what most of his peers get wrong about India.

His answer surprised me.

"People obsess about the cost savings, and don't focus enough on team-building."

He explained that taking his leadership team to Bangalore transformed how his company operated. They spent a week onboarding their new India team members. An offsite and a cricket match later - it wasn't "us" and "them" anymore.

By the time they flew home, it was just one team, across two offices, pursuing the same goals.

Too many companies treat global teams transactionally. A way to save costs.

But cheap is not cost-effective.

Yes, you can save 40-70% on salary costs. That's table stakes.

But the real gold is mined when you invest in team cohesion from Day 1.

Suddenly, your culture isn't diluted by going global. It's strengthened.

You're not outsourcing to mercenaries. You're insourcing missionaries.

The smart ones realise that a global team, done right, is all about maintaining the same quality bar across hiring, people practices and culture.

And that's how you build an unfair competitive advantage and escape the talent wars in the US.

Related Questions

What inspired Piyush Kedia to start InCommon?
How has Piyush Kedia's experience with Blue Vector influenced his approach at InCommon?
What are some success stories of companies using InCommon's services?
How does InCommon ensure cross-cultural collaboration within global teams?
What challenges has Piyush Kedia faced in building and managing international teams?
Piyush Kedia
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Location

New York City Metropolitan Area