surojit

Founder & CEO,Ema @ema_unlimited
Ex-CPO @Coinbase
Founder, Investor
Former VP/GM at Google
Former SVP & Head of Product at Flipkart

[surojit @surojit]

We're live on Product Hunt: https://t.co/Bp7IZVPEGp
Please post your comments.

[surojit @surojit]

@theadityadas Ha ha

[surojit @surojit]

We fell for Soham Parekh as well. Very unfortunate! He worked for Ema for around two months, never moved to Bangalore as he promised. Underperformed and under delivered - we are an intense company, you cannot succeed at Ema unless you are two hundred percent into it.

[surojit @surojit]

@Suhail He lost everyone's trust. And I don't think there was any compelling reason. So, yes he did sabotage his career.

[surojit @surojit]

@laurashin @Suhail He is not good at all. He worked for us for a little bit.

[Pankaj Gupta @pankaj]

1/24 I’m thrilled to share what my co-founder @gilad and I’ve been cooking up over the past year. Check out @yupp_ai – a fun and easy way for anyone to discover, compare and get the best answers across the latest AIs, all for free! Yes, even the most powerful pro models.

[surojit @surojit]

We said it first - SaaS is dead! https://t.co/PGMcKf11mA

[Daniel Darling @DanielDarling]

So fun to sit down with @surojit, CEO of Ema, to explore the rise of AI employees and the 24/7 agent workforce.

Surojit’s built product at the highest levels, heading product at Coinbase, Flipkart, and Google — and now he’s building the infrastructure for the agentic enterprise.

We cover:

🧠 24/7/365 companies
📈 4.4x productivity from always-on agents
🌍 How AI will transform emerging markets
💸 Micropayments between agents
🪙 A new economic layer for machine-to-machine commerce
💼 The coming collapse of SaaS

One of the sharpest conversations yet. Listen here:
https://t.co/IutII4P5ID

[surojit @surojit]

Thank you @BusinessInsider https://t.co/AbZD4gCFm0

[Tarique Sha @tariquesha1]

"Our long-term vision is... there will be a future where in every company, a team of human employees will work with a team of AI employees." @surojit
https://t.co/8RPyW7XrWU

[Sam Selvanathan @samselvanathan_]

good insights @surojit

https://t.co/MuDl8tHfji

[surojit @surojit]

We said it first - SaaS is dead! https://t.co/PGMcKf11mA

[Accel Atoms @AccelAtoms]

How to hire for culture?

Ft. @surojit, Founder & CEO at @Ema_Unlimited on @Seed2Scale

[Ema, the Universal AI Employee @Ema_Unlimited]

🚨 Our deep dive on Why SaaS is dead and the Future is Agentic is now live:

- Rising shelfware, complexity, and data silos are holding businesses back
- The future of enterprise software is agentic, where autonomous agents execute workflows end-to-end and charge for outcomes

[Accel Atoms @AccelAtoms]

Enterprise software is a $300+ billion market,
but most are inefficient and underutilized!

In our latest episode on @Seed2Scale, @anagh_prasad spoke to @surojit (founder and CEO of @Ema_Unlimited) to understand how AI Agents are redefining traditional enterprise software.

[Ema, the Universal AI Employee @Ema_Unlimited]

MAJOR ANNOUNCEMENT 🚀 🚀 🚀 : We are super excited to announce that Ema's Agentic Business Automation Platform is now available on the Microsoft Commercial marketplace

Find us here -

https://t.co/hWwfaVF5G0

[surojit @surojit]

Universal AI Employees are coming. Check out this article on Forbes https://t.co/ELvDYoWV38

[Rodrigo Madanes @rmadanes]

I recently hosted a GenAI event at our EY palo alto office. It was great having @surojit, @_emanor_ , @jerryjliu0 to talk about AI agents and a number of other great folks in the AI community. @surojit co founded EMA ai, and @jerryjliu0 is the CEO of @llama_index.

[Seed2Scale @Seed2Scale]

@surojit @Ema_Unlimited Ema has pioneered agentic AI, and grown rapidly since emerging from stealth this March. Stay tuned for Episode 1, where Surojit and @Accel's @anagh_prasad discuss the company's 0-1 journey. Episode launches on Aug 26, 2024! #DecodingAI

🧵3/3

[surojit @surojit]

@Google was an amazing company to work for in early days. But over time culture started to degenerate as more and more entitlement kicked in and it became super hard to build and ship stuff. At @Ema_Unlimited one of our management principle is "Build trust, excellence and accountability, not entitlement." Here is how we think about it:

Trust: Build trust with and within your team. Lack of trust results in conflicts, politics and slow decision making. Building trust requires

Consistency: Be reliable and consistent in your actions. Follow through on commitments and promises.
Transparency: Communicate openly and honestly. Share information and decisions promptly and clearly.
Follow-Up: Ensure you follow up on tasks and promises without needing reminders. This demonstrates reliability and respect for others' time and contributions.

Coach yourselves and your team on Fast Decision Making: Most teams slow down and don't demonstrate excellence because decisions are stuck in never ending discussions. Encourage holistic and efficient decision making but refrain from decision paralysis due to hypothetical scenarios. As managers never:

Agree and don’t support a decision – this is sabotage and will not be tolerated.
Don’t agree and don’t support -> you are disengaged. You should not be here.

Excellence requires information, communication and operating cadence: Excellence demands clear information, communication, and operating cadence. At scale, well-defined processes and automation are crucial. A regular planning rhythm ensures smooth execution, while concise documents aid decision-making. Managers should focus on impactful execution, ask the right questions, provide timely feedback, and guide the team with clear communication. Effective delegation and encouraging team members to identify and address issues are essential practices.

Demonstrating positive leadership is crucial for a productive and positive workplace. Managers should maintain high and positive energy. High energy levels are contagious and can significantly impact team productivity and morale. Prevent negative energy and heavily call out cynicism and negative talk about colleagues or customers.

Ruthlessly eliminate entitlement: Managers should eliminate entitlement in the workplace by fostering a culture of accountability and merit-based recognition. Entitlement, the belief that one deserves special treatment without earning it, can lead to resentment and decreased productivity. Set clear expectations and ensure that recognition and feedback is completely based on performance and contribution, not tenure or perceived status. Open and honest communication is crucial; addressing entitled behavior directly and providing constructive feedback can realign expectations.

Read our entire management manifesto here:
https://t.co/qosAjl5SVT