2. India's leading manufacturer, supplier and exporter of aroma and fragrance chemicals.
#Privy Speciality Chemical - Superior Business Model ?
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2. India's leading manufacturer, supplier and exporter of aroma and fragrance chemicals.
1. Aroma chemicals which form the building blocks of the F & F industry is a size of about USD 5.5bn. This multi-billion-dollar industry impacts daily life for consumers worldwide, often on multiple fronts: From the toothpaste we use, to the coffee, tea,
2. The industry value chain begins from the petrochemical manufacturers and ends with the FMCG industries.
1. Privi manufactures aroma chemicals which are used by the Fragrance and flavours industry to make different formulations having application in the FMCG industry.
1. In early times, extracts of flowers were used to make fragrances, however in modern times with scarcity of flora and fauna, the aroma industry is dependent on petrochemicals and pinene for their raw material requirement.
1. From the petrochemicals value chain we derive benzene, toluene, xylene, phenols aldehydes etc and other types of chemicals.These chemicals go hand in hand with essential oils or isolates and under
Nitro musk was widely used during the 20th century but is now prohibited because of certain neurotoxicity and their phototoxicity.
The pinene molecule is derived from two sources i.e. GTO & CST. This pinene molecule has isomers composition of alpha pinene, beta pinene and di-pentenes, all of these belong to the broad family of terpenes.
Margin hierarchy: Specialty > Citral > Pinene > Phenols.
Privi has 3 manufacturing units with a total production capacity of - 32,500 TPA spread across Amber fleur, Acetates, Dihydromyrcenol, Ionones, Nitriles, Sandal wood derivatives and Specialty chemicals.
Conventional technology derived pinene from GTO. GTO is derived from pine trees and is an expensive raw material. Crude sulphate turpentine is comparatively cheaper but due to high sulphur content and
Privi speciality developed in-house technology to derive pinene from CST giving them the competitive advantage over others.
The numbers translate the process innovation as the revenues improved post CST manufacturing along with expansion in margins.
Camphor: Camphor is used in pharmaceutical and industrial applications.
Asset Turnover of 2X with 3000 Cr revenue guidance in 3-3.5 years post capex. (Continued)
With CST processing technology and manufacturing value added products from waste is what determines the R&D efforts of privi specialty
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“We don’t negotiate salaries” is a negotiation tactic.
Always. No, your company is not an exception.
A tactic I don’t appreciate at all because of how unfairly it penalizes low-leverage, junior employees, and those loyal enough not to question it, but that’s negotiation for you after all. Weaponized information asymmetry.
Listen to Aditya
And by the way, you should never be worried that an offer would be withdrawn if you politely negotiate.
I have seen this happen *extremely* rarely, mostly to women, and anyway is a giant red flag. It suggests you probably didn’t want to work there.
You wish there was no negotiating so it would all be more fair? I feel you, but it’s not happening.
Instead, negotiate hard, use your privilege, and then go and share numbers with your underrepresented and underpaid colleagues. […]
Always. No, your company is not an exception.
A tactic I don’t appreciate at all because of how unfairly it penalizes low-leverage, junior employees, and those loyal enough not to question it, but that’s negotiation for you after all. Weaponized information asymmetry.
Listen to Aditya
"we don't negotiate salaries" really means "we'd prefer to negotiate massive signing bonuses and equity grants, but we'll negotiate salary if you REALLY insist" https://t.co/80k7nWAMoK
— Aditya Mukerjee, the Otterrific \U0001f3f3\ufe0f\u200d\U0001f308 (@chimeracoder) December 4, 2018
And by the way, you should never be worried that an offer would be withdrawn if you politely negotiate.
I have seen this happen *extremely* rarely, mostly to women, and anyway is a giant red flag. It suggests you probably didn’t want to work there.
You wish there was no negotiating so it would all be more fair? I feel you, but it’s not happening.
Instead, negotiate hard, use your privilege, and then go and share numbers with your underrepresented and underpaid colleagues. […]