Channel
@followerandia
On this record: Growth · Engagement · What this channel posts · Reactions · Posts · Cite this entry
7,676subscribers
-22 since we began measuring on 7 August 2026
Risers and fallers across the register · movement among entries of 3,162–10,000.
| Telegram ID | -1001444234149 |
|---|---|
| Type | Channel |
| Username | @followerandia |
| Description | ⬡ Social media and marketing agency 💻 ⬡ Get to know your audience with us 🌙☀️ ⬡ Innovate. Inform. Inspire. 📲 ⬡ Be part of the digitalization. 👁🌐 |
| Created | Between 1 April 2019 and 31 October 2021— estimated from Telegram’s id allocation, not measured. How this range is calculated. |
| First recorded | 7 August 2026 |
| Last confirmed live | 28 August 2026 |
| Measurements held | 8 |
| Confirmed unchanged | 1 time, most recently 28 August 2026 |
| On Telegram | t.me/followerandia |
| Measured (UTC) | Subscribers | Change |
|---|---|---|
| 28 Aug 2026, 08:58 | 7,676 | -2 |
| 24 Aug 2026, 22:27 | 7,678 | -7 |
| 20 Aug 2026, 22:43 | 7,685 | -1 |
| 14 Aug 2026, 07:15 | 7,686 | -6 |
| 11 Aug 2026, 03:13 | 7,692 | -5 |
| 8 Aug 2026, 01:45 | 7,697 | -1 |
| 7 Aug 2026, 21:15 | 7,698 | no change |
| 7 Aug 2026, 21:09 | 7,698 | first reading |
20 posts held, back to 28 December 2025 — the reader has not yet reached the start of this channel’s public history, so older posts may sit further back, unread. Read across 15 pagesof Telegram’s post history, 20 posts per page.
Nothing published in the last 30 days. ERR and ER are rolling 30-day measures, so there is nothing to compute — we hold 20 posts for this entry, the most recent from 16 January 2026. An engagement rate over an empty window would be a number about nothing.
Lifetime counters from Telegram’s own channel header, read 28 August 2026 — not the date at the top of this page, which is when the subscriber count was last read. Below Telegram’s rounding threshold, so these counts are exact.
39 reactions across 9 posts, in 2 distinct kinds. The most used accounts for 97.4% of them.
| Reaction | Count | Share | Share, drawn |
|---|---|---|---|
| ❤ | 38 | 97.4% | |
| 👍 | 1 | 2.56% |
No sentiment is inferred, and none should be read in. This table is ordered by count and by nothing else. Emoji do not carry stable meaning across languages or communities — 🙏 is thanks in one channel and mourning in another — so we publish which ones were pressed and how often, and pass no judgement on what an audience meant by them.
Precision. Telegram publishes reaction counts per emoji and short-forms each one — 4.34K, 1.2M — so any single kind at or above 1,000 reaches us at three significant figures, and only counts below 1,000 are exact. The shares above are ratios of those figures and carry the same error. This is also why the total here can differ slightly from a reaction total printed elsewhere on the page: both are sums of the same rounded parts, taken over samples with different edges.
Coverage. Reactions were read on 9 of the 20 sampled posts in this sample. Summed by Telegram’s own count on each post — not by adding up the per-emoji breakdown above — those same posts carry 39reactions in total: the kind of figure the paragraph above means by “a reaction total printed elsewhere on the page”.
Measured over the 20 most recent posts we hold, published 28 December 2025 to 16 January 2026, using the newest reading held for each. Telegram Stars are excluded: they are a payment, not a reaction, and they have their own section.
HR process improvements should pay for themselves fast. 💡 When we streamline onboarding, automate routine tickets, or shorten time-to-hire, the impact is more than a nice-to-have. We measure ROI by translating work saved into real numbers - hours back to the team, fewer handoffs, faster response times. Then we connect it to business outcomes - reduced agency spend, lower vacancy costs, faster ramp to productivity,…
❤13
AI can speed up hiring, but trust is the real competitive edge. 🤖🤝 In talent acquisition, ethical AI means transparency, bias checks, and keeping humans accountable for final decisions. We focus on clean data, regular audits, and clear explanations candidates can understand. Tech should reduce noise, not reduce people. 🙌 When AI is used thoughtfully, hiring gets faster, fairer, and more human. #EthicalAI #Talent…
❤3👍1
Most HR friction is designed in, not people problems. 😊 Weve been rebuilding HR systems with human-centered design - map the moment, cut clicks, use plain language, add help where stress spikes. Adoption rises, tickets drop, and teams feel respected. Small UX choices create big trust. ✨ #HumanCenteredDesign #HRTech #EmployeeExperience #DesignThinking #PeopleOps
People don’t quit companies, they quit friction. HR systems built around humans reduce that friction fast. 🙂 Lately we have been applying human-centered design to HR processes, and it has changed how we build workflows. Instead of starting with policy or the tool, we start with the moment that matters - a new hire on day one, a manager raising a ticket, an employee trying to update details between meetings. Small …
❤4
Process improvements in HR should feel good, and prove value fast. 🙂 When we streamline onboarding or automate a handoff, we measure ROI in hours saved, faster time-to-productivity, fewer errors, and a smoother employee experience. One simple habit helps - baseline the current process, then track 2 or 3 metrics weekly. Even small wins add up: reduced admin time, fewer follow ups, tighter compliance, and happier hi…
❤4
The fastest way to lose trust is a clunky HR process. 😊 Human-centered design in HR is not about making things look pretty. It is about removing friction from real moments that shape someone s day. We are applying it across systems and workflows by starting with the employee journey, not the org chart. A few moves that keep paying off: - Write in plain language, not policy-speak ✍️ - Reduce clicks and handoffs in …
❤3
HR bottlenecks drain energy fast - approvals stuck, onboarding delayed, forms chasing forms. ⚡ We started using workflow automation to move routine HR steps into a clear system. ✅ Offer letters trigger tasks, onboarding checklists assign owners, and reminders go out automatically. The result has been fewer follow ups, faster turnaround, and a calmer experience for new hires and managers. 😊 Automation has not repl…
AI can speed up hiring, but trust is the real KPI. 🤝 In talent acquisition and HR, AI is already helping with sourcing, screening, and scheduling. 🧠 But ethical AI is what keeps those workflows fair, explainable, and aligned with real people. We have seen that bias rarely shows up as a big obvious mistake. It shows up quietly through training data, proxy variables, inconsistent evaluation criteria, and feedback l…
❤4
AI is showing up in hiring faster than most teams can document it. 🤖 In talent acquisition and HR, that speed is exciting, and it also raises real responsibility. Ethical AI is not about avoiding the tools. It is about using them in a way that protects people and strengthens trust. A few practical checks we keep coming back to: - Clear purpose - what decision is AI supporting, and what stays human. - Bias testing…
If an HR process needs a 30 minute explainer, it is not a process, it is a puzzle. 🧩 Human-centered design in HR is about starting where people are, not where the system wants them to be. 💡 We have seen it firsthand. When workflows are built around real employee moments - onboarding, leave, feedback, benefits - adoption goes up and support tickets go down. A few simple shifts make a big difference: - Write in plai…
❤3
Most HR systems fail quietly - they work for admins, but frustrate the people using them every day. 🙂 Human-centered design has been a game changer for how we build HR processes. It starts by watching where work actually breaks down: confusing fields, repetitive steps, policies written like legal docs, approvals that disappear into a black hole. When we design around real employee moments - onboarding, leave, prom…
AI can speed up hiring, but it can also scale bias just as fast. 🤖⚖️ In talent acquisition and HR, ethical AI means treating models like decision support, not decision makers. We have seen the best results when we focus on a few basics. ✅ Start with clean, job relevant data and clear definitions of success. Test for adverse impact across groups before and after deployment. Keep a human in the loop for context, n…
❤2
Showing the 12 most recent of 20 posts we hold for @followerandia. View and reaction counts are the latest single reading for each post, not a live figure, and a recent post is still accumulating both. A view count marked ≈ was rounded by Telegram before we ever saw it — t.me prints views in full below 1,000 and to three significant figures above, so ≈1,200,000 means somewhere between 1,150,000 and 1,249,999. Unmarked counts are exact. Text is reproduced from the public post preview and truncated for length.
A live page changes as we take new readings, so a citation should name the measurement it is based on, not just the URL. The line below cites the subscriber count as measured 28 August 2026 — this entry's latest reading, not the date you are reading this.
“Followerandia” (@followerandia), 7,676 subscribers as measured 28 August 2026. Telegram Register, tgregister.com/channel/followerandia.
Full measurement history, CC BY 4.0. Every reading this register holds for this entry, not just the latest one, as a dated, downloadable record: CSV · JSON. Free to use with attribution to tgregister.com. Each file carries its own generation timestamp, which is the figure to cite for exactly when the data was retrieved.