Apr 2024 – Present · 1 yr 11 mos

• Led the evolution of People systems as the organisation scaled from 10 to 70+ employees, redesigning hiring, performance, and compensation structures as complexity increased
• Partnered closely with founders and senior leaders on org design, role clarity, and performance expectations during growth phases
• Built hiring and bar-raising mechanisms to improve talent quality while scaling across functions
• Designed and implemented performance and feedback frameworks to move from informal, founder-led decisions to scalable systems
• Acted as a thought partner to business leaders during periods of rapid growth, ambiguity, and reset

Jan 2022 – Mar 2024 · 2 yrs 2 mos

• Built and scaled the Recruitment & in-house HR Operations team.
• Developed cost-effective, scalable processes for sourcing and recruitment.
• Automated the recruitment process for efficiency and better candidate experience.
• Researched and implemented innovative recruitment strategies to optimize hiring.
• Diversified hiring channels, leveraging referrals, communities, events, and more.
• Established key people & recruitment metrics to track performance and growth.
• Designed and introduced a performance feedback cycle at Xeno.
• Implemented a high-performance appraisal structure to drive excellence.
• Developed work policies such as a flexible leave policy and guidelines for productive meetings.
• Introduced employee benefits like health insurance and a flexible benefits plan to optimize tax savings.

Mar 2020 – Dec 2021 · 1 yr 9 mos

• Built a strong remote culture to keep teams connected and engaged.
• Introduced Discord to create virtual meeting rooms, replicating an in-office environment.
• Organized hackathons to foster innovation and collaboration.
• Owned and led all talent acquisition efforts.
• Developed recruiting strategies focused on scalable and innovative solutions tailored to each function’s hiring needs.
• Established an intake document structure to streamline requirement gathering and gain deep insights from hiring managers.
• Roles Hired for: Software Engineers, QA Engineer, Inside Sales Manager, Performance Marketers, Graphic Designer

Feb 2019 – Mar 2020 · 1 yr 1 mo

• Built the HR function from scratch as the first team member.
• Set up and scaled recruitment, making key hiring decisions and creating the sourcing function.
• Introduced an ATS to improve hiring efficiency.
• Worked closely with the CEO/Co-founder to hire for Sales, Marketing, and Engineering teams.
• Created cost-effective and scalable hiring processes.
• Actively sourced candidates for both technical and non-technical roles.
• Established processes and fostered an employee-friendly culture.
• Played a key role in planning and organizing the company retreat.
• Established a culture of weekly town halls and implemented strategies to keep them engaging and interactive.

Feb 2018 – Feb 2019 · 1 yr

• My core responsibilities are -
• 1. Develop new business via telephone and mass communication such as email and social media to introduce the Brinkster solution and identify appropriate buyers within the target market. As part of the Inside Sales team, I was given complete ownership to research industries and companies, understand their marketing ecosystem, and pitch them solutions most relevant for them.
• 2. I was responsible for qualifying these leads for the field sales team, fixing up meetings for them, and align them toward the path to deal closure. Enriching leads by finding information about the person and the company who has signed up for the product and for the cold outreach.
• 3. Worked with the marketing team to improve the strategy to generate sales leads through social media and cold emails which helped in increasing the demand generation funnel by 40%.