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Open nowPosted 392 days ago

Chief People Office (People - Founding Pillar)

gradientflo19 open roles

Pay
$32,000 – $40,000 a yearly
Where
Hyderābād, India
Work mode
On site
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Your applicationOpen nowChief People Office (People - Founding Pillar)gradientflo · Hyderābād, India

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The clock on this job

Early applications get read.

12.3% of postings close within 7 days. Measured by our own scanner across the market.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.3%7 days
  4. 19.3%14 days
  5. 35.6%30 days
  6. 57.8%60 days
This job: posted 392 days ago

The posting

Role Overview

You’ll be the custodian of talent, culture, and trust at Vibecoderz. This role is not traditional HR — this is People Architecture.

From hiring and onboarding the founding team to shaping our global employer brand, from setting up compliance and benefits to building a culture of velocity and belonging, you’ll own the entire lifecycle of the Vibecoderz team.

You’ll act as a recruiter, negotiator, compliance leader, and culture architect — someone who understands what top engineers, designers, and marketers want in a product-first company, and can assess who will stay and thrive long-term.

Your impact will directly determine whether Vibecoderz attracts the best minds in AI and developer tooling, retains them, and scales from 7 to 200+ people without breaking culture.

Key Responsibilities

  1. Talent Strategy & Recruiting Build Vibecoderz’ foundational hiring machine: sourcing, assessments, negotiations, onboarding. Personally recruit the first 20–30 hires (PMs, engineers, marketers, designers).
  2. Culture & Employer Branding Define Vibecoderz’ culture manifesto (velocity, obsession with UX, builder DNA). Build Vibecoderz into a magnet for top-tier product talent (IITs, global engineers).
  3. Performance & Development Create clear role ladders, OKRs, and growth frameworks. Set up 1:1 rituals, feedback cycles, and mentorship programs.
  4. Compliance & Administration Ensure all local/global labor law compliance (India, US, EU expansion). Handle contracts, equity agreements (ESOPs), and policies. Oversee payroll, legal filings, and HRMS integration (Keka, Deel, Rippling).
  5. Well-being & Benefits Own all employee benefits: healthcare, insurance, wellness programs. Set up mental health and burnout prevention frameworks for high-velocity teams.
  6. Conflict & Negotiation Act as the neutral voice in conflicts. Be a skilled negotiator for hiring offers, exits, and internal issues.
  7. Diversity & Inclusion Build a globally diverse, inclusive, and high-performing culture. Implement unbiased hiring frameworks and equitable policies.
  8. Exit-Readiness & Scalability Architect people processes that scale toward funding rounds, M&A, or IPO. Ensure due diligence readiness: contracts, compliance, org charts, ESOP pools.
  9. Community & External Positioning Represent Vibecoderz in external HR/leadership forums. Build partnerships with universities, hackathons, and tech conferences.
  10. Culture as Product Treat culture as a core product feature: measurable, scalable, and defensible. Continuously gather feedback (surveys, 1:1s, anonymous tools) and improve.

Success Metrics

90 Days (Probation):

  • First 10 hires closed (all product company pedigree).
  • Vibecoderz Culture Playbook published in Notion.
  • Compliance + HRMS stack live (contracts, payroll, ESOP framework).

12 Months:

  • Team scaled from 7 → 50 with >90% retention.
  • Employer brand recognized in India + US dev ecosystems.
  • ESOPs, benefits, and well-being programs institutionalized.
  • Vibecoderz’ culture recognized as benchmark for AI-first startups.

Must-Haves

  • 12–15+ years in People/HR leadership roles at product-first companies.
  • Proven ability to scale from seed → growth stage → exit.
  • Track record of hiring world-class engineers, designers, marketers.
  • Strong negotiation skills for offers, exits, and contracts.
  • Deep knowledge of compliance, labor law, and ESOP design.
  • Passion for culture-building and talent retention.

Nice-to-Haves

  • Prior founding CHRO/People Leader experience.
  • Exit experience (M&A, IPO, or major acquisition).
  • Exposure to global HR models (India + US/EU).
  • Network within IIT/IIM/AI/DevTool ecosystems.

Tech & Ops Stack Visibility

  • HRMS & Payroll: Keka, Deel, Rippling
  • Compliance: Legal contracts, ESOP pools, HR policies
  • Hiring & ATS: LinkedIn Recruiter, AngelList, Lever, Greenhouse
  • Collaboration: Linear (execution), Notion (culture docs, OKRs), Slack/Discord
  • Employer Branding: LinkedIn, Twitter, university partnerships, community events
  • Well-being Tools: Healthcare provider integrations, mental health partners

Assessment

Objective: Validate ability to recruit, scale, and sustain Vibecoderz’ culture.

Challenge (Candidate PoC):

  1. Hiring Strategy Draft a 12-month hiring plan: 50 hires mapped by function (PM, FE, BE, AI, Growth). Include sourcing channels, evaluation frameworks, and diversity targets.
  2. Culture Manifesto Write a 2–3 page Culture Playbook for Vibecoderz (values, rituals, velocity).
  3. Employer Branding Propose an employer branding campaign: how to position Vibecoderz as the #1 place for product talent.
  4. Compliance & Benefits Outline benefits, well-being, and ESOP structures attractive to product engineers.

Deliverables:

  • Hiring Plan (doc/slide).
  • Culture Manifesto (Notion-ready).
  • Branding Campaign Concept.
  • Optional Loom walkthrough.

Evaluation Criteria:

  • Recruiting Strategy Depth (30%)
  • Culture & Retention Philosophy (25%)
  • Employer Branding Creativity (20%)
  • Compliance & Benefits Rigor (15%)
  • Communication & Storytelling (10%)
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