Heyyy folks 👋 I’m Udayan (Founder @ GrowthX) We’ve been on the lookout for a founding HR to join our team for what feels like a million years (ok, more like 5 months). We’ve interviewed hundreds of candidates, but it’s starting to feel like we’re living in an alternate universe where the perfect person for the job doesn’t exist. We don’t care if you’ve worked for the biggest brands or have a Master’s degree from the fanciest university. We just want someone who can bring their A-game to the table and has a passion for making a difference. So if you’re someone who thinks they can handle the challenge of joining our quirky little team, drop us a line! (And maybe include a joke or two - we could all use a laugh.) Please apply here if you’re interested. Need more info? Here’s the long read- ------------------------------------------------------------------ This is the “Job Description” ------------------------------------------------------------------

Dividing Your Role into Four Areas of Focus

• Talent acquisition will take up 35% of your time • Onboarding will take up 15% • Engagement and collaboration will take up 25%, • Performance management will take up 10%. Let’s take a closer look at each of these areas: Talent Acquisition Our plan for the next 12 months is to hire less than 25 new employees. However, we want to make sure that we attract and hire the highest quality individuals who are aligned with our mission. As part of this focus, you’ll be responsible for tracking and improving metrics such as quality score per hire, cost per hire, time per hire, and employer branding. Onboarding To set every team member up for success, we have a 30-60-90 day onboarding process. You’ll work closely with hiring managers to define and execute this strategy, ensuring that every new hire has the support and resources they need to hit the ground running. Engagement and Collaboration At GrowthX, we believe that cross-team collaboration and alignment are essential for success. As part of this focus area, you’ll work to identify teams that need more collaboration and support. You’ll also work to identify softer levers to build relationships within specific teams, whether it’s via regular sync-ups or realigning OKRs with CXOs. Performance Management We believe that unbiased, critical feedback is essential for growth. As part of this focus area, you’ll work with managers to define and implement processes for setting goals, providing feedback, and tracking progress. You’ll also be responsible for analyzing performance data to identify trends and areas for improvement.

Your OKRs

OKR1: Employer Branding and Number of Hires You’ll be responsible for improving our employer branding and increasing the number of high-quality hires we make. OKR2: Time-to-Activation (TTA) for Employee Onboarding You’ll work to reduce the time it takes for new employees to become fully activated and productive. OKR3: eCSAT & eNPS You’ll work to improve eCSAT & eNPS

Your 30-60-90 Day Plan

• 30 days ◦ Deeply understand our users, market, competition, employees, teams, and organizational structure. ◦ You’ll also define the exact numbers for your OKRs. 60-90 days ◦ You’ll define 1-2 projects to deliver at the end of 90 days ◦ These projects should help you build momentum and your confidence. ◦ You’ll develop weekly milestones and a roadmap to help you achieve your goals. Please apply here if you’re interested. If you know someone who would be a good fit. Please tag them.

I feel you. We have been in the same situation since 2 months. We recently came across a really good candidate but couldn't move ahead due budgetary constraints. She might be a good fit.Tagging her here. @Smritilekha

Thanks for the mention Hiral! Will touch base with Udayan.

@Hiral Bhatt I am also looking for an opportunity in HR. I will be glad to know about the role.

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