HR Manager

Before You Apply

We value people who know what they don't know, and say so. If you're honest about your gaps, we'll invest in closing them. If you hide weaknesses or oversell your experience, you won't last here.

This is not a traditional HR role. We don't need someone to police policies, run engagement surveys, or maintain harmony. We need someone to build accountability into the organization, teach managers to have hard conversations, and protect a culture that values transparency above comfort.

You'll need to push back on founders when we're wrong. You'll need to exit under-performers when managers won't. You'll need to call out behavior that violates our values, even from senior people.

If you prefer HR that keeps everyone happy and avoids conflict, we're not a fit. If you believe kindness sometimes means hard truth, keep reading.

The Role

Allerin builds AI and IoT products: edge to cloud video intelligence, computer vision systems, and data platforms. We're 84 people, founder-led, serving US and EU clients from Mumbai.

We don't have an HR function today. We have gaps: Performance conversations aren't happening, ownership is inconsistent, managers avoid hard calls. We need someone to build the people function from scratch.

We're telling you this upfront because that's how we operate. No flowery picture, no "fast-paced environment" euphemisms. These are real problems and we need someone who sees them as opportunity, not red flags.

What you'll own

• Recruitment: Own the entire hiring funnel. Run values-first screening. Reject polished liars. Ensure every hire meets the bar.
• Performance management: Build a performance cadence that forces regular, honest conversations. Track who's growing and who's stagnating.

Manager enablement: Teach managers how to give candid feedback. Sit in on hard conversations. Hold them accountable.

• Exits: When someone needs to go, own the process. Make it clean, fast, and fair.
• Culture enforcement: Call out behavior that violates transparency, ownership, or growth hunger. Even from senior people.

What we offer

• Direct access to CEO and CTO. You'll report to the CEO.

Real ownership of the people function. Build it your way.

• Authority to enforce culture standards, even with senior people

Budget for tools, training, and building your team when needed

- Compensation: up to 40% hike on current CTC, no arbitrary caps

How to apply

Just continue. We ask questions designed to surface how you think, not how well you can prompt Generative AI tools like ChatGPT. AI generated responses are rejected before a human sees them. Everything you write will be discussed in depth during interviews.

Must have experience

• 5+ years in HR/People roles, with at least 2 years in founder-led, high-accountability environment
• Has personally managed exits. Not "supported" them. Owned them.
• Has built performance systems from scratch, not just run existing ones
• Track record of teaching managers to have hard conversations
• Direct communication style. Can push back on founders when needed.
• Experience with tech teams. Understands how engineers think.

Nice to have

• Experience with distributed teams (India delivery, US/EU clients)
• Has worked in companies scaling from 50 to 200 people
• Exposure to SOC 2 or compliance-driven environments
• Has hired for senior technical roles

Experience Verification

These questions help us understand your background quickly. Be accurate. We'll verify against your LinkedIn and discuss in detail during interviews.