Why this role exists:
Edoofa’s next phase of growth will not be constrained by demand or opportunity.
It will be constrained by talent quality. We are moving from a tightly-knit group of early
Dukaandaars to a scaled organization operating across sales, employability, student
success, and global partnerships. The difference between a ₹100 crore company and a ₹500
crore institution is not strategy — it is who gets hired, who stays, and who grows.
This role exists to build Edoofa’s talent engine from scratch. You are not inheriting an HR
department. You are creating the systems, standards, and culture that determine who gets
to build Edoofa over the next decade.
What you will own ( 0 to 1 Accountability) :
1. Talent Acquisition as a Competitive Advantage
● Own end-to-end hiring for leadership, mid-level, and high-impact entry roles
● Build hiring playbooks that prioritise ownership, grit, and judgment over pedigree
● Design sourcing strategies for top campuses, referrals, and lateral hires
● Raise the hiring bar continuously as Edoofa scales
Hiring quality is the single biggest lever you control.
2. Founder-Aligned Hiring & Culture Design
● Translate the founder’s expectations into clear hiring signals and filters
● Ensure only true Dukaandaars enter the system
● Protect culture by being willing to say “no” — even under growth pressure
You are the gatekeeper of trust.
3. Performance, Growth & Retention Systems
● Build performance frameworks aligned to outcomes, not activity
● Design growth paths that reward ownership, not tenure
● Identify high-potential Dukaandaars early and accelerate their growth
● Reduce regretted attrition through clarity, feedback, and fairness
People stay where growth is real.
4. People Operations & HR Infrastructure (Built for Scale)
● Own payroll, compliance, EPF, ESIC, contracts, and HR hygiene
● Build clean, simple systems — not heavy bureaucracy
● Hire and manage HR ops/admin support when scale demands it
Operations should enable, not slow down builders.
5. Leadership Enablement
● Coach managers and leaders on hiring, feedback, and people decisions
● Act as a sounding board for difficult people calls
● Help the company mature without losing its edge
This is quiet, high-leverage work.
Important Clarification on Ownership & Operating Style
While this role will evolve into the steward of Edoofa’s people systems, it starts as a deeply
hands-on, individual contributor role.
In the early phase, you will personally do the work — sourcing candidates, writing job
descriptions, screening resumes, running first conversations, coordinating interviews, and
closing talent. There is no large team beneath you at the start. The leverage comes from
judgment, taste, and execution, not headcount.
As Edoofa scales, you will design systems and hire support where it genuinely adds value.
But this role is intentionally built for someone who is comfortable building first, delegating
later — and who finds pride in doing real work well.
This is a role for a builder of talent engines, not a manager of HR processes.
What makes this role extraordinary:
This is a Founding Talent & People Builder role — the first HR hire at Edoofa.
You will have the rare opportunity to build the People function from the ground up at a
company that has already cracked zero to one and is now switching on its one to ten
flywheels. Edoofa is moving from early momentum to repeatable growth, and the journey
toward ₹500 Cr in revenue will be shaped significantly by the quality of people we work with.
The systems, standards, and judgment you bring to hiring will directly influence how fast
Edoofa scales, how strong its culture remains under pressure, and how effectively those
flywheels compound over time.
You won’t just support growth. You will help determine who gets to build it.
