ROLE OWNERSHIP
- Cultural clarity: how we operate, behave, communicate, and hold each other accountable.
- Org design across US + India as we scale from $5M - $20M+ ARR.
- Performance cycles that are simple, fair, and brutally honest.
- Manager capability. We can't scale if managers can't manage.
- Company-wide onboarding that sets the tone from day zero.
- Reducing confusion, and "who owns what" problems.
- Running a recruiting engine that's fast but never compromises on talent bar.
- Coaching leaders, and teams, especially when the conversations are tough.
Success definition in 12-18 Months:
- Strong, unifi ed Spyne Culture 2.0 implemented
- Predictable hiring engine delivering top talent in 30-45 days
- High-performance culture with quarterly performance cycles
- Leadership capability matured; managers trained & certifi ed
- ESOP, rewards & compensation aligned to growth and merit
- Organisation structurally ready for 20-25M ARR scale
- Strong organisational health scores (eNPS > 50)
- HR systems automated, data-driven, future-ready
- IPO-readiness roadmap created (policies, governance, compliance)
JOB REQUIREMENTS
Key Experience:
- 10-15 years in People/HR leadership in tech; at least one cycle of scaling a company through hypergrowth.
- Strong experience building performance and culture systems, not just managing them.
- Exposure to US hiring and org scaling
- Comfortable working directly with founders and GTM-heavy orgs.
- Calm in chaos, decisive when things get messy.
You'll thrive if:
- You've built or scaled a high-growth tech company in the 100-500+ people zone.
- You know how to build culture through actions, not posters.
- You can coach senior leaders with direct, unpolished feedback.
- You understand speed, and know how to maintain it without impacting the company's performance
- You're allergic to bureaucracy and theatrics.
- You have the judgment to keep the company healthy as we grow in the US.
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