THE 30-SECOND VERSION

Our AI agents contact recruiters at scale, generating real responses every week. Youll turn these warm recruiter relationships into direct job postings with verified candidate capability scores.

This is a self-refreshing B2B pipeline—and you own the quota that converts it into revenue.

First, the part most job posts get wrong

Everyone says they are building the future. So here is exactly what we are building, and exactly where you would sit in it.

REDROB KAABIL IN ONE PARAGRAPH

India has 700 million people who will experience AI first on a phone. We’re building the AI screen of India—an app that helps people earn more, with a live product and a path to Series B.

We don’t build AI that talks. We build AI that works.

The two halves you would be marketing, selling and scaling

Jobs An AI agent that job-hunts while you sleep. Upload your resume, switch it on, and it contacts recruiters daily. 94% never switch it off, and 70% return when a recruiter replies.

Skills The proof layer: Real assessments, scores, and credentials that show what candidates can actually do—not where they studied.

What's next

One app, one login, one profile, and one XP bar. See your job match, take tests to improve it, strengthen your resume, and get better matches. That loop is the Redrob Arc.

Why this matters for the role you are reading about: you would be joining in the quarter where all of that goes from two products to one, and from a great product to a business. Not the quarter after. This one.

The role in one line

Make Redrob Kaabil the place a recruiter posts the job and screens the candidate — and carry the number that proves it.

What you'll sell:

Job slots and ATS

ATS-style job posting with a real pipeline: applied, screened, shortlisted, interview, offer. Candidates come from search, AI agents, and campus cohorts, all with verified scores in one place.

Assessment credits:

Unlimited assessment creation on our own engine, with billing based on candidates actually graded—at a lower cost than traditional testing platforms.

Bundles:





Three-tier ATS pricing combining slots, credits, and screening in one SKU—priced well below traditional job boards.

Campus-marketed roles:

Role promotion across our campus network with an applicant cap, at a fraction of traditional campus hiring costs.

Hackathons:

Flat per-assessor pricing for large-scale events—the biggest recruiter revenue driver and a strong lighthouse offering.

What you'll own

- Own the full sales cycle: Prospect, qualify, demo, negotiate, close, and expand—no handoffs.
- 3–4 demos/day: Maintain the team standard and address gaps quickly.
- High-intent retargeting: Engage recruiters who have already interacted with our agents.
- Signal-based prospecting: Build fresh pipeline from active hiring needs, not stale lists.
- Land & expand: Get accounts live on one product, then expand to additional offerings.
- Drive shortlists: The key outcome is getting recruiters to shortlist candidates from our pool.
- Strong negotiation: Sell at or above pricing floors with discounts backed by transparent reasons.
- Pipeline discipline: Maintain accurate stages, dates, and honest forecasts.
- Product feedback: Turn recurring customer objections into actionable product improvements.

Your first 90 days Days 1–30

Know the product cold enough to demo it without a deck. Build the target list off live hiring signals and the recruiter engagement data. First demos conducted in week two, not week four.

Days 31–60

Recruiters posting live roles on the platform. First bundle sold. At least one account expanded onto a second motion. Objection log written up and in front of product.

Days 61–90

Quota tracking to plan,



a shortlist delivered from our candidate pool, and a hackathon or a large campus role in advanced negotiation. A repeatable pitch documented well enough that the next hire ramps faster than you did.

You'll thrive here if

- 3–5 years of HRTech sales experience across ATS, assessments, job boards, sourcing, HRMS, or BGV products.
- Proven quota ownership and achievement, with robust deal understanding.
- Comfortable selling evolving products without over-promising.
- Strong self-driven prospecting and pipeline building skills.
- Confident in price negotiation and protecting margins.

This is not for you if

- Need inbound leads to hit targets.
- HR is just one of many verticals you’ve sold into.
- Prefer managing a team over closing deals yourself.

How we work — read this bit properly

- Numbers over vanity metrics: Own a clear, measurable number.
- Results over plans: Scale what works and quickly cut what doesn’t.
- Speed with accountability: Ship, measure, and document learnings daily.
- Data over opinions: Let honest data drive decisions, even when it challenges our ideas.
- Sell what’s real: Only promise capabilities backed by evidence to protect trust and renewals.

What you get

Ownership that is real

One number, yours. Budget authority, tooling decisions and hiring input inside your remit — not a seat at someone else's table.

A pre-Series-B seat

You join before the scale, not after it. What you build in the next two quarters is what the company runs on for the next two years.

Compensation

Competitive fixed, performance-linked variable tied to the number you own,. We will talk real ranges on the first call rather than at the end.

Speed

Decisions in days. Direct line to the founder and to the head of the front you sit in. No layers between you and the person who can say yes.

Learning that compounds

AI-native product, D2C and B2B in the same building, and a data culture where you will see the consequence of your work inside a week.

📌 B Sales (HR Tech) (Greater Noida)
🏢 Mckinley Rice Creativity
📍 Greater Noida