About TalentSpotify

TalentSpotify is an AI-powered performance and talent intelligence platform that helps organisations keep their best people through fair, data-driven performance management.

The platform turns KPIs into structured, gamified rewards that keep employees engaged without inflating fixed compensation costs. TARA, our analysis engine, reviews completed manager–employee performance conversations and surfaces the cognitive and behavioural biases that quietly distort evaluations — recency bias, halo effect, and a dozen others. It works after the conversation, as an independent audit layer, not a live assistant.

Nobody is interrupted, and no manager is second-guessed in the moment.

We integrate with existing ERP and HR systems so reviews stay standardised and transparent at scale. Companies use TalentSpotify to strengthen performance governance, improve feedback quality, and build trust in a process most employees have learned to distrust.

We're based in Bengaluru and work with Indian organisations of 200 to 1,000 people.

The opportunity

Most HR programs teach you HR. This one teaches you how HR gets built.

You'll work directly with the founder and product manager — close enough to watch performance-management theory become a product decision, and close enough to see where it breaks the moment real managers use it. You'll be on the buyer's side of HR and the builder's side at the same time. Very few people get both.

Program structure

Weeks 1–8 · Foundation (unpaid training phase)

A structured curriculum, not a trial run. You'll cover the product end to end, performance management fundamentals, organisational development, and how AI is genuinely applied to review processes — including where the industry overclaims. Two hours every week,



directly with the founder and product manager, on the calendar and non-negotiable. You'll shadow live client work rather than deliver it.

Weeks 9–16 · Contribute (stipend)

You take on real responsibility: configuring performance cycles, co-delivering training sessions, and coordinating hiring processes.

Weeks 17–26 · Own (stipend increase)

Defined areas of ownership and direct input into the product roadmap. We'll have an extension conversation at week 20.

What you'll do

- Help translate client performance frameworks into platform workflows
- Assist in configuring performance review cycles and rollout timelines
- Support HR operations across performance planning, review processes, and development programs
- Coordinate with HR and business stakeholders; document requirements clearly
- Prepare training materials and build playbooks and process guidelines
- Monitor usage data, gather user feedback, and propose enhancements to performance and OD features
- Help the founder run hiring: sourcing candidates, scheduling interviews, keeping momentum
- Explain the product to HR leaders who are sceptical of AI — and make them believe it

What you'll leave with A working understanding of how AI is applied to performance management: where it helps, where it's oversold, and what bias actually looks like inside a review transcript. Almost no HR graduate in India has this.



It holds its value whether you go into HR practice, consulting, or product — and it's the kind of thing that makes an interview conversation go somewhere compelling.

You'll also leave with a completion certificate, a letter of recommendation from the founder, and playbooks with your name on them.

What we're looking for

Essential

- Pursuing or recently completed a degree in Human Resources, Organisational Psychology, Business, or a related field
- Strong foundation in HR and HR management, with genuine interest in performance management and organisational development
- Coursework or hands-on exposure to HR operations, training and development, performance review processes, or learning programs
- Effective communication — you can explain an HR concept clearly in writing and hold your own in a conversation with a senior stakeholder
- Comfortable with HR technology platforms and analytics tools
- Detail-oriented and structured. You manage several threads without dropping one
- Self-directed. This is remote. Nobody will be watching your screen, and we won't ask you to prove you were online

Advantageous

- Familiarity with HRIS or ERP systems
- Prior internship or project work in HR or people analytics
- Interest in evidence-based performance practices and where AI genuinely fits into them

Being straight with you The first six weeks are an unpaid training phase. Real curriculum, real mentorship, no busywork — you're learning, not covering someone's workload. The stipend begins at week 9 and increases at week 17.

- We're saying this here rather than at offer stage because your time matters. If the unpaid phase doesn't work for your situation, this isn't the right fit, and that's completely fair.

📌 HR Tech Associate — Performance & Organisational Development (India)
🏢 TalentSpotify
📍 India