Role Overview

You’ll be the custodian of talent, culture, and trust at Vibecoderz. This role is not traditional HR — this is People Architecture.

From hiring and onboarding the founding team to shaping our global employer brand, from setting up compliance and benefits to building a culture of velocity and belonging, you’ll own the entire lifecycle of the Vibecoderz team.

You’ll act as a recruiter, negotiator, compliance leader, and culture architect — someone who understands what top engineers, designers, and marketers want in a product-first company, and can assess who will stay and thrive long-term.

Your impact will directly determine whether Vibecoderz attracts the best minds in AI and developer tooling, retains them, and scales from 7 to 200+ people without breaking culture.

Key Responsibilities

1. Talent Strategy & Recruiting
- Build Vibecoderz’ foundational hiring machine: sourcing, assessments, negotiations, onboarding.

- Personally recruit the first 20–30 hires (PMs, engineers, marketers, designers).

- Culture & Employer Branding

- Define Vibecoderz’ culture manifesto (velocity, obsession with UX, builder DNA).

- Build Vibecoderz into a magnet for top-tier product talent (IITs, global engineers).

- Performance & Development

- Create clear role ladders, OKRs, and growth frameworks.

- Set up 1:1 rituals, feedback cycles, and mentorship programs.

- Compliance & Administration

- Ensure all local/global labor law compliance (India, US, EU expansion).

- Handle contracts, equity agreements (ESOPs), and policies.

- Oversee payroll, legal filings, and HRMS integration (Keka, Deel, Rippling).

- Well-being & Benefits

- Own all employee benefits: healthcare, insurance, wellness programs.

- Set up mental health and burnout prevention frameworks for high-velocity teams.

- Conflict & Negotiation

- Act as the neutral voice in conflicts.





- Be a skilled negotiator for hiring offers, exits, and internal issues.

- Diversity & Inclusion

- Build a globally diverse, inclusive, and high-performing culture.

- Implement unbiased hiring frameworks and equitable policies.

- Exit-Readiness & Scalability

- Architect people processes that scale toward funding rounds, M&A;, or IPO.

- Ensure due diligence readiness: contracts, compliance, org charts, ESOP pools.

- Community & External Positioning

- Represent Vibecoderz in external HR/leadership forums.

- Build partnerships with universities, hackathons, and tech conferences.

- Culture as Product

- Treat culture as a core product feature: measurable, scalable, and defensible.

- Continuously gather feedback (surveys, 1:1s, anonymous tools) and improve.

Success Metrics

90 Days (Probation):

- First 10 hires closed (all product company pedigree).

- Vibecoderz Culture Playbook published in Notion.

- Compliance + HRMS stack live (contracts, payroll, ESOP framework).

12 Months:

- Team scaled from 7 → 50 with >90% retention.

- Employer brand recognized in India + US dev ecosystems.

- ESOPs, benefits, and well-being programs institutionalized.

- Vibecoderz’ culture recognized as benchmark for AI-first startups.

Must-Haves

- 12–15+ years in People/HR leadership roles at product-first companies.

- Proven ability to scale from seed → growth stage → exit.

- Track record of hiring world-class engineers, designers, marketers.

- Robust negotiation skills for offers,



exits, and contracts.

- Deep knowledge of compliance, labor law, and ESOP design.

- Passion for culture-building and talent retention.

Nice-to-Haves

- Prior founding CHRO/People Leader experience.

- Exit experience (M&A;, IPO, or major acquisition).

- Exposure to global HR models (India + US/EU).

- Network within IIT/IIM/AI/DevTool ecosystems.

Tech & Ops Stack Visibility

- HRMS & Payroll: Keka, Deel, Rippling

- Compliance: Legal contracts, ESOP pools, HR policies

- Hiring & ATS: LinkedIn Recruiter, AngelList, Lever, Greenhouse

- Collaboration: Linear (execution), Notion (culture docs, OKRs), Slack/Discord

- Employer Branding: LinkedIn, Twitter, university partnerships, community events

- Well-being Tools: Healthcare provider integrations, mental health partners

Assessment

Objective: Validate ability to recruit, scale, and sustain Vibecoderz’ culture.

Challenge (Candidate PoC):

1. Hiring Strategy
- Draft a 12-month hiring plan: 50 hires mapped by function (PM, FE, BE, AI, Growth).

- Include sourcing channels, evaluation frameworks, and diversity targets.

- Culture Manifesto

- Write a 2–3 page Culture Playbook for Vibecoderz (values, rituals, velocity).

- Employer Branding

- Propose an employer branding campaign: how to position Vibecoderz as the #1 place for product talent.

- Compliance & Benefits

- Outline benefits, well-being, and ESOP structures attractive to product engineers.

Deliverables:

- Hiring Plan (doc/slide).

- Culture Manifesto (Notion-ready).

- Branding Campaign Concept.

- Optional Loom walkthrough.

Evaluation Criteria:

- Recruiting Strategy Depth (30%)

- Culture & Retention Philosophy (25%)

- Employer Branding Creativity (20%)

- Compliance & Benefits Rigor (15%)

- Communication & Storytelling (10%)

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