About College Circle AI

College Circle AI is a student-led, student-first company building technology for the future of learning. We are working toward Academic Intelligence for the New Era, with the belief that curiosity should never die in a classroom.

We are building a real product for real students, working across technology, research, learning, product, growth, business and people. This is not a college club or a simulated project. People joining College Circle AI are expected to work on real responsibilities, contribute to real outcomes and grow with the organisation.

About the People & Culture Role

People & Culture at College Circle AI is responsible for building the people system behind the company.

This role is not limited to recruitment, attendance or administrative HR work. The person will help build how people join, work, communicate, learn, contribute, take ownership and grow inside an early-stage company.

You will work closely with department heads, team members and the Founder’s Office to understand what the organisation needs and create systems that help people perform better.

The goal is simple

Build a culture where the right people can contribute, learn, take ownership and build something meaningful together.

What You Will Work On

- People & Culture Understand how people work inside College Circle AI and continuously improve the employee/team experience.

You will help establish

- Team culture and working principles
- Communication standards
- Collaboration practices
- Employee engagement
- Team bonding and community initiatives
- Feedback mechanisms
- Recognition and appreciation systems
- Internal communication
- Conflict-resolution processes
- People-related documentation and systems

You are expected to understand why people behave in a certain way, not simply record what they do.

- Hiring & Talent

People & Culture plays an important role in bringing the right people into the organisation.

You may work on

- Job descriptions
- Candidate sourcing
- Application screening
- Candidate communication
- Interview coordination
- Screening processes
- Candidate evaluation
- Interview documentation
- Selection coordination
- Onboarding
- Maintaining candidate records
- Building future talent pipelines

The objective is not to hire the maximum number of people.

It is to identify people who can actually contribute to the role they are applying for.

- Onboarding

Once someone is selected, People & Culture helps them understand how College Circle AI works.

You will help ensure that every recent member understands:

- Their role
- Their responsibilities
- Their department
- Their reporting structure
- Their working expectations
- Their communication channels
- Their targets
- Their evaluation process
- Their documentation requirements
- Their growth opportunities

A person should not join College Circle AI and spend their first few weeks trying to understand what they are supposed to do.
- People Operations You will help maintain the basic operating structure required for people to work effectively.

This includes

- Attendance and participation tracking where applicable
- Leave coordination
- Working commitments




- Team records
- Appointment and onboarding documentation
- Internal policies
- Performance records
- Role changes
- Exit and handover processes
- Maintaining people-related information

People Operations should make the organisation more organised, not more bureaucratic.

- Performance & Growth

People & Culture should help people understand whether they are actually contributing.

You will work with department heads to understand:

- What was expected?
- What was delivered?
- What was learned?
- What problems were encountered?
- What ownership was demonstrated?
- What should improve?
- What should the person take ownership of next?

The objective is not simply to evaluate people.

It is to help people become better contributors.

- Learning & Development

College Circle AI is a learning-oriented organisation.

People & Culture should help create opportunities for team members to develop through:

- Internal workshops
- Mentorship
- Learning resources
- Skill development
- Cross-functional exposure
- Founder/team interactions
- Practical startup experience
- Peer learning

The culture should encourage people to learn by doing, not only through courses or theory.

- Team Communication

You will help create a healthy communication environment across departments.

This includes helping teams communicate:

- What they are working on
- What they completed
- What they need help with
- What is blocked
- What they learned
- What needs to change
- What decisions have been made

People & Culture should help prevent information from getting lost between departments.
- Employee Experience

You should continuously ask

What does it actually feel like to work at College Circle AI? You may collect feedback through:

- One-on-one conversations
- Team discussions
- Surveys
- Exit feedback
- Informal conversations
- Department reviews

Then convert that feedback into actionable improvements.

How People Are Expected to Work

College Circle AI operates with flexibility, but flexibility comes with ownership.

People are expected to

Take ownership → communicate clearly → meet commitments → document work → participate actively → ask for help when needed → learn → improve.

You are not expected to wait for someone to tell you every small thing that needs to be done.

If you see a problem within the people system, you are expected to:

Identify → understand → investigate → propose → discuss → implement → measure.

The Culture We Are BuildingOwnership over instructions We value people who ask:

“What needs to be done?” rather than only:

“What task have I been assigned?”Learning over hierarchy Everyone should be able to question an approach respectfully, regardless of their position.





Evidence over assumptions People decisions should be supported by conversations, observations, records or data wherever possible.

Transparency over confusion If there is a problem, communicate it early rather than allowing it to become larger.

Responsibility over excuses Mistakes are part of building. Hiding mistakes or avoiding responsibility is different.

People-first, performance-conscious We care about people, but we also care about whether the organisation is actually moving forward.

What We Look For We are looking for someone who is:

- People-oriented
- Observant
- Organised
- Empathetic
- A strong communicator
- Comfortable speaking with different types of people
- Curious about organisational behaviour
- Able to handle difficult conversations
- Comfortable with ambiguity
- Proactive
- Responsible with confidential information
- Interested in building systems
- Willing to challenge inefficient processes
- Able to balance people needs with organisational requirements

- This Is Not a Conventional HR Role At an early-stage company, People & Culture cannot operate only as an administrative function.

You may be asked to work on hiring one day, culture the next, performance systems after that, and an entirely new people problem the following week.

You will need to understand the business, the departments and the people working inside them.

You are building the people infrastructure of a growing company.

Working With Other Departments People & Culture works across the organisation and may coordinate with:

Founder’s Office

Strategy, leadership and organisational priorities

Technology

Technical hiring, team structure and developer experience

Research & R&D;

Research talent, research culture and team development

Learning & Academic Team

Learning culture, training and academic initiatives

Product

Product talent and cross-functional collaboration

Growth & Business Development

Growth hiring, partnerships and team coordination

Marketing & Community

Brand, community and people engagement

Growth at College Circle AI

Your responsibilities can evolve as the organisation grows.

You may begin with

Recruitment → People Operations → Culture → Performance → People Strategy → Organisational Leadership

People who demonstrate robust ownership and consistent contribution may receive opportunities to take larger responsibilities.

Important Disclaimer

College Circle AI is an early-stage organisation. Roles, responsibilities, structures, processes and priorities may evolve as the company grows.

This means

- The role may change based on organisational requirements.
- You may be required to take on responsibilities outside a narrow .
- Startup work can involve ambiguity and changing priorities.
- Growth opportunities depend on contribution, performance, responsibility and organisational requirements.
- Any equity or long-term ownership opportunity is not automatic and is subject to applicable eligibility criteria, formal approval, vesting conditions and separate documentation.
- This role description does not constitute a guarantee of employment duration, compensation, equity or future position.

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📌 People & Culture Builder (Bengaluru)
🏢 College Circle AI
📍 Bengaluru