What we are building

We are hiring a field team, in the hundreds.

Rural agriculture is short of people, and we have said so on our company page. It would be a hollow thing to argue that and then run this company from an office. Over the coming years we intend to hire hundreds into the field — people who work in the districts where the animals are, alongside the farmers and dairy staff who care for them.

01Field-deployed data scientists Not data scientists who visit a farm. Data scientists based near the herds, who calibrate models against the animals in front of them, and who will know within a week when a model is wrong because they will be standing next to the reason.

02Agriculture interns Agriculture and veterinary graduates who want their first year of work to be spent in sheds and yards rather than in a training room. We would rather teach data science to someone who understands cattle than the reverse.

03Field technicians Fitting, servicing and commissioning sensors and gateways, and training the caretakers who use them. Hired in the district, trained by us, working with the same farms year after year.

What we screen for, before any qualification

- You like the people who do this work. Farmers, dairy staff, goshala caretakers, stockmen — not as beneficiaries of your expertise, but as the ones who know things you do not.
- You will go to the animal. The best model in this company was improved by somebody who noticed something in a shed, not in a notebook.
- You can explain it so a farmer understands it. If a recommendation does not land in plain words, in her language, it has not landed.
- You will say when the data is wrong. We would rather hear it from you than from a veterinarian, and far rather than from a trustee.

Hiring at this scale happens district by district and follows deployments, not the other way round. We do not open a role in a place we are not working, and we do not fly people in to a district where somebody local could do the job better.

If you are reading this and none of the roles listed below is yours, write anyway. Tell us the district you know and what you have done in it.

How to apply

Send your resume and a short cover letter to [email protected] or [email protected], with the role title in the subject line.

Before the résumé

We hire people who are willing to stand in a shed in the rain and then go home and improve a model.Both halves matter. A model built by someone who has never stood in the rain gets the wrong things right. A day in the rain that does not change the model helps one farm once.

What we ask of everyone

Sales Engineers, Field Engineers, Data Interns and Business Development Account Executives — whatever the title, the same things are non-negotiable.

01

Love to see farmers succeed

Not tolerate it. Not serve it as a market.



Actually want it, and be visibly pleased when a herd comes through a bad season because somebody acted on an alert. If a farmer's win does not feel like your win, this is the wrong company.

02

Understand the farmer and their pain points

Sit with them. Learn what the season costs, what the loan repayment falls due against, why the last technology they were sold is in a drawer. You cannot solve a problem you have only read about, and nobody here gets to design for a farm they have never stood on.

03

Explain it so a farmer understands it

Every recommendation must land in plain words, in their own language, in the time they have between milkings. If it needs a slide deck to make sense, it is not finished. Clarity is not a courtesy here — it is the product working.

04

Own the problem to the outcome

Passion to own the problem end to end, and to make sure the customer actually succeeds — with benefits you can point at, for farmers, banks, insurance providers and every customer we serve. Not a handover. Not a ticket closed. The result.

05

Feel what a four-legged customer cannot say

We need people who feel the pain of our four-legged customers, and who serve the humans who dearly love them. Animals must be treated humanely, and you play an important role in that — a role we reward.

06

Persistent, and willing to think outside the box

Rural deployment does not go to plan. Networks fail, seasons turn, the obvious answer is often the wrong one. We need people who stay with a problem after it becomes inconvenient, and who look for the answer nobody in the room has suggested yet.

How this shows up in what you are paid

If farmers' revenue increases, you are paid a bonus. If animals are treated humanely and you played a part in it, you are rewarded. We tie reward to the outcomes we say we care about, because a mission that costs nothing to ignore is not a mission.

You are working for more than a pay

Every person here is working towards something larger than the salary: real difference in the world, and a future in which the next generation has opportunity where they already live.

A young person in Anand or Srinagar or Vizianagaram should not have to leave for a city to find work worth doing. If the analytics that make a herd profitable are built where the herd is, the work stays there too. Localised opportunity is not a by-product of this business — it is the point of it.





And what is built locally travels. The models trained on a Kashmir winter serve temperate Europe and Central Asia. The mango forecasts built for Philippine smallholders serve a global bottler. Local prospect and global prosperity are the same project, run in the right order.

We hire for this before we hire for the résumé. The technical skill can be taught; this cannot.

Equine roles

For the horse sensor roles specifically

Sales Engineers and Account Executives promoting the Hayagriva HG Model 3 must be able to hold a credible conversation with four very different rooms, often in the same week.

Race club owners Commercial owners of racing clubs and yards, who will ask what the sensor protects and what it costs against the value of the animal.

Government agencies Procurement, welfare and compliance officers buying at institutional scale, with the process and documentation that requires.

Police and military units Mounted police and military or ceremonial establishments, where the animal is operational and readiness is the requirement.

Professional race trainers The people closest to the horse, who will judge the product on whether it tells them something they did not already know.

The finding these roles rest on

Tracks that publish their injury data record roughly a third fewer fatalities than tracks that do not — 0.88 against 1.27 per 1,000 starts. The act of measuring, in public, is associated with the animals coming home. That is the whole argument for a sensor on a horse: not that any single injury was preventable, but that a yard which watches continuously sees more than a yard which watches at exercise.

If you cannot say that sentence to a steward and mean every word of it, these are not your roles.

Opening cooperatives, processors and lenders. The deal is rarely with the farmer, but it always has to be good for the farmer or it does not last.

Responsibilities

- Develop accounts across dairy cooperatives, food processors, agricultural banks and insurers
- Work with cooperative secretaries and district officials to structure deployments that reach member households
- Build the case for livestock-backed lending and parametric cover on sensor evidence
- Coordinate field surveys and pilot deployments with the engineering team
- Grow existing accounts from a single district into a state programme

What we look for
- Track record in agri-business, cooperative or institutional account development
- Understands how a cooperative, a rural bank and a state department each make a decision
- Fluent English plus Hindi, Telugu, Punjabi or Gujarati
- Willing to travel extensively across rural districts
- Loves to see farmers succeed, understands their pain points, and can explain a recommendation in words a farmer uses

📌 Business Development Account Executive — Agriculture and Dairy (Delhi)
🏢 HANUMAYAMMA INNOVATIONS AND TECHNOLOGIES
📍 Delhi