Ditto’s mission is to help people make well-informed insurance decisions - from expert advisory and policy purchases to dedicated claim support. We pioneered the industry’s first “No-Spam” policy, challenging traditional insurance approaches and putting customer trust first. Over the past five years, we’ve helped 700,000+ people make personalized decisions on health and term insurance, earning a 4.9/5 rating from 32,000+ reviews on Google.
Ditto is part of the Finshots family (500K+ subscribers) and is backed by Zerodha, India’s largest stockbroker. We were also recognized as LinkedIn’s Top Startup in India in both 2022 and 2023.
The Context
In 2024, Ditto was a team of 350. By 2025, we were 700. Today, we’re at 1,500, and we’ll be around 2,000 by the start of 2027.
Ditto is a service company. Our people are our product; the quality of advice we give customers is only as positive as the people giving it. How well we hire, how well we retain good talent, and how well we develop them directly determines how well the company grows. At our scale,
getting this wrong isn’t a minor inefficiency; it’s an existential risk.
Growth at this pace breaks things. Hiring processes that worked at 350 don’t hold at 1,500. Informal retention strategies now need structure. Performance systems that were manager-dependent now need to be organisation-wide. This role exists to fix what’s breaking and to build what doesn’t exist yet.
The Role
You’ll work directly with the co-founders on Ditto’s high-priority problems, reporting day-to-day to the HR Lead. Some potential problems you could take ownership of include :
Problem Area 1: Hiring at Speed Without Dropping the Bar
We need to close roles faster while ensuring quality doesn’t slip. This means:
- Redesigning hiring workflows to reduce time-to-close across roles
- Building reliable, sustainable sourcing channels that don’t depend on a single pipeline
- Identifying bottlenecks in the current process and implementing fixe