About Bash AI

Bash AI is building hiring intelligence: a platform that transforms the interview process between resume review and final offer. Given a role and a resume, it does the work a strong recruiting team would do with unlimited time: candidate and employer research, skill mapping, and structured question planning.

During interviews, Bash AI supports interviewers in real time with targeted questions, guidance on robust and weak answers, and focused nudges. After each conversation, it analyzes the transcript, validates claimed skills, and produces recommendations with evidence. Across rounds, it carries forward what it has learned, avoids repeat questions, and ranks finalists side by side.

We’re headquartered in the Bay Area, with our founder based there, so you won’t be the only person on the team living on US time. The product is live with customers.

Our founding team has run hiring at scale. One founder built and exited an HR tech platform. Behind us sits a bench of advisors: serial founders and industry leaders who have built and sold companies in this market, and whose networks open doors that cold outreach can’t. You’ll have access to them. Not as names on a slide, but as people you can ask for a warm intro or a second opinion on a stuck account.

This isn’t a first attempt at a market we read about in a report.

The role

We’re ten people. Eight of them build the product. You’d be the first whose entire job is finding the people who need it.

First, as in: there is no playbook, no sequence library, no SDR manager, and no one above you who has already figured out what works. You’ll build all of it.

You won’t be booking meetings and handing them off. You’ll own the entire front half of the sales cycle, from picking the account to running the first discovery call to giving the first demo. When a US buyer says something that changes our roadmap, you’ll be the one who heard it.

Most BDR roles are a conveyor belt. This one is a territory.

What you’ll actually do

Build the target list from scratch. Mid-market and enterprise US organizations, plus US staffing and recruiting agencies. Find the people who feel the pain: founders, VPs of Talent, Heads of TA, CPOs, agency owners and delivery leads. Figure out which segment converts, and tell us.

Run multi-channel outbound that doesn’t sound like outbound. Email, LinkedIn, phone. You write your own copy. You test your own angles. Nobody is going to hand you a template, and nobody is going to stop you from trying something strange.

Run the first call and the first demo. Uncover where their hiring is actually breaking:



the offer that fell through, the hire that didn’t work out, the interview panel that can’t agree. Then show them what we built. This is the part most BDRs never get to do. It’s also the part that makes you an AE.

Keep the data honest. CRM discipline, conversion metrics by segment and by message, and a point of view about what the numbers mean. We’d rather know a channel is failing in week three than believe it’s working in month three.

Be the market’s voice in the building. Every objection, every feature request, every “we already use X” goes back to product. What you hear this month changes what we ship next quarter.

What we’re looking for

We’re an evidence company, so we care about what you’ve done more than how long you’ve been doing it.

- Real US market experience. You’ve sold B2B SaaS into North America, and you know how a US buyer’s calendar, budget cycle, and patience actually work. If you’ve only worked India or EMEA, this will be harder than it looks.
- Writing that earns a reply. Flawless written English, and more importantly, the instinct to write something a stranger will actually read. We’ll ask to see your best cold email.
- Spoken presence with senior people. You can hold a call with a CHRO or CPO and sound like a peer, not a vendor.
- A consultative reflex. You ask “what happened the last time that went wrong?” instead of walking through a feature checklist. You’re comfortable with silence.
- Comfort with ambiguity. You’ve worked somewhere the process didn’t exist yet. You built it, or you built around it, and you didn’t wait to be told.
- HR tech, ATS, or recruitment sales experience is a real advantage, not a requirement. Curiosity about how hiring actually works matters more.

Typically that adds up to 1–3 years of BDR experience. If you’ve got two years and a track record that reads like four, apply anyway. If you’ve got five and want to build something from zero, apply anyway.

You should probably not apply if

- You want a defined process, a warm inbound list, or a manager who reviews your sequences.
- You want to hand off after the meeting is booked.
- Night hours are something you’re hoping to negotiate down after joining.



Be honest with yourself here. This is the job.
- You’re uncomfortable being measured. You’ll have numbers, and we’ll look at them together every week.

About the hours, honestly

5:00 PM to 2:00 AM IST is a real cost. It reshapes your evenings, your social life, and your sleep. We’re not going to dress that up.

What we’ll do about it: your mornings are genuinely yours. No standups, no Teams expectation, no “quick calls” before 4 PM. We’re remote-first, so there’s no commute stacked on top of the shift. And when the US market is asleep, so are you.

What you get

- A real path. This role is designed to become Founding AE, then to own the US number, with equity in the company. We’d rather promote you than hire above you.
- Direct founding team access. No layers. Your feedback reaches the roadmap the same week you hear it.
- Advisors who actually show up. Serial entrepreneurs and industry leaders with deep US networks. You’ll get their time on your accounts, your positioning, and your career. It’s the kind of mentorship most BDRs wait a decade for.

- A US-anchored company. Bay Area headquarters, founder in-market. You’re representing an American company to American buyers, not cold-calling from the outside.
- Early, not too early. The product is live and customers are using it. The go-to-market story is still being written, and you’ll be the one writing it.

How we hire

We build interview intelligence. It would be strange to run a bad hiring process.

So: four conversations, all with people who make the decision. You’ll know where you stand after each one. We’ll tell you what we’re still unsure about instead of quietly disqualifying you for it. Nobody gets ghosted, including candidates we say no to.

1. Intro call (15 min). Your background, our story, and a look at the product.
2. The craft conversation (30 min). Pick a US company you’d target for us and bring the cold email you’d send. We’ll pull it apart together.
3. Live discovery (30 min). You run a discovery call playing a US Head of TA. It’s not a memory test. We want to see how you think when the script breaks.
4. Final conversation (30 min). Ambition, expectations, comp, and everything you want to ask us.

To apply

Send us

- Your résumé.
- A short note (three paragraphs is plenty) on the best outbound campaign you’ve run into the US market. What you sent, why it worked, and what the numbers were.
- One sentence on what you think is broken about hiring.

Bash AI is an equal opportunity employer. We welcome candidates from all backgrounds.

📌 Business Development Representatives (India)
🏢 Bash AI
📍 India