Allerin builds AI and IoT products: edge to cloud video intelligence, computer vision systems, and data platforms.
What you'll own
Recruitment
- Own the entire hiring funnel from sourcing to offer
- Run the values-first screening process: filter for transparency and growth hunger, reject polished liars
- Ensure every hire meets the bar, even when managers are desperate to fill seats
Performance management
- Build a performance cadence that forces regular, honest conversations (monthly or quarterly, not annual theater)
- Define what good looks like for each role. Make expectations explicit.
- Track who's growing and who's stagnating. Flag problems early.
Manager enablement
- Teach managers how to give candid feedback without being cruel
- Sit in on hard conversations initially. Give them scripts, frameworks, and backbone.
- Hold managers accountable for having the conversations they're avoiding
Exits
- When someone needs to go, own the process end to end
- Documentation, conversation structure, legal compliance
- Make it clean, fast, and fair. No six-month fake improvement plans.
Motivation and ownership gaps
- Diagnose why ownership is lacking. Is it unclear expectations Wrong people Fear of failure Weak managers
- Fix root causes, not symptoms. Recommend structural changes if needed.
Culture enforcement
- Call out behavior that violates transparency, ownership, or growth hunger
- Even from senior people. Even when it's uncomfortable.
- You protect the culture. That's the job.
Admin (minimal)
- Payroll, compliance, leave policy
- Can outsource or hire junior support later. This is not the focus.
Must have experience
- 5+ years in HR/People roles, with at least 2 years in a founder-led, high-accountability environment (startup, consulting, or similar)
- Has personally managed exits. Not supported them. Owned them.
- Has built performance systems from scratch, not just run existing ones
- Track record of teaching managers to have hard conversations
- Direct communication style. Can push back on founders when needed.
- Experience with tech teams. Understands how engineers think.
Nice to have
- Experience with distributed teams (India delivery, US/EU clients)
- Has worked in companies scaling from 50 to 200 people
