HR Manager - Talent Acquisition & People Ops

SERP Forge is a full\-stack SaaS marketing agency. We work primarily with international SaaS companies, helping them turn search into a compounding revenue channel rather than a vanity ranking report.

We are a lean, India\-based team serving a global client base, and we are scaling deliberately. Over the next year we are hiring across sales, delivery, and marketing, standing up a stronger people function, and building the kind of company people want to stay at. This role sits at the center of that.

• *This is a builder\-operator role, not a coordinator role.** You will own hiring for revenue\-critical GTM roles (SDR, AE, CSM) alongside delivery and marketing roles, and you will own the day\-to\-day people operations that keep a distributed team healthy, accountable, and well looked after.

• *1\. Talent acquisition \& GTM hiring**

• **Run full\-cycle recruiting** for GTM roles first (SDR, AE, CSM), then delivery and marketing roles, from intake and sourcing to offer and close.
• **Own the pipeline** sourcing on LinkedIn, and referrals; screening against role scorecards; and keeping candidates warm through the process.
• **Protect the bar** run structured HR rounds, coordinate CEO final rounds, and make sure every hire is assessed on proof and numbers, not vibes.
• **Improve the system** keep JDs, scorecards, and the HR SOP current, and shorten time\-to\-hire without dropping quality.
• **Own the numbers** track time\-to\-hire, offer\-accept rate, source quality, and early\-attrition, and report them cleanly.

• *2\. People operations \& internal management**

• **Own onboarding** so a new hire is set up, informed, and productive from day one, remote\-first by design.
• **Run the employee lifecycle** documentation, access, leave and attendance, payroll inputs, and offboarding, cleanly and on time.
• **Be the first point of contact** for the team on people matters, and handle sensitive conversations with discretion and fairness.
• **Manage transitions** structured performance conversations, role\-alignment check\-ins, written documentation, and exits handled correctly and compliantly.

• *3\. Performance \& culture**

• **Drive the performance cycle** OKR and goal tracking, review cadence, and clear feedback loops between managers and their teams.
• **Support compensation reviews** with clean data and a consistent framework, so decisions are fair and defensible.
• **Own culture in practice** recognition, team engagement, and our in\-person meetups, so culture is something we run, not something we hope for.

• *4\. HR compliance \& administration**

• **Keep us compliant** with Indian employment law across contracts, confidentiality, non\-solicitation, and separations.
• **Own the paperwork** employment agreements, policy documents, confidentiality reminders, and warnings, drafted and tracked properly.
• **Maintain the records** so every people decision is documented and audit\-ready.

• *What we're looking for**

• *Must\-haves**

• 3\+ years across HR and talent acquisition, with real recruiting ownership (not just coordination).
• Hands\-on experience hiring GTM roles: SDRs, AEs, CSMs, or similar revenue\-facing positions.
• Proven internal management: onboarding, performance, and offboarding run end to end.
• Working knowledge of Indian employment law and standard HR compliance.
• Comfortable owning metrics and reporting on them, not just running a process.
• Strong written communication and the judgment to handle confidential matters with care.
• Self\-directed and remote\-ready: you set the pace and hold your own deadlines.

• *Bonus points**

• Experience inside a services agency or a SaaS company.
• Familiarity with tools like Google Docs, Sheets, Slack, and Google Workspace.
• You have built HR SOPs, scorecards, or hiring systems from scratch before.
• Experience supporting distributed or international teams.

If this sounds like the role you have been waiting for, send us your CV along with a short note on one GTM role you hired end to end: what made it hard, and how you closed it. Skip the generic cover letter. We read the note first.

Pay: From ₹40,000\.00 per month

Benefits

• Flexible schedule
• Internet reimbursement
• Leave encashment
• Paid sick time
• Paid time off
• Work from home

Application Question(s)

• What HR or hiring metrics have you personally tracked and reported on? Give us the actual numbers from your last role \- time\-to\-hire, offer\-accept rate, attrition, or anything else you owned.
• Walk us through one role you hired end to end \- SDR, AE, CSM, or similar. What was the hardest part of closing it, and what would you do differently?

Experience

• Human resources: 3 years (Preferred)

Work Location: Remote