01
Hiring support
- Job descriptions and role scorecards tailored to EdTech functions
- Sourcing, shortlisting, and candidate screening per role
- Interview coordination, feedback consolidation, and offer management
HR Services for EdTechHiring and people operations for education businessesHire, onboard and growstarting in weeks, not months.
We help you build and manage the teams that run education businesses: trainers, operations, support, marketing, and leadership. This includes the policies, onboarding workflows, and people processes to grow without the chaos that typically accompanies rapid hiring.
- 2–4 weeks
- From role brief to a shortlisted set of candidates
- Full-time + contract
- Both hiring models supported in one engagement
- Any team size
- From a 2-person founding team to a 100-person organisation
- Day-one ready
- Onboarding documentation and checklists from day one
HR Services for EdTech
“The quality of your delivery team is the first product of any education business. Hire and support them accordingly.”
Sound familiar?
The problems we help you solve
Most businesses that come to us are dealing with one or more of these situations. If any of these sound familiar, you are in the right place.
You are hiring through personal networks and missing good candidates on Naukri and LinkedIn
Most early-stage Indian companies rely on founder networks for hiring. This produces a shallow candidate pool, misses qualified people who are not in the network, and creates bias toward familiar profiles rather than the best fit for the actual role.
New employees join without proper appointment letters, contracts, or NDAs
Many Indian startups onboard employees informally without appointment letters, employment contracts, or non-disclosure agreements. This creates serious legal exposure if a dispute arises and makes it harder to maintain professional standards as the team grows.
You do not know when PF and ESI registration becomes mandatory or how to structure it
Provident Fund registration is mandatory once you have 20 or more employees. ESI applies at different thresholds. Many founders are unaware of these obligations, the applicable salary limits, and the contribution rates. Non-compliance attracts penalties and employee disputes.
Your full-time employees and contractors are structured identically, creating tax and compliance risk
In India, the distinction between an employee and an independent contractor has significant TDS, PF, and labour law implications. Using the same structure for both creates liability that surfaces during an audit or when a contractor claims employment benefits.
We handle all of this so you do not have to build the internal capacity yourself.
Outcomes
What working with us actually delivers
Hiring cycles that do not stall your growth
We define clear role criteria, write job descriptions that attract the right candidates, and run screening so you only spend time with people who are a genuine fit for your stage and culture. Most roles are filled within two to four weeks from initial briefing to offer stage. We coordinate interviews, consolidate feedback, and manage the candidate experience so the process does not stall because of scheduling or communication gaps.
Onboarding that makes people productive from week one
New joiners receive a structured onboarding plan with documentation, system access, introductions, and role-specific checklists tailored to how your organisation works. This reduces the time between someone joining and becoming genuinely productive. It also sets the tone for how your organisation manages and supports people, which has a measurable effect on retention over the following months.
HR infrastructure that holds up as you scale
We build policy frameworks, contract templates, and people workflows that remain functional as you add headcount and as your delivery model grows more complex. The goal is to give you an HR foundation you can rely on rather than a collection of ad-hoc decisions that need to be revisited every few months. We review and update policies as labour regulations change and as your team structure evolves.
Scope of work
Everything included in this engagement
A clear picture of what we own and deliver, so there are no surprises after the work begins.
02
Onboarding and people operations
- Structured onboarding checklists and documentation for new joiners
- Policy communication and rollout across the team
- Ongoing people ops including attendance management and HR letters
03
HR systems and policies
- Employment and contractor policy templates aligned to EdTech models
- Guidance on structuring contracts for different team types
- HR process support as your organisation evolves
The process
From first conversation to live delivery
A clear, repeatable path. No long procurement cycles or months of onboarding before you see results.
- Step 01
We define what you actually need
We start by mapping the roles you are hiring for, the team structure you are building toward, and the timelines you are working within. This shapes the JDs, sourcing strategy, and screening criteria so we are not just filling seats but building the team your business needs.
- Step 02
We run the hiring process
We source candidates, screen for fit and capability, and coordinate interviews with your team. You review a shortlist of qualified candidates rather than managing an inbox of unfiltered applications. Offer management and reference checks are handled within the same workflow.
- Step 03
We support onboarding and ongoing operations
Once someone joins, we ensure their onboarding experience is structured and complete. For ongoing engagements, we provide HR operations support as your team grows, covering everything from policy updates to employee documentation.
Who this is built for
The roles we work with most
People who get the most value share a common challenge: clear outcomes in mind but limited capacity to execute reliably.
Talk to us- 01
Founders Building Their First Structured Team
You are transitioning from a small founding team to a structured organisation and you need help getting the hiring process right. We help you define the roles you actually need at this stage, write job descriptions that attract the right people, and run the hiring process so you can stay focused on the product and customers.
- 02
COOs and Operations Leads Scaling Up
You need to add headcount quickly without compromising on quality or creating people-management problems downstream. We give you a repeatable hiring process and the HR infrastructure to support a growing team, including the policies and workflows that prevent the common issues that arise when organisations grow without putting people systems in place.
- 03
L&D Managers Expanding Trainer Networks
You need to source domain experts who can both teach and maintain learner engagement across multi-week programmes. We help you find, screen, and onboard trainers who understand how to work within a structured delivery programme and who are reliable enough to hold a cohort calendar.
Honest assessment
When this engagement works best
We believe clarity about fit matters more from the start than discovering a mismatch months in.
Strong fit
- You have clear outcomes but limited capacity to execute day-to-day work reliably.
- You want a partner who owns operations, not just advises on what to do.
- You value predictable weekly reporting and one accountable point of contact.
- You are comfortable with an iterative model where both sides improve over time.
Worth knowing
- If you need one-off freelancers for narrow tasks, a managed model may not match.
- Without a clear internal owner for decisions, delivery quality is hard to sustain.
- If you plan to hire a large in-house team immediately, a hybrid transition may fit better.
- We find it most useful to scope together before proposing when requirements are undefined.
Common questions
Frequently asked questions
If your question is not answered here, reach out and we will respond the same day.
Ask a questionHR Services for EdTech
Ready to build a team that grows with your delivery?
Share the roles you are hiring for and where you are in your growth journey. We will propose the right engagement to help you build quickly without building badly.