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
