This is an internal role at Weekday - not for a client of ours.
Weekday is an AI-native recruiting platform. We are backed by Y Combinator and Venture Highway (now General Catalyst). We have built the largest white collar talent database in India and have built tools to run outbound recruiting campaigns to them. We are growing profitably and work with 1000+ companies to bolster their hiring.
This is a high-ownership Program Manager role at the heart of how Weekday drives revenue. You will own a portfolio of companies end-to-end: sourcing the right candidates, managing the relationship, and turning trust into a steady stream of hires.
You won't be handed a script. You'll build your own judgment about what makes a great candidate, decide where to invest your time, and become a partner that companies come to before a role is even fully formed. The Ops teams are there to support you — your job is to use them well and own the outcome.
We measure this role by impact, not activity. To make that concrete, here is what success looks like at each stage of your first year.
You've understood all the moving parts that keep Weekday running. You've spent 100+ hours sourcing profiles on the platform and built your own mental model for what makes a great, good, or poor candidate — and you can confidently articulate why a given candidate is a great fit for one role but a poor fit for another.
You've also spent time as an Individual Contributor across multiple Ops teams, posting top-tier metrics. You now have first-hand experience of what it takes to be good at Ops, which means you know how to leverage these teams in the best way possible going forward.
Building on the M1 foundation, you've focused on building a portfolio of companies that will consistently hire via Weekday. Through this, you've picked up the broader craft of Account Management beyond sourcing, and developed a thorough understanding of the customers we serve, their requirements, and where they sit in the wider tech/startup ecosystem.
You've prioritised well — making sharp calls on how much time and effort each company deserves. That discipline produced your first hire in Month 2, followed by 2+ hires in Month 3. You've proactively churned or deprioritised companies at the right moments, and turned around at least one company that had slowed down — now one of your higher-priority accounts.
You've fully established yourself as a key revenue contributor. After your first few hires in the opening quarter, you've spent the last three months consistently making 5+ hires a month. This is powered by a set of 8+ companies you now call "high-priority," each making a hire with Weekday roughly every other month.
You've made hires across the full spectrum of roles we cater to, and you feel confident taking on any new role — Engineering, Sales, or otherwise.
What a year. Over the second half, you've scaled the baseline revenue from your portfolio to north of ₹50L/month — and you're confident of hitting that number even in a bad month.
The companies you work with truly trust you. They come to you for advice and to brainstorm roles before they're fully formed. You've earned that trust through intelligent market insights, co-solving real problems, and being a reliable partner — to the point where you can disagree with them and they'll give that disagreement real weight.
Internally, you're recognised as a star Key Account Manager: the go-to person for any high-stakes company that gets onboarded, or any role others find hard to close. You're trusted to handle difficult conversations with companies, candidates, and colleagues alike.
You're now ready for Year 2 — and the context and trust you've built have earned you the right to choose your own goals.
- Strong ownership and judgment — you make good calls on where to invest time and effort, and you own outcomes rather than activity.
- Sharp prioritisation: you know when to double down, when to deprioritise, and when to turn a slow account around.
- Excellent relationship-building and communication — comfortable handling high-stakes, difficult conversations with companies, candidates, and colleagues.
- A bias toward learning quickly: you build your own mental models rather than waiting for a playbook.
- Comfort with data and metrics, and the ability to leverage operations teams effectively.
- Genuine interest in the tech/startup ecosystem and what makes great hires.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
