Human Resources Manager

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