I’m putting the first wave of talent in place for our early-stage startup and need a hands-on HR partner who can own the entire intern / fresher hiring cycle from planning through offer letter. We will be filling both technical and non-technical positions, specifically developer roles on the tech side and product, customer support, plus sales & marketing on the business side. Here’s what success looks like for me: • Craft clear, engaging JDs tailored to each role and publish them on the right channels (LinkedIn, Internshala, Naukri, university boards, GitHub Communities, etc.). • Screen applications, run the first round of telephonic or video interviews, and present a short-listed batch with concise evaluation notes. • Coordinate subsequent interview slots with my team, track feedback, and keep candidates warm. • Guide compensation benchmarks for interns and campus hires, then draft and send offer letters once we green-light a candidate. • Stay available for light onboarding support during their first week so the hand-off feels seamless. You’re free to use your preferred ATS, spreadsheets, or lightweight tools as long as I get clear visibility of each funnel stage. A typical cohort will be 10-15 hires, but I’m open to your recommendations on pacing and batch sizes. If you’ve previously staffed technical talent alongside customer-facing and growth roles for lean startups, I’d love to hear how you’d tackle this mandate and the timeline you propose. Mo-Nine six zero one seve three two four two two