hrPLANR is a new workforce platform for Indian companies. We're small, founder-led, India-built, and not pretending to be anything else. If that sounds like a place you'd do your best work — read on.
hrPLANR launched in 2026 from Infomaze Sphere LLP — a small founder-led team in Bengaluru. We're in the build-and-listen phase: shipping features, talking to early customers, getting better at this every week.
We haven't raised outside capital. We're not optimising for headcount — we hire when there's a job no current person can do, and we'd rather wait for the right person than fill the seat. If you join now, you'll have outsized impact and outsized scope.
The honest version. Not the "ping-pong tables and free dinner" version, because we don't have those.
Office in Bengaluru if you want it. Remote anywhere in India otherwise. No customer calls between 8 PM and 9 AM IST except for genuine on-call. We don't take 3 AM Pune calls because the customer is in San Francisco.
You won't be one of 12 people on a sub-team. You'll own a real piece of the product end-to-end — from talking to customers to writing the spec to shipping the feature. If you want narrow scope and clear handoffs, this isn't it.
Decisions get written down. Specs before code. Customer feedback summarised before discussion. We have one team meeting a week, and a 15-minute daily sync only when there's something to sync about.
We ship in small pieces. We mark features by maturity level on the public site — beta, in progress, planned for Q4. If something isn't ready, we say so. Same posture internally: we don't pretend a half-built thing is done.
Everyone on the team — engineering, design, product — talks to customers regularly. The best feature ideas come from a 30-minute call with someone running payroll for 60 people on a spreadsheet.
We're not building hrPLANR to take overseas later. India is the market. PT slabs, Aadhaar handling, sandwich leave, F&F computations — these are the things we go deep on, not "supported as an edge case."
We haven't formally opened these yet — we're listing them so you can see where we'd grow next. If you fit, send an email; we'd rather have a conversation now than wait for a "formal" listing.
Build the platform alongside the founder. Python + Postgres backend, TypeScript + React frontend, AWS Mumbai infra. You'd own a vertical slice (e.g. Payroll or Recruitment) end-to-end. India statutory compliance background a plus, not required.
Design across product, marketing, and brand. You'd shape both the platform UX and the customer-facing assets — dashboards, mockups, motion, the next landing page. Figma fluency required; care for typography and Indian payroll edge-cases preferred.
Onboard the first 20-50 customers and make them successful. HR generalist or payroll-ops background required — you've run a real Indian payroll cycle before, you understand PF/ESI/PT/TDS, and you can translate between HR teams and the product team.
Don't see your role? Email careers@hrplanr.com anyway. We've hired great people who didn't match a formal listing — if you're sharp and care about Indian workforce ops, we want to know.
Most startup career pages tell you what they offer. Here's what we don't — so you can self-filter.
We pay competitively for the Indian SaaS market at our stage — not Bay Area numbers, but genuinely competitive for India. Cash + equity, with the equity meaningful given the stage.
The specific band for a role is shared after the first call, before the technical interview. If the numbers don't work, we'd rather end the process early than waste each other's time.
Benchmarked against funded Indian SaaS companies at the seed/pre-seed stage. We don't underpay because we're early — but we also don't pretend to be a unicorn.
4-year vest with 1-year cliff. Early employees get materially more than late employees. The equity grant is documented in writing, in a standard ESOP scheme.
Group health insurance for you + spouse + 2 children. Laptop + peripherals on join. Quarterly L&D budget for courses, books, conferences.
We don't count PL. Take time when you need it. Tell your team. Wrap up your work properly. Trust is the default; we course-correct only if it gets abused.
From first email to offer letter — typically 2-3 weeks. We respect your time and give clear feedback at every stage.
Send your CV + a few lines about which role and why. We respond within 3 business days either way.
We talk about your background, the role, what you're looking for. Pay band shared here. If we're not aligned, the process ends with mutual respect.
For engineering roles: 60-min architecture discussion + a small 2-3 hour take-home (paid if extensive). For design: portfolio walkthrough. For CS: case study.
90-min session with the team you'd work with. Two-way fit — you also get to interview us. Ask about anything: the equity, the runway, the customers.
Verbal offer first, written offer within 48 hours. We check 2 references from your past work. We expect you to talk to ours too.
We're a small team and we hire opportunistically. If you've read this far and something resonates, write to us. Tell us what you do well, what you're looking for, what you'd want to build here.