Senior Manager – Founder’s Office (HR) at Ditto by Finshots

Bengaluru, karnataka, India -

Full Time

Start Date

Immediate

Expiry Date

21 Jun, 26

Salary

0.0

Posted On

23 Mar, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Human Resources Business Partnering, People Operations, Organizational Consulting, Founder’s Office, Hiring Workflow Redesign, Sourcing Channels Development, Talent Management Frameworks, Performance Cycles, Career Progression, Employee Retention Policies, Data Analysis, Structured Communication, Stakeholder Influence, High Ownership Mindset, Ambiguity Navigation

Industry

Financial Services

Description

Where Your Passion Meets Purpose: Empowering Millions through Insurance! About Ditto Ditto’s mission is to help people make well-informed insurance decisions — from expert advisory and policy purchases to dedicated claim support. We pioneered the industry-first “No-spam” policy, and over the past three years, we’ve assisted over 700,000 users with personalised advice on health and term insurance. We carry a 4.9 rating with 14,000+ reviews on Google. Ditto is part of the Finshots family (500K+ subscribers) and is backed by Zerodha, India’s largest stockbroker. We won LinkedIn’s Top Startup award in both 2022 and 2023. The Context In 2024, Ditto was a team of 350. By 2025, we were 700. Today, we’re at 1,400 — and we’ll cross 2,000 by the start of 2027. Ditto is a service company. Our people are our product — the quality of advice we give customers is only as good as the people giving it. How well we hire, how well we retain good talent, and how well we develop them directly determines how well the company grows. At our scale, getting this wrong isn’t a minor inefficiency — it’s an existential risk. Growth at this pace breaks things. Hiring processes that worked at 350 don’t hold at 1,400. Retention strategies that were informal now need structure. Performance systems that were manager-dependent now need to be organisation-wide. This role exists to fix what’s breaking and to build what doesn’t exist yet. The Role You will report to the HR Lead and work closely with the co-founders on two critical problem areas. Depending on your experience and expertise, you’ll own one of these: Problem Area 1: Hiring at Speed Without Dropping the Bar We need to close roles faster while ensuring quality doesn’t slip. This means: Redesigning hiring workflows to reduce time-to-close across roles Building reliable, sustainable sourcing channels that don’t depend on a single pipeline Identifying bottlenecks in the current process and implementing fixes that hold at scale Problem Area 2: Talent Management & Retention for a 2,500-Person Organisation Our current people systems were built for a much smaller team. This means: Revamping talent management frameworks — performance cycles, career progression, development paths Rethinking employee retention policies so they work at 2,500 people, not just 700 Ensuring our systems are robust enough to run smoothly as the organisation continues to scale How This Role Evolves The first six months will be about understanding how our current systems operate, identifying what needs to change, and designing better ones — but not just on paper. We expect you to start executing early. You’ll work closely with the co-founders and HR team to get the foundations right, but you’ll also be measured on what you ship, not just what you propose. After six months, based on how things shape up, this role could go one of two ways: you take ownership of the entire function you’ve built, or you move to the next 0-to-1 problem. The same applies to team structure — whether this becomes a team-lead role or stays as a high-impact IC will depend on the work and your trajectory. What We’re Looking For 4+ years of experience in HR business partnering, people operations, org consulting, or a generalist Founder’s Office role with strong HR exposure Experience in a startup that went through a significant scaling phase, or at an established company with a large, complex team — you’ve seen what happens when organisations grow fast Deep understanding of HR systems and people processes — not just theory, but how things actually work on the ground Strong analytical ability with comfort working with people data and dashboards Clear, structured communicator who can influence both leadership and cross-functional teams High ownership mindset — you operate independently and drive outcomes without waiting for direction Ability to build relationships, earn trust quickly, and navigate ambiguity with confidence A note on what this role is not: We’re not looking for someone who advises from the sidelines. This role requires you to get your hands dirty — to design systems, yes, but also to execute projects on your own when needed. If you’re looking for a pure advisory or consulting role, this isn’t the right fit Why Join Ditto Work on high-priority problems with direct business impact — not maintenance work A front-row seat to how a fast-growing startup scales its people function Exposure to multiple verticals and a real path to leadership roles Direct access to co-founders and the opportunity to shape how the organisation operates Perks Comprehensive health and term insurance ESOPs Compensation as per industry standards Our Interview Process We respect your time. There are 4 rounds, and we aim to complete all of them within 2 weeks. Introductory call with HR Task submission Task presentation + Managerial round Founders round This is an in-office role (with flexibility for remote working). Our address is: Fortuna-1, No 680, 15th Cross, J.P Nagar 2nd Phase, J P Nagar, Bangalore, Bangalore South – 560078, Karnataka, India. Please Note: Beware of recruitment scams. Ditto does not charge any fees for the hiring process. We’ve seen fraudulent hiring messages impersonating Ditto. Please verify any communication through our official channels.

Responsibilities

This role focuses on fixing current HR issues and building new systems to support rapid organizational scaling, specifically addressing hiring speed/quality and talent management/retention frameworks. The individual will execute early on designing and implementing these foundational HR processes in close collaboration with co-founders.