Crewlogix is an AI-driven, human-agnostic tech ecosystem built for the digital evolution of mobile and web products since 2011. We’ve shifted from traditional software development into a highly automated, tech-forward enterprise. By embedding AI directly into our operations and engineering, we eliminate manual dependencies, cut out human bias, and keep things highly efficient.
Through this clean balance of smart automation and raw talent, we build lasting, high-performance relationships with global corporations and ambitious startups alike.
Our Next Phase
We are in a phase of aggressive hyper-growth, expanding our footprint exponentially over the next two years. We aren't looking for an orthodox corporate HR manager who brings old-school bureaucracy, manual paperwork, or rigid rules. We need an unconventional, tech-forward People Leader who knows how to use automation to build a lean, high-velocity organization while keeping our team culture vibrant and tight-knit.
The Role in a Nutshell
You will have complete ownership of our talent architecture. Your main target is to take our entire employee lifecycle from hiring and orientation to project deployment and performance monitoring and move it into a dynamically automated internal system. You need to understand exactly how vital Sales and Marketing are to driving our growth. You’ll work hand-in-hand with business leads to hire elite, self-starting talent, focus heavily on training and capability, and aggressively protect our profit margins as we scale up.
What You’ll Be Doing
● Zero-Drag Operational Automation: You will audit, overhaul, and fully automate the operational pipeline from hiring, to comprehensive orientation, deployment, and continuous performance monitoring. You'll move all routine tasks into our internal automated system so workflows are self-sustaining and data-driven. We expect you to act as a true manager who leverages tech and your team to run operations, instead of doing things manually yourself.
● High-Agency Talent Acquisition: You will run a fast-paced recruitment engine to bring in bright, positive, and team-oriented professionals. Skip the standard, conversational
interviews; we need you to design practical, scenario-based evaluations that weed out lethargic people who wait for instructions. Every hire in Sales, Marketing, and Engineering must be proactive and high-agency.
● Commercial Synergy: You will treat the Sales and Marketing pipeline as your primary forecasting tool so hiring velocity matches incoming client contracts perfectly. You need a solid understanding of how our growth engine works so you can bridge the gap between technical teams and commercial realities, helping engineers understand client value and delivery speed.
● Bright Culture & Cultural Guardrails: You will keep the workplace energy high, transparent, and collaborative. Act as the fierce protector of our core values; proactively spot and eliminate cultural anathemas like office politics, silos, or complacency. Use your freed-up time from automation to set clear, motivational goals and build upskilling paths for the team.
● Performance Auditing & Profit Margins: You will establish and update objective, quantifiable monthly KPI frameworks for technical teams (billable utilization, sprint velocity, technical ability) and non-technical teams (spend ROI, pipeline generation, overhead efficiency). Work closely with Finance and Operations to monitor headcount capacity caps, making sure team growth matches revenue growth to protect profitability.
Who You Are
● IT Industry Roots: You have 5+ years of progressive HR experience, with a solid chunk of that time leading talent functions inside fast-growing software companies.
● Unorthodox Thinker: You have a proven track record of breaking down traditional corporate drag in favor of lean, agile, and automated startup or scale-up methodologies.
● Tech-Driven Operator: You have deep, hands-on experience using modern HRIS, ATS, and custom workflows to run a department digitally.
● Commercial Acumen: You understand how business growth actually works and can connect your people's strategies directly to Sales success, Marketing impact, and bottom-line profit.
● Extreme Ownership: You work completely autonomously, build frameworks from scratch, and thrive when you're given a goal and the room to figure out the execution. You coach middle management into true leaders and manage ecosystems through data rather than manual effort.
Your 30-60-90 Day Impact Goals
● Day 30 (Audit & Blueprinting): Complete a thorough review of all current HR processes. Identify every single manual bottleneck across hiring, onboarding, deployment, and monitoring, and present a definitive blueprint for system automation and initial monthly KPI setups.
● Day 60 (Automation Rollout & Optimization): Successfully migrate the core operational lifecycle into the automated system. Implement the revamped recruitment
engine aligned with Sales pipeline forecasts to hit monthly hiring sprints with zero manual drag.
● Day 90 (Strategic Scaling): Establish the rolling capacity cap system to protect profit margins, launch clear AI-driven goal-setting and cultural alignment frameworks for the entire team, and demonstrate independent, data-driven ownership of the entire function.
Perks & Benefits
● Three paid leaves during the probation period
● In-Patient Medical Insurance on confirmation
● Employee Fund
● 18 Paid Leaves (Annuals, Sick/Emergency, Casual Leaves)
● Annual Recreational Tour
● Special Performance-driven bonuses
● Available path to unlimited financial rewards and growth opportunities