The cost story in one line
All 11 roles, fully loaded
S$655k–871k /yr
Gross — but most of this is backfills already in the budget
Real impact on the budget
S$88k–136k /yr
The genuinely new roles — everything else is a backfill already in the budget
The list looks big at first glance, but seven of the eleven roles are backfills — replacing people already carried in the budget. The only genuine additions are two Data Analysts, a Technical Program Manager, a Videographer, and one intern. That is what actually grows our costs.
Hiring through end of 2026 8 roles
1
Senior CSM
Backfill · AngieSingapore preferred
Runs discovery and account management with a clear path into expansion. Comes from a pre-sales background with a commercial mindset, and knows the logistics industry.
BudgetS$4,000–8,000 /mo
2
Data Analyst · ×2
NewSEA + India
Strong in SQL, dashboarding, and data storytelling. For an exceptional candidate we can level one seat up to Senior or Lead DA — someone who can help Kapil lead the analyst pod and carry more individual ownership.
BudgetS$1,500–2,500 /mo each
3
Data Analyst Interns · ×2
NewSEA + India1 filled, 1 open
Students or fresh graduates with solid SQL fundamentals and a genuine eagerness to learn.
BudgetS$300 /mo each
4
Data Scientist / Senior MLE
Backfill · AndrewSEA + India
Comes from a small startup DS/ML team and has owned the full path from data science through to ML Ops. Strong in production ML and Python modelling, and comfortable working through ambiguity.
BudgetS$4,000–6,000 /mo
5
Technical Program Manager
NewSEA + India
Runs cross-functional technical programs and drives roadmap execution across engineering, product, and data.
BudgetS$2,000–3,000 /mo
6
Backend Engineer
Backfill · KhalidSEA + India
A strong backend engineer in Python and APIs who can build and scale reliable services.
BudgetS$4,000–6,000 /mo
7
Marketing Videographer
NewSEA + India
Produces and edits video content for LinkedIn and the website.
BudgetS$2,000–3,000 /mo
8
Sales Manager · US
Backfill · WayneUnited States
Leads sales in the US market, ideally with a logistics or SaaS background.
Budgetup to S$10,000 /mo
Q1 2027 3 roles
9
Marketing Director
Backfill · DevanshSEA + India
Leads marketing across demand generation, brand, and go-to-market.
BudgetS$10,000 /mo
10
Head of Tech & AI
Backfill · UrveshSEA + India
Leads engineering and AI/ML, and owns the company's technical strategy.
BudgetS$13,000–15,000 /mo
11
Data Engineer
Repurpose of existing roleSEA + India
A redefined version of our existing Data Engineer role, pointed at a more innovative and forward-looking scope: strong on pipelines and infrastructure, and proactive about solving problems rather than only executing.
BudgetS$4,000–6,000 /mo
💰 What it actually costs
On paper, all 11 roles at full budget add up to S$655k–871k a year. But that number overstates it.
7 of the 11 are backfills — we're replacing people who left, so their budget already exists. They add no new cost. (The Data Engineer is a repurpose of an existing seat, so it doesn't add cost either.)
Only the genuinely new roles raise our spend: two Data Analysts, a Technical Program Manager, a Videographer, and one intern.
Real increase to our costs
S$88k–136k / year
📊 2026 Leadership KPIs · as of 15 Sep 2026
Critical-Roles Attrition · YTD
8.57%
3 regretted exits · over the 5% cap
Hiring Fill Rate · YTD
60%
6 of 10 roles · 85% EOY target
People Cost vs Budget
80%
within budget · Jun–Aug pending
KPI scorecard 2026 · cumulative YTD
| KPI | Q1 | Q2 | Q3* | Target | Status |
Critical-Roles Attrition % Regretted exits ÷ 35 FTE | 0% | 2.86% | 8.57% | 1.25 / 2.5 / 3.75 / 5% cap | Over cap |
Hiring Fill Rate % Roles filled ÷ 10 planned | 40% | 60% | 60% | 60 / 70 / 80 / 85% | Behind |
People Cost vs Budget Spend ÷ approved budget | 100% | 80% | pending | ≤100% | On track |
*Q3 through 15 Sep. People-cost % = share of the Finance-approved budget used (under 100% = under budget).
👋 Critical-Roles Attrition · the 3 regretted exits
| Who | Role | Left |
| Urvesh Devani | VP, Tech | Jun 2026 |
| Devansh Bhikajee | Marketing Director | Aug 2026 |
| Jinan Nisar | Data Analyst | Sep 2026 |
3 regretted exits = 8.57% (÷35), already past the 5% annual cap. Total departures were 9, but the other 6 (Christian, Khalid, Wayne, Minahil, Andrew, Angie) were performance-managed exits and are excluded from critical-roles attrition. The concentration in senior roles (VP Tech, Marketing Director) is the retention signal to watch.
🎯 Hiring Fill Rate · behind target
6 of 10 planned roles filled YTD (60%), but zero fills in July or August — two months running — so the 80% Q3 target is effectively out of reach. 8 reqs are open and 4 are past their 90-day SLA:
| Aged open req | Days open | SLA |
| Head of Tech & AI | 201 days | Past SLA |
| Backend Engineer | 100 days | Past SLA |
| Marketing Director | 94 days | Past SLA |
💰 People Cost vs Budget
Q1 tracked at 100% (within budget). Apr–May confirmed at 80% of the Finance-approved budget — i.e. under budget. Jun–Aug still pending confirmation from Finance (Aditya Maru).
How we hire · at a glance
Every role starts with a G / HR screen (motivation, culture & startup fit, and role fitness), then moves to the hiring manager and a final round with Nidhi. Take-home assignments and case studies are used where role fit is best proven in practice. Priority roles are hiring now; deprioritized roles are planned for Q1 2027.
Priority · Hiring now 8 roles
1
Senior CSM
Backfill · AngiePrioritySG / HK preferred
Interview process
G / HR screen → Interview with Emma → Nidhi (final)
2
Data Analyst · ×2
NewPriority
Interview process
G / HR screen → Take-home assignment → Technical interview with the Data team → Kapil → Nidhi (final)
3
Data Scientist / Senior MLE
Backfill · AndrewPriority
Interview process
G / HR screen → Interview with Pitch → Take-home case study → Assignment walkthrough with Pitch → Nidhi (final)
4
Technical Program Manager
NewPriority
Interview process
G / HR screen → Interview with Simão (60 min) → Interview with Kapil → Nidhi (final)
5
Marketing Designer
NewPriority
Interview process
Profile screening (G) → Portfolio shortlist by Sree (4/5 or above) → HR interview (G) → Hiring manager interview with Sree (45 min, incl. short live task) → Alignment call with Maxime (30 min) → Nidhi (final, if needed)
6
Data Analyst Interns · ×2
NewPriority1 filled · 1 open
Interview process
G / HR screen → Take-home assignment → Final interview with Kapil
7
Backend Engineer
Backfill · KhalidPriority
Interview process
G / HR screen → Take-home assignment → Technical interview with Stephen → Nidhi (final)
8
Sales Manager · US
Backfill · WaynePriorityUnited States
Interview process
G / HR screen → Interview with Maxime → Assignment → Panel interview with Maxime & Emma → Nidhi (final)
Deprioritized · Q1 2027 3 roles
9
Marketing Director
Backfill · DevanshDeprioritized · Q1 2027
Interview process
G / HR screen → Interview with Devansh → Case study → Maxime → Nidhi (final)
10
Head of Tech & AI
Backfill · UrveshDeprioritized · Q1 2027
Deferred near-term, the pressing gap is product & delivery execution rather than a senior tech leader right now. Revisit ~Nov 2026; Sudhanshu (headhunter candidate) kept warm.
Interview process
G / HR screen → Case study → Panel with the tech leads → Nidhi (final)
11
Data Engineer
Repurpose of existing roleDeprioritized · Q1 2027
Interview process
To be confirmed once the redefined scope is finalized.