HR KPIs

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.

1. G / HR screen: communication, motivation, startup and lean-team fit, discovery and commercial instinct, logistics domain curiosity, location (SG or HK), plus HR details.
2. Emma (hiring manager): deeper on discovery skills, customer relationship and expansion experience, pre-sales and commercial mindset, and domain knowledge. Shares feedback with G.
3. Nidhi (final): mission and fit gut-check, and commercial judgment, before the offer.

1. G / HR screen: communication, motivation, curiosity about data and logistics, openness to product thinking and some engineering, startup fit.
2. Take-home assignment: a practical data problem, testing analytical rigor, data handling, and clarity of communication.
3. Technical interview with the Data team: walk through the assignment, technical depth, problem-solving, and product and logic thinking.
4. Kapil: data judgment, product mindset, ownership beyond analysis, and team fit.
5. Nidhi (final): fit and gut-check before the offer.

1. G / HR screen: communication, motivation, lean-team fit, and the mindset Pitch wants: business and cost aware, end-to-end ML ownership, comfort with ambiguity, a full-cycle builder (not research) or SWE-turned-AI.
2. Pitch interview (45 to 60 min): independence, taking an ambiguous description to an end product, and first-principles thinking. 45 is default; 60 when he wants to drill deeper. Technical depth is assessed after the assignment.
3. Assignment / case study: redesigned to lean into engineering with upfront design and thinking, showing end-to-end ownership and pragmatic calls, not just models.
4. Assignment walkthrough (~30 min, Pitch): candidate walks through their approach and thinking.
5. Nidhi (final): if it's a solid yes from Pitch.

1. G (HR interview): communication, motivation, startup and lean-team fit, initial role fitness, and HR details.
2. Simao (45 to 60 min): skills against the core and business need of the role: delivery and execution ownership, how they hold a project together, and technical depth.
3. Panel interview (Simao, can tap Kapil): candidate walks through the case study; both dig into first-principles thinking and how they'd handle a real Portcast-style delivery situation.
4. Nidhi (final): final fit before the offer.

1. Profile screening (G): G reviews and maintains the candidate profiles on the spreadsheet.
2. Portfolio shortlist (Sree): Sree reviews portfolios and shortlists candidates scoring 4/5 or above. G then runs the HR interview for shortlisted candidates and schedules the next round with Sree.
3. Hiring manager interview, Sree (45 min): hands-on tool knowledge and proficiency; a short live or on-call assignment (practical approach, creativity, quick grasp of a brief); whether portfolio work was independent or team-based; B2B marketing understanding; video editing and web dev skills (web optional, check learnability); team and role fit and handling feedback. Sree shares feedback with G.
4. Maxime's round (30 min): alignment and fit discussion, not another technical or portfolio assessment. If not needed, we share the portfolio with Maxime for feedback instead.
5. Nidhi (final, if needed): a final discussion before the offer.

1. G / HR screen: motivation, curiosity, learning attitude, communication, and openness to going beyond analysis.
2. Take-home assignment: a real, scoped data task testing ability to learn, rigor, and communication.
3. Kapil (final): walk through the assignment; assess potential, curiosity, and fit, then decide.

1. G / HR screen: communication, motivation and interest in Portcast, startup experience, tenure and stability, and impact beyond code.
2. Take-home assignment: a practical coding task, testing code quality and problem-solving.
3. Technical interview with Stephen: walk through the assignment, technical and system-design depth, end-to-end ownership, and collaboration.
4. Nidhi (final): fit and gut-check before the offer.

1. G / HR screen: communication, motivation, domain credibility (logistics or freight), full-cycle sales and discovery, and startup fit.
2. Maxime (interview): sales skills, discovery, pipeline-building, and domain knowledge.
3. Assignment: a practical sales task to test their approach and thinking.
4. Panel interview (Maxime and Emma): a sales pitch and panel, deeper on selling, objection handling, and cross-functional fit.
5. Nidhi (final): commercial judgment and fit before the offer.