Job Description

What HR Means at The Growth Square

HR at The Growth Square is not "sending offer letters and tracking leaves."

HR here means:
?

finding sharp people

? building a team that can deliver elite LinkedIn content + growth outcomes
? keeping culture strong
? making sure the right people are in the right roles
? scaling the company without chaos

We build personal brands for founders and senior leaders. So our team is built differently too.

We hire people who can:

think clearly write well communicate confidently execute consistently learn fast

What You'll Own

You will own two major things:

Hiring (LinkedIn-first roles)

People Operations (structure, systems, culture)

If you like ownership, structure, and building teams, this role will excite you.

Key Functions of HR (Aligned to What We Do)

1) Recruitment and Hiring (Your #1 Priority)

We hire for roles like:

LinkedIn Content Writers (Researcher-Writers) Research & Trends Interns (Think Tank) Editors Strategists Business Development Executives (LinkedIn outreach) Client success and operations roles

What Recruitment Looks Like at Growth Square

It's not "post job and wait." You will:

A) Write scroll-stopping job posts

Because our audience lives on LinkedIn.

You will create JDs that:

feel human are specific filter out low-quality applicants attract obsessed talent

B) Source candidates like a recruiter, not a clerk

Channels you'll use:

LinkedIn (primary) job portals (secondary) founder + creator communities internships and freshers networks referrals (very important)

C) Shortlist smart

For us, resumes don't matter as much as:

writing samples thinking clarity maturity taste consistency signals

D) Run high-quality screenings

You will conduct initial interviews focused on:

communication cultural fit willingness to learn output mindset founder-style energy (ownership, speed, quality)

E) Assess the right way

For LinkedIn roles, assessments must test:

hook writing structure insight depth rewriting ability research + synthesis skills taste and positioning
You'll build scorecards so hiring stays structured and fast.

F) Close candidates

Once selected, you will:

manage offers and negotiations ensure clarity on expectations reduce drop-offs ensure joining happens smoothly

2) Onboarding and Training

Onboarding in our company is not "welcome email and ID card."

You will create onboarding systems so hires:

understand how we write for founders learn our LinkedIn content standards understand internal workflows, trackers, SOPs ramp up quickly without hand-holding
This means:

onboarding checklists templates training modules weekly tracking feedback loops

3) Performance Management

We are a high-output team. Performance clarity matters.

You will manage:

performance reviews monthly goal setting feedback cycles improvement plans (when needed) making sure high performers feel valued and seen
In our world, performance means:

quality of output deadlines ownership ability to take feedback improvement rate

4) Employee Relations and Culture

You will:

handle grievances and friction early keep communication clean and transparent ensure team morale stays strong protect culture as we scale
Our culture is:

high standards fast learning radical honesty discipline output-driven

5) Compensation and Benefits

You will:

benchmark salaries for roles in content, marketing, outreach help define compensation bands manage incentives and retention ensure fairness and clarity

6) Compliance and Documentation

You will:

manage HR paperwork and legal documentation ensure compliance with labor regulations maintain employee records cleanly handle contracts, payroll coordination, and exits

Tools You'll UseRecruitment

LinkedIn Recruiter (or manual sourcing) job platforms Notion / Sheets trackers

HR systems

Zoho People / BambooHR (optional, based on setup) Google Drive + docs payroll coordination tools

What We're Looking For

You're a fit if you:

are sharp, structured, and proactive can spot high-quality candidates fast understand LinkedIn culture and hiring behaviour can write job posts that convert can manage hiring end-to-end can handle people with empathy and firmness enjoy building systems and structure
Bonus if:

you've hired for writers, creatives, marketers, outreach roles you understand personal branding and content ecosystems you can sense "internet maturity" in candidates quickly

What Success Looks Like

After 3 to 6 months:

hiring becomes smoother, faster, and better quality we have a strong pipeline of candidates always ready onboarding is structured culture is stable even as we scale performers stay longer weak hires reduce drastically
Job Types: Full-time, Permanent

Pay: ?25,000.00 - ?35,000.00 per month

Benefits:

Paid sick time Paid time off
Work Location: In person