Interview Kickstart has been shaping careers for nearly a decade, with some of our team members growing alongside us from day one. IKatalyst celebrates these pivotal journeys of growth and a relentless pursuit of excellence. In this edition, we shine the spotlight on Akriti Vijan, Associate Director, HR at Interview Kickstart who shares her insights into the unique culture at IK, which emphasizes trust, collaboration, and resilience.
Can you tell us when you first heard about Interview Kickstart and what that time was like for you?
That takes me back to 2020–2021. I was working with large companies where everything was structured. Honestly, I never thought I’d join a startup. But over time, I realized I wanted more ownership and creativity. That’s when Interview Kickstart caught my attention, offering the dynamic challenge I was ready for.
What was it like to interview with the founders, and how has your relationship with them evolved?
Getting interviewed by Ryan was unexpected. Ryan was tossing a ball during the interview! The conversation was as candid as it could be, which gave me insight into their unique culture. What was interesting about the whole thing was that Ryan was initially hesitant about hiring me, but the business head for sales was confident about my fit, which swayed his decision.
Since then, our relationship has evolved into one that is built on trust and mutual respect. Being one of the earliest HR members, I worked closely with both Ryan & Soham (founders) to build the HR process from scratch. Ryan, especially, over time has become a supportive friend, often offering advice on various situations.
What were the biggest challenges you faced early on, and how did you manage to overcome them?
Adjusting from a structured corporate environment to a more informal culture was tough at first. Ideas were casually discussed, and light-hearted banter was common amongst all levels. It took me a while to adapt to this openness.
Building the HR function from scratch was another challenge. The founders were skeptical when I proposed setting up a performance management system, but I researched and prepared a plan, which won their trust. These challenges helped me grow.
How did you tackle setting up a Human Resources Management System (HRMS) at IK, despite initial uncertainty about your tech skills?
In my previous roles, I had primarily worked with large, established HR platforms tailored for bigger organisations. However, these platforms felt out of place at Interview Kickstart, given our dynamic and evolving needs. Honestly, I’d always considered technology to be a weak spot for me. I used to brush it off, thinking, “I’m not from a tech background, so of course, I don’t get this stuff.” But at IK, with no one else to lean on, I realised I had to take ownership of the project. This required stepping outside my comfort zone, which turned into a rewarding journey of self-discovery.
I started with extensive research, reaching out to peers, watching tutorials, and consulting employees and leaders across the company to understand what we truly needed in a comprehensive HRMS. The goal was clear: we needed a singular platform that could manage all aspects of HR, from recruitment and onboarding to performance management, payroll, and employee engagement.
The project required striking a delicate balance: the solution had to be scalable, cost-effective, and flexible enough to adapt to IK’s unique requirements. Through networking, exploring multiple platforms, and considering feedback from various stakeholders, I finally identified and implemented a system that ticked all the boxes.
This process was not just about choosing the right technology—it was about proving to myself that I could tackle a challenge of this magnitude independently. It taught me the value of being proactive and resourceful and gave me newfound confidence in my tech capabilities. This experience has been transformative, equipping me with the skills and mindset to adapt and innovate in an HR landscape that demands agility and continuous learning.
How did your role evolve after setting up the initial HR processes, and what kept you motivated as your responsibilities expanded?
In mid 2021, I set up our first formal performance review process, including reviews, ratings, and promotions. By the end of the year, I implemented the first HR platform at IK, filling a crucial gap.
By early 2022, I was promoted to Lead or Senior HRBP where I lead the entire gamut of HRBP functions while simultaneously being involved in other functions of HR as well except TA.
In 2023, I received a double promotion of sorts to Senior Manager HR where I undertook a new vertical – HR operations for our India market.
And this year I was promoted to Associate Director HRBP where my KRAs involved undertaking the HR Operations function for the US market as well.
Handling these areas with a small team kept me deeply involved in the work. Even with leadership responsibilities, I prefer to stay hands-on because it gives me fulfillment. The remote setup was initially challenging but suited my self-driven personality, keeping me energized.
What are your aspirations for the future of HR at Interview Kickstart?
Looking back, I’m proud of how we’ve successfully built a strong HR foundation, navigating the challenging 0-to-1 journey of creating an evolved HR function from the ground up. Now, our focus is on scaling it from 1-to-10 to support Interview Kickstart’s ambitious growth. With a vision of expanding the team including both full-timers and instructors, we’re gearing up to meet the demands of this scale.
Our next step is to enhance global processes across the entire employee and instructor lifecycle. Efficiency is key, and we’re exploring ways to leverage AI, advanced platforms, and automation to streamline operations. At the same time, we’re planning to grow our HR team by bringing in fresh talent with innovative ideas and exposure to best practices that will enrich our function.
The ultimate goal is to ensure HR remains a strong pillar of support while preserving IK’s unique culture. We want to foster high performance, maintain an employee-friendly environment, and continue driving meaningful impact for the company and its people. I’m excited about this journey ahead and the opportunity to create an HR ecosystem that scales seamlessly while staying true to our values.
How do you think the culture at Interview Kickstart supports your growth and ambitions?
Our culture of open debate has also boosted my confidence. Jerin often encourages me to express my opinions, even when we have different viewpoints. In fact this morning too after a debate, he acknowledged my perspective, which shows how valued my input is, regardless of my position.
One of the most defining aspects of Interview Kickstart is the culture our founders have created—a flat hierarchy where every employee feels empowered to voice their ideas freely. Trust is at the heart of everything we do, especially in a remote-first organization like ours. Here, every employee operates with a founder’s mindset, embracing first principles thinking. This autonomy, paired with a culture of respect and openness to ideas, drives both high performance and a strong sense of accountability. It’s an environment where innovation thrives, and everyone is empowered to do their best work.
I’ve personally benefited from the trust the founders have placed in me, taking on sensitive responsibilities and leadership roles that have challenged and nurtured my growth. Open debates and discussions are encouraged, making it easy to express ideas and opinions. Thanks to this culture, I’ve gained the confidence to share my perspectives and have seen how valued input from every team member can spark meaningful change.
This environment not only fosters personal growth but also sets the foundation for collective success. It’s what motivates me to keep striving, both as a leader and as a team member, to contribute to the shared vision of making IK a place where everyone can thrive.
Does this culture influence your leadership style?
Definitely. I’ve learned from Jerin to adopt a flexible approach. I trust my team to take ownership and bring new ideas forward. I connect with my team regularly, not just about work but also informally, which helps them feel comfortable sharing concerns.
I also recognise the pressures that come with working at a startup, so I make sure to acknowledge hard work, especially during demanding times. Giving recognition is something I’ve learned from Jerin—it helps maintain morale and encourages everyone to keep striving.
What advice would you give to someone new to Interview Kickstart?
First, adopt an ownership mentality. We don’t micromanage; we encourage proactivity, which is key in a remote environment.
Second, resilience is essential. Startups have ups and downs, and it’s important not to be overly affected by setbacks. Those who thrive here develop resilience by navigating challenges.
Lastly, collaboration is vital. Despite working remotely, we build strong bonds as a team. We value positive relationships, so come with good intent and a collaborative spirit, along with an ownership mindset.
Is there anything in particular about the IK culture that has made you stay?
Absolutely. One standout aspect is how leadership recognises potential without employees needing to ask for it. Typically, employees request promotions, but here, management saw I was ready for more responsibility and aligned growth opportunities accordingly. This level of recognition makes growth organic and incredibly rewarding.
In conclusion, the nurturing culture and genuine investment in employees’ growth excite me to continue my journey at IK. I look forward to contributing further and reaching new heights together.
