This is the careers page we wished we'd seen when we were looking for jobs. Every section here is honest, including the parts that aren't flattering. If you want to know exactly what working at Bindbee will be like — and exactly what your offer letter will look like before you ever sit down for an interview — read on.
Three roles are open right now. All in Bengaluru, all with relocation support. Letters from the hiring managers attached to each.
We don't use recruiters and we don't post on job boards. Every application is read by the hiring manager. If you want to work here, apply directly using the email on the role page.
About Bindbee
Bindbee is a unified API for HR, payroll, ATS, and benefits systems. Companies that build HR tech, benefits tech, and insurance tech use Bindbee to integrate with 65+ HR platforms — Workday, ADP, BambooHR, UKG, Paycor, and many more — through a single API, instead of building and maintaining each integration themselves.
The product is in production at ThrivePass, Newfront, Healthee, Compport, Papershift, and others. Newfront cut its integration cycles from 12 weeks to 48 hours. Compport reduced customer onboarding from 8 weeks to 48 hours. Around 100,000 syncs flow through Bindbee every day.
The business is profitable. It grew 5–6× last year. Customers rate it 4.9 on G2. One in every three customers Bindbee has signed has sent it another — without a referral program.
The problem Bindbee solves
In HR tech, benefits tech, and insurance tech, every company eventually runs into the same wall. They sign a customer. Sales celebrates. Then the integration team inherits the deal — and six months later, the customer is still waiting on Workday.
The problem isn't the APIs themselves. APIs are usually fine. The real problem is that every HR system has its own API, its own auth model, its own data shape, its own quota limits, its own way of failing. If you sell to customers running on Workday and ADP and BambooHR and UKG, you have to build and maintain four different integrations. Then a fifth customer arrives on Paycor. Pretty soon your integrations team is bigger than your product team, and you're spending more on plumbing than on the thing you're actually trying to sell.
Bindbee solves this. The integrations get built once, exposed through a single API, and customers stop hiring integration engineers.
Why this is harder than it looks
A lot of companies have tried to build the unified HRIS API. Most build a thin wrapper — they pull employee data, map it to a common schema, and call it done. That works for the demo. It does not work for the customer who needs to actually run payroll deductions every two weeks and cannot have a 2% sync failure rate.
The hard part of this business is not the read APIs. It's writing data back into Workday. It's handling the seventeen different ways "department" can be modeled. It's dealing with the fact that some payroll systems still want a CSV uploaded over SFTP at 2am. It's the on-call when an integration breaks at quarter-end.
Bindbee has spent two years building the parts of this that don't show up in marketing — the reliability, the write APIs, the boring infrastructure that customers only notice when it works. That's where the moat is. That's also where most of the interesting engineering happens.
The team
Bindbee is small — a handful of engineers, a handful of salespeople, run out of Bengaluru. Founded in 2023 by Om Anand and Kunal Tyagi. Headquartered at Urban Vault 761, HSR Layout. Operates legally as Kunom Tech Pvt Ltd, a fully owned subsidiary of Bindbee, Inc.
The roles below report directly to the founders. There are no layers in between.
Read these before you apply
Open Roles — the three positions we're hiring for, each with a letter from the hiring manager.
Culture — our internal manifesto. Ten principles. If these don't sound like you, don't apply.
Culture Quiz — sixteen scenario questions. Find out if you'd actually fit before we both invest in an interview.
Offer Letter & Terms — the exact contract you'll be asked to sign, with each clause translated into plain English.
Questions about anything not covered here? Email om@bindbee.dev.
Three positions, all in Bengaluru (HSR Layout), all with full relocation support. Each role has a letter from the hiring manager — we'd rather you read that than a bulleted JD.
Go-to-Market0–1 years · fresher OKBengaluruHiring manager: Aditya
We have a playbook that works. We need someone who can execute it with extreme consistency. This isn't a "strategic growth" pitch — it's an honest SDR role with a real career path.
Don't see a role that fits?
Email om@bindbee.dev with a short note about what you'd want to do at Bindbee. If we can't hire you now, we'll keep your details and reach out when we can.
I'm Kunal. I co-founded Bindbee with Om in 2023 and I run engineering. I'm writing this letter because I'd rather you read something honest than a job description filled with words like "fast-paced" and "rockstar."
What we do, in two paragraphs
Bindbee is a unified API for HR, payroll, ATS, and benefits systems. If you're building a benefits platform and you need to read employee data from Workday or write payroll deductions to ADP, you integrate with us once instead of integrating with twenty systems. We make our money by making other people's product teams 10× more productive.
We do this for 65+ HR and payroll systems. We process over 100,000 syncs a day. Customers include ThrivePass, Newfront, and Healthee. The business is profitable, growing 5–6× year-over-year. None of this matters if you don't enjoy the work, though, so let me tell you what the work actually is.
What this role really is
You're going to spend most of your time inside Python, FastAPI, and Postgres. We have a small backend team, so you will not be a sub-component of a sub-component. You will own integrations end-to-end. If we sign a customer who needs Paycor, you will build the Paycor connector, write its tests, ship it to production, and be the person on-call when it breaks.
Some weeks you'll be writing connector code. Some weeks you'll be debugging a race condition in our worker pool. Some weeks you'll be on a Zoom with a customer's engineering team helping them understand why their Workday webhook is firing twice. The role is wider than it sounds.
Your first six months, roughly
Month 1. Onboard. Ship one small fix to production in week one. Read the codebase. Understand how we test connectors.
Month 2. Take ownership of your first integration. Probably a payroll connector we haven't built yet.
Month 3. Ship it to a paying customer. Be on the implementation call.
Months 4–6. Two more integrations. First on-call rotation. Start contributing to the shared infrastructure — the auth layer, the rate-limit handler, the sync orchestrator.
If you read that and felt nervous, that's the right reaction. If you read it and felt bored, this isn't the right place for you.
Who you are
You've written production Python for 2–5 years. FastAPI ideally. If not FastAPI, you've used Flask or Django and you can pick up FastAPI in a week.
You've actually run Postgres in production. You know what an index is, what a deadlock is, and you've debugged at least one slow query that turned out to be missing a WHERE clause.
You read other people's APIs and notice when they're badly designed. You have opinions about pagination.
You write commits someone else can review. You write PRs that explain why, not just what.
You can debug your way out of unfamiliar systems. We build for 65+ external APIs. Half of them have bad documentation. You will become an expert at reading network traces and reverse-engineering undocumented behavior.
Who you are not
Someone who wants a clear ticket queue and a manager to assign work. We don't have that. You'll need to find work and run with it.
Someone who needs perfect specs before starting. We write specs. They're often wrong. The job is to ship something, learn, and rewrite.
Someone who thinks integration work is beneath them. The hardest engineering problems in the world right now are about plumbing — moving the right data to the right place at the right time with the right guarantees. If you think this is boring, you haven't done it yet.
The deal
Cash: Competitive for the Indian market and indexed against where you'd land at a well-funded mid-stage startup. We're profitable, so we can pay cash — not just paper.
Equity: Meaningful ESOPs. 4-year vest, 1-year cliff. Full terms on the Offer Letter & Terms page.
Location: Bengaluru, HSR Layout. Relocation supported if you're moving cities.
Equipment: MacBook Pro of your choice. Whatever else you need.
Health: Insurance for you and dependents.
Lunch: On us.
How to apply
Email me directly: kunal@bindbee.dev. Subject line: Engineer. In the email, include:
A link to your GitHub or any code you've written that you're proud of (any language, any project)
Two sentences on the hardest thing you debugged this year
Your current notice period
We don't do take-home assignments. The interview is two technical conversations and a system design call. If you're great, we'll move fast.
I'm Kunal — co-founder and CTO at Bindbee. This is the second hiring letter I've written this month. The first was for an engineer with 2–5 years of experience. This one is different, and I want to be specific about why.
I'm hiring someone senior because there are entire problems at Bindbee I cannot personally own anymore. We're at the point where we need a second technical owner. Not a tech lead in name — an actual second mind on architecture, on hiring, on the parts of the system that need to scale from where we are now to 10×.
What's broken or missing that I need help with
In rough priority order:
Write APIs. We do reads beautifully across 65+ systems. Writes are where the real money is — payroll deductions, employee creation, benefits enrollment. Every write API is half a research project (figure out the undocumented behavior) and half a reliability problem (idempotency, retries, partial failures). I need someone who can own this surface end-to-end.
Multi-tenant Postgres. We run about 15 Postgres instances and we're starting to feel it. Sharding, connection pooling, isolation, vacuum strategy — we need someone who's thought about this before.
On-prem deployments. Enterprise customers (large insurers, banks) need us inside their VPC. We've done one of these. We need a clean repeatable pattern.
Hiring. I want you to interview most of the engineers we hire over the next 12 months. The bar for this team is set largely by the next five people, and I cannot be the only set of eyes.
What this role really is
It's a senior IC role with leverage, not a manager role. You'll spend most days writing code — but the code you write should remove constraints from the rest of the team, not just close tickets.
You're not going to babysit anyone. The engineers here are good. They need a second opinion on hard design decisions, a code reviewer who pushes them, and someone to escalate to when they're stuck. You're that person.
You'll also do some things that look like management: interviewing, mentoring, occasionally arbitrating between two engineers who disagree on a design call. But you'll do it as a peer, not as a boss.
Your first six months, roughly
Month 1. Onboard hard. Read the entire codebase. Be on every architecture call. Don't fix things yet — understand first.
Months 2–3. Pick one of the four problems above. Probably Write APIs. Own it. Propose a 6-month plan, get buy-in from me and Om, and start executing.
Month 4. Start running the senior side of the interview loop. Hire one engineer this quarter.
Months 5–6. You've shipped meaningful infrastructure work. You're on-call for one rotation a month. You're the second person on every architecture decision that crosses a team boundary.
Who you are
5–8 years of production engineering. Deep Python and Postgres. FastAPI ideal. Bonus if you've used Pydantic in anger.
You've built and operated systems that handle real load — not Twitter scale, but real customers losing real money when things break.
You've worked at a startup before. You know what it looks like to ship without all the safety nets. You don't need an SRE team to deploy.
You've designed APIs that other engineers consume, and you can explain why one design is better than another in plain English.
You've mentored juniors and seniors both. You can give feedback that lands.
You're calm under pressure. You'd be surprised how much of senior engineering is just being the person in the Slack channel who doesn't panic.
Who you are not
A people manager looking to get back into IC work as a consolation prize. We respect managers. We don't need one yet.
An architect who draws diagrams but doesn't code. The role is hands-on.
Someone whose last three years have been at FAANG only. That's fine — but if you've never worked at a company where you knew every customer's name, the cultural shift can be hard. Know what you're signing up for.
Someone who needs every problem to be greenfield. We have a codebase. You will spend real time inside it. You will fix things you didn't build.
The deal
Cash: What you'd expect from a profitable startup at our stage. We're not paper-rich — we can pay real money.
Equity: Meaningful ESOPs. The kind that materially change your net worth if Bindbee is what we think it is. 4-year vest, 1-year cliff. Full terms on the Offer Letter & Terms page.
Experience: 0–1 years · fresher OKLocation: Bengaluru (HSR)Reports to: AdityaFunction: GTM / Growth
Dear future SDR,
I'm Aditya. I run GTM and growth at Bindbee. This letter is for the person we're hiring as our next SDR. I want to be unusually honest about what this job is, because most SDR job descriptions oversell the role and people quit in three months.
What Bindbee does, briefly
We sell an API. Companies that build HR tech, benefits tech, and insurance tech use Bindbee instead of building their own integrations with Workday, ADP, BambooHR, and twenty other HR systems. Our customers are CTOs and product leaders at mid-market SaaS companies, mostly in the US. The product works. The business is profitable. We grew 5–6× last year.
What this job is
It's an SDR role. You'll send a lot of cold emails. You'll write a lot of LinkedIn messages. You'll book demos. You'll qualify them. Then you'll hand them to an AE who runs the actual sale.
I'm telling you this because the SDR role at most startups gets dressed up as a "strategic growth" position with promises of building out a function. That's not what we need right now.
Here's what we need: someone who follows a playbook with extreme discipline.
We already know what works. We have category lists, ICP profiles, sequences that have been A/B tested over 18 months, an outreach engine (Apollo, Instantly, Superhuman), a CRM (HubSpot), and a calendar tool. The infrastructure is built. The targeting is sharp. The product/market fit is real — we close roughly 1 in 5 booked demos.
What we don't have is a person who can wake up every morning and execute the playbook with consistency. That's the job.
Your first six months, roughly
Month 1. Shadow me and Vaishnavi (our current SDR). Learn the product well enough to handle objections. Read 50 closed-won deal threads to understand how customers actually talk about their problem.
Month 2. Send 100 outbound emails a day. Get to a 5% reply rate. Book your first demo.
Month 3. Hit a steady cadence — 200+ emails/week, 10+ LinkedIn touches/day, 4–6 demos booked per month. You should know our top 10 prospect industries cold.
Months 4–6. 8–10 demos a month. Start owning small experiments — a new sequence, a new vertical, a new outreach channel. Earn the right to deviate from the playbook by first proving you can run it.
Who you are
0–1 years of work experience. Fresher is fine. We'd rather hire someone unspoiled by bad SDR habits than someone who has spent a year at a body shop.
You read above and the words "discipline" and "consistency" felt motivating, not boring.
You're a strong writer. You can write a cold email in English that sounds like a human, not a template.
You're comfortable being told no, a lot. The math: you'll get 100 nos for every yes. If that stresses you out, this job will eat you.
You like systems. Spreadsheets, CRMs, sequencing tools. We use a lot of them.
You're curious about B2B SaaS, HR tech, benefits — or curious enough to become curious about them.
Who you are not
Someone who wants to "do strategy" before they've done execution.
Someone who thinks SDR work is beneath them and is using it as a stepping stone to AE in 6 months. You might become an AE in 18–24 months. Not 6.
Someone who needs constant validation. The work is repetitive, the dopamine hits are infrequent, and your manager (me) will be in customer calls half the day. You need internal motivation.
Someone allergic to numbers. We track everything. Daily activity, weekly meetings booked, monthly pipeline generated. If you can't be measured, you can't grow.
The deal
Cash: Competitive for SDR roles in Bengaluru. Strong base, performance bonus tied to demos booked and pipeline created.
Equity: ESOPs. SDRs at most startups don't get equity. We give it. Same 4-year vest, 1-year cliff. Full terms on the Offer Letter & Terms page.
This is our internal culture manifesto. We share it publicly because if these ten principles don't sound like you, you shouldn't take a job here — and we shouldn't waste your time interviewing you.
What is culture?
Culture is the invisible operating system that runs our company. It's not what we say in meetings or write on walls — it's how we actually behave when no one is watching. It's how we treat each other during stressful deadlines, how we handle disagreements, how we celebrate wins, and how we respond to failures.
Culture isn't HR's job — it's everyone's job. Every interaction, every email, every decision either strengthens or weakens the culture we want to build.
Why this manifesto exists
Most companies fail because of culture, not strategy. You can have the best product, the smartest people, and unlimited funding, but if your culture is broken, you'll lose. This manifesto exists so that everyone here — including you, if you join — knows exactly how we operate. Clarity prevents chaos. Standards attract excellence. The right culture is a competitive advantage.
This isn't about being "nice" or creating a utopia. It's about building a machine that ships great work and attracts the best people.
After you read these, take the Culture Quiz. Sixteen real scenarios. It'll tell you whether this is actually how you think, or whether you just like how it sounds.
01
Speed is sacred.
We move like our hair's on fire. No slow teams ever changed the game.
Good behavior
Ship the MVP today, iterate tomorrow
Default to "yes" and figure out how
Make decisions in hours, not weeks
Ask for forgiveness, not permission (when stakes are low)
Bad behavior
Waiting for "perfect" documentation before moving
Scheduling meetings to schedule meetings
Analysis paralysis on reversible decisions
Using "we need more data" as an excuse to delay
02
Think like owners.
No one waits to be told. We see it, we solve it.
Good behavior
Fixing broken processes without being asked
Speaking up when you see problems, even outside your area
Caring about company expenses like they're your own money
Taking responsibility for outcomes, not just your piece
Bad behavior
"That's not my job" mentality
Watching problems happen and staying silent
Passing issues to someone else without context
Focusing only on your KPIs while ignoring company goals
03
Default to clarity.
Write it down. Say it simply. Confuse no one.
Good behavior
Writing clear, actionable documentation
Asking "what exactly does that mean?" when things are vague
Using simple words when complex ones add no value
Confirming understanding: "here's what I heard..."
Bad behavior
Using jargon to sound smart
Assuming others understand your context
Verbal agreements without written follow-up
Making people guess what you need
04
We disagree. Then we commit.
Egos off. Eyes on the mission.
Good behavior
Arguing passionately for your position, then supporting the final decision
Saying "I disagree but I commit" and meaning it
Focusing on what's best for the company, not who gets credit
Admitting when you're wrong quickly
Bad behavior
Passive-aggressive undermining after decisions are made
Taking disagreement personally
Staying silent in meetings, then complaining afterward
Saying "I told you so" when things don't work out
05
Boring is broken.
We make choices that feel alive — in brand, in code, in conversation.
Good behavior
Proposing creative solutions to old problems
Questioning "the way we've always done it"
Making work feel energizing and meaningful
Taking calculated risks on new approaches
Bad behavior
Defaulting to industry standards without thinking
Shutting down new ideas with "we tried that before"
Creating soul-crushing processes in the name of "best practices"
Playing it safe when boldness is needed
06
Earn trust fast.
With each other. With customers. With ourselves.
Good behavior
Doing what you say you'll do, when you said you'd do it
Admitting mistakes immediately and proposing solutions
Sharing credit generously
Being transparent about challenges and timelines
Bad behavior
Over-promising and under-delivering
Hiding problems until they explode
Taking credit for team wins
Sugar-coating bad news
07
Bias for action.
Done today beats perfect someday.
Good behavior
Shipping something functional, then improving it
Running experiments instead of debating hypotheticals
Making reversible decisions quickly
Starting before you feel ready
Bad behavior
Endless planning without execution
Waiting for 100% certainty before moving
Perfectionism that prevents shipping
Using research as a form of procrastination
08
No drama. No politics.
Just builders who give a damn.
Good behavior
Addressing issues directly with the people involved
Focusing on solutions, not blame
Keeping personal relationships separate from professional feedback
Building alliances around shared goals, not personal gain
Bad behavior
Gossiping about teammates behind their backs
Playing favorites or forming cliques
Making decisions based on who you like, not what's right
Creating unnecessary conflict or tension
09
We're kind, not nice.
Honest beats harmony. Always with respect.
Good behavior
Giving direct feedback because you want someone to succeed
Saying hard truths with empathy and specific examples
Challenging ideas while respecting the person
Prioritizing long-term growth over short-term comfort
Bad behavior
Avoiding difficult conversations to "keep the peace"
Being brutal without being constructive
Letting someone fail when you could have helped them improve
Confusing politeness with effectiveness
10
We win together or not at all.
Lone wolves don't last here.
Good behavior
Celebrating team wins before individual accomplishments
Sharing knowledge and resources freely
Helping teammates succeed even when you're swamped
Making decisions that benefit the whole company
Bad behavior
Hoarding information or opportunities
Throwing teammates under the bus to look good
Optimizing for your team at the expense of others
Taking individual credit for collaborative work
This manifesto is a living document. Culture isn't built overnight — it's built through consistent action, day after day. When in doubt, ask: "what would someone who truly embodies these values do?" Then do that.
Sixteen real scenarios. For each, pick what you'd actually do — not what sounds best. After each answer we'll show you what we'd hope you'd pick, and why.
How to use this: If you score below 10/16, that's not a failure — it's information. Either we're not a good fit, or you'd want to internalize the culture book before joining. Both are useful to know before the offer letter.
This is exactly what your offer letter will look like. We publish it because surprises in employment contracts are bad for everyone. Read it before you interview. If anything here is a dealbreaker, save us both time.
Left column is the actual legal text from the offer letter — anonymized. Your name, exact comp, and dates go where the placeholders are.
Right column is the same clause in plain English. The legal version is what you sign. The plain English version is what it actually means.
Who issues this letter
Kunom Tech Pvt Ltd is the Indian entity that hires you. It's a fully owned subsidiary of Bindbee, Inc. (the parent company). Registered address: Urban Vault 761, HSR Layout, Bangalore. You'll see "Kunom Tech" on your payslip and "Bindbee" on your laptop sticker — same company, different legal layers.
1. Position & start date
Dear [Candidate Name],
With reference to your discussion with us, we, Kunom Tech Private Limited ("Company" or "Bindbee"), a fully owned subsidiary of Bindbee, Inc., are pleased to make you an offer in our organization as [Position]. This position is permanent and the offer takes effect from your date of joining no later than [Joining Date].
Plain english
This is a permanent job. Not contract, not consultant. You have a specific job title (in your offer) and a deadline by which you need to join (also in your offer — usually 30–60 days from signing, longer if you have a notice period to serve).
2. Salary & compensation
Your compensation package would be as in Annexure 1 and will be due and paid to you at the end of each calendar month, or on normal pay periods which the Company decides upon.
The salary is reviewed annually, semi-annually, or quarterly, at the discretion of the management, based on organization and individual performance.
You are also eligible for Employee Stock Ownership Plan (ESOP). The ESOP details are placed in Annexure 2.
Plain english
You get paid monthly. Your exact CTC is in Annexure 1 of your offer.
Reviews happen 1–4 times a year depending on performance and company context. Increments are real, not symbolic — we adjust meaningfully when someone is delivering.
You also get equity (ESOPs). Details in Annexure 2 below.
3. Probation & notice period
As per organization policy, the probation period applicable to you shall be three (3) months. During probation, the period of notice required for resignation is 15 days on either side. Post that, a notice period of 30 days will apply to both parties.
Plain english
First 3 months are probation. Either side can leave with 15 days' notice during this time — including us. We're honest about whether it's working by month 2.
After 3 months: 30 days' notice on either side. Standard for Indian startups.
4. Policies
You will abide by the rules and regulations of the Company as may be in force from time to time and if any violation is made will be subjected to Disciplinary action.
This letter of offer is based on the information furnished in your application for employment and during the interviews you had with us. If, at any time in the future, it comes to light that any of this information is incorrect or any relevant information has been withheld, then your employment is liable to be terminated without notice.
You may need to travel towards the discharge of your duties, for which the Company will bear your expenses for travel.
You agree not to assume any position that entails financial benefits within any other organisation during the term of your employment with Company.
Your employment will be at the principal place of business located in HSR Layout, Bengaluru, Karnataka 560102 or any new office company choose to move to.
For business purposes, the Company may transfer your services to any other location within or outside of India.
Plain english
1. Follow company policies. Standard.
2. Don't lie on your resume. If you do and we find out later, you can be fired without notice. We do reference checks.
3. If we need you to travel for work — to meet a customer, attend a conference — we pay for it.
4. No moonlighting. Don't take a second job that pays you. We don't care about open source, side projects, or freelance writing — but a second paying gig isn't okay.
5. We work from HSR Layout, Bangalore. If we move offices, you move with us.
6. We can ask you to relocate. We probably won't. The clause exists for edge cases (a customer site visit for a quarter, etc).
5. Reference checks
Your appointment is subject to satisfactory reference checks and clearance from any secrecy/service agreements that you may have executed, which could have a bearing on your working with us.
Plain english
We will call your previous manager. If you have a non-compete or NDA with your previous employer that prevents you from working at Bindbee, we need to know before you start. Surprises here have killed offers in the past.
6. Increments & promotions
Your performance and contribution to the Company will be an important consideration for salary increments and promotions. Salary increments and promotions will be based on the Company's compensation & promotion policy notified from time to time.
Plain english
Raises and promotions are based on performance. We don't do automatic annual bumps for showing up. If you ship and impact, comp moves. If you don't, it doesn't.
7. Confidentiality, non-disclosure & intellectual property rights
As a condition of this employment, you are required to sign the company's standard confidentiality, Non-Disclosure, and Intellectual Property Rights agreement at the time of your joining.
The company retains ownership of the intellectual property rights (relating to discoveries, developments, improvements, processes, formulae, algorithms, works of authorship including software programs, user interfaces, and innovations whether patentable or not, works of copyrights or designs) concerning work undertaken while in the employment of the company.
Plain english
Two things:
1. Confidentiality. Don't share Bindbee customer data, internal financials, or proprietary code with anyone outside the company. Standard.
2. IP. Anything you build for Bindbee, while at Bindbee belongs to Bindbee. Your weekend side project doesn't belong to us. Your open source contributions don't belong to us. The Workday connector you wrote on company time does.
8. Non-compete
You shall not at any time during the period of your employment or during the restraint period (i.e. for a period of 1 year after the cessation of your employment with the Company) for any reason whatsoever,
By yourself / spouse / relation or agent, commence, operate, carry on in any manner whatsoever any business / trade / franchise / employment exactly or same to that of the Company.
Solicit, canvas, interfere with, or endeavor to entice any employee, client, or customer of the Company who at any time during your time were or are the employees, clients, or customers of the Company.
Plain english
For 1 year after leaving Bindbee, you can't:
1. Start a Bindbee competitor — same business, same product space (unified HR/payroll APIs).
2. Poach our employees or customers.
You can go work at literally any other company in tech that isn't a direct competitor. Join Stripe, Razorpay, an AI startup, whatever. Just don't start a Bindbee-clone the day you leave, and don't take our employees with you when you go.
9. Documents required at joining
On the date of joining, please email the following documents for verification / submission:
Relieving letter from employer
Copy of your latest payslip
Form 16 / Income Statement
Original and copies of educational certificates and mark sheets
Three passport-size and one stamp-size coloured photograph
Your ID Proof
Kindly sign and return to us the duplicate copy of this letter and Annexure as your Acceptance.
Plain english
On day one, send us a bunch of documents — relieving letter from your last job, payslip, Form 16, education certificates, photos, ID. This is for HR paperwork (PF, gratuity, tax) and the law in India requires it.
If you don't have a relieving letter for any reason, talk to us — we can usually work around it.
Annexure 1 — Compensation
Components
Amount
Fixed Annual CTC
[Annual CTC]
A salary breakdown will be discussed between the Company CA and team members.
Plain english
You get a fixed annual CTC paid monthly. The exact number is in your offer.
Our CA will help you with the salary structure (basic, HRA, allowances) for tax efficiency. You don't need to figure this out alone.
Annexure 2 — ESOP allocation
ESOP worth [ESOP Grant] will be granted to you.
ESOP shall vest for a period of four years from the date of joining, with 25% of each grant vesting on the first anniversary of the effective date of such grant and thereafter 1/48th of your options vesting at the end of each month for the next thirty-six months, subsequent to such first anniversary.
If your employment with the company is terminated, for any reason, before the completion of the first year of employment, you will not have any vested options in the company.
The indicative strike price for these allocations will be at the Fair Market Value of the equity shares in the company, to be finally determined by the Board. The final strike price will be outlined in the ESOP Policy / Grant Letter.
After one year of successful employment, based on performance, the company will grant an additional ESOP of [Additional %]. The ESOP will follow the same vesting schedule as mentioned above, from the grant date.
All of the above regulations will be overridden and finally governed by the ESOP policy, subject to the approval of Shareholders and the Board.
Plain english
Standard Silicon Valley vesting:
1-year cliff: you get nothing in your first 12 months. If you leave before month 12, you walk away with zero ESOPs. This protects the company from people who join, vest a bit, and quit.
After month 12: 25% of your grant vests in a single tranche. From month 13 onwards, the remaining 75% vests monthly over 36 months. So by month 12 you have 25%. By month 48 you have 100%. Standard.
Strike price: the price you pay to convert your options into actual shares. It's based on the company's last fair market valuation. Lower is better for you.
Refresh grant: after 12 months, if you're doing well, we top up your equity. Most companies don't do refresh grants. We do because the first grant becomes a smaller % of the company as we grow, and we want our long-term people to stay long-term.
Questions? Email om@bindbee.dev or kunal@bindbee.dev. We'd rather walk you through this once than have you sign something you don't fully understand.