Calibrating Three Critical Hires at Atomicwork

Prajeetha needed to move three distinct searches forward at Atomicwork: a hands-on recruiter, an enterprise Customer Success Manager, and a Platform Product Manager. Each role required more than matching titles and keywords because the company needed people who could understand complex workflows and own meaningful scope.

She defined the evidence that mattered for each search. For the recruiter, that meant end-to-end ownership, outbound sourcing, technical and product hiring fluency, Bangalore market knowledge, candidate engagement, and the ability to close.

For the CSM role, she emphasized enterprise SaaS experience, IT service management knowledge, implementation ownership, process mapping, adoption, value realization, executive stakeholders, renewals, and expansion. She framed the role as consultative customer leadership rather than support.

For the Platform PM role, she focused on integration ownership across systems such as CRM, ERP, and HRMS, along with API fluency, product judgment, and end-to-end accountability. She required evidence of what candidates personally owned, rather than relying on company names or job titles.

She also shaped the search process itself. Recruiters would begin with market research and a small set of strong profiles, then use those profiles to calibrate with hiring managers where needed.

Across all three roles, she asked for practical constraints such as location, compensation, notice period, office expectations, travel, and time-zone comfort to be surfaced early. The result was a clear recruiting brief designed around candidate quality, market feedback, and shared calibration.