Human Resources Manager

Momentuum blue is Coforge's Forward Deployed Engineer practice — built to be operationally deployed, not just announced. Our engineers don't sit in a staffing pool; they embed directly inside client environments, work in Mod Squad pods (Human engineers and AI agents working as a unit), and are measured against outcomes, not hours.

We built our founding cohort the hard way: several hundred applicants, a low-single-digit acceptance rate, and an 11-week onsite in-person academy before a single engineer touched a client engagement. Every cohort since will be held to that same bar. We are already embedded in enterprise engagements across financial services and insurance, with more industries opening up. Growth from here is deliberate, cohort by cohort — not headcount-first.

This is a genuinely new category of technical talent organization inside Coforge, and it doesn't run on the same People infrastructure as traditional IT services delivery. That's the gap this role exists to close.

Every FDE — Senior and Associate — is part of Momentuum blue. That means one leader needs to own the full arc of how this workforce is built, developed, and retained: from the first interview, through the academy, into a pod, and across a career that looks more like a technical career ladder at a top product company than a traditional model.

This isn't a role that administers an existing People function. It's a role that builds one — in real time, alongside a practice that's scaling fast and changing shape as it grows.

• Design how Momentuum blue's org structure evolves as it scales from a founding cohort to a multi-cohort practice — reporting lines, pod composition, and career levels distinct from standard IT services grades.
• Define the boundary between what runs on Momentuum blue-specific infrastructure and what leverages Coforge's corporate People systems — deliberately, not by default.
• Partner with delivery leadership to right-size Senior-to-Associate FDE ratios per pod as engagements move from conversation to deployment.

• Own end-to-end hiring for every future cohort — sourcing, screening, selection — and own the decision of where the selectivity bar sits as volume grows.
• Build recruiting infrastructure that can repeat reliably on a ~45-day cohort cadence, starting with the next cohort's recruiting cycle.
• Run a separate, senior-level pipeline for lateral Senior FDE hires — experienced engineers who can lead a pod and hold a direct client relationship from day one.
• Co-own the 11-week residential academy with curriculum and training partners, balancing technical readiness with cultural alignment.
• Own the cohort experience end to end, including Day 0 and the first weeks that set the tone for everything after.
• Track academy outcomes that actually predict pod success: completion, skill readiness, cultural fit, time-to-deployment.

• Take operational ownership of the Momentuum blue Covenant — carrying it from a working draft into a living document the practice actually holds itself to.
• Build feedback and engagement mechanisms that work for a workforce that's mostly embedded at client sites, not sitting in a shared office.
• Keep FDEs connected to a shared identity even when their daily reality is a client environment, not a Momentuum blue one.

• Design a performance framework built around outcomes, not tasks or hours — the same mental model FDEs are hired into on day one.
• Build the career ladder from Associate FDE through Senior FDE to Pod Lead, with progression criteria that are objective enough to defend.
• Own retention past the academy — currently one of the two biggest risks to the practice's growth plan,…