Edysor AI Appoints Garima Rathore as Vice President, Human Resources
Appointment date: Feb 25, 2026
Edysor AI has named Garima Rathore as Vice President, Human Resources. The seasoned HR leader will steer talent strategy as the AI firm scales operations and workforce.
Why this matters for HR leaders
Scaling an AI company is a hiring, capability, and culture challenge rolled into one. The role calls for a clear operating model for growth, a data-led approach to talent, and a culture that keeps high performers engaged while the team expands.
This appointment signals focus on talent strategy, workforce growth, human resources leadership, and organisational culture-areas that decide whether scale feels smooth or chaotic.
Immediate priorities to stabilise and scale
- Build a predictable hiring engine: Role architecture, capacity plans, scorecards, and SLAs to reduce time-to-hire while protecting quality.
- Strengthen organisational culture: Define behaviours, decision rights, and rituals that support speed without burnout.
- Manager effectiveness at scale: Practical toolkits for 1:1s, feedback, performance calibration, and career conversations.
- People analytics that guide action: Headcount health, internal mobility, early attrition signals, and onboarding ramp metrics.
- Skills and L&D for AI work: Upskilling paths for data, product, and GTM teams; peer-led learning to keep it real and fast.
- Compliance and ethics foundation: Clear policies for data privacy, AI use, and fair employment practices across regions.
What success could look like
- Consistent hiring velocity with higher offer acceptance and lower early attrition.
- Faster onboarding ramp times for technical and go-to-market roles.
- Improved engagement and manager effectiveness scores tied to business outcomes.
- Internal mobility that fills priority roles without slowing delivery.
Actions HR teams can take now
- Create a unified role and leveling framework for engineering, data, product, and commercial tracks.
- Standardise structured interviews with scorecards mapped to role competencies.
- Refresh the employer value proposition to match what top AI talent actually cares about: meaningful work, autonomy, and growth.
- Stand up a lightweight people analytics dashboard that leaders check weekly, not quarterly.
- Roll out manager toolkits and office hours; managers make or break scale.
For deeper context on workforce planning mechanics, see SHRM's resource on strategic workforce planning here.
Recommended resources
Edysor AI's move sets a clear intent: professionalise talent strategy and build a culture that can handle scale. With the right systems and leadership habits, HR becomes a force multiplier for growth.
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