Project Management Software for Technology Startups in Delhi

Doubling the team without losing the plot

After a funding round, a startup's problem changes. Before, it was doing too much with too few people. Now it's absorbing new people faster than the company knows how to explain itself. Ten engineers, marketers and operations hires join over a few months, each needing to know what the product does, why it's built the way it is, what they're responsible for and who to ask.

In a small founding team, that knowledge travelled by conversation. At twenty people, conversation stops scaling. The founders spend their weeks answering the same questions, new hires take longer to contribute than they should, and decisions made in the early days are repeated, reversed or forgotten because nobody wrote them down.

The cure is boring and effective: written decisions, a checklist for every new joiner, and a board that shows everyone what matters this week.

Onboarding that doesn't depend on the founder

Hiring. The HR templates give you a candidate pipeline, one card per candidate, with stages your team defines. Interview notes stay with the card, so the person making the offer sees everything in one place.

The first week. Each new joiner gets an onboarding checklist with an owner: accounts set up, product walkthrough, the three wiki pages to read, a first small task. When a step is missed, someone is responsible for it.

The wiki. Write down the decisions that new people keep asking about: why this pricing, why this stack, who your first customers are and what they asked for. Pages keep their history, so people can see how a decision evolved, and any sentence can become a task.

The daily view. New hires open to a my-day screen with today's items, not the whole backlog, and an "I'm blocked" button that brings in the person who can help with the context attached. It's a lot easier to ask for help when one tap does it.

Plans that survive the holiday calendar

With a team growing every month, it's easy to plan as if everyone is always in. Capacity planning on Team and up counts approved leave and public holidays, so the first sprint that runs into Diwali or Holi is set against the people who'll actually be working. New hires from other states may celebrate regional festivals that differ from state to state and aren't on your holiday list; enter those as leave and the plan includes them. If you work some Saturdays, plan on that week.

On Business, delivery forecasts come from velocity measured as sprints close, which matters after a hiring wave: new people take time to ramp up, and the forecast shows the effect instead of assuming twice the people means twice the output.

There are no screenshots, keystroke logging or activity tracking in ShipSprint. New employees are deciding whether they trust how you run the company, and a tool that doesn't watch them helps.

Using ShipSprint from Delhi: what founders should know

Who you're buying from. ShipSprint is built in Hyderabad by Quantuva Technologies Pvt. Ltd. and billed in rupees with GST invoices. Paid plans are supported by email and in-app chat, with priority support on Business.

Time zones. Support keeps IST hours, the same as yours, and usually answers the same working day.

Billing. Seats are billed per user in rupees through Razorpay, so adding a hire adds a seat. Prices exclude GST, and the GST-compliant invoice lets a company with a valid GSTIN claim input-tax credit.

Data protection. Candidate CVs, offer details and employee records are personal data under the Digital Personal Data Protection Act, 2023. Check the sub-processor list and the security overview against your obligations and any investor or customer requirements before hiring data goes in.