Moving into a new office in Gurgaon for Edzy feels like a small but important step. For a company at an early stage, the space is less about walls and desks and more about creating an environment where work can happen consistently. Location matters for accessibility and daily commute, but equally important is the sense of belonging that comes with a shared workplace. After months of remote calls and scattered interactions, having a physical base provides both structure and accountability. The decision is as much about signaling seriousness to ourselves as it is about preparing for growth.
Hiring continues to be a slow and deliberate process. It often feels tempting to speed things up, but early hires shape the culture for years to come. Skills on paper are easy to check, but the real fit shows in how a person approaches problems, collaborates under pressure, and communicates with the team. Conversations with candidates take time, and references sometimes add clarity that resumes do not. In an early stage company, each person joining is not just filling a role but building a foundation. Misalignment at this stage can cost far more than delayed progress.
The office itself helps in this effort because face-to-face interactions make cultural fit visible faster. A person’s working style, their response to ambiguity, and how they handle feedback become clearer when observed over shared workdays. For Edzy, this is crucial because the problems we are solving do not have ready-made solutions. Everyone needs to be comfortable with uncertainty while still keeping execution steady. The office is where ideas get tested in real time, and where the team learns to handle both successes and setbacks. It is the testing ground for resilience and patience.
Building a team in Gurgaon also connects us with a wider talent pool. The city offers a mix of young professionals and experienced people who have worked in larger organizations. For a startup, striking the right balance between fresh energy and seasoned judgment matters. Some roles demand quick learning and adaptability, while others benefit from prior exposure to scale and structure. The hiring decisions need to reflect this mix without tilting too far in either direction. The goal is to find people who understand that they are not just employees but partners in creating something new.
As the office takes shape and the team slowly builds, the reality of early stage growth becomes more visible. Progress feels uneven, with stretches of waiting followed by sudden leaps. Setting up a workplace is simple compared to setting up the right team. Tools, furniture, and internet connections can be arranged in days, but trust and culture take months to establish. The process demands patience, careful judgment, and the willingness to accept that not every decision will be perfect. Yet, it is in these choices that the long-term direction of Edzy is being set, one hire and one conversation at a time.