Most startup journeys are told in hindsight, GreyLabs AI’s told in the middle of figuring things out.
In this episode of the
#ZeroToInfinity podcast, the founding team of GreyLabs AI reflect on what building actually looked like in year one: navigating a cofounder exit, cash running out, COVID hitting collections, and a work culture being built reactively.
This conversation with co-founder Aman Goel is about what startup life feels like before structure, where ESOPs are misunderstood, leave policies don’t exist, and the only way to build trust with enterprise clients is to keep showing up.
What started as a speech analytics platform for BFSI quickly turned into something more: a layer that could coach agents, surface cross-sell opportunities, and turn raw call data into revenue. But the real build wasn’t technical, it was emotional.
GreyLabs was built without funding, a co-founder or a roadmap. Just presence, product sense, and a willingness to stay in the room longer than expected.
Inside the team, hiring moved fast and policy came later. Hiring was led by instinct, and culture was shaped by how the team responded to mistakes, not how they talked about values. Who gets ESOPs? When do you make a leave policy? How do you scale trust without layers of management?
When COVID hit: collections slowed down and revenue dried up, but even without clarity on survival, the team promised zero layoffs, and that appraisals happen.
Because sometimes, the strongest signal a startup can send isn’t product, it’s how it shows up for its people.
Why sustainable startups start with sustainable founders, only on the
#ZeroToInfinity podcast.