I find & close the people who are not looking. The work starts before a job goes live: market intelligence, competitor mapping & a search strategy built before a single outreach goes out.
Built this page myself, with code & a little AI. Every recruiter says they understand tech talent. I built my proof.
Let us talk hiring("closer" OR "operator") NOT "post & pray"
Most recruiters think & work the same way. The notes below are where this file departs from the stack.
The market updates every single day. New tools, new roles, new expectations. Staying updated is not optional. It is the job.
I do not open a role & throw it at every database. Before any search begins: business context, why the role exists, what failure looks like, what this person walks into on Day 1. The same role title at two companies gets two completely different strategies from me.
My default mode is direct headhunting. I map target organizations, identify profiles, build personalized outreach & go to the candidate. The best people in any industry rarely apply to anything, so I do not wait for them to.
I know the difference. A Pillar role shapes the direction of a team or a company; a Filler role keeps the engine running. Pillar roles get deeper market mapping, longer campaigns & tighter stakeholder alignment upfront. Getting a Pillar hire wrong costs far more than a delayed timeline.
I use Claude & ChatGPT as intelligence tools, not shortcuts. Precision boolean strings in minutes. Competitor talent maps. Compensation benchmarked before the offer goes out. Outreach that references a candidate's actual work, while most recruiters still copy the same InMail from 2018.
Recruiting is only half the job. I run the operations layer too: offer documentation, onboarding coordination, HRMS management, performance cycles & the systems that keep a talent function clean. Most recruiters hand off at offer stage. I stay through Day 1 & beyond.
Hiring mandates across APAC, the UK & the US. Different talent pools, different compensation benchmarks, different candidate expectations. The quality of hire does not change based on geography.
From global staffing to in-house hiring. A consistent record of closing hard roles at quality organizations.
I own the full recruitment lifecycle, from the day a role opens to the day someone walks through the door, & beyond. Technical & design hiring across functions, plus offer documentation, onboarding coordination & HRMS records. I track quality of hire through structured manager feedback 30 to 45 days post-joining. Weekly pipeline reports with funnel data go directly to the Founder & Co-Founder.
Senior & executive searches at a top-tier global search firm for international clients across APAC, UK & US. Multiple concurrent mandates on tight SLAs, pipelines built from scratch through direct sourcing, boolean search & referral networks. Recruiter of the Month, twice.
End-to-end sourcing & placement for technical specialist roles. Targeted passive candidates through boolean search & LinkedIn Recruiter, managing the full journey from first outreach to acceptance. Awarded Star Recruiter for high-complexity engagements.
Executive search strategies across technical domains for multi-client engagements. Built live talent pipelines to address leadership gaps proactively across business units.
Senior & technical mandates at one of the world's largest staffing organizations. Structured interview processes, consistent delivery within SLA. Certificate of Excellence for delivery & client satisfaction.
Where it all started. IT & healthcare recruitment with a strong focus on candidate engagement & fit. Built an extensive network from scratch, & learned that recruiting is fundamentally about people, not pipelines.
Regardless of seniority, function or urgency. No shortcuts, no templates.
Where the talent sits, before a single outreach goes out. Target organizations, tenure signals, career trajectory patterns, all mapped before the search goes live.
Precision boolean strings built with Claude & ChatGPT for each role. LinkedIn Recruiter, Naukri, Behance, Dribbble. The right platform for the right profile.
Messages that reference the candidate's actual work. Not a template blast. The kind of outreach that gets replies from people who delete everything else.
Every candidate who progresses gets a capability & values assessment aligned to the role. Hiring managers receive a briefing document, not just a CV.
Candidates are pre-closed before the formal offer, counter-offer risk understood, compensation handled proactively. Offers do not fall over.
Weekly status reports with role-wise funnel data, stage breakdowns & forecast to close. Leadership always knows exactly where every search stands.
Most recruiters disappear after the offer letter. This job continues into the systems, records & rhythms that make a new hire succeed & a company run clean.
Documentation, team introductions & a structured first week for every joiner. Exit interviews, relieving letters & honest feedback loops for every leaver. Both ends of the lifecycle, handled with the same care.
Clean employee data on Keka, accurate personnel documentation & records that hold up to audit. When leadership asks a question, the answer is one report away, not one week away.
I run review cycles because quality of hire is my metric too. Structured feedback from managers 30 to 45 days post-joining shows whether the person I placed is the person the team needed.
Birthdays, anniversaries, team events & the small rituals that make people stay. Retention is built in the everyday, not in the exit interview.
Open to roles, retained search & quiet conversations. Reply within one business day, every day, even on weekends.