Talent Acquisition & HR Operations · 8 Years
I find and close the people who are not looking. My work starts before a job goes live, with market intelligence, competitor mapping, and a search strategy built before a single outreach goes out.
And yes — I built this page myself, with code and a little AI. Because if I am hiring builders, I should know what building feels like.
What Makes Me DifferentMost recruiters in this field think and work the same way. Here is exactly where I differ, and why it produces better hires.
of all Talent Acquisition & HR roles are held by women. It is one of the most female-dominated fields in the professional world.
Source: Google AI Overview · Industry Surveys & Demographic Studies
I do not open a role and throw it at every database I have. Before any search begins I understand the business context, why the role exists, what failure looks like, and what this person needs to walk into on Day 1. Every search is built custom. Same role title at two different companies will produce two completely different strategies from me.
Research Before OutreachI do not post a job and wait. Passive talent, the people who are performing well and not looking, is where the best hires come from. My default is direct headhunting. I map target organizations, identify profiles, build personalized outreach, and go to the candidate. The best people in any industry rarely apply to anything.
Direct HeadhuntingNot every open role is equal, and I know the difference. A Pillar role shapes the direction of a team, a product, or a company. A Filler role keeps the engine running. I treat them differently. Pillar roles get deeper market mapping, longer campaigns, and more rigorous stakeholder alignment upfront. Getting a Pillar hire wrong costs far more than a delayed timeline.
Strategic PrioritizationI use Claude and ChatGPT as intelligence tools, not shortcuts. Precision boolean strings in minutes. Competitor talent maps. Compensation benchmarked with market data before the offer goes out. Outreach messages that reference a candidate's actual work. Most recruiters are still copying the same InMail from 2018. I am not.
AI-Augmented RecruitingRecruiting is only half the job. I handle the operations layer too, offer documentation, onboarding coordination, HRMS management, and the systems that keep a talent function running cleanly. Most recruiters hand off at offer stage. I stay through Day 1 and beyond.
HR OpsI have worked hiring mandates across APAC, the UK, and the US. Different talent pools, different compensation benchmarks, different candidate expectations, I know how to navigate them. The quality of hire does not change based on geography.
APAC · UK · USEvery role built the same muscle, finding the right person before anyone else does.
I own the full recruitment lifecycle, from the day a role opens to the day someone walks through the door, and beyond. This covers both technical and design hiring across functions. Beyond hiring, I manage offer documentation, onboarding coordination, and HRMS records. I also track quality of hire, gathering structured feedback from hiring managers 30 to 45 days post-joining to ensure the person placed is the right person. Weekly pipeline reports with funnel data go directly to the Co-Founder and COO. Every search is run with AI-powered boolean strings, direct headhunting, and a sourcing strategy built custom for the role.
Ran senior and executive searches at a top-tier global search firm across technical and functional domains, covering Engineering Directors, Senior Software Developers, Product Management leaders, and UX professionals. Managed multiple concurrent mandates with tight delivery SLAs for international clients. Built and maintained candidate pipelines from scratch using direct sourcing, boolean search, and referral networks. Recognized as Recruiter of the Month twice for consistently exceeding placement targets.
Handled end-to-end sourcing and placement for technical specialist roles, web application developers, mobile developers, and technology leads. Used boolean search and LinkedIn Recruiter to target passive candidates who were not actively looking. Managed the full candidate journey from first outreach to offer acceptance. Awarded Star Recruiter for exceptional performance across high-complexity engagements.
Delivered executive search strategies across diverse technical domains for multi-client engagements. Built live talent pipelines to address leadership and specialist gaps proactively across business units. Managed stakeholder relationships across hiring managers and client accounts simultaneously.
Managed senior and technical mandates at one of the world's largest global staffing organizations. Built relationships with hiring managers across multiple client accounts, ran structured interview processes, and delivered consistently within SLA. Awarded Certificate of Excellence for outstanding delivery and client satisfaction.
Where it all started. Specialized in IT and healthcare recruitment, managing complex job requisitions with a strong focus on candidate engagement and fit. Built an extensive professional network from scratch to source passive talent and access top industry professionals. This is where I learned that recruiting is fundamentally about people, not pipelines.
This is the process behind every search I run, regardless of seniority or function.
I understand where the talent sits before I make a single outreach. Target organizations, tenure signals, career trajectory patterns, all mapped before the search goes live.
I use Claude and ChatGPT to build precision boolean strings for each role. LinkedIn Recruiter, Naukri, Behance, Dribbble, ArtStation, GitHub, the right platform for the right profile.
Outreach that references the candidate's actual work. Not a template. Not a mass InMail blast. Targeted messages that get responses from people who delete everything else.
Every candidate who progresses gets a capability and values assessment aligned to the role. Hiring managers get a briefing document, not just a CV.
I pre-close candidates before the formal offer goes out, understand counter-offer risk, and manage compensation conversations proactively. Offers do not fall over.
Weekly status reports with role-wise funnel data, stage breakdowns and forecast to close. Hiring managers always know exactly where every search stands.
Open to roles, retained search, and quiet conversations. I reply within one business day, every day, even on weekends.