Technical & Product
Engineering, software, AI/GenAI, product, R&D/GCC and senior technical leadership.
GLOBAL TALENT ACQUISITION • 9+ YEARS
Hiring is a business problem before it is a recruiting problem.
I help organizations build the teams behind growth — across technical, product, business and leadership hiring in India, APAC, EMEA, LATAM and the US.
Approximately 60% technical / 40% business & non-technical hiring — with a focus on senior stakeholders, complex searches and strong candidate experience.
Global scope
India • APAC • EMEA • LATAM • US
India • APAC • EMEA • LATAM • US
9+years in Talent Acquisition
470+documented hires across roles
60 / 40technical / business & non-technical hiring mix
15+markets supported globally
30+complex multi-region technical hires at Bloomberg
METRIC NOTE
Career metrics use documented role-level figures. The 470+ figure is a conservative derived total from explicit hire counts across roles and excludes quarterly offer volume; company-specific metrics remain inside their case studies.
ABOUT
A recruiter who can move between the search, the market and the business.
My career has been built across technical recruiting, business hiring and global talent acquisition — from engineering and product teams to finance, customer success, people/HR, project management and operations.
I enjoy the part of recruiting where the role is not fully solved yet: understanding what the business actually needs, testing that against the market, building the right talent strategy and helping hiring teams make better decisions.
At ABC Fitness, I was one of the founding recruiters supporting a major expansion, leading recruitment processes and operations with a small team while delivering hiring across multiple regions.
Hiring mix: approximately 60% technical and 40% business/non-technical across my broader recruiting experience.
Business Hiring
Customer success, project/program management, finance, accounting, people/HR and operations.
Talent Intelligence
Market mapping, passive sourcing, talent research and region-specific hiring strategy.
Hiring Partnership
Stakeholder alignment, interviewer calibration, candidate experience and offer management.
Global Delivery
Multi-market recruiting across India, APAC, EMEA, LATAM and the US.
AI-Enabled Recruiting
AI-assisted talent research, sourcing and candidate intelligence with human validation and recruiter judgment.
SELECTED CASE STUDIES
Evidence over adjectives.
Five examples of different recruiting problems: scale, build, transition, volume and funnel efficiency.
Helping scale a global R&D / GCC organization
One of the founding recruiters supporting a one-year expansion in which 150+ employees joined. Led recruitment processes and operations with one Senior and one Junior Recruiter.
150+employees joined52offers92.3%offer acceptance
Read case study →
Building India engineering recruiting from scratch
Established the India engineering recruitment function and hired across backend, frontend, C++ and trading-application roles.
48engineers30day TTH cited
Read case study →
Multi-region technical hiring through acquisition
Supported EMEA/APAC technical recruiting across six markets and helped maintain continuity through the Broadway-to-Bloomberg transition.
30+complex hires100%acceptance cited
Read case study →
Campus, lateral and engineering hiring
Delivered national campus and lateral recruiting across entry-level, intern and senior engineering populations.
45entry-level12interns8senior
Read case study →
Recruiting scale, speed and funnel efficiency
Managed high-volume full-cycle hiring while improving sourcing mix, turnaround and candidate engagement.
48offers / quarter12–30day TAT
Read case study →
CASE 01
Scaling a global R&D / GCC organization
ABC Fitness · Lead Talent PartnerChallenge
Support rapid organizational growth while hiring complex engineering, product, leadership and business talent across multiple geographies and levels.
My role
One of the founding recruiters supporting the expansion. Led recruitment processes and operations with one Senior and one Junior Recruiter, partnering with leadership and hiring managers across global markets.
What I owned
Full-cycle recruitment, sourcing strategy, talent research and market mapping, stakeholder partnership, interviewer calibration, candidate engagement, offer management and recruiting operations.
Scale
India, LATAM, EMEA, APAC and US hiring across technical, product, leadership and selected business roles.
OUTCOME150+ employees joined in one year.
Within that expansion period, I made 52 offers and 48 candidates joined. My reported offer acceptance rate for the cohort was 92.3%.
CASE 02
Building India engineering recruiting from scratch
Broadway Technology · Senior RecruiterChallenge
Establish an India engineering recruitment capability for a technology organization while aligning stakeholders across the US, UK and Australia.
Approach
Owned full-cycle technical recruiting, passive sourcing, candidate engagement and stakeholder alignment across backend, frontend, C++ and trading-application hiring.
Market problem-solving
Used sourcing strategy and market feasibility discussions to translate niche technical requirements into realistic talent pipelines.
Transition
The work became part of the broader transition into Bloomberg following the acquisition, creating continuity between the India recruiting capability and the new organization.
OUTCOME48 engineers hired, with time-to-hire shortened to about 30 days.
Roles included backend, frontend, C++ and trading applications.
CASE 03
Multi-region technical hiring through acquisition
Bloomberg · Engineering Recruiter, EMEA & APACChallenge
Maintain recruiting continuity while supporting technical hiring across EMEA/APAC markets during the transition from Broadway Technology to Bloomberg.
Approach
Supported recruiting across six markets, built market-mapping insight around compensation, competition and skill demand, and maintained candidate engagement through organizational change.
Role breadth
Engineering and technical roles included Data Analysts, Software Development Engineers, UI Developers, Product Solution Engineers, UI/UX Designers, Technical Writers and Data Engineers.
Stakeholder partnership
Worked across regions to align requirements, market feasibility and candidate pipelines while preserving a consistent hiring experience.
OUTCOME30+ complex multi-region technical hires.
The available record cites 100% offer acceptance for these hires.
CASE 04
Campus, lateral and engineering hiring
Google India · Technical RecruiterChallenge
Deliver national campus and lateral engineering recruiting while balancing scale, candidate quality and hiring-team consistency.
Approach
Ran campus and lateral programs, One-Day-Offer initiatives and virtual off-campus drives, while supporting diversity pipelines and interviewer calibration.
Hiring mix
Entry-level engineers, interns and senior engineering talent across India.
Candidate experience
Combined structured communication, candidate preparation and interviewer alignment to keep high-volume hiring disciplined and human.
OUTCOME45 entry-level engineers + 12 interns + 8 senior engineers.
The available record cites 95–100% offer acceptance across this hiring work.
CASE 05
Recruiting scale, speed and funnel efficiency
OpenText · Talent Acquisition AdvisorChallenge
Run high-volume full-cycle hiring while balancing speed, candidate experience, sourcing mix and acceptance.
Approach
Partnered with hiring managers on job descriptions, sourcing plans and interview rubrics, while using passive sourcing and structured candidate engagement.
Operating rhythm
Managed technical and business recruitment with a focus on predictable turnaround and stronger candidate communication.
Additional impact
The available record cites diversity-focused sourcing, employer-brand support and a 35% increase in referral hiring.
OUTCOME48 offers per quarter cited, with 84% acceptance.
Average turnaround was cited at 12 days for generic roles and 30 days for niche roles.
HOW I WORK
A practical recruiting system — not just a requisition queue.
I try to make the hiring problem clear before trying to solve it.
01
Understand
Clarify the business problem, role outcomes, level, constraints and decision process.
02
Map
Understand the market, target companies, locations, profiles and realistic talent supply.
03
Build
Create sourcing lanes, talent pools, messaging and a focused search strategy.
04
Assess
Partner on calibrated evaluation, structured interviews and candidate experience.
05
Close
Manage communication, expectations, offer strategy and closing risks.
06
Learn
Review funnel signals, stakeholder feedback and market response to improve the next search.
EXPERIENCE
A career across technology, scale and global markets.
From high-volume recruiting to complex engineering and leadership searches, each role added a different operating layer.
Nov 2024 — Sep 2026
ABC Fitness
Lead Talent Partner · Global technical, product, leadership and business hiring · founding recruiter during major expansion
Oct 2022 — Oct 2024
Bloomberg
Engineering Recruiter, EMEA & APAC · Multi-market technical recruiting and acquisition transition
Oct 2022 — Oct 2023
Broadway Technology
Senior Recruiter · Built India engineering recruitment capability
Sep 2021 — Aug 2022
Google India
Technical Recruiter · Campus, lateral and engineering hiring
Dec 2019 — Jul 2021
OpenText
Talent Acquisition Advisor · Full-cycle technical and business hiring
Jun 2017 — Nov 2019
ObjectWin Technology
Technical Recruiter · High-volume technical and business recruitment
BEYOND THE REQUISITION
The work happens with people.
Selected moments that show the relationships, community and experiences around the hiring work — without turning the portfolio into a social feed.
PROOF
What backs the story.
Trusted to operate independently
Recent private feedback from senior stakeholders highlighted detailed work, adaptability, openness, communication and ease of partnership.
Private feedback is summarized rather than publishing names, email addresses or internal screenshots.Recruiting expertise people can describe
LinkedIn recommendations support technical recruiting knowledge, stakeholder management, collaboration, relationship building and end-to-end recruitment delivery.
Selected recommendations are available on my LinkedIn profile.Continuous recruiting development
Recent learning includes LinkedIn Recruiter AI-Powered Talent Acquisition, Jumpstart Your Success with LinkedIn Recruiter and Naukri Gulf Advanced Recruiter Certification, alongside diversity, GenAI, Workday and HR training.
Using AI without outsourcing the decision
Experience with Enterprise ChatGPT and internal AI tools for talent research, sourcing strategy, candidate intelligence and recruiter productivity — with human validation throughout.
The differentiator is better recruiting judgment, not an “AI recruiter” gimmick.GLOBAL REACH
Comfortable recruiting across markets, not just time zones.
India — Hyderabad, Pune, Bangalore, Gurgaon
APAC — Japan, Singapore, Korea, Australia, Malaysia
EMEA — London, Ireland, Frankfurt, Spain, Poland, Portugal
LATAM & Americas — Brazil, Canada and the US
LET'S CONNECT
Looking for a Talent Acquisition partner who can operate at both strategy and execution level?
I'm open to Senior, Lead and Strategic Talent Acquisition opportunities across India, global remote and international markets.
Connect with Altaaf · Global Talent Acquisition Partner · Hyderabad, India