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Senior Talent Partner building scalable hiring systems that improve how teams find, evaluate, and hire talent. Focused on signal over noise, and leveraging data, automation, and AI to create more effective and consistent hiring outcomes.
Process
Focused on demonstrated work over keyword matching. GitHub activity, open source contributions, and technical depth often reveal stronger signals.
Built standardized processes, evaluation frameworks, and interviewer systems that improve consistency and decision-making.
Designed workflows, automations, and recruiting infrastructure that reduced friction and allowed teams to hire more effectively at scale.
Selected Work
A sourcing toolkit and two methodology guides built to show what's possible when recruiters think like engineers.
01 / CLI Toolkit
Four CLI tools that work individually or together as a full sourcing pipeline. Find high-signal repos, pull top contributors, deep-evaluate profiles, and generate a ranked outreach shortlist.
About
I got into recruiting to help companies find great people and help people find meaningful work. That impact still drives me. Over time, I saw the same patterns. Inconsistent processes, missed signals, and hiring decisions that didn't reflect the full picture.
That led me into the operational side of hiring. I design and build systems that help teams hire better, enabling recruiters and hiring managers to find and close the right talent while creating a consistent experience. I think about TA as a system, not a function.
I'm especially interested in how technologies like AI can improve how we evaluate talent and make decisions. Not by replacing people, but by giving teams better signals and more confidence.
Layer 01
ATS architecture, workflow design, hiring process optimization, coordination models, and workforce planning. Built to scale across distributed teams.
Layer 02
Workflow automation via APIs, webhooks, and AI tools including Claude and ChatGPT. Eliminating manual work across sourcing, screening, and coordination.
Layer 03
Pipeline analytics, funnel metrics, conversion rates, reporting dashboards, and data integrity. Turning recruiting data into actionable insights for leadership.
Layer 04
Standardized interview structures, feedback loops, and scheduling systems. 90%+ candidate NPS achieved through consistent, human-centered process design.
Skills
Development
People Tech
Sourcing
Currently learning
Recruiting Tech
Data & Analytics
Contact
If you're experimenting, building, or questioning how hiring should work, I'd love to hear what you're working on.
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