Headline

Technical Recruiter — SDE, Data & AI Hiring | Full-Cycle Recruiting & Sourcing | 100+ offers closed at 89% accept rate.

About

Technical recruiter. 100+ engineering offers closed at an 89% accept rate. I hire SDE I and SDE II across backend, frontend, QA, data engineering, automation and prompt engineering for YC- and VC-backed startups — offers from ₹10L at the junior end to a highest close of ₹50L+. Junior roles fill in around 12 days from a trained talent pool; senior and niche briefs run 45 days on direct sourcing through LinkedIn Recruiter, Indeed and headhunting. I also run the full cycle on non-tech roles — sales, HR, analyst, operations and training — including hiring HR and talent people themselves. What I'm actually good at: taking intake from a hiring manager, agreeing the technical bar with them, and defending rejections with reasons they accept. Plus the unglamorous half — dashboards, stage-wise conversion review, and using drop-off data to fix the funnel rather than guess at it. Currently at Crio.Do, where I lead a team of four and report hiring metrics to the founder. Open to technical recruiting and TA roles in Bengaluru.

Location

Bengaluru

AI stack

claude code

claude

codex

openai

claudecode

Glean

Work experience

Recruitment & Operations Associate at Crio.Do, Jun 2025 - Present · 1 yr 5 mos, Bangalore Urban, Karnataka, India, • Full-cycle hiring for SDE I and SDE II across backend, frontend, QA, data engineering, automation and prompt engineering — offers from ₹10L at the junior end through ₹15L+ mid-band to a highest close of ₹50L+. • 100+ offers closed at an 89% accept rate, across 30+ live roles at YC- and VC-backed startups. • Fill junior roles in 12 days on average from the trained internal pool; 45 days on senior and niche briefs, where sourcing runs through LinkedIn Recruiter, Indeed and direct headhunting. • Take intake from the hiring manager, agree the technical bar with them, and screen on substance rather than keyword match — rejections come with reasons they accept. • Own the hiring dashboard and the stage-wise conversion review, and use drop-off data to reset screening criteria and scheduling turnaround. • Coach candidates on profile and interview readiness before submission — the main lever behind the accept rate. • Lead 4 team members on allocation and output quality, and report hiring metrics directly to the Founder. • Run the same full cycle on non-tech roles — sales, HR, analyst, operations and training — including hiring HR and talent people myself, so I have recruited for this function as well as worked in it.

Founder's Office at Hamper Cop, May 2023 - Nov 2024 · 1 yr 7 mos, Bengaluru, Karnataka, India, • Ran hiring for 20+ roles across operations, sales and delivery, from requirement definition to joining. • Built onboarding from scratch — offer through day 30 — and ran candidate engagement across the notice period to protect joins. • Wrote the SOPs and hiring workflows the team still runs on, and set up vendor onboarding and contract processes. • Ran 1:1s with employees to surface concerns, and led engagement and wellbeing programs.

Talent Acquisition Intern at Biosash, Sep 2022 - Feb 2023 · 6 mos, Jabalpur, Madhya Pradesh, India, • Sourced and screened for business and sales roles; partnered with hiring managers on requirements and offer support.

Education

Bachelor's degree, Mathematics and Computer Science, St. aloysius College, Jabalpur

Master of Science - MS, Computer Science, St. aloysius College, Jabalpur