Recruiting is not my job. It's my obsession.
I'm past the 10-year mark now — everything on this page deliberately covers just the last decade. In that time I've built and run recruiting as a complete function across seed-stage startups, scale-ups, and big tech, including Google. Agency, fractional, and contract engagements have had me recruiting across nearly every industry, for nearly every kind of role: AI engineers, founding engineers, executives, sales leaders, chiefs of staff, and everything between.
The wins along the way have been surreal: I helped fill a cybersecurity role for the White House. I was part of the team that recruited engineers for the project building the first interplanetary spacecraft intended to carry the first humans to Mars. I've placed people at Tesla and across FAANG (or MANGO, or whatever we're calling it this quarter) — and at so many startups I've honestly lost count.
What makes me different is that I don't just fill roles. I build the machine: the ATS (I've stood up Ashby twice from the ground up and designed my own proprietary system), the structured interviews, the job descriptions optimized for conversion, the compensation structures, the metrics, and the operating rhythms — usually within the first two weeks of an engagement.
I'm not a developer — I'm a dangerous recruiter with tech. I design and build agentic AI systems to accelerate sourcing research, automate the repetitive work, and sharpen candidate intelligence. I've also started using AI to augment how I evaluate candidates — and I'll be honest about the timing: I didn't trust models to pick the right person out of a lineup until recently, because they weren't sharp enough. Now they are, especially Claude. Final judgment and the relationships? Those stay mine. And I'll say it plainly: I've probably barely scratched the surface, because when this isn't your full-time job, there aren't enough hours in the day to keep up with what ships every 12 hours. Yes, it's moving that fast.
That obsession extends to every experience I touch: the best candidate experience, the best hiring-manager experience, and an incredible experience for the recruiting team itself. The only thing that scores points with me is results — hires that make a real impact and move the business forward.
