Technical HR / Tech Recruiter

@madhurim90

I bring 10+ years of experience in technical recruitment and HR operations, supporting startups and growing organizations in hiring for roles such as Developers, AI/ML Engineers, Product, and DevOps. I can manage end-to-end recruitment—from sourcing and screening to interview coordination, offer rollout, and onboarding—while ensuring a smooth candidate and stakeholder experience. I am well-versed with LinkedIn, Naukri, and other sourcing platforms, and comfortable working in fast-paced, high-growth environments. Along with hiring, I can also support HR functions including employee engagement, documentation, and basic HR operations, ensuring structured and scalable processes. I work independently with strong ownership and focus on delivering quality hires within timelines. Looking forward to discussing how I can contribute to your hiring goals.

@alitariq09061991

II have read the project's details and willing to serve you as a Virtual Assistant. I am an experienced Freelancer and have provided my services to lots of my satisfied clients. The tasks I performed while working as a Virtual Assistant included web research, data entry, data conversion, transcription, copy typing, customer service, online stores management, etc. You can check my portfolio for the similar projects I have done as well. Feel free to contact to discuss further on the project.

@peculiarduke123

Since you are looking for someone who can handle end-to-end recruitment for technical roles while supporting core HR functions. Technical hiring in a startup isn't a search; it’s a hunt. You don't need a list of names; you need a curated pipeline of developers and AI engineers who don't just code, but build products. I focus on the "Founder-Fit"—identifying candidates who possess the technical depth for your AI/ML stack and the grit required for a fast-paced environment. In my last engagement with a scaling tech firm, they needed someone who to increase their "Time-to-Hire" by 30% while maintaining a 95% retention rate. I didn't do this by spamming LinkedIn; but by leveraging a pre-vetted network of DevOps and Product talent and running rigorous initial screenings that eliminated 80% of people that do not meet the required standard before it ever reached the technical team’s calendar. Here is a proven strategic execution: Sourcing: Multi-channel LinkedIn Recruiter + Private Networks. Vetting: Behavioral and logic-based screening tailored to your specific tech stack. Ops: Seamless onboarding and documentation to ensure day-one readiness. How many technical roles are currently sitting open, and which one is the biggest bottleneck to your product roadmap right now? Are you finding that candidates are dropping out during the technical rounds or at the offer stage? send me a message so we can talk and get started.