Full-Cycle Recruiting

Sourcing Strategy

    • Request and approve headcount tied to the requisition.

    • Conduct intake session to gather information:

      • Job title, level, main responsibilities

      • Define “ideal” candidate

      • Preferred skills/keywords/experience

      • Mandatory skills/keywords/experience

      • Interview process (# of stages + stakeholders)

      • Compensation Package (base + bonus structure + relocation + stipends)

      • Overview of the team (size, cross-functional partners, 30/60/90 day expectations, current challenges)

    • Review JD and post via ATS or other job boards/sites.

    • Define expectations for both recruiting as well as hiring team.

    • Create Boolean search strings based on intake session details.

    • Conduct live sourcing sessions for the hiring manager and team to review and modify search criteria as needed.

    • Review pipeline of external candidates, internal candidates, and referrals.

    • Host weekly or bi-weekly syncs with the hiring manager or their delegate(s) for updates and alignment.

    • Screen and shortlist active/passive profiles (always share initial batches to calibrate).

    • Complete recruiter phone screens, presenting the company/role/culture.

    • Expedite promising candidates directly to 1:1 or technical rounds.

    • Collect feedback from hiring managers/delegates to further shortlist candidates for final rounds.

    • Host roundtable with the interview panel and hiring manager, gathering feedback, scores, and rankings based on established evaluation criteria.

    • Conduct a 1:1 sync with the hiring manager to confirm the top candidate and a backup option.

    • Connect with rejected candidates, providing constructive feedback (shuffling to other pipelines if suitable).

    • Engage with the top two candidates: initiate the offer negotiation process with the #1 choice and transparently inform the #2 choice of the pending decision.

    • Act as the liaison between the hiring manager, HR, and the candidate during negotiations.

    • Post verbal offer accept, create/extend official offer and notify all relevant partners.

    • Upon offer acceptance, notify HR, immigration, onboarding, and relocation teams.

    • Initiate background checks and other screenings (drug tests, reference checks), if applicable.

    • Stay connected with pending new hires, checking in weekly.

    • Schedule a 1:1 between HM and pending start 2 weeks prior to start-date.

    • On start-date, check-in with the new hire to welcome them and see if they have any Qs/concerns.

  • → Evaluate relevant position titles with similar foundations/skillsets

    → For founding talent, I emphasize cross-functional roles that highlight versatility

    → Identify direct competitors within the same industry and analyze employee profiles, focusing on their specific skillsets as well as tenure

  • → search for "founder" + "co-founder" + "built"

    → look for side hustles, consulting gigs, or even failed ventures (risk-takers + learners)

  • → identify talent from startups, unicorns, or accelerators

    → explore talent from boutique, VC, and PE firms

  • → focused on talent with end-to-end ownership experience (those that have "launched" + "initiated" + "owned" projects)

  • → review summaries and endorsements to identify candidates with leadership experience, a bias for action, adaptability, and excellent communication skills

    → growth mentality and passion for continuous learning/development

  • → non-linear paths and growth, focused on pivots as well as upward career trends