I’ve spent 15+ years in tech recruitment, helping companies find people who are not just qualified on paper, but genuinely right for the role, the team, and the business. What sets me apart is the way I approach hiring. I don’t see it as a race to send profiles. I look deeper — at team dynamics, business goals, market realities, and the difference between a role that sounds clear and one that is actually ready to hire against. I work across technical and business-critical hiring, from engineering and data to product, design, infrastructure, support, and leadership roles. I’ve supported startups building teams from scratch, companies scaling key functions, and businesses solving hard hiring problems in competitive markets. For me, recruitment is not just about filling positions. It’s about helping companies make better hiring decisions — with clearer role definitions, stronger search strategy, and more confidence in who they bring into the team. My style is thoughtful, practical, and highly involved. I build real partnerships with the people I work with, and I care about making the process not only effective, but meaningful and well-structured from start to finish.
End-to-end hiring support for companies that need not just candidates, but a well-run process and stronger hiring decisions.
Recruitment support integrated into your team for ongoing hiring needs, shifting priorities, and growing teams.
Helping companies define what they actually need before the search begins.
A clearer view of the market before or alongside a search.
Structured interview and evaluation support for better hiring decisions.
Helping you present the role and opportunity in a way that attracts the right people.
Scaling technical hiring in a fast-growing European fintech
Fast growth across Europe created pressure on hiring across technical and product teams, while process quality also needed to improve
Scale hiring across key functions while increasing speed, improving evaluation quality, and bringing more structure to the process
Combined hands-on hiring with process improvement, rebuilt technical interview scorecards, improved alignment with hiring managers, and led market mapping across multiple countries
Startup hiring with a high bar for commitment, relocation, and cultural fit
Founders needed their first ML engineer to own the function end‑to‑end, while also relocating to London and working office‑based at startup pace. Previous attempts had already led to failed offers and roadmap delays, showing that this combination of requirements is rare on the market
Turn this brief into a structured market search: define a clear profile for an end-to-end ML lead in London, then build a deliberately wide, curated funnel — around 230+ candidates from target companies with strong ML practices and top universities — and use it to arrive at one hire who genuinely fits the full mandate
We chose to keep strict criteria and solve it with scale: large, targeted pipeline + early focus on motivation instead of lowering the bar
Executive search for a CTO to lead a major platform upgrade and B2B product expansion.
The company needed a CTO who could both lead the transition from a monolithic architecture to microservices and prepare the platform for a demanding B2B segment with higher security and flexibility requirements. Internally, the role was still defined as a generic "CTO", and the initial budget bracket did not match the level of experience they expected.
Translate a vague "CTO" idea into a precise profile, map the market across target companies, and build a shortlist that showed founders the real trade-offs between budget, seniority and risk for this mandate.