Both sides of the hiring table

I've been in tech Recruitment since 2014 — seven years agency-side, then in-house from late 2021, at companies like Insight, Credera and OwnBackup. During that time, I've placed everyone from junior Software Engineers to CTOs, across Seed-stage to Series C Startups and global names like Goldman Sachs, Microsoft and HSBC, and closed 94% of the offers I've made. Most people offering Fractional hiring come purely from an internal background; I've worked both sides, and I've stayed close enough to the technical side (I've held AWS and Databricks certifications) to understand the roles I hire for, not just the job spec.

Your Remote Tech Recruiter came out of something that never sat right with me. Agency-side, I'd watch early-stage Founders pay enormous fees for their first hires; then I'd see ten-person Startups put a full-time Recruiter on the payroll for a couple of roles, with little for that person to do once they were filled. Neither made sense. Fractional did (flexible, cost-effective, properly hands-on), so I built around it (I'm not claiming I invented it!).... and the thing most Startups get wrong? They treat hiring as a race to find someone fast, ideally from Google or Meta. It isn't. Good hiring starts long before that, with a clear process and everyone aligned on what they're actually looking for. Get that wrong, and the CV pile is the least of your worries.

When I'm not hiring, I'm either at the gym, hanging out with family/friends or building Lego. I also love sport (Chelsea FC and the LA Lakers to be exact), and spend far too much time talking about my cat (a Russian Blue called Luna), who's a permanent fixture on my video calls. I won't pretend to be something I'm not, and I won't hand you a solution before I understand your problem — to me, that's the whole job. If that sounds like your kind of Recruiter, let's talk.