Recruitment that scales.

• Led engineering hiring end to end, growing the team from 0 to 35, and architected the Talent Acquisition OS from the ground up with AI as the operating layer for candidate comms, workflow orchestration, and documentation.
• Built MCP servers, including one for the GEM API (search candidates, add notes, fetch jobs, move stages), that put the full recruiting toolchain behind a single LLM interface, readable and writable by AI.
• Custom-built the technical screening pipelines on Claude, plus LLM-based application analytics that rank the inbound pipeline for prioritisation. AI drafts, coordinates, and ranks. Humans decide.
• Built Scout, a working prototype of an AI first-round interviewer that runs structured screening conversations and hands the recruiter a scored summary.
• Turned the hiring documentation into an AI-queryable knowledge base and put a sourcing agent on top of the multi-channel engine: outbound sourcing, inbound funnel design, employer-brand content, and direct event recruiting.
• Redesigned the interview process with the CTO and engineering managers to counter AI-assisted candidate misrepresentation, including custom tooling. This changed how the organisation evaluates candidates, not just how fast.
• Designed the end-to-end hiring system: structured interview library, two-phase evaluation process, custom-coded reporting with auditable definitions, and headcount planning with leadership.
• Embedded hiring culture across engineering, growth, and product: role-specific interview frameworks, aligned hiring signal, and calibration held at speed.

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• Partnered with international tech companies on TA strategy, ATS and CRM architecture, employer branding, recruiter coaching, and fractional recruiting. Clients included Anybotics, Archlet, Gravis Robotics, Wingtra, and the DFINITY Foundation.
• ATS and CRM system architecture consulting; EVP creation and employer-branding support.
• Candidate coaching: CV design, positioning, and application strategy.

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• Owned R&D engineering hiring end to end in one of the most competitive and specialised talent markets in tech; contributed to 100 hires in 2022 across Zürich and San Francisco.
• Hired across the full spectrum of a Web3 organisation: R&D engineering, research, operations, and leadership, from C-suite to contractors and interns.
• Built and managed targeted outreach campaigns to source specialised blockchain and Web3 engineering talent in a globally competitive, niche candidate market.
• Partnered with hiring managers to design role-specific interview frameworks and calibration sessions across R&D and technical functions.
• Configured and administered Greenhouse; built and managed pipeline workflows and candidate-engagement sequences in GEM.
• Developed and implemented diversity and inclusion hiring strategies.
• Fostered relationships with universities and research institutions for the R&D talent pipeline.

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• Grew Zürich engineering from 30 to 75 as the sole horizontal tech recruiter, hiring across engineering, data, SRE and DevOps, product, and design.
• Hired across the full tech organisation: engineering managers; backend, frontend, full-stack, Android, and iOS engineers; data engineers, analysts, and scientists; SRE, DevOps, and security; product managers; and designers.
• Owned end-to-end recruitment from sourcing to offer close; partnered with hiring managers to build effective sourcing, assessment, and closing solutions.
• Built the hiring infrastructure from the ground up: calendar automation, interview library, email-template system, reporting dashboard, and a full process redesign.
• Provided hiring metrics and forecasts directly to the CTO and CPO.
• As interim lead, led the only active hiring team of four through the pandemic, aligned processes, and onboarded recruiters, sourcers, and coordinators.

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Interim People & Places Team Lead

• Led a team of seven (office managers, HR generalists, recruiters) covering all people functions for a 250-person organisation; reported to the CFO and co-developed employee headcount financials.
• Led the time-reporting implementation project and supported monthly payroll adjustments.
• Managed onboarding and offboarding, wrote reference letters, and coordinated performance reviews.

Senior Recruiter

• Grew the organisation from 140 to 250 in one year; led two recruiters across Zürich, New York, Singapore, and Chiasso; eliminated external agency fees, CHF 180k to zero, within twelve months.
• Rebuilt the ATS from scratch, Jazz to Lever with 50,000 candidates; digitised offer and approval processes across all entities.
• Maintained and developed the company-wide staff headcount tracker.
• Redesigned the careers page; trained screeners and managers on in-house recruiting best practices.
• Hired and coached a junior recruiter in the New York office.

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• Managed YouTube headcount; hired software engineers and technical program managers across Zürich, Munich, and Sunnyvale; supported Chrome V8 and Google Maps recruiting.
• Led the full lifecycle: sourcing, screening, reference checks, offer negotiation, and close.
• Applied classic sourcing craft: university graduation pages, competition monitoring, GitHub-embedded emails, and scholar sites.
• Collaborated with global recruiting teams and programs to share best practices.

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• Led full-lifecycle IT contractor recruitment across banking, insurance, pharma, telecom, government, and startup sectors in Switzerland and Europe.
• Sourced, closed, and managed negotiations under Swiss labour law; built long-term relationships with clients and candidates.
• Managed online client distribution portals: Fieldglass, Beeline, Newtron, and PBroker.
• Advised candidates on relocation to Switzerland.

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