Founder's Story

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I started in US IT recruitment, learning the fundamentals of sourcing, screening, and matching talent to highly specific technical requirements. From there, I moved into building something much bigger: I built an India Technology Center from the ground up, scaling it from 0 to 1,000 employees, working directly with hiring managers in the USA to understand their requirements and translate them into the right hires on the ground.

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That experience taught me recruitment at scale, but my time in the UAE taught me recruitment across complexity. Based in Dubai and Abu Dhabi, I led hiring across Real Estate, Investment Finance, Hospitality, and Healthcare, sourcing and placing talent of different nationalities into a highly competitive, international employment market. Each sector had its own hiring logic, its own definition of a strong candidate, and its own risks if you got it wrong.

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Across both experiences, one lesson kept repeating: being qualified is not always enough. A great candidate can be overlooked because of a poorly structured resume. A talented professional can struggle because their LinkedIn profile doesn't communicate their strengths. Someone can have the right experience but still lose an opportunity because they don't know how to approach the hiring process.

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That realization led me to build Hiree Me.

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As the Founder of Hiree Me, my goal is to make career growth and recruitment more accessible, practical, and human. I work on helping job seekers improve their resumes, build stronger LinkedIn profiles, and position themselves more effectively in the job market.

At the same time, I'm building solutions that help businesses identify and connect with the right talent, faster and with less bias.

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I don't believe hiring should be about matching keywords on a resume to a job description. I believe it should be about understanding the person, understanding the business, and building a genuine connection between the two. That's the same principle whether I was hiring one specialist for a US tech team or scaling an entire technology center to a thousand people.

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My approach to HR is people-focused. Interviews should feel like conversations, not interrogations. Recruiters should look beyond a perfect resume. Candidates should be encouraged to show their potential rather than eliminated for not matching every line of a job description.

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Today, I'm building on this experience with a bigger vision: a platform and brand that sits at the intersection of people, careers, hiring, and business growth, helping professionals navigate their careers with more clarity, while helping companies build stronger teams.

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I'm still learning, experimenting, and building every day. That's one of the most exciting parts of the journey.