Sahil Gupta

Most companies don't have a hiring problem. They have a filtering problem — too many resumes, too few people who can actually spot real engineering talent. I've watched teams lose weeks to mis-hires because recruiters couldn't tell a strong candidate from a well-rehearsed one. Open reqs pile up, good engineers slip through because nobody on the hiring side speaks their language, and "time-to-fill" quietly becomes "time-we-gave-up-and-settled." That's the gap I close. As HR Lead at Rizeworld, I bring a QA engineer's eye to recruitment — I don't just match keywords on a resume, I know what "good" actually looks like in code, systems, and problem-solving. I use technical sourcing, Boolean search, and ATS data to build pipelines that don't just fill seats — they fill them with people who stick. Beyond hiring, I run the full employee lifecycle: HR operations, policy, payroll systems, and culture-building — because retention starts the day someone's hired, not the day they quit. What I bring to the table: → Technical sourcing & IT recruitment for hard-to-fill engineering roles → ATS-driven pipelines that cut noise and speed up quality hiring → An ex-QA lens that separates real skill from a polished resume → End-to-end HR ops — from offer letter to employee experience If you're building a tech team and tired of recruiters who don't actually understand what "senior engineer" means — let's talk. 📩 DM me or drop a connection request — always open to a conversation about hiring, talent, or how to build teams that last.