Adriano Herdman

Move

Scale hiring without lowering the bar.

For People & Talent leaders, sharper sourcing, stronger recruiters, and processes that stick.Three services built for speed, quality, and lasting impact

✅ Embedded recruiters backed by playbooks, RecOps, and governance
✅ Sourcing engine with TAM analysis + outbound that cuts through
✅ Consultancy that builds structure, consistency, and TA enablement

Co-Founder

Monese

Talent Advisor via MOVE

LaunchDarkly

SeedLegals

Farewill

RMIT University

English Teacher

NAKAMA

Senior Consultant User Experience

Aquent

recruitment consultant - user experience

Harvey Nash

recruiter - software development vertical - freelance

recruitment consultant - software development

Scale hiring without lowering the bar.

For People & Talent leaders, sharper sourcing, stronger recruiters, and processes that stick.

Three services built for speed, quality, and lasting impact

✅ Embedded recruiters backed by playbooks, RecOps, and governance

✅ Sourcing engine with TAM analysis + outbound that cuts through

✅ Consultancy that builds structure, consistency, and TA enablement 

Move deploys expert in-house talent acquisition squads to fast scaling companies. Our embedded talent service aligns us with your growth targets, giving you control and flexibility. Our talent acquisition specialists absorb your culture and refine your recruitment process. We’ve driven down cost-per-hire by 46% for the likes of Microsoft, Monese, Farewill, Travelex, SeedLegals, Spryker, Collibra, LaunchDarkly, Percent, Framestore

In case you're hiring a recruiter from a startup...

Do not judge them solely by their time-to-fill metrics or number of hires made 

Startup recruiting is more challenging and nuanced than hiring for established companies with strong employer brands 

🧭 Here's what they have likely had to navigate:

1. No employer brand – they could not rely on name recognition to attract candidates

2. Low quality inbound – every hire required proactive sourcing

3. Unclear or ever-changing hiring needs

4. Leadership with unrealistic expectations 

5. Hiring managers often lack hiring experience

6. No structured hiring process – they had to build it themselves

7. Unproven product or business model – they had to convince candidates to take a risk

Only a small percentage of startup recruiters consistently meet hiring targets. (The ones that do are 🔥, don't get me wrong)

If you're hiring a recruiter from a startup, look beyond the surface numbers and evaluate:

- How they adapted to challenges
- How they built or improved hiring processes
- Their ability to sell opportunities to candidates
- Their resilience in highly-ambiguous environments

Anything you'd add?

Talent Solutions for Technology businesses

Resource drop: 2026 Workforce & Capacity Planning Playbook for Talent Acquisition and People Leaders ⚖️

Practical, straightforward, and designed to help teams get from 0→1 or validate the foundations they already have. 

It was shaped with input and feedback from Heads of People and Talent who’ve stress-tested this stuff in the real world.

It includes:
- A clear recruiter capacity dashboard
- Simple skill-gap and capability assessments
- Easy quarterly load templates
- Role planning templates

Why it’s useful:
 - Helps you spot resourcing gaps before they turn into hiring emergencies
 - Gives you a simple, data-led view of what your team can actually deliver

Nothing over-engineered, just tools you can plug in quickly to get a cleaner, more predictable workforce plan.

👉 Want the playbook? 

Comment “Workforce plan” and I’ll share ✌️

We analysed Talent Acquisition capacity data across 70 companies.

The results are clear:

1. No dedicated Sourcing is the #1 bottleneck, the lowest-scoring area by far.
2. Hiring manager engagement consistently drag recruiter productivity.
3. Even strong teams carry 2–3 significant gaps that limit their ability to scale.

On the flip side, companies that excel in process efficiency, time allocation, and role complexity management operate much closer to best practice.

The outer edge of the chart = full maturity (score of 5).

Most teams are sitting somewhere in the middle.

The takeaway?

If you want to unlock recruiter capacity, don’t just throw headcount at the problem.
Fix the systemic gaps: sourcing infrastructure, hiring manager alignment, and specialisation.

That’s where the real leverage is.

RESOURCE DROP: We created over 360 interview questions to form scorecards & question banks for 63 key roles in tech. 

🥖 Updated with 27 new roles for 2026

❓Question creation follows Mike Murphy's principles highlighted in 'Hiring for attitude' 

They’re yours. 

Use them to; 
- ensure a fairer hiring process 
- make better hiring decisions 
- stop shooting from the hip 🤠 

Here’s how you can get access to the notion page; 

↳ Comment 'scorecards' on this post

Being great at filling roles won’t get you the Head of TA job. 

If you’re a TA Lead or Manager aiming up, what matters is proving you can scale recruiters and systems.

Marc Baselga recently wrote a great post about the leap from IC to Director interviews in Product.

The same is true in Talent Acquisition.

Most underestimate how different these interviews are. 

It’s no longer about how strong you are as a recruiter, it’s about whether you can make other recruiters better, and build a function that scales.

Here’s what hiring execs are really testing in Head/Director of TA interviews:

1/ Frameworks, not one-offs
Not hero stories, but repeatable systems like scorecards, intake processes, enablement playbooks.

2/ Real complexity
Expect questions on headcount planning trade-offs, exec pushback in a hiring freeze, or redesigning a team after hypergrowth.

3/ People leadership depth
Who have you promoted? How do you handle underperformance? Can you grow recruiters into business partners?

4/ Cultural leadership
The job isn’t “delivering reqs.” It’s shifting TA from service provider to strategic partner with hiring managers and C-levels.

5/ Strategic communication
How do you build trust at the top table? What’s your operating rhythm for planning, reporting, and risk management?

6/ Vision + systems thinking
Directors don’t just run today’s hiring. They architect tomorrow’s. What’s your vision for TA in 2 years, and what systems will scale it?

The shift is this:
Director-level interviews aren’t about proving you’re the best recruiter.
They’re about proving you can build the best recruiting function.

🥖 New projects fresh in at Move  

We’ve got three new projects kicking off, all starting immediately and running for 3–6 months and we’re looking for Talent Partners

- GTM Talent Partner – London - SaaS / Data Intelligence platform

- Senior Tech Talent Partner – Hybrid London – AdTech scale-up

- Senior Talent Partner (G&A focus) – London – FinTech

We’re looking for experienced recruiters who can plug in fast and own delivery from day one.

If you’re available (or know someone great who is), please share or tag them below,  links to apply are in the comments.

Thanks in advance for any shares or intros 🙏

Old school sourcing 💾 vs Sourcing 2.0 🤖

Old school sourcing = Trial and error, no plan

Sourcing 2.0 = TAM-first, precision results

Most recruiters are still doing this 👇

↳ Hit LinkedIn each morning, fire off 30 messages to those that look like a fit
↳ Check messages each day, hope for replies
↳ No idea of TAM size → recalibration comes late
↳ Reactive: fill one req, move on, no lasting intel
↳ Messaging is guesswork → not tested, so positioning never improves

Do it differently 👇

↳ Start with a Total addressable market (TAM) to size the market
↳ Spot bottlenecks and set expectations with hiring managers upfront
↳ Plan first → then go fast and accurate
↳ Build pipelines while also filling today’s req
↳ Test messaging systematically → refine positioning every week
↳ Capture talent intelligence as a reusable asset

Why it works:
TAM-first sourcing turns guesswork into clarity. Recruiters save hours, hiring managers trust the data, and every search sharpens the next.

Example:
Old Way: 1 week wasted before realising the skillset barely exists.
New Way: 60 minutes to map the TAM → then source with precision.

Old way = reactive.
New way = strategic.

The gap is growing.

👉 What would change if every search started with a TAM?

Recruiters, help you hiring managers become better interviewers!

👉 Interviewing cheat sheet for hiring managers

Share this with your HMs for a light-touch guide before they run interviews.

Poor interviews don’t just miss great people, hey slow down hiring and hurt your brand. 

📄 Here’s a quick checklist to keep things focused, fair, and effective:

- Structure the flow
Balance assessing, pitching, and giving space for candidate questions.

- Set expectations early
Let the candidate know what to expect—structure, timing, and who's in the room.

- Stick to consistent criteria
Use the scorecard. Focus on role-relevant scenarios and behaviours—not gut feel.

- Go beyond the CV
Ask how they’ve solved problems similar to the ones they’ll face here.

- Pitch with intent
Tailor your pitch to what motivates them. The best candidates are assessing you too.

- Test your setup
Check your Zoom / Meet link, screen share, and any tools you’ll use.

♻️ Pass it on if you know an HM that could use a quick refresher

No alternative text description for this image

Talent Acquisition has to own a number.

It doesn’t need to be a revenue target.

It doesn’t need to be cost-per-hire

Don’t worry this isn’t another quality of hire post either, don’t want to upset anyone 😉 

But it does need to tie to something the business actually cares about.

Spitballing, here’s three that might make the most sense that aren’t the usual suspects:

- Speed to productivity:  how quickly new hires reach meaningful output.

- Hiring velocity: the predictability of delivering roles inside agreed windows.

- Manager confidence: a simple 60-day signal showing whether a hire is on track.

These connect hiring to impact: output, product velocity, capacity, and consistency.

And they don’t overlap with ownership of retention, engagement, or long-term performance.

Recruiting is an interesting function.

The impact is big, teams feel it immediately when the right hire lands.

But the access is somewhat limited: you influence the front of the funnel and moments in the process, then hand off to the manager and the business.

Because of that, it’s tempting to position recruiting as purely about “finding great people.” (Which it also is) 

But the reality is that delivery sits at the core of the function, and these metrics help anchor that delivery to what matters commercially.

A strong hire can shift a team’s trajectory, unblock execution, or accelerate output. That’s meaningful impact, even if the work to get there is operational and hands-on.

Thoughts?

For Recruiters. Intake meeting one-pager to cut time-to-alignment by up to 40%.

World-class recruiters don’t wait for HMs to come prepared.

They make it easy. Structure the intake, guide the discussion, and lock in alignment from the start.

This one-pager keeps your intakes sharp, consistent, and outcome-driven.

Inside you’ll find:

✅ Objectives to hit every time
✅ Key phases (pre, in, and post-session)
✅ Outcomes & deliverables to walk away with
✅ Metrics to track so you know it’s working

Built from hundreds of real intake meetings, it’s designed to:

Get hiring managers aligned faster
Avoid “role drift” mid-search
Launch searches with a crystal-clear, agreed profile

📄 Free to use, adapt, and share with your team.

graphical user interface, text, application, email

Most talent teams are winging messaging, and it shows 

Talent acquisition teams are operating with no structured messaging system.
Every recruiter writes outreach in their own voice.

There’s no central narrative, no testing, no iteration.

And in competitive markets (AI, engineering, senior GTM), generic outreach gets instantly ignored.
“This is the role, salary, location,  want a call?”

That isn’t good messaging. It’s a broadcast. And top talent filters it out.

What does work is borrowing frameworks from modern go-to-market teams.

We’ve been applying a few in particular:

1. Jobs-to-Be-Done (JTBD) Candidate Interviews
Speaking directly with people in the role you’re hiring for to understand their drivers, and using their exact language to anchor the message.
Not what the company thinks the role is… 

2. Voice-of-Customer (VoC) Message Mining
Extracting the emotional language, themes, and triggers that show up repeatedly in interviews and weaving them into structured messaging pillars for the role.

3. Centralised Messaging Matrices
Building consistent narratives around pain, progress, motivation, and differentiation, so every recruiter has a framework for high-quality story telling, rather than 10 versions of the job spec.

4. Proven GTM Messaging Frameworks
Using lightweight structures like RVC, Trigger-Based Hooks, and Firmographic Personalisation to shape messages that feel relevant, human and high-signal, instead of role dumps.

5. Continuous Testing & Iteration
Outbound is treated like a product.
Test → measure → refine → roll out.
Not “set it and forget it” job ads and InMails.

The reality:
Most TA messaging sucks because it has no framework.

When you bring GTM discipline into talent attraction, grounded in real candidate language, outreach stops sounding like recruitment automation and starts sounding like it actually understands the person you’re speaking to.

Thoughts ?

Most recruiters are great at reviewing CVs… and terrible at writing their own.

We’ve reviewed thousands of recruiter CVs. I’ll share the biggest mistake we keep seeing and how to fix it👇

Context:
There are two CV tests you have to pass

1 - The scan
Your CV is one of 100–300 (if you’re lucky).

At this stage, the recruiter is only asking: “Is this person roughly aligned to this role?”

They’re skimming for:
- Keywords
- Domain / market
- Seniorit
- Rough hiring profile match

If you pass that, then comes…

2 - The read

Now they actually look at your experience in detail.
But most recruiters never get this far, because their CV fails ‘the scan.’

The pattern is the same:
>Job title
>Company name (that no one recognises)
>A bunch of generic bullets:
e.g. “Improved hiring efficiency by 52%”
>“Implemented ATS changes”
>“Aligned interview questions to company values”

That might be great work.
But with zero context, it’s just noise.

If I don’t know what the company does or what you actually hired… I might move on.

💡3 steps on How to fix it 

- before any fluffy bullets, add a short “context block”.
- Literally right under the job title.

STEP 1
- Set the scene (company + stage)
- Add 1–2 lines or bullets:
- What the company does (in simple language)

‘B2B / B2C / SaaS / Marketplace / etc’

‘Stage + rough headcount while you were there’

STEP 2
– Spell out what you actually hired
Very high-level, but concrete:
(Eng / Product / GTM / G&A etc)
- Typical level (IC / Senior / Lead / Exec)
- Rough number of hires per year / quarter

STEP 3
– Name your stakeholders
Show who trusted you:
“Partnered with: VP Engineering, Head of Product, CFO”

STEP 4
– Then add your impact bullets
Now your “improved time-to-hire” or “rebuilt the ATS” actually means something,
because I can see where you did it and for whom.

👀A quick example

Instead of this❌

‘Senior Talent Partner – XYZ Ltd
Improved hiring efficiency by 52%
Implemented new ATS workflows
Ensured interview questions aligned to company values

Do this ✅ :
Senior Talent Partner – XYZ Ltd
SaaS platform for mid-market retailers | Series B | ~180 people
Roles: Product, Eng, data (IC → Lead) – ~35 hires/year
- Stakeholders: VP Eng, Head of Product, CTO
- Reduced average time-to-hire from 68 → 42 days
- Rebuilt ATS workflows and hiring stages across 3 product squads
- Introduced role scorecards and bank of behavioural questions

Same person. Same work. Completely different signal.

Bottom lome: Recruiters need to optimise their CVs for the scan first.
If you don’t give context at the top of every role, you’re missing out.

People and Talent Leaders: Is your hiring process adjusted to the level of talent you’re targeting?

Because the steps look very different depending on whether you’re hiring for more accessible roles or competing for top-tier talent.

For roles where the talent bar is more accessible (say high-volume, less specialised), the process can be summarised quite simply as “interviews”:

- Screening Call
- Hiring Manager Interview
- Final Interview
- Offer

→ Candidate Accepted

But when you’re competing for scarce or high-bar talent, the process cannot be summarised as just “interviews.” And it shouldn’t be.

For senior, niche, or high-impact roles, the process should look more like:

- Problem Alignment (why the role exists / clarity of success metrics)
- Value Alignment (candidate sees the mission, EVP, team fit)
- Skill Validation (structured assessment of technical/functional skills)
- Stakeholder Alignment (multi-disciplinary panel, cross-team buy-in)
- Decision & Offer Alignment (timing, competing offers, motivators)

These stages track specific agreements and validations that have to be made in the hiring journey.

They usually have clear entry/exit criteria and defined actions.

For Skill Validation, it might look like this:

Entry Criteria
- Candidate has already shown alignment with role scope and career trajectory.
- Candidate is motivated to invest time in assessment.

Actions
- Run structured technical or practical assessment.
- Ensure panel has consistent scoring rubric.
- Calibrate with benchmarks (internal & external).

Exit Criteria
- Panel agrees candidate meets or exceeds the hiring bar.
- Feedback documented in structured format with rationale.

👉 The catch: depth always trades off against speed.

- Go too “deep” and you lose top talent to faster-moving competitors.
- Go too “fast” and you risk poor signal or mis-hires.

The best scale-ups calibrate their process so each stage is both rigorous and lightweight. For example:

- Replacing generic take-home tasks with short, live working sessions.
- Combining multiple stakeholder conversations into a single panel.
- Pre-aligning on what’s “must-have vs nice-to-have” so decisions don’t drag.

⚖️ The art is finding the balance: rigorous enough to protect quality, but lean enough to win talent before someone else does.

Joseph Yeh 🖤💛🤎

Head of Talent

Self Employed

I like helping teams go from 0-1 for all things involving Talent & People for innovation teams & startups.

• Head of Talent & People Consulting Services for Seed, Series A & Series B Startups
• Retained Leadership Recruiting (Managers, Directors, VPs)
• Contract Recruiting (RPO Recruiting)
• Contingency Recruiting
• Recruiting Management (~10 recruiters)
• Project Based Recruiting & Sourcing (3 to 6 Month Engagements)
• Community Development
• Founder Coaching (ie. storytelling, pitch decks)
• Career Coaching Services

• Recruiting Clients w/ Funding Stages & Products: 
- Pre-Seed: GenAI application creator tool, AI native CAD automation
- Seed: NFT marketplace aggregator, ripple based crypto, VR camera, recruitment branding website, influencer platform, IOT, D2C skincare, talent marketplace, mobile camera hardware
- Series A: contextual intelligence forecasting enterprise tool, automobile/fleet payments solution (CarIQ), pop culture art collective (MSCHF)
- Series B: revenue intelligence platform (BoostUp.ai), fintech startup (as Head of People & Talent)
- Series C: enterprise OKR platform, manufacturing optimization AI platform
- Series E: luxury ecommerce marketplace (One Kings Lane)
- Private Equity: knowledge-commerce platform
- Public Company: cognitive computing company (VERSES)
- Recruiting Agency: DotConnect (led a team of 15 recruiters)

• 100s of Hires / Offers: VPs of Engineering, Engineering Managers, Directors, Principal Engineers, Analytics Managers, Sr. Full Stack & Sr. Software Engineers, Product Managers, Sales Leaders, Broker/Dealers, Recruiters, Data & IT Engineers, Marketers, Business Development Professionals

• Tools: LI Recruiter, Lever, Greenhouse, Workboard, Gem, Connectifier, RocketReach, Clubhouse, Loxo, Chatterworks, Notion, Figma, Jira, Whimsical, Tally, Brex, Hubspot, Crunchbase Pro, Ashby, Linear, Github, arXiv, Google Scholar, ResearchGate, ChatGPT, GitRoll

josephyehwork@gmail.com

Startup Advisor and Recruiter

AdsGency AI

Cursor for advertisers 

AdsGency AI, an early stage startup based in San Francisco, is hiring Full Stack Engineers, Account Executives, Sales Specialists, GTM experts, and a UIUX Designer for onsite opportunities.

https://adsgency.ai/careers

We are backed by TikTok, HF0, HatTrick Capital, AppLovin, NVIDIA Inception Program, AWS Startups, Google for Startups, Tencent, Hubspot for Startups, UpHonest Capital, Brightway Future Capital, Streamlined Ventures, XYZ.

Customers include Mobvoi Inc(HKG: 2438), TAL Edu(NYSE: TAL), Halliday AR, Cheetah Mobile(NYSE: CMCM), VastAI, iHealth Labs, Lovart.ai, Xunlei (NASDAQ: XNET), Pika and more!

AdsGency AI is an all-in-one, AI-powered advertising platform that enables businesses to plan, create, launch, manage, and optimize high-performing ad campaigns across multiple channels from a single interface. 

The platform unifies strategic planning, content and creative generation, omnichannel ad execution, precise targeting, personalization, automation, and advanced analytics. By transforming data into actionable insights, AdsGency AI helps companies maximize their advertising ROI, streamline workflows, automate campaign management, and scale growth without the need for scattered tools, agencies, or extensive in-house teams.

• Setting up the foundations of the People and Talent initiatives for a 10+ person startup in SF & Canada
• Managing HR related tasks around payroll, offer letters, company handbook, offboarding, onboarding, new office set up, insurance matters, employee attendance, culture, team meetings, 1:1s, team communication, founder coaching, HR priority task list, etc
• Helped hire a full time Head of Design, bring onboard an AI Agent contracting team, partnered with recruiting partner, trained an strategic operations associate, helped with creating two types of hiring pipelines, set up the recruiting tech stack, and create a priority list for hiring, etc

josephyeh@adsgency.ai

Head of People

Black and Minority-owned talent advisory & recruiting practice helping early-stage startups to enterprise clients hire, scale, and retain top talent.

Mission:
We pride ourselves on integrity, honesty & professionalism. Pay transparency, diversity, inclusion, and belonging are core values woven into the company’s foundation.

Our Story:
We are a small black & POC owned boutique recruitment agency. The story of TRG started with identifying issues with the demand for talent. We understood that many companies need support with understanding talent acquisition. The market is getting even more competitive in attracting, closing & retaining talent. Our solution is understanding candidate personas for our clients. We use our network of relationships & years of experience to bridge the gap of requirements & transferable skills. We focus on high volume multi-channel & multi-stage outreach with exceptional product & business acumen.

We bring 50+ years of recruiting experience in early to late-stage startups, large-scale enterprise B2B & B2C companies, corporate & recruiting agencies. We have a passion for finding signal, filtering noise, efficiency, problem-solving, taking a deep dive into business and technology & watching it transform people, products & revenue.

Direct Placement Hires: Help clients to find talent & hire them directly from start to finish

Lead Generation: Identify, source & screen potential candidates

Leadership / Executive Recruiting: Focused on hiring VPs, Directors, Sr. Managers & Managers 

We specialize in Engineering, Product, Leadership and Executive Hiring based on a monthly engagement flat fee with a 3-month minimum.

“I really enjoyed working with Joseph. He listened to our needs and did an amazing job of sourcing the right talent. He was instrumental in helping us build our candidate pipeline, select the right tools, and is an excellent communicator and very nice to work with.” - Ryan Tabibian, CTO, Car IQ

joseph@rajgroupinc.com

Talent Advisor

The Mice Groups, Inc.

The Mice Groups is a certified minority-owned California corporation founded in 2000. We are a staffing firm custom tailoring our services to our client's individual needs. We recruit in the High-Tech field (software engineers, IT professionals), Finance (accountants, financial analyst), Marketing, Operations (Project Managers, Program Managers, Product Managers, HR, Business analysts, Recruiters), and Management (Managers, Directors, VP, and EVP). 

We offer an initial Pro-Bono staffing consultation to you and your network. We can discuss any topic, from Contract Placement, Payroll, Direct Hire, or Staffing Projects as we partner with our clients all over the United States.

We’ve positioned ourselves as the go-to recruiting partner for companies like Paypal, Wells Fargo, Nokia, Lucid Motors, Kaiser, and Williams Sonoma as well as early stage startups in the AI, blockchain and web3 industries.

Tools: MS Outlook

joseph@micegroups.com

Alpaca

*burnout w/ 16-21 hour days

We are a 100% remote-first & global tech company that modularizes the world’s asset management activities. Our commission-free trading & crypto APIs are available in Python, .NET/C#, Go & Node.

We have 140+ team members in Europe, Asia, Africa, Americas across 20 countries. 

Funding: Series B, $71.8M, Tribe Capital, YC, Social Leverage, Spark Capital, Portage Ventures, Fathom Capital, Abstract Ventures, Elefund, Eldridge, Positive Sum, Horizons Ventures
Tech Stack: Golang, iOS, Java, Python, Node
Talent Tools: YC's Recruiting Tools, AngelList Recruit, Ashby, LinkedIn Recruiter, Chatterworks, TripleByte, Greenhouse
People Tools: BambooHR, Deel, Trinet, Brex, HelloSign, SwagUp, Mintz Global Screening, Lattice, Carta, Carta Total Comp, OptionDriver, Guru, Checkr, Charthop
Tools: Confluence, Jira, Slack

• Managed 3 departments w/ 5 people on the People, Talent, Recruiting & HR teams in the US & EMEA (3 new hires - Sr. Tech Recruiter, RC, Onboarding & Engagement Specialist)

• 28 personal hires for Broker/Dealer, Engineering, Talent, Data, IT, Crypto, Marketing, Cyprus entity w/ 25+ hiring managers across 80+ personal reqs in 2 months

• Implemented 6-7 software systems needed for compensation, candidates, collaboration, OKR performance management plus creating the overall compensation & job leveling process (ie. Greenhouse, Charthop, OptionDriver, Carta Total Comp, Lattice, Guru) & tools (Welcome & Gather)

• Identified ways to increase remote team engagement, productivity, virtual events & moderating companywide Ask-Me-Anything All Hands w/ Mentimeter tool

• Streamlined recruiting processes by guiding 25+ different hiring processes into an agile recruiting process

• Redesigned the global employee onboarding process to help onboarding at scale

• Helped move to a 24/7 global operating model across eng & finance ops (ie. signing up PagerDuty & CoderPad, hiring in India & Philippines)

• Referred by Matt Szaro (internal referral)

Head of People & Talent (VP level)

Sunshine

Sunshine creates advanced technology to make mundane tasks effortless, free up time, and make it easier to be thoughtful. With its suite of consumer services, Sunshine aims to put people first and use technology to help them get offline. 

Founded by former Yahoo! CEO Marissa Mayer and Enrique Muñoz Torres, Sunshine (formerly Lumi Labs) debuted in November 2020 with the launch of its first app, Sunshine Contacts. The company is based in Palo Alto, CA, and has raised $20 million in capital. 

Sunshine has a flat organizational structure, so currently everyone has a "Software Engineer" title on the Engineering team. Learn more about Sunshine at https://sunshine.com/careers.

Funding: Seed Stage, $20M, Felicis Ventures, Unusual Ventures, WIN Ventures
Tech Stack: Android, iOS, Tensorflow, Keras, Pytorch, Python, React.JS, NLP, ML, Java, Scala, Kotlin, Swift
Talent Tools: Lever, LinkedIn Recruiter, Gusto, Adobe Sign, Slack, ChatterWorks, TripleByte, RecruitBot, Zoom, GoogleMeet

• Reporting to Co-Founders - Marissa Mayer (ex-Yahoo! CEO) & Enrique Torres (ex-Yahoo! SVP, Ads & Search)

• Building out the Talent function, setting up the recruiting tools & process infrastructure, brainstorming recruitment branding

• 22 Hires / Offers - 6 iOS Software Engineers, 5 Systems Software Engineers, 5 New Grad Software Engineers, 2 PhD New Grad Software Engineers, Android Engineer, Security Software Engineer, IT Systems Adminstrator, Machine Learning Engineer

• Sourced a Customer Operations Associate

• Recruiting partnerships with Rewriting the Code & UC Berkeley's Society of Women Engineers

• Referred by Viet Nguyen (Gem)

Founding Recruiter

Apex.AI, Inc.

*COVID-19 layoffs

Apex.AI provides hardened, reliable, certified software for autonomous mobility systems. Apex.OS is a fork of ROS 2 that it can be used in safety-critical applications following the ISO 26262 Functional Safety Certification. Apex.Autonomy provides autonomy algorithms as individual building blocks and is compatible with Autoware.Auto. Apex.AI has offices in Palo Alto & Munich.

Funding: Series A, $15.5M+, Canaan Partners, Lightspeed Venture Partners, Toyota AI Ventures, Airbus Ventures, Volvo Group Venture Capital, HELLA Ventures, Jaguar Land Rover’s VC arm InMotion Ventures
Tech Stack: C++ (11, 14, 17), Real-Time Linux, ROS 2, DDS, QNX
Talent Tools: Google Hire, LinkedIn Recruiter & Career Page, Greenhouse, MixMax, Gitlab, Github, Option Impact, Carta, Insperity, StrengthsFinder

•	Reported to Co-Founders - Jan Becker (ex-Bosch Research) & Dejan Pangercic (ex-Deepfield Robotics)

•	Managed Talent Department - worked w/ VC Board; set up the budget, recruiting & HR tools and processes; fostered company culture & team bonding events; partnered w/ immigration & branding teams, Autoware Foundation & investor talent network; handled recruitment marketing, onboarding, offboarding, PIPs, compensation strategy, immigration, reference checks, employee relations; created new employee handbook in Gitlab & distributed teams processes

•	31 Hires / Offers - VP of Product, Director of Legal & Business Affairs, Middleware DDS Expert, QA Software Engineer, Sr. Technical Recruiter, Sr. IT Sys Admin, Sr. DevOps Engineer, 3 (Sr.) Field Applications Engineers (FAEs); Executive Assistant, RTOS Intern, 3 (Sr.) Robotics / Perception Engineers, Customer Project Manager, Sr. C++ Software Engineer, Sr. Platform Engineer, Sr. Tools Engineer, Strategic Finance Associate, 3 Sr. Functional Safety Engineers

Hired for Germany & Spain - 3 Lead /Sr. QA Engineers (C++), 2 FAEs, ROS2 Software Eng, Sr. Perception Eng

•	Hired & managed a technical sourcer

•	Placed by Jay Stowe (r4r)

Magic Leap

Magic Leap is an eclectic group of people who share a magical vision of the future. A future where technology and biology merge to give the world superpowers and create the world's next lightweight wearable computing platform.

Our Mission is To Harmonize People and Technology to Create a Better, More Unified World.

Funding: Series D, $2.3B
Tech Stack: C++, OpenCV, OpenGL, OpenCL, GPGPU, Python, SLAM
Talent Tools: Greenhouse, LI Recruiter, Github, ResearchGate, PhD searches

•	Recruiting researchers, engineers & product managers for these teams: Computer Vision, Algorithms, & HCAI (Human-Centered Artificial Intelligence), for our Sunnyvale research campus

•	Main hiring partners were Jean-Yves (JY) Bouguet (created calibration for OpenCV) & Lomesh Agarwal (ex-Intel System Architect)

•	78 Hires / Offers (+4 after April): 27 (Principal / Lead / Sr.) Computer Vision Researcher / Engineers; 14 (Principal / Lead / Sr.) Deep Learning Software Engineers; 8 (Principal / Sr.) Artificial General Intelligence Engineers; 5 (Principal / Sr.) SLAM Computer Vision Engineers; 4 Sr. Full Stack Infrastructure Engineers; 7 (Lead / Sr.) High Performance Software Engineers; 3 (Sr.) Software Engineers, 2 Sr. Deep Learning Systems Engineers; Sr. Data Backend Deep Learning Engineer; 3D Interactive Engineer & Designer (HCAI); PhD Deep Learning Intern; Sr. Senior Fusion Engineer / 6DOF Controller; OpenGL Software Engineer; Synthetic Data Software Engineer; Lead Product Manager (HCAI), Principal Dialog Engineer

•	Represented Magic Leap at CVPR 2018 in Utah, Stanford PhD Computer Forum Job Fair, Stanford Computer Forum Career Fair, Tech Talks at CMU, Stanford & SIGGRAPH Bay Area Chapter

•	Led a team of 3 RCs, a sourcer, a contract full cycle recruiter

•	Partnered with compensation, immigration teams and HRBPs

•	Evaluated recruiting tools & agency vendors

•	Advised on recruiting strategy & compensation for the Sunnyvale R&D center

•	Placed by Kristina Graci-deLuna (a16z)

Sr. Technical Recruiter (Full Life Cycle) - Computer Vision, Deep Learning & Artificial Intelligence

Lytro (Acquired by Google)

*Acquihire by Google

Lytro is revolutionizing high-end content creation for Virtual Reality & Cinema w/ the world’s first professional Light Field based solutions. We have built a world-class team & dynamic culture driven by innovation & collaboration. 

Funding: Series D, a16z, Greylock Partners, NEA, North Bridge Venture Partners
Tech Stack: C++, Linux, Python, OpenCV, OpenGL, CUDA, Unity, Android, iOS
Cloud: Google Cloud
Artist Tools: Nuke, Maya, Houdini
Talent Tools: Lever, TopFunnel, EmployeeReferrals, LinkedIn Recruiter, Connectifier, Github, CultureAmp

•	Partnered w/ Tim Milliron (ex-Twilio Eng Director)

•	Hired & managed a technical sourcer; partnered w/ a RC.

•	Sole recruiter managing recruiting process & partnering w/ Executive Staff for all department openings (ie. Eng, Business Ops, VFX/Post-Production, Marketing). Managing headcount, budgeting, recruiting resources, branding events (MIT, diversity), vendor relationships, implementing referral programs & sourcing tools, creating a new onboarding program, speaking at company offsite, working w/ our VC partners (a16z, NEA) & participating in Eng Leadership meetings. 6 hires in Sept.

•	26 Hires / Offers: 3 (Sr.) Computational Imaging Scientists,  3 (Sr.) Python Engineers, CG Light Field Technical Lead, 3 (Lead or Sr) Pipeline TDs (Technical Directors), Rendering Supervisor, Sr. Rendering TD, Sr. IT Systems Engineer, Machine Learning Intern (Ph.D.), Computer Vision Intern (Ph.D.) - converted to full time,  Sr. Post Production (VFX) Coordinator, Sr. Sourcer / Recruiter, Sr. Paralegal, Sr. Automation Software Engineer, Sr. Machine Learning Engineer, Lead VR Data Compression Engineer, Data Supervisor, Artist Manager, 2 Cloud Operations Director / Manager

•	6 Contractor Hires / Offers:  Jr. Rendering TDs, 2 Marketing Specialists, IT Support, Electrical Engineer, Sr. Python Engineer

•	Placed by Kristina Graci-deLuna (a16z)

Sr. Technical Recruiter (Full Life Cycle)

Yahoo

*Acquired by Verizon

Yahoo is focused on making the world's daily habits inspiring and entertaining - whether you're searching the web, emailing friends, sharing photos, or simply checking the weather, sports scores or stock quotes.

Funding: Public
Tech Stack: Java, iOS, Android, Javascript
Recruiting Tools: Taleo, LinkedIn Recruiter, Connectifier, Meetup

• Team lead of 6 & helped grow the team to 3 recruiters, 3 sourcers & 2 RCs since 08/'16

• Trained mobile recruiting team on sourcing, outreach messaging, branding, internal processes, candidate engagement & hiring manager partnerships

• 49 Hires / Offers - 15 (Sr.) Android Engineers, 14 (Sr.) iOS Engineers, 6 Principal / Sr. Backend / Backend Engineers, 8 (Sr.) Frontend Engineers, 2 Sr. C++ Mobile Engineers, 1 Sr. QA Engineer, 1 iOS Build & Release Engineer, 1 Sr. Computer Vision (Research) Engineer, and 1 Sr. iOS Engineering Manager

• Mobile team lead across all of Yahoo! for 15+ teams (ie. Mail, Flickr, Messenger, Ads, Flurry SDK, Publisher Products, Search - Hive & Aviate, Sports, Video & Mobile Excellence)

• Mobile hiring across the flagship Communications Group, which included Mail, Messenger & Flickr in a pooled model

• Sole full cycle technical recruiter focused on sourcing & hiring mobile, computer vision, frontend & backend engineers for Flickr's SF team. Recruited frontend engineers for Mail's Sunnyvale team & sourced for Video & Mail backend teams

• Offer approvals are via hiring committee process, compensation review meetings & CEO Marissa Mayer's approval process

• Worked directly w/ Engineering VPs, Directors, Architects, Managers

• Spearheaded 4 mobile meetups attracting ~300 candidates in San Francisco & Sunnyvale; Represented Y! at sponsored mobile & diversity conferences (Women Who Code SV, Palo Alto iOS Developers Meetup, Yahoo! Women in Tech, Code2040, AnDevCon & DroidCon)

• Supported various ERGs & provided user feedback on Y! products

• Referred by Erin Wilson (internal referral)

Sr. Technical Recruiter (Full Life Cycle) - Mobile, Mail, Messenger, Flickr

Talent Advisor, Technical Recruiter & Career Coach (former LinkedIn, Yahoo!, Magic Leap, Apex.AI, Sunshine)

I have helped startups solve business problems through the lens of creating, expanding and developing great teams. I love building diverse talent pools across the US as a community builder, while focused on key leadership hires & niche technical searches.

I really enjoy working with diverse teams that are empathetic, open, collaborative, direct, mindful, data-driven and like to get things done, as a player/coach. As a high-touch talent partner for hiring managers & candidates, I have helped hired hundreds of software engineers, product managers, designers, marketers, business team members as individual contributors, leaders and executives. 

Leadership:
- Managed & Hired talent teams of up to 11 at DotConnect, Lytro, Alpaca & Apex.AI
- Team Lead of talent teams of up to 6 at Yahoo!

Expertise:
- Niche Technical Recruiting
- Talent Market Mapping & Sourcing
- Recruiting Strategy
- Recruitment Marketing
- Talent Development

Experience:
- Remote Employee Handbooks
- Global Compensation / Leveling
- Talent / People Software Systems
- Performance Improvement Plans
- Staff & Principal Engineering Hires
- Leadership & Executive Recruiting
- Onboarding / Offboarding

Niche Recruiting Experience:
- Artificial Intelligence (AI) / GenAI
- Computer Vision
- Deep Learning
- Machine Learning
- Research Teams
- Mobile

DEI Community Building:
- 8+ years of Diversity, Equity & Inclusion focused tech events & hiring

Personality Tests:
- DISC: Relator
- Myers-Briggs: INTJ (Architect)
- PI Behavioral Assessment: Promoter
- Enneagram: Adaptive Peacemaker (9, 7, 2)
- CliftonStrengths: Strategic, Includer, Achiever, Adaptability, Connectedness

Speaking Engagements:
- Bay Area Human Resources Connections
- Budapest Safari Conference (Hungary)
- ChatGPT Hackathon (Kyrgyzstan)
- KIT List (career networking)
- ImagineK12 (ed tech incubator)
- Innovation Business Hub
- NOVA Employment Center
- UC Davis Talent Loves Us (UX)
- Wade & Wendy's Recruitment Automation Community
- Wiselike (career platform)

Media:
- 42Hire.com: How to Increase Candidate Response Rates
- Business Insider: https://lnkd.in/ddQ58XZt
- ERE: https://tinyurl.com/eredot
- InformationWeek: https://tinyurl.com/yehinfoweek
- Maisha Cannon’s Sourcer Website: https://bit.ly/jyeh
- Mighty Recruiter: http://bit.ly/2bqQd3h
- Welcome to the Jungle: bit.ly/3pinVAz

Interests:
- Meditation
- Hackathons
- Yelp Elite

josephyehwork@gmail.com
1.650.208.7855 (WhatsApp)
https://www.linkedin.com/in/joe-yeh

Talent Advisor & Technical Recruiter

I like helping startups go from 0 to 1 for all things involving Talent & People. 

• Head of Talent & People Consulting Services for Pre-Seed, Series A & Series B Startups
• Retained Leadership Recruiting (Managers, Directors, VPs)
• Contract Recruiting (RPO Recruiting)
• Contingency Recruiting
• Recruiting Management (~10 recruiters)
• Project Based Recruiting & Sourcing (3 to 6 Month Engagements)
• Career Coaching, Community Development & Product Development (non-technical)

• Recruiting Clients w/ Funding Stages & Products: 
- Seed: NFT marketplace aggregator (Kinetic), ripple based crypto, VR camera, recruitment branding website, influencer platform, IOT, D2C skincare, talent marketplace, mobile camera hardware (GLASS Imaging)
- Series A: contextual intelligence forecasting enterprise tool (Piqora), automobile/fleet payments solution (CarIQ), pop culture art collective (MSCHF)
- Series B: revenue intelligence platform (BoostUp.ai), fintech startup (as Head of People & Talent)
- Series C: enterprise OKR platform, manufacturing optimization AI platform (Instrumental)
- Series E: luxury ecommerce marketplace (One Kings Lane)
- Private Equity: knowledge-commerce platform
- Public Company: cognitive computing company (VERSES)
- Recruiting Agency: DotConnect (led a team of 11-15 recruiters)

• 100s of Hires / Offers: VPs of Engineering, Engineering Managers, Dir of Marketing, Analytics Managers, Principal Engineers, Sr. Fullstack Engs, Sr. Java Engs, Sr. Fintech Engs, Sr. Software Engineers, Product Managers, Broker/Dealers, Recruiters, IT Engs, Data Engineers, Marketers, Business Development Professionals, Crypto Leaders

• Tools: LI Recruiter, Lever, Greenhouse, Workboard, Slack, Gem, Connectifier, RocketReach, Clubhouse, Loxo, Chatterworks, Notion, Figma, Jira, Whimsical, Tally, Brex, Hubspot, Crunchbase Pro, Ashby, Linear

• Career Breaks: Apr-Oct '20, Jan-Jul '23

• Partners: TRG Group, Stellehire

josephyeh@gmail.com
joseph@rajgroupinc.com
joseph@stellehire.com

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