Inflection AI is a public benefit company building the next era of human-centered AI uniting emotional intelligence and raw intelligence to power trusted AI agents for individuals and enterprises. Products include Pi (personal AI companion) and a Platform offering LLMs and APIs for builders and enterprises.

As the recruiting lead for AI/ML and engineering, I own end-to-end talent strategy for the most technically complex and mission-critical roles at the company.

What I'm building:

→ Full-cycle recruiting for Model Trainers, Agentic Engineers, Fine-Tuning Engineers, and Platform Engineers

→ AI-native sourcing and outreach workflows using automation tools and custom AI agents

→ Talent mapping for emerging AI roles that didn't exist 18 months ago

→ Employer brand presence that positions Inflection AI as the destination for frontier AI talent

→ Structured hiring loops designed for high-signal evaluation of technical and research candidates

Inflection AI is where the next generation of AI is being built. My job is to make sure the people building it are world-class.

Led global talent strategy and recruiting infrastructure across one of the world's largest enterprise software companies — building the systems, frameworks, and teams that enabled consistent, scalable hiring at speed.

Strategic Impact:

→ Built and scaled foundational recruiting infrastructure across a complex global organization

→ Designed and launched a Recruiter Playbook that standardized execution, calibration, and hiring outcomes across global teams

→ Created an Operations Playbook that streamlined recruiting workflows and improved cross-functional alignment

→ Developed strategic talent maps for AI, ML, cloud, and product skill areas to enable proactive pipelining

→ Launched a Silver Medalist program that preserved candidate value and reduced time-to-fill on future openings

→ Standardized "How We Hire" methodologies and built interview enablement tools to improve hiring rigor and candidate experience

→ Delivered >100% of hiring KPIs while improving both speed and quality of hire

This role required operating as both a hands-on recruiting leader and a strategic architect — building systems that outlasted any individual hire or quarter.

SAP.iO is SAP's global startup and venture studio — backing early-stage founders and building new AI-native products from zero to one. As the founding recruiting partner, I served as the first hire for multiple portfolio startups, owning everything from hiring strategy to first-offer closes.

This wasn't traditional recruiting. It was company-building.

What I built:

→ Core engineering, product, and AI teams from the ground up for multiple SAP.iO portfolio companies

→ Talent N=1 sourcing strategies to land rare, high-impact ML engineers and AI researchers

→ ML-specific hiring loops — designing interview processes that accurately assessed applied AI skill

→ Inclusive hiring initiatives and SAP's first AI & Tech Job Fair, increasing diversity pipeline and employer brand visibility

→ Sourcing automations and CRM workflows that scaled outreach without scaling headcount

→ Market intelligence systems to give founders real-time data on talent availability and compensation

Notable: Many of these hires were "first engineers" or "founding ML scientists" — roles where a single wrong hire sets a team back by a year. I treated every search with that weight.

Led the design and rollout of TA automation tools that modernized recruiting workflows and elevated candidate experience at enterprise scale — years before "AI in recruiting" became an industry conversation.

Built:

→ Automation workflows for scheduling, follow-ups, and candidate engagement — achieving 20% increase in recruitment efficiency

→ AI-powered sourcing tool integrations and CRM capabilities for smarter, faster talent pipelining

→ Compliance and standardization frameworks across global hiring teams through automation-driven processes

→ Personalized candidate communication systems that reduced response times and strengthened employer brand

This role shaped my conviction that the future of recruiting is human + machine — not one replacing the other.

Advised early-to-growth stage AI startups on building and scaling technical recruiting functions — from founding ML engineer searches to full talent system design.

At Series A: Defined tech stack hiring criteria, built structured hiring processes, and helped founders compete with Big Tech for top AI researchers and engineers.

At Series B/C: Designed talent systems for rapid product expansion — implementing AI-driven sourcing and CRM tools, and building specialized recruiting pods for LLMs, MLOps, and applied AI roles.

Brought market intelligence, relationship recruiting, and operational discipline to every engagement. Goal: help visionary AI founders hire fast without sacrificing quality.

At the Series A stage, I focus on building the core AI team from the ground up — defining the tech stack, establishing structured hiring processes, and helping early-stage founders compete with Big Tech for top researchers and engineers.

As companies move into Series B and C, I shift toward scale designing talent systems that support rapid product expansion, implementing AI-driven sourcing and CRM tools, and building specialized recruiting pods for roles in LLMs, MLOps, and applied AI.

I bring a blend of market intelligence, relationship recruiting, and operational discipline, helping startups hire fast without sacrificing quality. My goal: connect visionary AI founders with the builders who can actually deliver the next generation of intelligent products.