Rahul Mishra — CEO

I help Technology-first companies accelerate their business by building quality leadership teams. In my current role, I specialise in exclusive, retained searches for CXOs, SVPs within MNCs and Mid-size technology firms. In the last 4 years, I’ve partnered with 70+ companies to hire for Leadership and Mid-level positions. Typical mandates worked on: - - CEO, CTO, CHRO, CFO, etc - AI Leaders - Chief AI Officer, Managing Director(AI) - SVP/VP level leaders across Engineering, Product, HR, TA, Finance - VP / Director of Sales, Revenue Leaders (key drivers for ARR expansion) - Marketing & Growth Leadership (Product Marketing, Content, Demand Gen) - Operations Leaders (Revenue Ops, Customer Success) - Founding GTM Teams: Senior AEs, AMs, Partnerships Top learnings in recruitment: - - Every candidate is different, they need not be treated the same way. - Hiring processes don't necessarily have to be fast. Drive with context. - A candidate is a candidate, no matter who they are. Evaluation trumps overpositioning. - Especially for Leadership hires - A candidate not willing to create CV/listen/invest time but willing to "explore" is not a candidate. Pass unapologetically. - Shiny credentials but high-ego signal immaturity and insecurity - Don't even bother. - There are no outright "A+ players" - Only players that fit the role well or they just don't. - A hiring process is not limited to interviews and case studies. Every single touchpoint, including message/mail exchange, phone call, casual connect is an evaluation. **Unable to respond to cold outreach. Jai Mahakaali.

Stackforce AI infers this person is a seasoned recruiter specializing in leadership roles within the technology sector.

Location: Bengaluru, Karnataka, India

Experience: 6 yrs 9 mos