Neha Garg — Co-Founder

Tech company hiring 5+ engineers a month? Want to cut your hiring cycle from 60 days to under 10 - without exhausting your engineers? READ THIS 👇👇 I help tech startups and SaaS teams screen candidates properly - before engineers ever get pulled into interviews. Since you’re on this profile, there’s a few things I already know about your hiring process: • Your engineers spend 10–12+ hours a week interviewing instead of building • Your ATS cuts 2,500 applicants down to 50 — and most still miss the mark • You lose strong candidates because other companies move faster Most teams think hiring slows down because of sourcing. It doesn’t. The real bottleneck is screening. Async video interviews don’t fix it. AI-written job descriptions don’t fix it. Another sourcing tool definitely doesn’t fix it. The real issue: Engineers are spending time interviewing people who fall apart the moment you ask a follow-up. That’s where we step in. We run an AI-led screening system that conducts real, live video interviews - with follow-up questions - before any human time is wasted. Not async. Not pre-recorded. Not a chatbot. How it works: → A live, two-way video interview (face + voice) → Up to 95 follow-up questions based on what the candidate actually says → Around 80% filtered out automatically → Clear feedback in under 5 minutes (timestamps, quotes, scores) → Only the top 20% reach your engineers What changes: Your engineers interview 3 people instead of 15. All 3 are genuinely qualified. Hiring cycles drop from 45–60 days to under 10. Interview fatigue disappears. Feedback becomes consistent and defensible. You scale hiring without adding recruiters. The moment it clicks for most teams: “Wait… it just asked a follow-up based on their answer?” They expect fixed questions. Then the system digs deeper: “You mentioned using Redis for caching - how did you handle cache invalidation?” That’s when they realize: This isn’t an assistant. It’s an interviewer. If you’re done burning engineering time and losing candidates to faster teams… DM me “SCREENING” and I’ll walk you through how this would plug into your hiring flow. PS — Heads of Talent, VP Recruiting, TA Directors: If you’re hiring engineers at scale, you’ll want to see this before your next hiring sprint.

Stackforce AI infers this person is a SaaS expert specializing in AI-driven recruitment solutions.

Location: New York, New York, United States

Experience: 19 yrs 1 mo