Hired 18 FDEs. All 100% still shipping.
Structuring engineering interviews around real code delivery rather than abstract brainteasers. I hire for taste, raw shipping speed, and extreme operational discipline.
across 4 companies
still actively shipping
zero leetcode loops
high autonomy framework
Hiring shouldn't be Leetcode. It should be actual, orienting delivery.
I structured the hiring funnel and remote-work guidelines at ELO, growing our engineering capacity while keeping developer turnover at a record low. Every hire was evaluated against their capacity to ship real features under constraint.
I teach engineers how to speak business metrics. An engineer who understands retention, customer acquisition costs (CAC), and unit economics is worth five developers who only understand language syntax.
Open to chat & build along in the journey.
While my public portfolio does not display HR-specific software, I have scaled remote-first engineering workflows by 50% as ELO's CIO and hired 18 forward-deployed engineers with 100% active retention.
I understand team building, remote culture, and how to design systems that reduce cognitive friction for floor employees. If you are pursuing automated talent pipelines, sovereign worker databases, or remote HR platforms, I am open to having a chat and build along in the journey you are pursuing.
Three engagement shapes.
I move in with your founders. Spec, prototype, prod. You own the IP from day one.
Roadmap, hire 2-3 engineers, set up the audit + compliance posture.
Architecture, compliance, hire bar, AI readiness. Written report + 60-min review.
Send the brief, get a real reply.
Your industry gets a structured 24-hour response: a fit score, the three risks I see, and a one-call ask.
Social & philanthropy
Supporting under-resourced schools in Sylhet and building pro-bono audit tools for public welfare, proving that software is a lever for community empowerment.