Most "AI in hiring" advice is theory. I design, build, and ship the systems. Across recruitment operations that placed 70+ specialists for enterprise clients in seven countries. The proof is the work, not the slide deck.
Processes live in people's heads. New hires take months to onboard. Quality varies by who's running the role. The data is somewhere between an ATS, a few spreadsheets, and three Slack channels.
Six tools, four overlapping, none fully used. AI bolted on to processes that weren't documented in the first place. The result: faster output, but the same broken decisions made at higher volume.
Hiring managers want results. Recruiters want pipeline. Leadership wants metrics. No one is responsible for the operating model that connects them, so it drifts, and the drift compounds.
These aren't AI problems. They're operating-model problems. AI just makes them visible faster.
I diagnose where your operation actually leaks (process, tooling, data, team structure) and design the redesign. You get a clear map of what's broken, what to fix first, and how to do it without burning the team out.
AI in hiring isn't one tool. It's a system. I help you decide what to automate, what to keep human, which tools are worth paying for, and how to implement workflows that actually produce results.
If you're spinning up a new function (internal TA from zero, an agency expanding into a new market, a nearshore presence in Portugal or Poland) I've done this twice, end-to-end. I know where the expensive mistakes are.
Built recruitment operations from zero on two separate occasions. Designed and shipped AI workflows across the recruitment lifecycle: JD generation, candidate validation, AI-assisted interviewing, CV quality, auto-matching. The tools that work in real operations, not the ones in pitch decks.
Before consulting, I spent five years as a business analyst at Citibank, Credit Suisse, and other enterprise institutions. Designing systems, integrating tools, documenting processes that needed to work at scale. Then I spent four years inside recruitment operations, building two of them from zero and implementing AI workflows that now run in production.
That combination is rare for a reason: most people pick one side or the other. The recruitment consultants who can't read a system architecture diagram, and the AI consultants who've never sat in a hiring manager meeting at 9 PM on a Friday trying to close a candidate.
I sit in the middle. The work I do is the work that lives at the intersection: fixing the operating model first, then putting AI where it actually pays off.
I've placed 70 consultants. I've built two operations from scratch. I've designed and shipped AI workflows that now run in production. I've sat through the hiring manager meeting at 9 PM trying to close a candidate, and I've sat through the boardroom meeting trying to defend the budget. Both teach you things consultants who only do one of them will never know. PABC is built on what you learn doing both. Working with clients across Europe and beyond.
A 30-minute call. I'll ask sharp questions, you'll get an honest read on whether I can help. No deck, no pitch, no follow-up sequence.
Book a 30-min call →