I build teams in emerging markets where most companies don't know how to hire - using smart systems, AI, proven experience & global networks to scale fast.
Most companies wait until a new market is "safe." By then, the advantage is gone. The ones who win move early — and know how to actually operate there. That's where I come in: as a strategist and hands-on operator connecting companies to emerging talent markets and making it work in practice.
End-to-end hiring across global markets focused on high-impact talent. I don't post and pray — I find, assess, and close the people who actually move the needle.
Replacing slow, manual processes with AI-driven systems that move at the speed companies need — from onboarding to reporting, automated and scalable.
Accessing talent in markets most companies overlook — and setting up the infrastructure to make it actually work on the ground across 20+ countries.
Making sure everything holds up legally and operationally across regions — built from scratch or layered onto your existing setup.
Whether you need a fractional Head of People, a strategic advisor for a specific build-out, or end-to-end support — let's talk about what makes sense for your stage.
I use AI daily to run hiring at scale, automate operations, and build systems that compound over time.
Thinking the best candidates will come to you. They won't. The strongest people don't trust job posts, don't rely on LinkedIn, and move through private networks. "Post and filter" means you're building from whoever is left over.
Not because they're unqualified — because they don't operate in the same systems. Different signals. Different ways of building trust. Different motivations. If you don't adapt how you source and evaluate, you won't even know they exist.
Not from their CV — from how they think. Do they answer directly? Can they decide with incomplete info? Do they understand tradeoffs? Give them a messy, real scenario. Smart candidates structure it fast, make assumptions, and move to action.
It doesn't need to be 4 rounds and endless calls. For content roles it's simple: short culture-fit call → paid test → decision. Speed matters more than people think. The best creators aren't waiting around for you to decide.
"Social media manager" is not one role. There are 6 distinct functions: content creation · production · post-production · channel management · distribution · paid. If you don't separate these, you hire the wrong person. Every time.
Some of the strongest teams I've seen were fully remote. Most companies don't fail at remote — they fail at good management. Measuring time instead of results isn't culture. What works: clarity, output over activity, async-first, hiring for ownership.
Based on hands-on hiring experience across 20+ countries — not ChatGPT output. The real answer is always context-dependent. These are the markets I know how to unlock for you.
Dense networks of English-fluent creators who get content and distribution. Ideal for in-person creative hubs.
Very experienced with social admin, strong English, excellent culture fit for startups.
Strong platform-native editing, high-speed output, solid technical execution.
Strong in tools, automation, and speed. Great for AI-first content teams and production hubs.
Strong technical foundations, solid English, high-ownership product-minded engineers.
Reliable, detail-oriented, excellent communication. Great for long-term team building.
Strong analytical training, Big 4 pipelines, global business experience and networks.
Young, highly educated. Deep STEM. World-class engineers. Strong English. Companies that prepare now will win when sanctions lift.
Whether you're scaling into a new market, building your first remote team, or need a strategic partner who can actually execute — I'd love to hear about what you're working on.
Open to fractional, advisory, and project-based engagements. Remote-first and timezone-flexible.