Taulant K.

A hiring tool won’t fix a hiring process nobody owns Since 2021, I’ve made 450+ placements across my recruiting work. I’ve been Chief of HR, managed people operations for an AI integration team, and built recruitment apps, AI agents and automations. That means I can help with the people, the process, and the software behind it. If you need to hire, I’ll start with what the person actually needs to do. Then I can handle the role brief, sourcing, screening and interviews. I want to hear candidates explain their work. What did they build? What was their part? Why did they make those decisions? That gives you something useful to judge when we discuss the shortlist. If you need someone to manage HR, my experience covers onboarding, offboarding, payroll coordination and confidential team check-ins. I’ve also built tools around this work: • A recruitment app that was used to collect applications, screen CVs with AI and show candidate scores in a recruiter dashboard. • An n8n workflow that reads CVs from Google Drive, checks them against role requirements and sends the results to GoHighLevel and Google Sheets. I worked on the scoring instructions and what happens when a step fails. • An internal HR app covering hiring, onboarding, offboarding and payroll workflows. One applicant screener I built ranked more than 300 applicants for a single role. My agent work is practical too. I’ve built and configured agents with AI assistance for analysing role briefs, researching candidates, checking their experience and preparing interview questions. I’ve also connected agents to company knowledge and helped teammates use their own. You don’t need to arrive with a technical plan. Tell me what’s taking too much time, what keeps getting missed, or what you’re still handling yourself. We can work through what I can take over, what’s worth building, and where your team needs to stay involved.