Adarsh R.

Deep-Tech & Semiconductor Recruiter | Technical & Executive Search

I help deep-tech, semiconductor, engineering, AI and technology companies identify and hire hard-to-find technical and leadership talent. With 12+ years of experience across executive search, technical recruitment and talent acquisition, I have worked across semiconductor, engineering, IT, sales and business-critical leadership roles across India, APAC, the Middle East, North America and Europe. My strength is recruiting for roles where a generic CV search is not enough. I work closely with the hiring team to understand the actual technical requirements, identify the right talent markets, approach relevant passive candidates, conduct structured screening and deliver a focused shortlist of candidates who genuinely fit the requirement. Areas I specialize in Deep-tech & semiconductor recruitment Technical & engineering hiring Executive and leadership search AI & technology recruitment Application Engineering Firmware & embedded engineering Systems & software engineering Hardware & electronics engineering Metrology, sensing & measurement Technical sales & business-critical roles Passive candidate sourcing & headhunting Cross-border and international hiring How I approach difficult searches I don't believe effective technical recruitment is simply about matching keywords against resumes. I start by understanding: What the person actually needs to have done Not just what technologies appear on their CV. What level of technical depth is required Hands-on development, architecture, application experience, validation, leadership or domain expertise can make a significant difference. Where the relevant talent is likely to be found I map companies, teams, industries and adjacent talent pools rather than relying only on active applicants. Why the candidate would actually move For senior and passive candidates, motivation and career trajectory are often just as important as technical fit. My recruitment process Understand the role, technical environment and success criteria Define must-have versus transferable experience Map the relevant talent market and target companies Conduct targeted sourcing and direct outreach Screen candidates for technical relevance and career trajectory Assess motivation, communication and practical fit Present a focused shortlist with clear candidate assessments Coordinate the process and maintain candidate engagement through the hiring cycle The objective is not to send 50 resumes. It is to identify a smaller number of strong candidates who are technically relevant, motivated and aligned with the company's needs. Technical recruitment experience I have worked on searches involving specialized engineering and technology environments where understanding the difference between surface-level exposure and genuine hands-on experience is critical. This includes work around: Semiconductor and deep-tech engineering Metrology and measurement systems Sensing and calibration Application engineering Embedded and firmware environments Software and DevOps AI and technology roles Technical leadership and architecture Engineering management I am comfortable working directly with founders, hiring managers and technical leaders to translate a technical requirement into a practical recruitment strategy. What clients can expect from me Targeted sourcing rather than volume Structured technical screening Clear and honest candidate assessment Strong passive-candidate engagement Consistent communication with hiring stakeholders International talent-market research End-to-end recruitment support I typically work with a limited number of clients at a time so I can give each search the attention it requires. If you're building a technical team and the right candidates are difficult to find, I can help you identify, engage and qualify the talent that is not necessarily applying to your job posting.