Offer acceptance↗
0
Maintained across 40–50 annual requisitions at CrowdStrike.
Open to senior technical recruiting opportunities
Talent by Matt · Technical Recruiting & Talent Intelligence
Technical talent strategy, by Matt.
I help Engineering leaders turn difficult searches, fuzzy requirements, and constrained talent markets into focused hiring strategies that produce exceptional teams.
Talent intelligence console
ACTIVE
MG
signal found
PROFILEStaff Infrastructure
MARKETConstrained
STRATEGYAdjacent-skill expansion
STATUSViable pipeline
AI/ML
Object Storage
Cloud Infrastructure
Recruiting dashboard
Evidence over theater.
I use metrics to reveal where a hiring process is healthy, where it is leaking, and what to change next.
Time to fill↓
0
Consistent delivery across specialized technical hiring.
Hiring partners◎
0
Engineering leaders across the U.S. and Canada.
SEEMDRVP+
Candidate referrals↗
0
High-quality referrals invited to interview through candidate trust.
Diverse pipeline conversion↗
0
Alongside a 40% increase in underrepresented candidate engagement through talent-brand and community partnerships.
Engagement
Response
Qualified
Interview
Recognition
One Team, One Fight Award
Recognized as part of the cross-functional team that exposed the DPRK-based adversary Famous Chollima.
Technical domains
I recruit where the systems are complex and the talent is scarce.
Infrastructure & Reliability
SRE, Systems Engineering, Infrastructure/DevOps, Data Center, distributed platforms, and large-scale production environments.
Storage & Distributed Systems
Object storage, S3-compatible systems, platform engineering, automation, performance, and reliability at enormous scale.
AI/ML & Data
AI/ML engineering, data services, data engineering, analytics platforms, and the infrastructure that supports intelligent products.
Product & Engineering Leadership
Individual contributor through Director-level searches, with thoughtful calibration around scope, complexity, and leadership impact.
Featured search
From unicorn requirement to viable talent market.
Sr. Systems Engineer II
Designing the search for a custom, S3-compatible distributed storage platform spanning thousands of Linux servers.
Search difficulty
9.4
Highly constrained market
01
Original requirement
Staff-level systems depth, hands-on MinIO experience, and strong Go scripting or automation.
02
Market signal
The intersection was tiny. MinIO was too young to produce a broad pool of senior engineers with every requested element.
03
Influence strategy
I brought the hiring manager evidence and proposed prioritizing adjacent S3-compatible object-storage experience instead of insisting on one technology.
04
Talent discovery
I sourced a software engineer turned systems developer with AWS storage experience and the systems mindset needed to succeed.
Why it worked
We changed the proxy, not the bar.
The search expanded around transferable capability while preserving the scale, systems judgment, and technical rigor the team truly needed.
Funnel diagnostics
When candidates keep dropping, I look for the pattern.
I connect stage conversion, response rates, compensation feedback, interview outcomes, and candidate sentiment to determine whether the issue is profile, market, message, or process.
View operating principles →Proactive pipelines
Reducing dependence on inbound applicant flow.
I combine market mapping, referrals, direct sourcing, community engagement, and competitive intelligence to build talent communities before a search becomes urgent.
Discuss a hiring challenge →Candidate experience
High-touch does not have to mean high-friction.
Clear expectations, honest context, structured preparation, and timely communication create a process that feels human while still moving quickly.
Start a conversation →How I think
My recruiting operating system.
Define the problem beneath the job description.
I start with the architecture, business objective, team gap, and expected impact. Titles and keywords come later.
Calibrate with market reality, not wishful thinking.
I translate sourcing evidence into tradeoffs, helping hiring managers distinguish true requirements from familiar proxies.
Build trust before the offer stage.
Closing starts during the first conversation. Motivation, risk, compensation, and decision criteria should never arrive as late-stage plot twists.
Use AI to accelerate judgment, not impersonate it.
I use generative AI for research, synthesis, outreach preparation, and enablement while preserving the context and empathy that recruiting requires.
Talent intelligence
A good search begins before the first outreach.
I map the talent ecosystem, identify adjacent companies and skills, assess compensation and location constraints, and define what evidence would change our strategy.
Target
profile
Direct fit
Adjacent tech
Transferable scale
Emerging talent
Competitor
profile
Experience
Agency urgency. In-house depth. Technical fluency.
2022–2025
CrowdStrike
Talent Acquisition Partner, Engineering
Partnered across Production TechOps, Cloud Engineering, AI/ML, and Data Services, recruiting from individual contributor through Director level in the U.S. and Canada.
2018–2022
Golden Opportunity Agency
Senior Technical Recruiter
Scaled technology teams 2–5x for ticketing, healthcare analytics, and digital-advertising clients while averaging 3–4 placements per month.
2015–2017
System1
Compliance Analyst / Recruiting Assistant
Worked inside a 30-person adtech startup, partnering with engineers and analysts while supporting recruiting, operations, and marketplace compliance.
2013–2015
Golden Opportunity Agency + FILD
Technical Recruiter / Recruiting Coordinator
Built an early foundation in full-cycle technical recruiting, sourcing, candidate assessment, negotiation, and startup hiring.
Recruiting playbook
What teams can expect from me.
High-resolution intake
Architecture, impact, team dynamics, success profile, tradeoffs, and closing narrative.
Market map
Target companies, adjacent backgrounds, talent density, constraints, and compensation signals.
Weekly intelligence
Pipeline health, candidate themes, funnel conversion, blockers, and recommended changes.
Thoughtful close
Motivation mapping, objection handling, candidate advocacy, and decisive offer execution.
A simple belief
“The best recruiting strategy is not finding more people. It is understanding the problem well enough to recognize the right ones.”
Technical recruiting is part research, part consulting, part storytelling, and part trust-building.
Read the full résumé →Contact
Let’s turn your hardest search into a sharper strategy.
Available for senior technical recruiting and talent acquisition opportunities.