Award-winning Technology Executive and product innovation thought leader with a 18+ year record of excellence positively impacting multi-million and multi-billion dollar product and service ecosystems—for startups to Fortune 100s.

A change management driver capable of “selling” transition, and leading innovation strategy, governance, and delivery across an organisation. Bridges siloes between technical and business factions to ensure feasibility and end user satisfaction. A future-thinker capable of seeing the big picture with cognisance of the smaller details; strong ability to anticipate, envision, define, enlist, and enact—identifying what is most needed tomorrow and today.

Experience leading direct reports; DevOps, enterprise architects, and support divisions; equivalent success overseeing project teams with no role authority. History of mentoring individuals to career advancement; thrives as a catalyst for collective achievement.

2025 wrap: Building Hirevire in public

Last year we processed 200k+ applications through Hirevire, saving our customers roughly 800k hours in screening time. Not bad for a two-person team.

Nikhil and I spent most of 2025 shipping features people actually asked for. 

The big ones:
- AI reviews that explain why candidates match (or don't) without replacing human judgment
- SMS invites because email open rates aren't what they used to be
- Delayed interview invites that reduced drop-off rates
- Google for Jobs integration that actually works
- Analytics that finally show where traffic comes from

The numbers: 1,038 paid users, $107k revenue in 12 months. 
Still small, still learning, still listening to every piece of feedback.

Working on job templates and AI scorecards for 2026 Q1. 

The goal hasn't changed - make screening faster without making it feel robotic.

If you're hiring at scale (or know someone who is), we'd love your feedback.

Sanat Hegde

Helping busy founders be more productive while hiring candidates with 📹

Everyone says "reduce friction in your recruitment funnel." But which friction?

We added a feature to Hirevire that increases friction in one sense—we delay the video interview invite until after someone applies.            
          
Conventional wisdom says: "Show everything upfront! Transparency!" 

But here's what actually happens: candidates see video questions on page one, imagine themselves fumbling on camera, and bounce. 
0% completion.       

Meanwhile, a candidate who has already uploaded their resume and filled out your form? They've crossed the psychological threshold. 
Sunk cost fallacy now works for you. They're 3x more likely to complete the video.          

This is the difference between theoretical friction and actual conversion data.                                     

So now: collect basic info first (email, resume, whatever you want), then auto-send the video invite on a delay. Could be 2 hours, could be 2 days. 
You decide the timing based on your candidate psychology.             

 The system runs itself. Early customers are reporting measurably better    
 completion rates on both stages.                        
 
 Sometimes the best way to reduce friction is to sequence it correctly, not   
 eliminate it.

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