I'm Rajiv, a tech recruiter in Bangalore. I help teams find engineers who ship, and engineers find work that fits. On the side, I build the tools I wish recruiters had.
Recruiting for engineering roles is a translation job nobody trained us for. I built RecruitLingo to make that part easier.
Live · in beta
RecruitLingo
Tech, translated for recruiters.
Plain-English explanations of the tech terms recruiters meet on JDs and CVs, each with an everyday analogy and an interview question that's ready to ask.
Know the role: understand the difference between a Data Engineer, Data Scientist and ML Engineer.
Clear up the jargon: untangle Java vs JavaScript, RAG vs fine-tuning, and other look-alikes.
Prepare to screen: turn a JD and CV into a screening brief, talent map and Boolean searches.
AI isn't replacing recruiters. It's removing the work that never made us valuable in the first place. The future recruiter won't be the one with the best prompts, but the one who knows when not to let AI make the decision.
02
Hire for potential.
Years of experience, job titles and brand names show who someone was. The best leaders I've worked with also look for who they could become, the way Oogway saw a Dragon Warrior in Po before anyone else did.
03
Context beats shortcuts.
A CV shows when someone left a job, rarely why. Four jobs in four years can mean four shutdowns. I'd rather ask what they built before they left, because hiring isn't about counting exits.
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Plain language beats jargon.
Recruiters shouldn't need a computer science degree to screen engineers well, and nobody should need a decoder for a job description. RecruitLingo explains each tech term with an everyday analogy and an interview question that's ready to ask.
I've been hiring for tech since 2014. Today I'm a Principal Recruiter at Zeta, in Bangalore.
I started out headhunting for clients like HP, Ericsson R&D, Flipkart and Amazon, ran my own staffing firm for a year, then hired for tech teams at BMS Innolabs and Myntra before joining Zeta in 2021.
Hiring should be human. Not robotic. Not cringe. Not powered by buzzwords.
More than 12,000 people follow what I write on LinkedIn about hiring, careers and AI, usually with an analogy or two. My headline does call me the Analogy guy.
04Contact
Let's talk hiring.
Hiring engineers, making sense of AI in recruiting, or building something useful? I'd like to hear what you're working on.
