Getting Hired

Why Candidates Get Rejected: The Seven Gates, and What Happens at Each

SK Chauhan · Founder · August 29, 2026 · 17 min read

You have eleven years in. You know your stack, you have shipped things that are still running, and two former managers would take your call tonight. Since March you have applied for about seventy roles across Bengaluru, Pune and Hyderabad. Four screening calls came out of it. One recruiter went quiet after asking your notice period. One asked your current CTC, said she would check with the client, and never wrote again. One panel went well enough that you told your family about it, and then nothing for three weeks.

Nobody has told you why. That is what grinds people down, more than the rejections themselves. You end up rewriting your CV every fortnight on guesswork, changing things that were never the problem and leaving untouched the one line that is costing you every submission.

So start here. There is no such thing as being rejected by a hiring process. You are rejected at one specific point in it, by one specific person, for a reason that person almost never sends you. Seven such points sit between the moment you click apply and the moment you sign, and each has a different decider, a different criterion and a completely different fix. Rewriting your CV cannot help you if you are failing on the notice period question. Practising system design cannot help you if your profile never surfaces in a search.

What follows is a map of those seven gates: who decides, what they look at, what the rejection looks like from where you sit, and what you control. Then a way to find which gate is yours.

One note on the figures in the sample answers below. They show the shape of a strong line and nothing more. None of them is a claim about the Indian market and none of them is yours to borrow, because the first thing an interviewer does with a number is ask you where it came from.

Why do I keep getting rejected when my CV matches the job description?

Usually because matching the description is not what gets you shortlisted. A recruiter is filling three or four submission slots from a hundred applicants, so they are looking for the fastest reason to keep reading, then the fastest reason to stop. Rejection almost always happens at one specific gate, and the gate is rarely the one candidates assume it is.

Job descriptions describe a role. Shortlists get defined by what the hiring manager said on the intake call, which is always narrower: someone who has actually run a migration rather than worked on one, someone who can join inside a month, no more than four job changes. None of that is written where you can read it, and all of it is operating on your application.

You are being judged against a specification you have never seen, by people with no obligation to explain themselves. That sounds bleak. It is actually good news, because it means most rejection is mechanical rather than personal, and mechanical things can be diagnosed.

The seven gates, and which one you are actually failing

Every application that ends in a signed offer passes through the same sequence. Every application that ends in silence stopped at one of these. Before you change a word of your CV, work out where you are stopping.

Gate	Who decides	What they actually look at	What it looks like to you
1. Keyword search in the tracking system	Nobody. A recruiter’s search string	Whether your extracted text contains the terms they typed	Total silence, nothing beyond the auto reply
2. The recruiter’s first scan	Agency or in house recruiter	Current title, employer, location, years, notice period	Silence, or a profile view that goes nowhere
3. Submission to the client	Hiring manager, often an account manager first	Fit against the intake call, plus your rate and availability	Silence after a good recruiter call
4. The screening call	Recruiter	Clarity, role ownership, CTC, notice, reason for the move	A friendly twenty minute call, then nothing
5. Technical round or panel	Engineers, architects, functional leads	Decisions you made and how you defend them	A polite line, or silence after the last round
6. References and verification	HR operations, a verification agency	Dates, designation, payroll overlap, relieving letter	An offer that goes quiet or gets withdrawn
7. Offer stage	HR, compensation team, hiring manager	Band fit, expected CTC, notice, counter offer risk	“The client has gone with another profile”

Two things stand out after years on the employer side of this. Gates 1 to 3 account for most rejections by volume, and almost none of them come with feedback. And gate 7 rejects far more experienced Indian candidates than anybody admits. Not skills. Rate and joining date. A strong engineer on a ninety day notice loses roles every week to an average engineer on thirty, and neither of them is ever told that is what happened.

Gate 1: the keyword search inside the applicant tracking system

Who decides: nobody. No machine forms an opinion about you. A recruiter types terms into a search box over everyone who applied and reads the first page of results.

What they look at: the plain text extracted from your file. If it extracted cleanly you are searchable. If it turned into a jumble because you built two columns with your name in the page header, you are in the database and functionally invisible.

What rejection looks like: nothing. Not even a rejection email, because you were never rejected. You were never retrieved.

What you control: vocabulary and structure. If your CV says “worked extensively on microservices architecture and cloud deployment” and the search says Java AND Spring Boot AND Kafka AND Kubernetes, you do not appear. Naming the technologies inside the bullets where you used them beats a skills list at the bottom, because the snippet a recruiter reads is the text around the matched word.

Three things matter more here than they do elsewhere. Your title: if your service company designation is Specialist Senior and the market calls the work Senior Data Engineer, write the market title and bracket the internal one. Your city, because recruiters filter on it constantly. And your total experience written as a number, since Indian requisitions are banded hard by years and “8.5 years” answers a filter that a decade of achievements does not.

The parsing and formatting mechanics are covered in the ATS-friendly CV guide. Assume they have gone right and move on.

Gate 2: the recruiter’s first scan

Who decides: a recruiter working a shortlist against a deadline, with your document open for a few seconds.

What they look at, in order: your current designation, employer, location, total years, and then two things unique to hiring here. Your notice period and your last working day. Availability gets read before achievements, because availability is what the client asks first. If your notice is not on the document, they either assume ninety days or park you.

What rejection looks like: silence, or a profile view that leads nowhere.

What you control: the top third of page one, which is the only part being read.

Rajeev Menon | Senior Data Engineer | Pune rajeev.menon@example.com | +91 XXXXX XXXXX | linkedin.com/in/example 8.5 years in data engineering | Java, Spark, Kafka, Snowflake, Airflow, AWS Notice period: 60 days, buyout of up to 30 days permitted | Open to Pune, Bengaluru, Hyderabad

Four lines, every first scan question answered before anyone has to look for it. No photo, no objective statement about seeking a challenging position in a growth oriented organisation.

Copy the shape of that fourth line, not its content. Only write a buyout clause after you have read your own appointment letter and confirmed your employer actually permits one, because a client will hold you to whatever it says.

The scan then drops to your first two bullets. That is the most valuable space on the document and most people waste it on scope.

Before: Responsible for design and development of data pipelines, working closely with stakeholders to deliver business requirements in an agile environment.

After: Rebuilt the customer 360 ingestion pipeline on Spark and Kafka, cutting the daily load window from 6 hours to 40 minutes and clearing the backlog that had delayed month end reporting for three quarters.

The first describes a job description. The second describes a person who did something, and it puts Spark and Kafka inside a sentence a recruiter can quote to a client.

Gate 3: the internal submission to the client

This gate is the one almost nobody knows exists, and it is where the most good candidates quietly disappear.

Who decides: the hiring manager, and in staffing arrangements an account manager first. If you came through an agency there is a filter you never see, because the agency decides which three of its own candidates to put forward.

What they look at: your profile against the intake conversation rather than the posting, plus two commercial facts. What you cost and when you can start.

What rejection looks like: a warm recruiter conversation, an “I am submitting you today”, then nothing. This is the most disorienting rejection there is, because everything you could observe went well.

What you control: three things.

Give the recruiter the material to sell you. Most submissions fail because the recruiter cannot describe you in three sentences, so write those sentences yourself.

Thanks for the call, Priya. For the submission: 8.5 years in data engineering, last 3 building streaming pipelines on Kafka and Spark at scale, owned the move of 40 batch jobs onto Airflow end to end. Available in 60 days, buyout possible if the client needs it faster. Happy to walk the hiring manager through that migration in detail.

Ask one question that changes your positioning: what was the hiring manager most worried about on this role? A recruiter who ran the intake call knows, and most will tell you.

And do not arrive twice. If you apply direct and then let two agencies submit you, the client has to settle who owns the candidate. That is usually decided in favour of whoever submitted first, or in favour of your direct application, with the other submissions voided. Sometimes the whole thing is dropped rather than argued over. Any of those outcomes costs you a recruiter who was working for you, so pick one route per company and tell each recruiter honestly where you have already applied. The full chain is set out in what actually happens after you apply.

Why do recruiters go silent instead of telling me I was rejected?

Because nobody is contractually required to tell you, and telling you costs the recruiter time they do not have. A staffing recruiter working fifteen live roles sends a rejection to the three people they interviewed and leaves the other ninety in the system. Silence is the default outcome of a shortlist, not a verdict on you, and it carries no information at all.

That matters practically. Candidates read silence as a judgement and start fixing things at random. Silence is a status, and the status is “not currently being worked”. It can mean the requisition went on hold, the client filled it internally, or somebody else was submitted eleven minutes earlier.

So aim your follow up at the one moment a reply is genuinely likely, which is after a human has spent time on you. Nobody replies to a follow up on an application. Most people reply to a follow up on a conversation.

Subject: Following up on the Senior Data Engineer role

Hi Priya,

Thanks again for Tuesday’s call. Two things in case they help with the submission. I have attached the version of my CV with the Airflow migration written out in more detail, since that seemed closest to what the client wants. My notice is 60 days, with a buyout possible if they need someone sooner.

If the client has moved in another direction that is completely fine, just tell me and I will stop chasing. Either way, do keep me in mind for similar roles.

Rajeev

The last paragraph does most of the work. Giving the recruiter an easy way to say no is what produces an answer instead of another week of nothing. Send it once, seven to ten days after the call, and do not send a third.

Gate 4: the screening call

Who decides: the recruiter, usually inside twenty minutes and often within the first five.

What they look at: whether you can explain your own work clearly, whether your account matches your CV, and the three commercial facts they must carry into the submission. Current CTC, expected CTC, notice period.

What rejection looks like: a pleasant call, a “we will get back to you”, silence.

What you control: nearly all of it. This is the most improvable gate in the chain, and the one mid-career candidates prepare for least, because they assume screening is a formality after a decade.

Three things go wrong.

The opening answer runs six minutes. “Tell me about yourself” is a request for a ninety second positioning statement, not an invitation to narrate your career from your first job.

I am a data engineer with eight and a half years, all of it building and running pipelines rather than analytics. For the last three years I have been at a payments company in Pune owning the streaming side: Kafka into Spark, around forty jobs, and I led the move of our batch workload onto Airflow last year. Before that I did warehouse work for banking clients at a services firm, which is where the compliance side came from. I am looking to move because the platform work here is largely done and I want to be closer to product engineering. Happy to go deeper on any part of that.

Read aloud that runs about fifty seconds, and it hands the recruiter three sentences to put in the submission note.

The reason for leaving is negative or hollow. “Better opportunities and growth” says nothing. “My manager does not support me” says something they did not want to hear. Make it about the work.

The platform I was hired to build is now built and stable, so the role has shifted to maintenance. I would rather be somewhere still constructing the thing. Nothing has gone wrong here and I am on good terms with my manager.

The specifics are missing. Recruiters are not deep technical people, but they can tell someone describing their own work from someone describing a team’s. If you say “we migrated to microservices”, expect “what was your part”. Answer in one sentence with a boundary on it: what you owned, what you did not, what broke.

How should I answer the expected CTC question without pricing myself out?

Give a range with a reason, not a single number and not the word negotiable. Say what your current fixed component is, what your variable is, and what range you are looking at for the change of role. A recruiter needs a number to check you against the band before they submit you, and refusing to give one usually ends the conversation rather than protecting you.

Advice written for the American market tells you to deflect this. It does not transfer. Indian requisitions carry a band, the recruiter is measured on submitting inside it, and a candidate who will not give a number cannot be submitted. Refusing does not protect your position. It removes you from the pool.

What you protect is the framing.

My current CTC is 24 lakhs, of which 21 is fixed and 3 is a variable component that paid out fully last year. For a move I am looking at 30 to 33, and I am flexible inside that depending on the fixed and variable split and what the role covers. If the band is below that, tell me now and we will not waste each other’s time.

That separates fixed from variable, which is the number the compensation team actually works with. It gives a range. It names the trade you will make. And it invites early disqualification, which sounds counterintuitive and is the fastest way to stop losing weeks on roles that were never going to reach your number.

On current CTC: you will be asked, and at offer stage you will usually be asked for salary slips or a Form 16, so an inflated figure is a discrepancy waiting to surface.

Can a long notice period get me rejected in India?

Yes, and it rejects more experienced Indian candidates than skill gaps do. A client who needs someone in four weeks will drop a ninety day notice profile at submission stage without ever interviewing them. Say your actual notice, say whether a buyout is possible and who pays, and give the earliest realistic joining date. Vagueness here reads as a candidate who has not spoken to their manager yet.

What you say	What the recruiter hears	What happens
“90 days, standard”	Cannot fill my four week requirement	Dropped before submission, no feedback
“It is negotiable”	Has not asked anyone and will find out it is not	Submitted, then the joining date collapses
“I can join immediately” while still employed	Either absconding or already serving notice	Trust problem, and questions at verification
“90 days contractual, buyout of up to 60 days allowed at one month salary per month waived. My manager has indicated he would release me at 45, so earliest realistic joining is around 15 November.”	Someone who has actually checked	Submitted with a credible date

Do this homework before the first screening call, not after the offer. Read your appointment letter for the exact notice clause and buyout terms. Find out whether your employer permits a buyout at all, because many Indian service companies do not regardless of what the letter implies. Check whether it is computed on basic pay or on full CTC, since companies differ and the two numbers are nowhere near each other. And work out who pays it, since a new employer absorbing a buyout is a real cost weighed against another candidate.

And be careful writing “notice period negotiable”, or any buyout wording at all, on your CV or in an email if you have negotiated nothing and checked nothing. Both are promises the client will hold you to, and failing one at joining damages you with that recruiter permanently.

Gate 5: the technical round and the panel

Who decides: engineers, architects or functional leads, often three across two rounds, with a strong veto culture in most Indian product firms. One firm no usually ends it.

What they look at: not whether you know things. Whether you made decisions and can defend them. A ten year candidate who describes a system without once saying “we chose X over Y because” reads as someone who was present for the work rather than responsible for it.

What rejection looks like: a short polite line, or silence after the final round, which is the cruellest version.

What you control: how you talk about your own work under pressure. The mid-career failure here is not a knowledge gap. It is that people who have done a job well for eight years lose the ability to explain it to someone who was not there. Every explanation starts three steps in, and context that lives permanently in your head does not exist in the interviewer’s.

Three habits fix most of it. Set the scene in one sentence first: “this was a payments platform, about four million transactions a day, and our reconciliation batch was finishing after the bank cutoff”. Name the alternative you rejected: “we considered adding partitions, but the bottleneck was on the write side, so we moved reconciliation onto a streaming model”. Then say what went wrong, unprompted, because a volunteered failure makes everything else you said believable.

My instinct is to go deep on the technical problem and under communicate while I am doing it. It cost us a week two years ago, when I worked on an approach the architect had already ruled out because I had not checked in. Since then I force a written update every Wednesday whether or not there is anything to report.

Why do I keep getting rejected after the first interview?

Most first interview rejections are not about capability. They are about the answer to what you do day to day being vague, a role you cannot describe in specifics, or an expectation on money or notice that the interviewer heard and quietly wrote down. Ask for feedback in one line, and if two interviews end the same way, the problem is in your answers rather than your record.

One rejection is noise. Three in a row on roles you were genuinely qualified for is a signal, and the signal is nearly always in the first fifteen minutes rather than in the technical depth. Ask directly and make it easy to answer.

Hi Priya, thanks for letting me know, no problem at all. One thing that would genuinely help me: was it a technical gap, the level, or something about how I came across? A single line is plenty and I will not push back on it.

Plenty of recruiters will not reply to that, and a fair number do. Over a handful of attempts you will collect enough honest answers to see your own pattern.

Gate 6: references and background verification

Who decides: HR operations, and increasingly a third party agency working to a checklist.

What they look at: employment dates, official designation, exit status, and whether anything contradicts anything else. This reaches further here than most candidates expect, because your provident fund record under your UAN carries an employment history of its own.

What rejection looks like: an offer that goes quiet, a request for one more document, or a withdrawal after you have already resigned.

What gets flagged in an Indian background verification?

Dates that do not match your relieving letter, an employer that cannot be reached, overlapping payroll at two companies, and a designation on your CV that differs from the one on record. Most of these are fixable in advance by using your official designation and exact dates. What ends an offer is not a discrepancy itself, it is a discrepancy the candidate was asked about and talked around.

Item	What to check now	Why it matters
Employment dates	Match your CV to your relieving letter to the month	Verification runs against the letter, not your memory
Designation	Use the official one, market title in brackets	A title only you use looks like an inflation
Exit status	Confirm nothing is marked absconding or dues pending	The flag most likely to stop an offer outright
Dual employment	No overlapping payroll at two employers, ever	Contributions under one UAN make it visible
Gaps	One honest line, same story everywhere	A discovered gap is worse than a declared one
Referees	Ask them first, and tell them what the role is	A surprised referee is a lukewarm referee
Education	Names and years exactly as on the certificate	Institution name changes trip this constantly

If you have a break in your record, how to write a gap into your CV covers the wording.

Gate 7: the offer stage

Who decides: HR and the compensation team against a band, with the hiring manager weighing in on how badly they want you specifically.

What they look at: where your expectation sits against the band, parity with people already in the team, your notice, and their read on whether you will take a counter offer and waste their eight weeks.

What rejection looks like: “the client has decided to go with another profile”, delivered when you had every reason to think it was done.

What you control: more than at any other gate, and this is where people most often give away a role they had won. Offers die three ways here.

The number was never checked, because nobody compared the band to your expectation until the end. Ask on the first call what range is budgeted, and if the recruiter will not say, give yours and ask them to tell you if it is outside.

The joining date does not work, which is the reason to settle notice on day one rather than day forty.

Counter offer risk, which employers price in because they have all been burned by it. If you have genuinely decided, say so.

To be clear about where I stand, I have already decided I am leaving, so a counter offer from my current employer is not something I would take. If we agree the number, I will resign the same week.

Only say that if it is true. Said honestly it moves a hesitant hiring manager to close. And a word on accepting an offer while still interviewing elsewhere: it is common, it is not illegal, and it is the fastest way to become unplaceable through a given agency. This market is smaller than it looks, and a candidate who does not join after accepting is remembered by name.

How do I work out which gate is rejecting me?

Count your own numbers over the last eight weeks and compare the drop offs. The ratio between applications, screening calls, client interviews and offers tells you which gate is failing far more reliably than any feedback you will be given. Fix the earliest failing gate first, because effort spent on later gates is wasted while an earlier one is still shut.

Your pattern over 8 weeks	The failing gate	What to change first
60 applications, almost no recruiter contact	Gate 1, the search	Titles, technologies inside bullets, city, years, file format
Profile views but few calls	Gate 2, the first scan	Top third of page one, notice period on the document
Good recruiter calls, no client interviews	Gate 3, the submission	The three sentence pitch, rate and date checked early
Calls that end warmly and go nowhere	Gate 4, the screen	Ninety second opener, reason for leaving, CTC structure
First round yes, second round no	Gate 5, the panel	Context first, trade offs named, failure volunteered
Offers that stall after paperwork	Gate 6, verification	Dates, designation, relieving letter, referees
Offers that never quite land	Gate 7, the offer	Ask the band on call one, settle notice on call one

Two cautions. Give it a full eight weeks, because Indian hiring goes quiet around quarter ends and festival weeks and a three week sample tells you nothing. And separate agency applications from direct ones, because they fail differently and mixing them hides the pattern. If you would rather have an outside read than your own, you can send your CV in for a review against live roles and be told where it is stopping.

A worked example: one candidate, rewritten at every gate

An eleven year delivery lead at a services firm in Hyderabad, targeting engineering management at a product company. Illustrative figures.

Gate 1. The CV said Delivery Lead. Product companies search for Engineering Manager. Changed to “Engineering Manager (internal designation: Delivery Lead)” and moved the platform names out of the skills table and into the bullets.

Gate 2. The top of page one was a paragraph about being a results oriented professional. Replaced with name, target title, city, years, stack, notice period. Then this:

Before: Managing a team of engineers and ensuring on time delivery of project milestones as per client expectations.

After: Run a 14 person engineering group across two squads for a US healthcare client, owning hiring, delivery and the release calendar. Took the release cycle from monthly to fortnightly by splitting the shared test environment and moving regression onto a nightly pipeline.

Gate 3. Started sending three sentences to the recruiter after every call, and asking what the hiring manager was worried about. On one role the answer was that the last two hires had never done their own hiring, which became the opening line of the next interview.

Gate 4. The opening answer went from four minutes to fifty seconds, and the reason for leaving changed from wanting growth to wanting to own a product rather than a statement of work.

Gate 5. Stopped saying “we” and started separating what the team did from what he decided.

Gate 6. Found that his designation on record was Associate Manager, not Delivery Lead, and fixed it before it became a question.

Gate 7. Began asking for the budgeted range on the first call. Two roles disqualified themselves in week one, which sounds like a loss and was six weeks saved.

Nothing there is a new skill. It is the same career, described so each decider at each gate can say yes.

Common mistakes

Rewriting the CV after every rejection. If you do not know which gate failed, you are changing things at random and destroying whatever was working.

Treating the recruiter as an obstacle. They are the only person in the chain whose incentive matches yours. They get paid when you get hired.

Hiding the notice period until the offer. It never gets easier to say and it gets much more expensive.

Refusing to give a CTC number. In this market that is not a tactic, it is a withdrawal.

Applying to one company through three channels. Duplicate profiles trigger an ownership dispute, and it is settled without you. Most of the submissions get voided and occasionally all of them do.

Chasing the same recruiter every second day. One follow up, seven to ten days after a conversation, then stop.

Reading silence as a verdict. It is a status, and it contains nothing you can act on.

Explaining a career break in three paragraphs. One line, and the same line everywhere. The wider set of self inflicted wounds is in the mistakes people make after a career break.

Expert tips from the other side of the desk

Ask what the hiring manager is worried about. One question to the recruiter that reorganises everything you say afterwards.

Put your notice period and earliest joining date in writing early. It costs you a few roles at the start and saves the ones that would have collapsed at the end.

Keep the same story in three places: your CV, your LinkedIn and what you say out loud. Verification and interviewers both cross check, and inconsistency reads as dishonesty even when it is only untidiness.

Name the technology inside the sentence where you used it. A list at the bottom does nothing for the snippet in a search result.

Read your appointment letter for the exact notice and buyout wording, rather than repeating what a colleague told you.

Ask for feedback in one line and promise not to argue. A single specific question with that promise attached gets answered far more often than a general request for feedback does.

Prepare the failure story before you need it. Every panel asks, and the candidate who volunteers what broke is trusted on everything else.

Tell each recruiter where else you are in process. It sounds risky and it is the fastest way to be prioritised, because a recruiter with a deadline moves the candidate who might be gone next week.

Get someone to run a search against you. Ask a recruiter you know to search their database with the string they would use for your target role, and tell you whether you appear. It is the only real test of gate 1. Experienced candidates who want that done properly can use job support that runs without any training programme attached to it.

Your rejection audit checklist

FAQs

Why do I keep getting rejected when my CV matches the job description?

Why do recruiters go silent instead of telling me I was rejected?

Why do I keep getting rejected after the first interview?

How should I answer the expected CTC question without pricing myself out?

Can a long notice period get me rejected in India?

What gets flagged in an Indian background verification?

How many roles should I be applying for each week?

Six to ten well matched applications a week beats forty scattered ones, provided you also send four or five direct messages to recruiters who handle your stack and keep two agency relationships warm. Volume without matching produces silence at scale. If you are applying to everything, you are competing on nothing except being first, and you are usually not first.

Can an experienced candidate get help without joining a training programme?

Yes. Most mid-career candidates do not need a course at all. They need the CV rewritten so a recruiter can sell them in three sentences, the screening answers on money and notice sharpened, and someone handling submissions and interview preparation. Campus4tech offers standalone job support with no training attached, and we continue working with candidates until they are successfully placed.

Summary

Rejection has an address. It happens at one of seven places, and each has a different person behind it asking a different question.

The search does not know your title. The first scan cannot find your notice period. The submission has nothing to quote about you. The screening call got four minutes of narration instead of fifty seconds of positioning. The panel heard what a team did and could not tell what you decided. The verification found a designation nobody could confirm. The offer stage discovered in week eight what should have been settled in week one.

None of that is a judgement on your ability, and none of it will be explained to you. That is why counting matters more than waiting for feedback. Eight weeks of your own numbers will tell you which gate is shut, and once you know which one, most of the fixes take a weekend.

The candidates who get unstuck are almost never the ones who worked harder at applying. They are the ones who stopped guessing, found the single gate that was closed, and fixed that.

At Campus4tech we spend most of our time on exactly this with mid-career candidates in India: working out which gate a search is actually failing at, rewriting the CV so a recruiter can sell it, rehearsing the money and notice answers that quietly end so many processes, then handling the submissions and interview preparation. Experienced people rarely need a course, so job support runs on its own with no training attached, and we continue working with candidates until they are successfully placed. If your applications keep going quiet, tell us where your search is stuck and we will tell you plainly which gate is costing you.

Written by

SK Chauhan

Founder

Works across recruitment delivery and placement strategy at Campus4tech.