US IT Recruitment · Hyderabad, India

Hard‑to‑find technical talent. Sourced, screened, closed.

Four years of full-cycle US IT recruitment — contract, contract-to-hire and direct hire — for Java, .NET, DevOps, Cloud, Data, Salesforce and SAP teams across every US time zone.

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4+ yrs full-cycle 5,000+ network LinkedIn‑verified profile

Years full‑cycle recruiting: 4+
LinkedIn followers: 5,019
Professional connections: 4,686
Certifications held: 8

The brief

A recruiter who reads the requirement before writing the search.

I specialise in end-to-end recruitment for a wide range of technical roles, including Java Developers, DevOps Engineers, Salesforce Consultants and ETL Developers — supporting multiple US-based clients from sourcing and screening through interview coordination and onboarding.

My expertise covers the tax terms (W2, C2C, 1099 and full-time) and visa types (H1B, Green Card and US Citizens) that decide whether a submission stands up, so compliance and quality hold all the way through the hiring process. I work in the major portals — Dice, Monster, CareerBuilder and LinkedIn Recruiter — alongside applicant tracking systems that keep a pipeline honest.

My strongest asset is the ability to build and maintain relationships. My colleagues and I deliver a top-notch candidate experience whether you're hired or not — and that is the reason good people take the call the second time.

— Syed Aleemuddin

Practice

What a search actually includes

End‑to‑end technical recruitment

Full lifecycle ownership for contract, contract-to-hire and full-time requisitions across technologies and domains — one point of contact from intake to onboarding.

Niche sourcing & Boolean search

Effective Boolean strings written to surface niche and hard-to-find talent quickly, across LinkedIn Recruiter, Dice, Monster, CareerBuilder, Indeed, internal ATS and referral networks.

Screening & assessment

Candidates qualified on technical skill, communication, visa status, availability, rate expectation and fit — evaluated against the position requirement, with feedback either way.

Interview coordination

Interviews scheduled, pipelines managed, feedback collected and chased. Hiring managers and account managers stay current without having to ask.

Rate & offer negotiation

Pay rates, salaries, joining dates and employment terms negotiated with candidates and vendors, then driven to closure rather than left to drift.

Recruiter mentoring

Junior recruiters coached on sourcing strategy, screening technique and recruitment best practice — useful where a team needs capability, not just placements.

Engagements are scoped to the requisition — role, seniority, volume and urgency all move the shape of the work. Send a requirement for a scoped proposal

Roles filled

Where the searches have run

Engineering

Java Developers · .NET Developers · DevOps Engineers · Cloud Engineers · Data Engineers · QA Automation

Enterprise & ERP

SAP — SuccessFactors EC, SD, MM, HANA, FICO, ABAP, CRM, HCM, QM, PM, PP, AP/AR, OTC, RAR · Salesforce Consultants · ETL Developers · Snowflake

Delivery & product

Business Analysts · Project Managers · Client Managers

Executive

Vice President — Cybersecurity, Operations, Service Management · Director

Sectors

Direct clients and consultancies across state government, manufacturing, oil & gas and IT services

Engagement terms

The paperwork, handled

Tax terms

W2
C2C
1099
Direct hire / full‑time

Work authorisation

H1B
Green Card
US Citizen
Visa transfer knowledge

Sourcing channels

LinkedIn Recruiter
Dice
Monster
CareerBuilder · Indeed
Referrals & network

ATS & reporting

CEIPAL
Oorwin
Client‑internal ATS
Pipeline & submission reporting

Process

Six steps, in order, every time

01

Intake

Direct conversation with hiring managers, account managers and clients to pin down the technical requirement, the priorities and the real hiring timeline.
02

Sourcing

Boolean strings built for the requirement and run across job portals, LinkedIn Recruiter, the ATS, referrals and networking channels.
03

Screening

Screening interviews on technical skill, communication, visa status, availability, rate expectation and cultural fit — qualified against the position, not the keyword.
04

Coordination

Interviews scheduled, pipeline maintained, feedback collected from both sides and turned around fast enough to keep good candidates warm.
05

Negotiation

Rates, salaries, joining dates and employment terms agreed with candidates and vendors — with the compliance detail checked before anything is signed.
06

Close & onboard

Offer driven to closure, onboarding supported, records kept accurate in the ATS/CRM and reporting supplied for management review.

Track record

Four years, three desks

Mar 2026 — present

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Credentials

Eight certifications, all current

Open requisition?

If a role has been open too long, the search is the problem — not the market.

Send the requirement, the tax term and the timeline. You'll get a straight answer on whether it's fillable and what it takes.

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