Two practices. Two people. That is not a limitation.

Co-founder of NorthRidge Solution, where he leads how the firm finds and reaches the people its clients need.

Most hiring starts with movement — post the role, wait, sort the pile, and call the volume a search. It looks like progress. A real search starts earlier than that, in the part everyone rushes through: deciding precisely who you're looking for.

His background is in analytics. He holds a BS in Data Science with an emphasis in Applied Statistics from the University of Arizona, with a minor in computer science. What stayed with him wasn't the data. It was seeing how often the answer was already fixed before anyone touched a keyboard, decided by whoever framed the question. Frame it well and the work becomes collection rather than search. Frame it badly and no amount of effort downstream will save you.

So he doesn't cast a net. He writes down who NorthRidge needs first, tradeoffs included, then goes and gets that person. Slower on day one, faster by day ten.

He spent five years in the United States, mostly in Tucson, and traveled across much of the country, from the Bay Area to New York. He still goes back, and he's kept the network he built there. That's what matters for NorthRidge's clients: they're not handing their search to someone reading the market from a distance — they're handing it to someone who still works in it.

Co-founder of NorthRidge Solution, where he leads how the firm vets and places talent for its clients.

Before this, he spent years in law, working through corporate and tax litigation. The work trained a particular habit: reading contracts for what they actually commit you to, not what they seem to promise on the surface. It also taught him that the details people skip are usually the ones that matter most — the clause buried on page twelve, the caveat nobody flagged until it became a problem.

Most hiring, he noticed, doesn't get read that closely. A resume gets skimmed, a keyword gets matched, and a decision with real stakes attached to it gets made on far less scrutiny than a routine agreement ever would. That gap is what pulled him into recruiting.

It's the lens he brings to hiring now. Nothing reaches a client's inbox until it has been checked against the criteria agreed on at the start of the search, not matched by keyword and called a day. Every search runs through the same intake and the same vetting standard, the way a contract holds regardless of who's reading it — not looser on a Friday afternoon.

He is based in India and works closely with clients across the United States and Europe, often across a full day's worth of time zones. That distance is exactly why the process has to be tight: a vetting standard that doesn't bend depending on who's reviewing it, and communication that runs on the client's clock, not just his own. Scoping calls happen when they're needed, updates go out on a schedule the client can count on, and a search doesn't go quiet just because it crosses a time zone.

It's this same discipline, built first in contracts and now in hiring, that shapes how NorthRidge Solution runs day to day: precise, accountable, and built to hold up under scrutiny.