Michael Ademeso
EMEA Talent Sourcer | Turning passive talent into hired tale
Early-stage US startup (Seed, 20 people) had no recruiter. They needed 15 hires across Engineering (7), Sales (5), and Ops (3) in 60 days.
I acted as Fractional Recruiter: Created sourcing plan, sourced 300 candidates via Boolean search, did 60 phone screens, managed hiring manager loops, and closed 15 offers. Average time-to-hire: 45 days vs industry 90+ days.
Built a reusable sourcing playbook they still use today.
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Client was a startup expanding in EMEA. They needed 5 Engineers (Frontend, Backend, DevOps) in 30 days and had no internal sourcing.
What I did:
Mapped top tech talent across Berlin, Amsterdam, London, and Dublin using LinkedIn Boolean search
Sourced 150+ engineers, contacted 75 with personalized outreach
Screened 20 candidates for technical fit + culture fit
Managed interview coordination with hiring managers
Delivered 5 hires in 30 days, 100% retention after 6 months
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A Fintech needed to scale Product, Engineering, and Compliance teams across Berlin and Amsterdam.
I sourced 200+ senior to mid-level Fintech candidates, contacted 80 with custom messaging, qualified 25, and closed 10 hires. 40% offer acceptance rate. Reduced time-to-hire by 22%.
I worked with 6 hiring managers across 2 markets and managed everything in Ashby ATS and Slack.
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The client, a UK SaaS company, needed 8 Customer Success Managers fast to support £2M ARR growth.
My role: Built the pipeline from scratch. Mapped the UK SaaS ecosystem, sourced 120 passive CSMs on LinkedIn, ran personalized outreach (40% reply rate), screened 30, and delivered 15 qualified candidates. Result: 8 hires in 6 weeks.
This project shows I can build talent pipelines in the UK market and work directly with hiring managers.
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