Kriti owns hiring mandates that span functions, levels, and products, turning workforce needs into coordinated recruiting plans. At CoinSwitch, she managed more than 250 roles across technical and business functions. For Lemonn, she built a 20-person team and hired its head of operations. Her work covers sourcing, stakeholder alignment, candidate conversion, and the operating metrics required to keep hiring on track.

Kriti turns broad technical hiring requests into specific, workable search criteria. At Atomicwork, she clarified a backend mandate around distributed systems, data scale, role levels, and complementary agentic experience. At CoinSwitch, she recruited across engineering, data, product, and design. She distinguishes core capability from optional background, helping stakeholders widen the viable pool while preserving the hiring bar.

Kriti treats recruiting as an operating system, tracking where candidates enter, move, accept, and join. At CoinSwitch, she shortened the candidate lifecycle from 15 days to 10 days and improved joining rates from 60% to 80%. The same operating discipline informed hiring across multiple products and functions. Her scope includes sourcing mix, stakeholder coordination, offer conversion, time to hire, and quality of hire.