About Us
We are the team who felt the pain of our customers every single day of our life and would not stop until we solve it for both companies and talents.
Our Vision
“A world where every talent can get their dream job without redundant interviews and every hiring manager can focus on work without being on other side of that interview.”
The relentless personal drive
The Story Behind Starting FarGaze
FarGaze was born from first-hand experience and deep industry pain points that I, along with colleagues and friends, have faced throughout our 20-year career—as a job seeker, tech expert, hiring manager, Coach, CTO & Entrepreneur.
Across these roles, I’ve seen three user segments struggle with hiring inefficiencies:
- Hiring Managers They find it challenging to attract the right talent and make hiring decisions efficiently, often conducting redundant interviews.
- Job Seekers They need precise upskilling and guidance to secure or transition into jobs faster.
- Experienced Professionals, Even with strong credentials, they still go through multiple interviews because existing platforms fail to effectively validate their skills.
Every person in our network belongs to one or more of these groups. After recent conversations and interviews, it became clear that even in an era of AI and automation, these problems persist.
But for me, these challenges weren’t just observations—I felt the pain of my peers at every phase of my career. From being a job seeker frustrated with repeated interviews to a CTO struggling with inefficiencies in hiring, these experiences shaped the vision for FarGaze. Below is the story of how the FarGaze became from mere personal frustration to a validated global problem.
Student/Trainee – The Struggle to Break In
From the very beginning—and even today—I have been continuously learning and training myself through self-study, professional experiences, and elite universities like Harvard and Stanford.
One thing that remained constant? Getting a job required navigating multiple courses, degrees, and frustrating interview cycles. Instead of securing employment, many talented individuals in some countries even end up in debt just trying to become “hireable.”
I personally experienced this—enrolling in various courses, earning degrees, and repeatedly proving myself in redundant interviews just to land a role. This inspired FarGaze, where AI based trainings & hiring ensures candidates gain precise skills and job placements.
Tech Expert – High Demand, Yet Endless Interviews
Even as I became a highly sought-after tech expert, constantly pursued by top companies, the hiring process didn’t get any easier. Despite strong recommendations, a proven track record, and an optimized LinkedIn profile, I still had to go through multiple interviews—over and over again.
The worst part? I wasn’t alone. My batch mates—now industry experts themselves—felt the same frustration. When I interviewed them recently, they all repeated the same thing:
👉 “Applying to jobs is a full-time, stressful job.”
That’s when I knew—this wasn’t just my frustration, but a universal problem that needed fixing.
Hiring Manager – Frustration to Find the Talent
When I transitioned into hiring roles, I saw the problem from the other side. My team and I were stuck in endless interviews, engineers had to step away from product development to conduct technical assessments, and leadership teams were delayed in scaling.
Talented professionals were often rejected over minor skill gaps, and worse, they received no feedback on why they didn’t make it. This lack of transparency left candidates frustrated.
This experience further solidified the vision behind FarGaze—a platform that ensures hiring managers only interview the best-matched candidates, while rejected applicants receive targeted AI-driven upskilling to improve and reapply.
CTO – Scaling Teams in Hyper-Growth Startups
When I became a CTO in fast-scaling startups, hiring became one of the biggest bottlenecks. Along with product development, I had to build multiple engineering team within few months—but the traditional hiring process made this an uphill battle.
Hiring was time-consuming, expensive, and exhausting. My hiring managers, VPs and I had to interview hundreds of candidates, only to find that most of them were only look good at papers.
This was the final validation—I saw firsthand that hiring inefficiencies weren’t just frustrating, they were actively slowing down innovation. I knew we needed a radically new approach, one that eliminates redundant interviews and streamlines hiring at scale.