Sri Srinivasan
AI is analyzing your overall score…
Identifying your key strengths…
Evaluating your skill match against the job requirements…
Assessing your cultural and operational fit
AI is analyzing your overall score…
Identifying your key strengths…
Evaluating your skill match against the job requirements…
Assessing your cultural and operational fit
AI | Product & Tech | CPTO | CTO | CPO
Sri brings 22 years of broad software experience, across multiple platforms and products. Roles have spanned software development, development lead, architect, performance & scale engineering, program management and engineering general management. Experienced Software Professional, with a strong background in technical leadership, innovation and delivering relevant technical solutions resulting in delivery of business strategy, with focus on present day Business Cloud. In the past, Sri has been a Hands On technical architect, with 15 years of building and leading high-performance efforts for product companies, with deep domain understanding of business applications across ERP and CRM. At Microsoft, Sri led architecture and conceptualization of ERP technology stack at Microsoft including transformation of a legacy platform to use and enable Microsoft’s wide platform. During my years with Claremont, Peoplesoft and early part of the Microsoft career, specialized in scale, performance and large implementations/benchmarks for the industry including ground breaking at Microsoft work with SQL Server for storage optimization /compression with business application databases. In recent years, conceptualized and led Cloud based application life cycle efforts (Dynamics Life Cycle Services) which has been recognized by Gartner as industry visionary work for ERP and CRM Applications. Sri has Domain Expertise in: IT Deployments/Solutions, cloud technologies, infrastructure & capacity planning, portals, application integration (EAI) and customer experience programs.
Birla Institute of Technology, Mesra
B Tech, Computer Science
August 1, 1989 – June 1, 1993
Hellman & Friedman
Chief AI Officer
January 1, 2026 – Present
Remote
HUB International
Board Member
April 1, 2025 – Present
Hellman & Friedman
Managing Director
January 1, 2024 – Present
Remote
Hellman & Friedman
Senior Operating Executive, Product & Technology
April 1, 2023 – February 1, 2024
Remote
Zuora
Chief Product and Engineering Officer
January 1, 2021 – March 1, 2023
Seattle
Cisco
SVP/GM, Team Collaboration Group (Webex Meetings, Teams & Devices)
October 1, 2018 – December 1, 2020
Cisco
Vice President and GM, Team Collaboration Group
March 1, 2018 – January 1, 2020
Microsoft
CTO, Dynamics 365
December 1, 2017 – February 1, 2018
Microsoft
General Manager, Microsoft Dynamics 365 Enterprise Apps (ERP)
August 1, 2016 – December 1, 2017
Microsoft
General Manager, Cloud Business Solutions Platform
June 1, 2014 – July 1, 2016
Microsoft
Director of Cloud Engineering
November 1, 2013 – May 1, 2014
Microsoft
GM, Customer & Partner Programs
September 1, 2011 – October 1, 2013
Microsoft
PM Architect
September 1, 2008 – August 1, 2011
Microsoft
GPM, Performance
June 1, 2005 – August 1, 2008
Peoplesoft
Principal Engineer, Performance
December 1, 2000 – May 1, 2005
Pleasanton, CA
Claremont
Director of Performance Engineering
August 1, 1995 – December 1, 2000
Milpitas, CA
Cultural Fit Analysis
The candidate's career trajectory shows a strong focus on leadership and strategic roles within large, established technology companies. While this demonstrates adaptability to corporate environments, the target role of 'Quality Assurance Engineer' is a significant departure from their recent executive-level responsibilities. This mismatch in role type and seniority suggests a potential cultural misalignment with a hands-on QA engineering position. The breadth of experience is in executive management, not directly in QA practices.
Soft Skills & Operational Fit
The candidate's extensive experience in senior leadership roles suggests strong leadership, strategic thinking, and operational management skills. Descriptions of building teams from scratch and driving large-scale initiatives indicate a proactive and results-oriented approach. However, the provided data does not offer direct insights into specific soft skills like collaboration style or stress handling, beyond what can be inferred from high-level roles.