The story of Sosuite begins with the story of Sorcrr (written by Jehanzeb)
And the story of Sorcrr? Well, it begins with me, in the beautiful chaos of farming in the rain forests of Maui, to being knee-deep in the chaos of running a fresh produce marketplace—a high-stakes, high-speed business where nature itself is your clock (produce doesn't wait, it decays).
At its peak, the operation moved tonnes of fresh goods across multiple cities, powered by a team of over 100 people spread across warehouses and fulfillment centers. It was like a machine that required constant tinkering as we scaled. Roles evolved. Teams grew. Specializations emerged. Every leap forward, a metamorphosis (what I like to call a molt) and we went through four of them.
Finding the right people was an art and a science. Candidates had to be sourced, interviewed, onboarded, trained, integrated, and, most importantly, motivated. For six years, I personally interviewed at least two people every single day. We had a process for everything: Job Descriptions (JDs), a companion document we called the JD Context (detailing team interactions and touchpoints), SOPs mapped out in advance, and OKRs defined from Day Zero. The systems worked. The documentation was airtight.
But here’s the thing: process alone doesn’t build a team. What we were really chasing was something deeper—people whose core values aligned with ours. We were obsessed with integrity. It was our holy grail. But here’s the kicker: you rarely know if someone has it until they’re in the trenches with you.
Fast forward a few years. I sold the business and switched gears to consulting, helping others build startups—mostly in the tech space. But one problem kept following me: hiring. It’s brutal. New companies don’t have brand equity. They’re unknown, unproven. In 2023, while helping set up yet another startup, the old challenges surfaced. Hiring wasn’t just hard—it was soul-crushing. And that’s when it hit me. Those processes we’d built all those years ago? They were still relevant. But this time, I wanted to take it further.
We’d always believed in getting to know candidates beyond the surface. Resumes were fine, but we cared more about their values, their stories, the decisions that shaped them. We leaned on video. We wanted to hear their voices, feel their energy. But doing this at scale? With WhatsApp groups, Excel sheets, and paper resumes? It was a mess.
That’s when the idea for Sorcrr was born. It was time to bring it all together into one app. A platform that helps teams find people—not just candidates—who align with their mission, their momentum, and their molt.
Haris, someone I’d worked with during my early days, came on board to lead tech. Alvin was a LinkedIn stalking success story. That worked out so well that I tried my luck again and found Dio—another win. Bilal joined as an intern, learning Flutter while primarily working as a designer. When our designer left, Bilal stepped up and didn’t just fill the gap—he owned it.
And just like that, we had our team. Lets see where things go.
