With over 15 years of Human Resources experience, I currently lead as the Head of HR at Independent Food Company, leveraging CIPD credentials and an MBA to deliver transformative HR strategies. My expertise spans talent management, performance systems, and employee engagement, helping shape an inclusive, high-performing workplace aligned with organizational goals.  

I oversee strategic HR initiatives, including enhancing recruitment processes, implementing innovative sourcing tools, and designing talent development programs. Passionate about data-driven solutions, I collaborate with leadership to drive sustainable growth, foster operational excellence, and empower teams to unlock their full potential.

Ahmad Al Cheikh Hassan

Stop rewarding the loudest person in the room.


Not all productivity is loud.
Not all value is visible.

We’ve created a corporate culture that mistakes "presence" for "performance."
• Some people promote the work.
• Others actually move the business forward.

Strong organizations learn to measure impact — not noise.

Strong leaders learn to recognize silent performers before they disengage.
Real growth is built quietly… by consistent delivery.

If you can’t see the value of your quietest employee, you aren't looking hard enough.

#hr #humanresources #employeeexperience #performance #goals #rewards #people #culture #linkedin #linkedinconnections #aach

Head of HR | CIPD & MBA | 15 Years Driving HR Innovation | Strategic Leader in Human Capital Excellence, Business Integration & Organizational Transformation

Most companies say they want great talent.


But many reject it… in the first 6 seconds of looking at a CV.

Because the candidate has:

• An employment gap
• No university degree
• Is over 45 years old
• Was once fired
• Changed careers
• Or simply doesn’t fit the traditional mold

And just like that… potential is filtered out.

But here is something I have learned during my years in HR:

Some of the most loyal, resilient, and high-performing employees are the ones who were once overlooked.

The candidate with an employment gap may have faced life challenges that built resilience.

The professional without a degree may have spent years mastering their craft through real experience.

The person who is 45 years old may bring wisdom, leadership, and stability that younger teams deeply need.

The employee who was once fired may have learned the most valuable lessons about accountability, growth, and performance.

Talent doesn’t always come wrapped in a perfect resume.

Sometimes it comes with:

• struggle
• determination
• self-learning
• persistence
• humility
• hunger to prove themselves

And those qualities often create extraordinary employees.

As leaders, recruiters, and decision makers, we must ask ourselves a difficult question:

Are we truly hiring the best talent… or just the safest profiles?

Because when we judge people only by credentials, titles, or perfect timelines…

We risk missing the people who could transform our teams, culture, and organizations.

Behind many “non-traditional” profiles are individuals with incredible stories, untapped potential, and a drive that cannot be taught.

And sometimes…

The person everyone else rejected
Becomes the person who changes everything.

So maybe it’s time to rethink how we define talent.

Maybe it’s time to give people a fair shot.

Because the real talent is often the one we almost overlooked.

#hr #humanresources #hrstrategy #employeeexperiences #talents #business #management #linkedin #linkedinconnections #aach

The most dangerous HR professional in any company is the “Yes sir” HR.


Not the inexperienced one.
Not the overly strict one.

The one who never disagrees with leadership.

If HR’s only role is to defend every executive decision, even the poor ones, then let’s stop pretending it’s a people function.

That’s not strategic HR.
That’s executive PR.

Real HR leadership means having the backbone to say:

• “This termination exposes us.”
• “This policy will damage morale.”
• “We are about to lose good people if we do this.”

Alignment does not mean obedience.

If your HR leader has never pushed back on you, that’s not loyalty. That’s a red flag.

Because when employees say, “HR is for management, not for us,”
that perception didn’t come from nowhere.

HR should protect the business, yes.
But protecting the business sometimes means protecting it from its own leaders.


#hr #humanresources #strategy #people #culture #leaders #leadership #mamangement #linkedin #linkedinconnections #aach

Many people love ideas.


Brainstorming.
Innovation sessions.
Whiteboards full of possibilities.

It feels exciting.

But here is the uncomfortable truth:

A lot of “idea people” are addicted to the excitement of starting, not the discipline of finishing.

Because execution is very different.

Execution is not glamorous.

Execution is:
• repetitive
• demanding
• structured
• uncomfortable

Execution exposes your weaknesses, gaps, and blind spots.

It forces you to move from talking about success to actually earning it.

And that’s the part many people quietly avoid.

The reality is this:

Organizations rarely fail because they lack vision.

Most companies already have:
• strategies
• roadmaps
• presentations
• ambitious plans

What they often lack is something far more difficult.

Operational courage.

The courage to:
• stay disciplined when the excitement fades
• hold teams accountable
• repeat the fundamentals every single day
• finish what was started

Ideas create momentum.

But execution creates results.

And in the end, organizations are not defined by the ideas they discuss…

They are defined by the work they actually finish.

#leaders #leadership #management #people #hr #goals #linkedin #linkedinconnections #aach

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I’m #hiring for an open role. Know anyone who would be a good fit?

Micromanagement is the quickest way to kill a high-performer’s spirit.


I’ve seen it firsthand:

When people feel monitored, they switch to survival mode. They do just enough to stay off the radar. They stop taking risks. 

They stop thinking.

But when you replace surveillance with trust? Everything shifts.

• Survival becomes Ownership.
• Compliance becomes Commitment.
• "Not my job" becomes "I’ve got this."

People don’t fail because they lack skill; they fail because they lack the autonomy to use it. You cannot demand "best efforts" while holding a leash.

People will always rise (or fall) to the level of trust they are given.

Agree?

#people #culture #leaders #leadership #hr #hrstrategy #strategy #linkedin #linkedinconnections #aach

I’m #hiring for an open role ( Project Coordinator, FFE technical) Know anyone who would be a good fit?

LinkedIn Top Voice | Head of HR | CIPD & MBA | 15 Years Driving HR Innovation | Strategic Leader in Human Capital Excellence, Business Integration & Organizational Transformation

Stop treating HR like a to-do list. 


Hiring, policies, training, and performance reviews are activities.

Building the muscle to win? That is strategy.

The confusion starts because most organizations only value what they can see. They see the interview, but they don’t see the systemic capability that ensures we’re hiring for the future, not just filling a seat today.

The Reality:
HR strategy is not a list of programs. It is the operating system that turns "having employees" into "having a competitive advantage."

If you want to know if HR is working strategically, ask these four questions:

• Can we build leaders faster than our competitors?
• Can we adapt our culture when the strategy shifts?
• Can we sustain performance under pressure?
• Can we mobilize talent when new opportunities emerge?

If the answer is Yes, you have a strategy.
If the answer is "We're still processing the paperwork," you are just operating at the activity level.

The Shift:
Administrative HR protects the organization.
Strategic HR dictates where the organization goes.
The best HR leaders don’t choose one—they master the altitude shift between both. Because in the end, strategy isn't built in slide decks; it’s built in people systems.

#hr #strategy #hrstrategy #people #culture #employeeexperience #humancapital #business #partner #leaders #linkedin #linkedinconnections #aach

HR is the corporate scapegoat, and it’s time we stopped playing the role.


HR is frequently blamed for problems it has absolutely no control over.

When a manager avoids a tough performance conversation…

When leadership pivots strategy every single quarter…

When toxic culture has been quietly festering for years…

The expectation is always the same: “HR, go fix it.”

But let’s be clear about the reality:

• HR cannot hold every manager’s hand through every difficult conversation.
• HR cannot magically repair trust that leadership continues to break.
• HR cannot build a healthy culture in a vacuum.

The best HR teams are architects. They build the systems, the training, and the feedback loops. But architects don’t live in the house, the employees and managers do.

Ultimately, leadership has to lead. 

We are expected to intervene. But the truth is, HR builds the systems, but leadership has to build the culture.

#culture #people #hr #humaneesources #strategy #employeeexperience #leaders #leadership #linkedin #linkedinconnections #aach

I used to think high-performing teams were about talent.


(I couldn't be more wrong)

I used to think it was all about:
• Hiring smart people.
• Setting ambitious goals.
• Staying out of their way.

That sounds logical. It’s also incomplete.

Most underperforming teams I’ve seen were full of smart people. What they lacked wasn’t intelligence. It was discipline in how they operated.

If you zoom out, team failure usually follows the same pattern:

1. No trust
• People hide mistakes.
• Updates are polished, never raw.
• Real problems surface too late.

2. No healthy conflict
• Meetings feel “smooth” but nothing real is debated.
• Disagreements happen in private.
• Silence gets mistaken for alignment.

3. Weak commitment
• Decisions get reopened.
• Strategy drifts.
• People execute halfway.

4. Soft accountability
• Deadlines slip.
• Ownership is unclear.
• Standards quietly drop.

5. Poor results
• Targets are missed.
• Energy drops.
• Top performers leave first.

Most leaders try to fix #5. More KPIs. More dashboards. More pressure.
But performance problems usually start at #1.

If you want to rebuild:

1. Build trust
• Model vulnerability first.
• Admit your own mistakes publicly.
• Reward honesty over polish.

2. Enable healthy conflict
• Time-box debates.
• Assign a devil’s advocate.
• Close every discussion with a clear decision.

3. Lock in commitment
• Recap decisions in writing.
• Define success clearly.
• Assign one owner per outcome.

4. Enforce accountability
• Review progress weekly.
• Make standards visible.
• Address slippage immediately.

Performance problems often look like execution issues. But they’re usually trust issues wearing a productivity mask.

#leadership #leaders #management #goals #trust #performance #people #hr #strategy #linkedin #linkedinconnections #aach

Stop "Managing" Your People. 


We have a fundamental problem with the term "Human Resources."

Think about it: A "resource" is an inanimate asset—like capital, software, or office furniture. You manage these things for maximum efficiency and output.

"You LEAD PEOPLE and you MANAGE THINGS."

When we treat our team members like "resources" or "units of production," we fall into the trap of managing them as if they are machines or systems.

The reality?
❌ People are not projects.
❌ People are not inanimate objects.
❌ People are not incapable of thought and emotion.

The moment a leader loses sight of the human element is the moment they begin to underachieve. You can’t "optimize" a human being with a spreadsheet. You inspire them through trust, empathy, and clear vision.

The shift is simple but profound:
1. Manage your systems, operations, and budgets with precision.
2. Lead your people with heart and humanity.

Don't just manage the resource. Lead the people.

I’d love to hear your thoughts: When was the last time a leader actually led you instead of just managing you? What did they do differently? 

#leadership #leaders #management #people #hr #culture #leadbyexample #linkedin #linkedinconnections #aach

You don’t have a "trust issue." You have a "control habit."


Most leaders micromanage because they fear the "how" won't match their own, but when you dictate every step, you kill the initiative, you stall your team’s growth, and you keep yourself chained to the details.

If you want to scale, you have to stop being the instruction manual and start being the architect of outcomes.

Try this the next time you delegate—especially for tasks outside someone’s usual job description:

1. Define the Goal: Make the objective crystal clear.
2. Define the Budget: Set the resources they have to work with.
3. Step Back: Give them the space to own the "how."

Your job isn't to oversee the process, your job is to be the resource they come to if they hit a wall.

By focusing on the What instead of the How, you transform your team from "instruction-followers" into "problem-solvers."

If they need help, they’ll ask. If they don't, you just bought yourself hours of time—and they just gained the confidence to own a new skill.

Stop being the GPS. Start being the North Star.

#Leadership #productivity #management #delegation #growth #Mindset #goal #hr #humanresources #people #culture #performance #linkedin #linkedinconnections #aach

CRO To Make Your Bank Account Dance 🕺🏼 | Scaling D2C Brands | $30 Million In Incremental Revenue Added Through CRO | 400+ Websites/Landing Pages Average CVR 5.37% | Co-Founder @ Solvexmedia | We Are Hiring |

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Working at Deloitte gave me direct exposure to Fortune 500 companies looking to diversify their marketing efforts into digital. My three years there consisted of handling ad-spend budgets in excess of $1,000,000 a month all while generating a positive ROI and meeting all KPIs.  

Got tired of corporate, decided to use the skillset I had to build a few ecom brands, made some money (two exits), then had some fun. 

Now back running the show at one of the fastest-growing growth agencies, Solvexmedia. With the goal of passing forth the knowledge, skills, and experience I have acquired by being in the trenches, getting my teeth kicked in, and learning the hard way.

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𝐓𝐡𝐞𝐧 l𝐞𝐭’𝐬 𝐭𝐚𝐥𝐤!

🤙 Message me here or email kam@solvexmedia.com

Kam Hossieny

I nearly had a heart attack looking at our client's sales dashboard.

This skincare brand had been selling their hero face serum at $29.99 for years. 

It was their comfort zone. 
Their safe space.

Still, one question kept bugging me

What if they were losing money without knowing it?

So we ran a split test. 

Four price points:

• $24.99
• $29.99 (their original)
• $34.99
• $39.99

I was SURE the $24.99 would win on volume. 

My client bet on their tried-and-true $29.99.

Both of us were dead wrong.

The $39.99 price point crushed everything else. 

Not just in revenue - in UNITS SOLD too.

Mind. Blown. 🤯

They'd been undervaluing their product for YEARS.

Here's what we learned:

1. Higher price = higher perceived value
When we raised the price, people assumed the serum was more potent than competitors.

2. Price anchoring works
We added a $59.99 "premium size" that few bought, but it made $39.99 feel like a bargain.

3. Conversion rate isn't everything
The $24.99 option converted best (4.2%) but the $39.99 made way more money at 3.1%.

4. Test EVERYTHING, even when you're scared
Your gut feeling might be holding your business back.

The craziest part? 

We almost skipped the test—thought no one would pay more.

Thought we “knew” the customer.
We didn’t.

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solvexmedia

Your FAQ page is more powerful than you think. 🧠

I stumbled across Quiet Mind’s FAQ section today and... wow

It wasn’t just informative 

it *felt* like someone genuinely cared.

Most FAQ pages? 

They’re either a legal checklist or a last-minute SEO dump. 🗑️

But Quiet Mind made theirs feel like a soft landing. 

➜ gentle tone 
➜ specific questions 
➜ empathy baked into the copy

They didn’t assume people knew what a weighted pillow is. 

They addressed real concerns:
– ADHD
– anxiety
– even how long it takes to adjust

This is smart CRO.

Why? 

Because the more questions your customer has to Google, the less likely they’ll buy from you. 

Instead of pushing the product harder

👉 Quiet Mind slowed down and walked with their customer. 

That builds trust. 
That boosts conversions.

So if you’re building your FAQ page? 

Don’t just think “search terms”
Think about “support” 

Make it sound like you’re answering your best friend’s questions.

Because in the end, people don’t want perfect copy. 

They want to feel understood.

The "anti-hype" copy approach that tripled my client’s conversion rate

I just committed e-commerce blasphemy last month.

I convinced a client to REMOVE all the hyped-up marketing language from their product pages.

Their marketing team nearly had a collective heart attack.

"But HOW will people know our product is amazing without saying it's amazing?!" they protested.

Here's what we did instead:

We replaced EVERY single hype phrase with brutally specific details.

• "Revolutionary formula" → "Contains 0.5% retinol that took 37 trials to stabilize"
• "Unbelievable results" → "73% of users saw reduced fine lines within 28 days"
• "Game-changing technology" → "Uses a patented airless pump that prevents oxidation"

No more empty superlatives. 
No more meaningless buzzwords.

Just honest, specific, verifiable facts.

The result?

Their conversion rate TRIPLED in the first 30 days.

Email signups jumped 78%.
Return rate dropped 24%.

Turns out, customers in 2025 have developed a powerful immunity to marketing hype. 

They've seen too many "revolutionary" products that were anything but.

What they crave now is SPECIFICITY.

They want to know exactly what they're getting and exactly how it will help them.

The best part? 

This approach actually forces you to create better products. 

You can't hide behind vague language when you commit to specifics.

One e-commerce founder told me: "This approach made us realize our product wasn't as good as our copy claimed. So we improved the actual product instead of just the marketing."

Try this: 

- Look at your highest-traffic product page. 
- Count how many empty superlatives you're using. 
- Then replace each one with a specific, provable detail.

You might just be shocked by what happens next.

Would you dare to try the "anti-hype" method on your store?

I fired a client last week.

They were bringing in $20K monthly revenue, but I walked away from the contract.

Why? 

Because they asked me to lie.

"Can't you just say our product is handmade? No one will know the difference."

After ___ years in this industry, I'm tired of pretending there isn't a MASSIVE ethical problem with how most brands approach marketing.

Let's call it what it is: 

Most of what passes for "marketing" today is just manipulation wearing a fancy name tag.

I see it everywhere:

• Fake scarcity ("Only 3 left!" when there's unlimited inventory)
• Fake urgency ("Sale ends tonight!" that magically extends)
• Fake exclusivity ("VIP access" that everyone gets)
• Fake results (Photoshopped before/afters)

All designed to short-circuit critical thinking and trigger impulse purchases.

But here's what I've learned from working with over 200 e-commerce brands:

The companies that ACTUALLY win long-term don't manipulate. 
They market.

Real marketing is about two things:

• Telling the genuine truth about your product
• Understanding human psychology to communicate that truth effectively

The difference? 

Intent and honesty. 🔥

One approach builds sustainable businesses. 

The other builds short-term sales that collapse when customers realize they've been duped.

I watched a skincare company triple their customer lifetime value by simply being radically honest about what their products could and couldn't do.

Their competitors are still pushing miracle claims and wondering why their retention rates are abysmal.

The truth sells better than lies

—it just takes longer and requires a better product.

So here's my challenge to fellow marketers: Can your products succeed without manipulation tactics?

If not, maybe it's time to improve the product instead of the persuasion.

What do you think? 
Is the line between marketing and manipulation getting too blurry?

American Giant didn't beg for my money. 

That's why I gave them more.

Here’s what happened 👇

I was checking out with one item 

But before I clicked “Complete Purchase,” 

they hit me with a smart upsell.

No aggressive discount countdown.
Just this calm, confident message:

“Add our best-selling tee for $30 — only at checkout.”

That’s it.
No fluff. 
No scroll-heavy carousel.

Just one clear offer, perfectly timed, and priced to make me pause.

✨ It felt like a nudge, not a pitch.
✨ It was relevant — same aesthetic, same quality.
✨ And the copy? Subtle but persuasive.

This is how you do upsells right.

✔ Show up after the buyer commits, not before.
✔ Keep it focused — don’t give them decision fatigue.
✔ And make it feel like a perk, not a trap.

The result?

I added the tee.

Because it didn’t feel like a marketing trick.
It felt like a brand saying, “Hey, this piece completes the look.”

And that, my friends, is good CRO in action.

The best navigation feels invisible. 🤔

But when I clicked on PANGAIA's site, something made me stop scrolling...

I opened the Men’s menu—and I just stared. 

It didn’t flash. 
It didn’t animate.
It didn’t even try to be flashy. 

But it felt *premium.*

A quiet flex. 

Here’s why this minimal slide-out menu works:

1) It respects your space.
It doesn’t take over the screen. It slides in *just enough* to offer options without hijacking the shopping vibe.

2) It organizes like a stylist. 

The layout feels like a curated wardrobe rack. 

Clear categories. 
Easy to skim. 
No “explore everything” chaos.

3) It complements the product.

That full-screen model on the right doesn’t just look good—it adds emotion. 

You don’t just see clothes. 

You *feel* the mood.

From a CRO lens? 

This is a clean, low-friction way to boost browsing without interrupting intent. 🤑

A lot of brands go full chaos on mobile navs: 

Sliders, pop-ups, carousels, filters on filters. ❌

But here’s the truth: 
Less noise = more flow 🧘 

And PANGAIA nails that soft confidence.

I spent $10K testing offers across 50 brands. 

The winners all broke these 3 "rules"

Last quarter, I did something a little crazy.

I spent $10,000 of my own money buying from 50 different DTC brands to study their offers.

My credit card company called TWICE to check if my account was hacked. 

But the insights were worth every penny.

Here's what shocked me:

The brands with the highest conversion rates weren't following the standard "best practices" at all.

In fact, the most successful offers actually BROKE these 3 so-called "rules"

I just reviewed an e-commerce brand's A/B testing history from the past 6 months.

All 17 tests they ran were "inconclusive."

The marketing director was pulling his hair out trying to figure out why nothing was working.

"Maybe A/B testing is just overrated," he told me.

It's not. 
But almost everyone is doing it completely wrong.

Most eCom brands do too much. 😵💫

But Julie? 

They did something bold:

They did less.

No clutter. 
No noise.

I landed on their homepage and didn’t feel like I was on a website. 

(did not feel like a constant sales pitch)

Here’s what I noticed (and loved):

1. No overwhelm.
Just a single headline explaining the product in human words. 

2. Visual trust.
The packaging is front and center

rotating like it’s saying, “You’re in safe hands.” 

3. Focused CTA.
One core action: *learn more or find in-store*. 

no shouting. 
no clutter. 

4. Smart use of animation. 
The pill spins slowly. 

It *moves*, but doesn’t scream for attention. 

It feels intentional

(not decorative)


Why does this matter?

Motion should guide

❌ not distract

Julie uses animation to tell a story of:
✅ safety
✅ trust
✅ control

All without a single popup, discount, or fake urgency timer.

That’s real conversion work. 
Not loud. Just clear.

If your product is sensitive, personal, or trust-heavy 
(like health, wellness, skincare)

Look at how Julie makes people feel before asking them to click.

Sometimes, conversion isn’t about pushing harder. 

It’s about “removing pressure” so people can decide for themselves.

I just completed a research project that completely changed how I view mobile optimization.

I spent $5,000 of my agency's budget ordering from 50 different e-commerce brands

—half on desktop, half on mobile.

The results? Follow and message me!

I laughed when our junior analyst suggested we pay attention to "average time on page."

"That's a vanity metric," I told her. 

"Focus on conversion rate."

(boy, was I wrong)

Last quarter, we noticed something weird in our client's data. 

Their yoga mat product page had terrible conversion rates but INSANE time on page.

People were spending 4+ minutes reading about this mat... 

but not buying.

Strange, right?

Instead of ignoring it, we research deeper.

Turns out, people loved the product but HATED the price. 

The comments section was full of "wish I could afford this" and "maybe next payday."

So we tested a "Buy Now, Pay Later" option.

Conversions jumped 215% overnight.

That yoga mat is now their #1 product

accounting for 30% of total revenue.

All because we paid attention to a "vanity metric" everyone told us to ignore.

Here's what I've learned:

1. There are no useless metrics
Only useless interpretations.

2. High engagement + low conversion = massive opportunity
Something's keeping interested people from buying. 

Find it. 
Fix it. 
Profit.

3. Listen to the quiet signals
While everyone chases conversion rates and AOV 

the real money often hide in overlooked metrics.

4. Trust patterns, not opinions
When the data shows something unusual

Investigate. 
Don't dismiss.

My analytics dashboard looks completely different now. 

I track weird combinations of metrics that most "experts" would laugh at.

But guess what? 

Our clients aren't laughing. 
Their bank accounts are too busy growing.

What "useless" metric might contain your next breakthrough?

Look again. 
The gold is often hiding in plain sight.

Last Tuesday, I watched a marketing director break down in tears during our review meeting.

Because I showed him that the $30K they spent buying Instagram followers wasn't just wasted money...

It was ACTIVELY DESTROYING their business. 😬

Here's the shocking test we ran on their e-commerce site:

"50K+ Instagram followers" badge: 
-3% conversion rate (YES, NEGATIVE)

"Join our 2,000 happy customers" badge: 
+18% conversion rate 

"93% of customers buy again" badge: 
+34% conversion rate

Their precious follower count was actually SCARING away potential customers.

(and it makes perfect sense when you think about it)

When people see inflated follower numbers

their BS detector goes off. 

They assume you bought them 

(and let's be honest, many brands do)

After removing ALL mentions of their social following from their site and highlighting their repeat purchase rate instead 

their conversion rate jumped by 21%.

I've now run this test with 7 different brands. 

Same result every time.

The painful truth? 

Real customers don't give a damn about your social media popularity contest. 

They care about REAL RESULTS from REAL PEOPLE.

This is why I get so frustrated watching brands chase follower counts like they're the holy grail of marketing. 😤

They're not. 
They're often the opposite.

Focus on metrics that actually matter:
✅ Repeat purchase rate
✅ Customer satisfaction scores
✅ Actual reviews from real people

Has anyone else noticed this trend? 
Or are you still chasing the follower mirage?

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Ahmad Al Cheikh Hassan's LinkedIn Performance

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Performance ScoreAhmad Al Cheikh Hassan's LinkedIn Performance