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

Dear hiring manager, 

A couple of suggestions:

1. Please post the salary in the job description. If you want to know my salary expectation, then you also should post the salary budget for the role.

2. Don’t ask me to repeat stuff that’s already in my resume or cover letter. You can assume that I have read the job ad carefully, so I should assume that you have read my application.

3. Please tell me who I am going to be working for and with. Yes, you are taking a chance on me, but I am taking a chance on you guys too.

4. Please tell me the outcome of the interview, even if I was unsuccessful. It takes less than a minute to write a polite rejection e-mail. Failing to do this is just plain rude.

5. For the third interview and onwards, you should pay my time at standard consulting rates including expenses, transportation etc. I won’t make a living by constant interviews.

Recruitment is a two-way street. Both parties need transparency and respect. Open communication builds trust and sets expectations right from the start.

Let’s make the hiring process fair and efficient for everyone involved. Prioritize clarity and mutual respect. It’s time for a change in the recruitment game. What's your take?

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

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

The most expensive employee in any company isn’t the one with the highest salary…
It’s the toxic high performer.


They hit targets, they deliver results —
but behind the scenes?

• They drain morale
• They create drama
• They push good people out
• They destroy teamwork
• They cost the company more than they contribute

And the worst part?
Their performance becomes a blindfold that hides the damage they’re causing.

A real high performer isn’t just good at the job.
They make the team better.

As HR leaders, as managers, as organizations:
we need to protect culture with the same seriousness that we protect revenue.

Because one toxic high performer can do what 10 great employees cannot fix.

Choose culture.
Choose teamwork.
Choose people who lift others, not those who break them.

Your highest performer should never be your biggest problem. 

#performance #toxic #culture #people #hr #hrstrategy #teamwork #leadership #linkedin #linkedinconnections #aach

Don’t pick a job.
Don’t pick a company.
Don’t pick just any opportunity.

Pick a leader to work with.
💙Someone who will help you grow in career.
💙Someone who will advocate for you.
💙Someone who will mentor and coach you.
💙Someone who will look out for you even beyond your current job.
💙Someone who will back you up. 
💙Someone who values you and your work.
💙Someone who is kind but is honest when constructive criticism is required.
💙Someone who pushes you to take on new challenges and give you opportunities to grow.
💙Someone who cares about you as a human.

Because at the end of the day, it's these relationships that shape our careers and impact our lives. A great leader isn't just a boss but a partner in your journey. They see your potential and inspire you to reach it. They celebrate your successes and help you learn from setbacks. They recognize that your value isn't only in the tasks you complete, but also in the perspectives you bring and the energy you contribute. When you find that leader, you're not just building a career—you're building a future. Choose wisely. Your growth depends on it.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections #aach

Don't reject jobseekers just base on the following on their resume: 
 
• Career Gap 
• Age 
• Years of Experience 
 
Instead, give them a call and try to understand their reasons more before turning them down. 

 You might discover that their career gap was a time of valuable learning or personal growth. Their age could bring a wealth of wisdom and perspective. The years of experience might not fully capture their skills and potential to adapt and innovate.

Every candidate has a story. By taking a moment to listen, you could find the perfect fit for your team. Talent and passion often lie beyond the surface. Let's strive to be more inclusive and open-minded in our hiring approach. Embrace diverse experiences—they can lead to unexpected, positive outcomes.
 

#jobseekers #jobsearch #humanresources #hr #branding #marketing #hiring #humancapital #employeeexperience #people #peopleexperience #linkedin #linkedinconnections #linkedinposts #aach

I’m #hiring. Know anyone who might be interested?

A person with an employment gap can be your most loyal employee.  
A person who doesn't have a degree can be an expert.  
A person who is 45 years old can be an innovator. 
A person who was fired can be a top performer.  
Don't judge a book by its cover.  
Give everyone a fair shot! 
 

It’s time to rethink our biases and redefine what talent looks like. Talent comes in all shapes and sizes, often hidden beneath layers of experience and determination that might not fit traditional molds. When we open our eyes to potential beyond the resume, we find individuals who bring unique perspectives and drive. 

Let’s embrace diversity of experience and let potential, not presumption, guide our hiring decisions. The next game-changer could be someone you might have otherwise overlooked. Let's be the leaders who see beyond the surface.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

6 reasons you should apply for jobs even if you don’t meet all the requirements:

✨Job descriptions are wish-lists by the employer

✨You’re challenging yourself to step up to a new level career-wise

✨Sometimes, the JD is developed by someone who knows nothing about the role


✨ Growth happens outside your comfort zone. Applying for roles beyond your current qualifications pushes you to learn and adapt quickly.

✨ Employers value potential and drive. Showing your willingness to take on challenges can make a lasting impression.

✨ The skills you bring might be just what the team needs, even if they weren’t listed. Diverse backgrounds contribute to innovative solutions.

Don’t let a lack of perfect alignment hold you back. Opportunity often lies in unexpected places.

#hr #humanresources #employer #branding #people #culture #team #managers #leaders #jobs #interviews #growth #development #linkedin #linkedinconnections

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

Interview timelines are OUT of control!!!!


1 month, 2 months, 3 months or more.

I’ve had C-Suite candidates go through 6 months or MORE for a job.

ONE job.

6 months. Completely and utterly ridiculous.

Back in the day, we made hiring decisions within a week after 1 or 2 interviews.

And you know what? People stayed at those jobs for years.

If we made a bad hire, we fixed it.

If someone needed more training, we provided it.

If that job wasn’t a good fit, we found something for that person that was.

That’s how things worked and they worked out pretty well.

There is no one perfect candidate.
Stop looking for them.

If you can’t confidently extend an offer to a candidate after 1 or 2 interviews, you are not doing a very good job.

Hiring should be done by instinct.

I used to call it my internal HR compass.

You either have it or you don’t.

Stop torturing candidates with a 17 interview process because you can’t do your job.

They deserve better.

And your company deserves better too.

Long, painful interview cycles don’t just waste a candidate’s time—they also send a loud message about your decision-making as a business.

Top talent won’t wait around. They’ll go elsewhere and remember your company as “that place where the process dragged on forever.”

You lose out on skills, energy, and fresh thinking.

You damage your brand.

At the end of the day, hiring is about people. Trust your process. Make decisions. Move.

The longer you take, the more you miss.

Let’s bring back common sense and respect for everyone’s time—yours and theirs.

#interviews #hr #humanresources #talent #people #strategy #process #business #leaders #linkedin #linkedinconnections

Dear Bosses & Managers,

More of the Gen Z is entering the Workplace.

Their work ethic differs largely from other generations.

To them, Mental Health is a priority and Work should be enjoyed, not endured.

When you choose to understand Gen Z, you will work better with them.

You'll notice their preference for flexibility and creativity. They're not afraid to question the status quo. This isn't challenging authority; it's about finding better, innovative ways to do things.

Remember, they value transparency and feedback. Engage them in conversations, not just directives. Offer mentorship and opportunities to grow, and you'll see their potential unfold.

Invest in their strengths and you'll cultivate a team that's resilient and driven. Let's embrace the energy and fresh perspectives they bring to the table. The future workplace depends on it.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Can we please stop automatically passing over job seekers with the 'Open to Work' banner?

This banner does NOT make one look desperate, as many tend to think.

There is nothing wrong with letting others know you are looking for work.

Something most of us need to survive.

Plus, as a recruiter, I love this banner. 

If I am looking to fill a job, why would I NOT reach out to those who are looking for one?


Job Seekers, I say wear the banner loud and proud!

It takes courage to put yourself out there. It's a proactive step that says you're ready for opportunities. As a recruiter, I see it as a signal of readiness, not desperation. Companies should embrace this openness. It's a call to action for potential employers. Why overlook eager talent?

Hiring should be about finding the right fit, not outdated perceptions.

The 'Open to Work' banner is just one piece of that story. If you're a recruiter or hiring manager, challenge yourself to look beyond the surface. Engage with candidates who show initiative. Remember, today's world values transparency and adaptability.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Culture is NEVER an HR thing.

Culture is an EVERYONE's thing.

If you are in HR make sure to never let anyone at work make you the sole responsible for all things culture. Get leaders, managers and employees involved or else communicate the risk of letting it be just an HR thing.

Building a great culture is a collective effort.

Every voice counts, every action matters. Leaders should walk the talk and model the values they want to see. Managers need to nurture the environment and support their teams. Employees should feel empowered to contribute and share their insights.

True culture thrives when it's woven into the fabric of daily operations, not just a checklist item. Encourage open communication, celebrate victories, and learn from challenges together.

Remember, a thriving culture fosters innovation, engagement, and resilience. It's everyone's responsibility to build and maintain it. Make it authentic, make it inclusive. Keep it alive and let it evolve with your people.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Why HR don't hire Fresh Grad?

Let's think for a minute.

Imagine you are sending your laptop for repair, do send it to 

a. Newly open shop
b. Experienced shop

100% would pick b.

The question here is, how do you gain experience without going into the workforce?

Without experience, opportunities seem scarce. But how can you gain experience without that first break? This is the challenge many fresh grads face every day.

Employers often look for proven skills, but they might be missing out on untapped potential. Fresh grads bring fresh perspectives, curiosity, and a willingness to learn. They might not have years of experience, but they have years of potential.

Maybe it's time for companies to rethink their approach. 

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

The best recruiters today isn't the HR Department. 

It's your people. 

Why? 

Because when they meet with friends, most of the time they talk about work - their boss, their culture, paycheck, benefits and everything else in between (including the politics).

You will get someone's attention with a good website, an initial interview or perhaps a nice onboarding package, but you will most likely get their buy-in when you hear it straight from their people. 

Want to attract or retain talent?

Take care of your people and the rest will take care of itself.

Your team can be your strongest advocates. Their words carry weight, sparking genuine interest. Their stories and experiences resonate more than a polished pitch ever could.

Empower them. Listen. Offer growth and support.

Create a culture they’re proud to share. The ripple effect is powerful. When your people thrive, so does your ability to attract top talent. The best recruitment strategy is building an environment worth talking about.

What story do your employees tell about you?

#people #culture #leaders #hr #hrstrategy #business #management #hiring #jobs #branding #linkedin #linkedinconnections #aach

If you meet 100% of the job requirements,

You are underselling yourself.

The rule of thumb is:

"If you meet 60% of the requirements, you can apply."

Do not get intimidated by "years of experience."

What matters is that you prove that you can do the job.

You are the only one who knows the value you can add!

Go and find a job opening that can get you to the next level.

Think about where you want to grow, where your skills can shine, and what challenges excite you. Push beyond your comfort zone. Show them your potential, your drive, and your unique perspective. Employers are looking for problem solvers, innovators, and leaders. Be bold. Trust in your capability to learn and adapt. Your career is your story, and it's time you take the lead in writing the next chapter.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Retaining your current employees is much easier than finding new ones.

But most entrepreneurs and companies seek new talent instead of promoting the current employees.

Around 90% of employees leave when they get good opportunities because companies fail to:
> invest their time in the well-being of employees
> Ask how they’re doing
> Keep track of their growth
> Understand their goals

Instead, retain your employees; it will give you 10x ROI.

Focus on building a culture where growth is a priority. Create channels for open communication. Recognize achievements and celebrate milestones.

Provide mentorship and training programs. Employees thrive when they feel valued and empowered.

Your team is your greatest asset. Invest in them, and they will invest back in your company. Retention isn't just about saving costs, it's a strategic advantage.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

This made me stop and reflect today.


Not because it was new — but because it clearly put into words things many of us in HR learn a bit too late.

A few thoughts that really stayed with me:

• People don’t follow policies. They follow credibility.
Titles don’t build trust — daily actions do.

• Culture is created by behavior, not statements.
What we tolerate quietly becomes the system.

• Managers are the most important HR system.
When managers are confused, the organization feels it immediately.

• Clarity beats charisma. Every time.
People don’t need more motivation. They need simple processes and clear answers.

As an HR leader, this is a reminder I take seriously:
modern HR is not about control — it’s about credibility, enablement, and impact.

Culture isn’t what we say.
It’s what people experience, every single day.

What resonates most with you?

#hr #humanresources #employeeexperience #people #culture #linkedin #linkedinconnections #aach

Behind every resume, there may be a story of struggle, hard work, and determination. 

It is essential to recognize that people come from diverse backgrounds and have different life experiences that have shaped who they are today. As such, it is important to approach every resume with empathy, understanding, and an open mind.

Employers should remember that the person behind the resume is more than just a set of skills and qualifications. 

They are human beings with their own hopes, dreams, and responsibilities. By acknowledging this, we can create a more compassionate and inclusive work culture that values and supports all individuals.

When we look beyond the credentials, we start seeing potential that traditional metrics might miss. It's in the gaps that we find resilience and in unconventional paths that we discover innovation. Encouraging a workplace where everyone feels valued for their unique journey not only enriches our teams but also drives genuine progress. Let's challenge ourselves to hire with heart and lead with inclusivity, ensuring diverse voices are heard and respected. This approach doesn't just build better teams—it builds better futures.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

HR is not slogans.
 Culture is not a department.
 And hiring is not paperwork.

When someone describes your work as choosing meaning over decoration, it’s more than a compliment — it’s a responsibility.
I’ve never believed that people are “resources” to be processed.

 Behind every CV is a life story.
 Behind every role is a promise.
 And behind every organization is a culture shaped daily by behavior, not policies.
Hiring, performance, and growth are not neutral systems.
 They are ethical choices.
 How we select.
 How we reject.
 How we reward performance — and refuse to tolerate toxic behavior disguised as results.

HR should not exist to protect systems.
 It should exist to protect trust.
Thank you to everyone who reads, questions, and engages with these conversations.
 
Human-centered work isn’t a soft approach — it’s the only one that lasts.

https://lnkd.in/dPnaeNrj

#hr #humanresources #people #culture #leaders #linkedin #linkedinconnections #aach

Open article: شخصيات لينكدإن: أحمد الشيخ حسن by exeeddigitals.com

شخصيات لينكدإن: أحمد الشيخ حسن

New Era – The Journey Forward | EVA

Our All-Hands Meeting marked an important milestone for EVA — one that reaffirmed a core belief: EVA’s strength lies in its people and its culture.

Culture at EVA is not defined by words.
It is demonstrated through action.

Proud of our people.
Focused on the future.
Committed to the EVA journey forward.

A moment from New Era – The Journey Forward. 

#evainteriors #greatplacetowork #workwitheva #people #culture #uae #linkedin

New Era – The Journey Forward | EVA


Our All-Hands Meeting marked an important milestone for EVA — one that reaffirmed a core belief: EVA’s strength lies in its people and its culture.

This session was not about announcements, It was about alignment — on how we work, how we lead, and the standards we hold ourselves to as EVA moves into its next chapter, because at EVA, culture is not an initiative; it is how results are consistently delivered.

We reflected on our journey, clarified what lies ahead, and reinforced our commitment to building an environment where trust, accountability, and ownership are lived every day.

Culture at EVA is not defined by words.
It is demonstrated through action.

Proud of our people.
Focused on the future.
Committed to the EVA journey forward.

A moment from New Era – The Journey Forward.

#evainteriors #greatplacetowork

Microsoft Security Architect | AI-Enabled Strategy | Building Global-Scale Microsoft Ecosystems

I don’t just build secure Microsoft environments, I design clarity and confidence for teams operating in high-stakes, high-trust environments.

From banks securing regulated workloads, to founders building SaaS platforms, to government teams navigating compliance, I’m trusted to architect Microsoft cloud infrastructures that stand up to scrutiny, scale, and stress.

My work lives at the intersection of:

•	Security that’s intentional, not reactive
•	Architecture that aligns with business, not just best practices
•	Compliance that enables innovation instead of restricting it

I specialize in Microsoft Azure, Microsoft 365, Entra ID, Defender, Sentinel, and Purview and I’ve led cloud transformations involving multi-tenant migrations, zero-trust enforcement, and global security posture design.

My goal isn’t to "deliver a solution."
My goal is to be the architect they call when the margin for error is zero and trust is the real deliverable.

Rana Usman Ahmad

Cloud security has quietly shifted from perimeter defense to identity control  and most organizations are still catching up.

As cloud environments scale, identities multiply faster than security controls.
 
Humans, services, workloads, pipelines, all operating with permissions that often outlive their purpose. That’s where real risk accumulates.

This whitepaper breaks down why identity is now the primary control plane for cloud security, and why traditional IAM alone isn’t enough in multi-cloud environments.

Some key ideas that stood out to me:
• Cloud providers secure the platform, you secure access
 • Human and machine identities must be treated with equal rigor
 • Standing privileges are the fastest path to lateral movement
 • Zero standing privilege isn’t theory anymore, it’s achievable
 • Secrets, workloads, and automation accounts are often the weakest link
 • Risk should drive prioritization, not tool availability

What I like most is the practical, risk-based approach. Instead of “secure everything at once,” it focuses on:
• Who has the most power
 • How wide their blast radius is
 • How easy they are to compromise

From root accounts → cloud admins → developers → workloads — the prioritization actually matches how attackers move.

Another important takeaway: cloud security doesn’t scale unless it’s operationalized at inception.

 If new accounts, workloads, and identities aren’t secured automatically via IaC and automation, drift is guaranteed.

Identity security isn’t just a control set.
 It’s an operating discipline.

Worth reading if you’re working with AWS, Azure, or GCP and trying to reduce cloud risk without slowing teams down.


#CloudSecurity #IdentitySecurity #ZeroStandingPrivilege #IAM #CloudArchitecture #CyberSecurity #DevSecOps #MultiCloud

Microsoft Security Architect | AI-Enabled Strategist | Building Global-Scale Microsoft Ecosystems

Cloud security has quietly shifted from perimeter

They had Microsoft Sentinel. They had all the logs.
 Still, the attacker stayed inside for 7 days.

Context: What the Client Thought:

The client believed their SOC was “active” because:
Microsoft Sentinel was deployed
Azure AD, M365, Defender logs were connected
Licenses were in place
On paper, everything looked secure.

 The Reality: Logging Without Monitoring

When the real attack happened:
Logs were collected but never reviewed
No analytics rules
No workbooks
No hunting queries
No alert tuning
No SOC team actively watching
Sentinel was running… but sleeping.

 The Incident
A single compromised user
Accessed OneDrive, SharePoint, and Teams
For 7 full days
No alerts escalated
No response triggered
Everything was logged.
 Nothing was detected.

Root Cause (The Real Problem)
This wasn’t a tool failure.
 This was an outcome failure.
Security tools were deployed,
 but security operations were never activated.

What We Built (The Fix)

We redesigned their SOC using Microsoft native security tools:

Analytics rules focused on:
High-risk sign-ins
Data movement
Mailbox rule abuse
DLP triggers
Executive dashboards for CSO visibility
Technical dashboards for SOC analysts
Custom KQL hunting queries:
Unusual logins
Shadow identities
Privileged account misuse

Automation using Logic Apps:
Auto ticket creation
Email alerts
Device isolation

Watchlists:

VIP users
Service accounts
High-risk devices
2-week enablement training for internal team

The Result (Within 30 Days)
Incident response time ↓ 80%
SOC moved from reactive → proactive
Executives gained real-time visibility
Sentinel became a security brain, not a data sink

Key Lesson:

Deploying security tools is easy.
 Activating security outcomes is what most organizations never do.
Microsoft Sentinel is powerful,
 only if you treat it like a system, not a shell.

#MicrosoftSentinel #SOC #SecurityOperations #CyberSecurity #IncidentResponse #ThreatDetection #CloudSecurity #MicrosoftSecurity #SIEM #BlueTeam

Security gaps rarely come from “no controls.”

 They come from misaligned routing and trust assumptions.
In this case, the issue wasn’t the SaaS platform.

 It was how traffic was being forced through paths it never needed to take.

By redesigning the routing model and introducing split tunneling,
 SaaS traffic was sent directly where it belonged, without unnecessary exposure or latency.

The result wasn’t just better performance.

 It was a smaller attack surface, clearer trust boundaries, and tighter control over what actually needed inspection.

This is how real security improvement happens.

 Not by adding more tools but by fixing the architecture underneath.

Architecture decisions quietly determine whether you’re exposed…
 or protected.


#SecurityArchitecture #ZeroTrust #CloudNetworking #MicrosoftSecurity #SASE #SplitTunneling #EnterpriseSecurity #CloudArchitecture #CyberSecurity

Security gaps rarely come from “no controls.”

Most Azure breaches don’t start with malware.
 They start with identity, misconfiguration, or excessive trust.

As organizations scale in Azure, complexity grows fast, subscriptions multiply, permissions sprawl, networks flatten, and visibility weakens. Add AI workloads on top, and the attack surface expands even further.

Here’s what security teams are quietly dealing with:
• Over-permissioned identities with standing access
 • Flat networks enabling lateral movement
 • Publicly exposed services and storage
 • Limited visibility into API and automation abuse
 • AI workloads accessing more data than intended

This playbook focuses on how to secure Azure the way Microsoft designs it to be secured:

• Identity as the primary control plane
 • Zero Trust networking and segmentation
 • Data protection across the full lifecycle
 • Continuous monitoring with Sentinel and Defender
 • Governance that scales with the cloud

Azure security isn’t about adding more tools.
 It’s about designing the architecture correctly from the start.

Strong cloud foundations make innovation safe, not slow.

Where do you see the biggest Azure security gaps in real environments today?


#AzureSecurity #CloudSecurity #ZeroTrust #MicrosoftAzure #IdentitySecurity #DefenderForCloud #Sentinel #EnterpriseIT

Azure Cloud Security Playbook

AI adoption is accelerating faster than most security strategies can keep up.

Organizations are rolling out copilots, chatbots, internal AI tools, and autonomous workflows, often before fully understanding the risks tied to data exposure, compliance, and decision-making.

Here’s the reality many teams are facing today:
• Employees are using AI tools outside IT visibility (shadow AI)
 • Sensitive data is being shared with AI systems without clear boundaries
 • Prompt injection and hallucinations are no longer theoretical risks
 • Regulations like the EU AI Act are forcing accountability and transparency
 • Security teams are expected to “secure AI” without a clear playbook

This playbook breaks down how enterprises can secure AI responsibly from day one, using a Zero Trust foundation and a phased approach:

• Govern AI before it scales
 • Secure AI workloads, data, and identities
 • Manage AI continuously as models and risks evolve

AI can absolutely be trusted but only when it’s deployed with the right guardrails.

Security is what turns AI from a liability into a competitive advantage.

How mature is your organization’s AI security strategy today? 


#AIsecurity #ResponsibleAI #ZeroTrust #EnterpriseSecurity #AIGovernance #MicrosoftSecurity #CyberSecurity #CloudSecurity

Microsoft Guide for Securing the AI-Powered Enterprise

Most teams don’t struggle with Azure architecture because they lack documentation.

 They struggle because they try to consume the Well-Architected Framework instead of operating it.

Azure WAF isn’t a checklist you memorize.

 It’s a progression and skipping steps is where weak decisions creep in.

Strong architects start by speaking the same language.
 They understand workloads, pillars, and trade-offs before touching solutions.

The real shift happens when reviews turn into design moves,
 identity boundaries, network segmentation, resilience targets, and scaling choices that actually match business reality.

And the highest maturity?

 When WAF stops being a review exercise and becomes how teams design, deploy, and operate every workload by default.

Most organizations think they’re “doing WAF.”
 Very few are actually living it.

Where do you see most teams stuck today?


#AzureArchitecture #WellArchitectedFramework #CloudArchitecture #Azure #CloudGovernance #SecurityArchitecture #Reliability #CostOptimization #OperationalExcellence #CloudStrategy #EnterpriseArchitecture

Browsers, AI-driven application security, and SOC automation defined major cybersecurity shifts in 2025.

• Enterprise work is now browser-first
 • Microsoft 365, Slack, SaaS platforms, and cloud IDEs live inside browsers
Attackers are adapting accordingly.
• Most security incidents now start with a user click
 • Phishing, OAuth abuse, and social engineering originate in the browser

Once attackers gain browser access, moving to the OS is no longer necessary.

• Identity tokens and sessions already exist
 • Data remains cloud-resident, not on disk

AI adoption is accelerating this risk.
• AI browsers inherit full user permissions
 • Embedded models can learn, modify, and leak sensitive data

Manifest V3 extensions are changing browser security.
• Real-time visibility into user actions
 • Access to AI prompts, DOM content, and decrypted traffic
 • Browser-level detection and response is emerging

Many now call the browser the new endpoint.
Application security is also being reshaped by AI-generated code.

• Security reviews are shifting before code is written
 • Prompts, design intent, and architecture are now attack surfaces

AI-powered platforms are automating design-level security reviews.
• Detecting misconfigurations early
 • Preventing insecure defaults before deployment

SOC operations are entering a new phase with agentic AI.
• AI SOC agents handle Tier 1 and Tier 2 alerts
 • Faster response at significantly lower cost
 • Human analysts focus on high-risk decisions

These trends signal a fundamental security transformation.
• Identity-first security is no longer optional
 • Browser visibility must be treated as core defense
 • AI systems require strict governance and guardrails

My perspective as a cybersecurity leader and strategist:
• Organizations ignoring browser and AI risk will fall behind
 • 2026 security strategies must be identity-driven and AI-aware
 • The future belongs to teams securing humans, browsers, and AI together


 #CyberSecurity #BrowserSecurity #AIinSecurity #AgenticAI #SOCAutomation #AppSec #ZeroTrust #EnterpriseSecurity #SecurityLeadership #CISO #FutureOfSecurity

One thing I strongly agree with here:
 AI governance doesn’t fail because people disagree, it fails because we explain it badly.

Most leadership conversations collapse the moment governance sounds like:
 policies, controls, frameworks, or compliance checklists.

 That language instantly disconnects business leaders from the discussion.
What works better is thinking in layers, not buzzwords.

At the core is the obvious part, AI products and models.

 That’s what teams build, users interact with, and value is created from.

Around that sits AI management, the unsexy but critical work:
 monitoring, validation, security, observability, testing.

 This is where “responsible AI” actually happens, not just gets promised.

Then comes AI governance, not execution, but decisions:
 who owns risk, what’s acceptable, when humans intervene, what requires approval.

And finally, the outer layer most organizations forget:
 the AI operating model, how AI runs at scale across teams, vendors, lifecycle, and reporting.

When these layers blur:
 • governance becomes paperwork
 • management slows teams down
 • trust erodes

When they’re clear:
 • AI scales faster
 • risk is visible instead of hidden
 • boards gain confidence
 • teams keep autonomy

Good governance isn’t about slowing AI.

 It’s about making sure it doesn’t fail when it scales.

Would genuinely love to hear how others are structuring this in real environments.


#AIGovernance #ResponsibleAI #AgenticAI #AIStrategy #SecurityLeadership #EnterpriseAI #RiskManagement

This caught my attention because it connects two things we often talk about separately,
 AI capability and real-world breach history.

An AI model independently identifying the flaw behind the Equifax breach
 and building an exploit from a bare Kali shell
 isn’t about that incident alone.

It’s a signal.

Some breaches don’t become “old news.”
 They become reference points for how risk actually scales over time.

What stands out to me here:
The Equifax breach still matters.
 Not as history, but as a stress test for how we manage patching, visibility, and accountability.

Frontier models are becoming less dependent on lookup tools
 and more capable of reasoning through environments on their own.

 That changes the threat model, whether we’re ready or not.
And this reinforces something many teams still underestimate:

 prompt hardening and control layers aren’t optional anymore.
 If models can reason toward unknown weaknesses,
 guardrails matter far more than before.

This isn’t about hype.
 It’s about acknowledging how fast capability is moving
 and whether our security assumptions are moving with it.

Curious how others are thinking about this shift.


#AIforCybersecurity #Equifax #DataBreach #AIandSecurity #ThreatModeling #AppSec #CyberRisk

Defender for Office 365 Plan 1 vs Plan 2, this difference matters more than most teams realize.

Plan 1 focuses on prevention.
 Safe Attachments.
 Safe Links.
 Anti-phishing policies.

 It blocks known threats before users interact with them.

Plan 2 goes further.
 It investigates, correlates, and responds automatically.
 Automated investigations.
 Threat hunting.
 Attack timeline and remediation.

In simple terms:
 Plan 1 protects.
 Plan 2 acts like a SOC running quietly in the background.

If you care about response speed and reducing analyst workload, that distinction is everything.

Follow for more practical security breakdowns.


#MicrosoftDefender #Office365Security #SOC #ThreatDetection #IncidentResponse #EmailSecurity #CyberSecurity #BlueTeam

Agentic AI doesn’t fail loudly.
 It fails quietly, and at scale.

Traditional AI suggests.
 Agentic AI executes.

That shift changes everything.
Decisions are no longer recommendations.

 They become actions.
Risk no longer stays local.

 It cascades across systems.
Identities move from humans to agents.

 Audits become harder to reconstruct.
 Control spreads across workflows instead of sitting in one place.

This is where most enterprises stumble.
They deploy agents
 but govern them like chatbots.

If you don’t redesign identity, audit, and control for agent-based execution,
 you’re not scaling intelligence,
 you’re scaling failure.

Agentic AI isn’t just a technical upgrade.
 It’s an operational one.


#AgenticAI #EnterpriseAI #AIArchitecture #AISecurity #ZeroTrust #AIGovernance #CyberSecurity #AutomationRisk

AI is no longer just a productivity tool.

 It is now a decision-maker, an operator, and in many cases, an autonomous actor inside the enterprise.

As organizations accelerate AI adoption, especially agentic AI and AI-enabled security tooling, one reality is becoming clear:

 Traditional security models were never designed for autonomous systems.

That’s why I put together the AI & Security Playbook 2026, a practical, security-first guide focused on how enterprises can adopt AI without expanding risk faster than control.

This playbook breaks down:
• How AI is reshaping enterprise security operations
 • The real risks introduced by agentic AI and autonomous browsers
 • Why identity-first Zero Trust is non-negotiable in M365 environments
 • How AI improves threat detection, response, and risk prediction
 • Governance and compliance challenges around AI decisions and data
 • A step-by-step, practical security playbook for deploying AI safely
 • Real-world scenarios where AI helped, and where it failed
 • What’s coming next: autonomous security agents, explainable AI, and regulation-driven design

The core message is simple:
 AI without guardrails doesn’t create efficiency, it creates silent risk.

Security leaders shouldn’t be asking “How fast can we deploy AI?”

 They should be asking “How do we control identity, permissions, decisions, and accountability when AI starts acting on our behalf?”

This playbook is written for security architects, CISOs, cloud leaders, and anyone responsible for deploying AI in real enterprise environments, not slideware, but operational reality.

AI will define the next decade of security.

 The winners won’t be the fastest adopters, they’ll be the most disciplined ones.

If you’re building, securing, or governing AI in your organization, this conversation matters.


#AISecurity #AgenticAI #ZeroTrust #M365Security #CyberSecurity #AIGovernance #EnterpriseSecurity #CloudSecurity #SecurityArchitecture #Infosec

AI is no longer just a productivity tool.

Anthropic x Microsoft 365 Copilot

Anthropic models are now officially supported within Microsoft 365 Copilot, with Anthropic onboarded as a Microsoft sub-processor.

This extends Microsoft’s existing security, compliance, and data protection commitments to Claude models used in Copilot experiences.

This update reinforces Microsoft’s multi-model strategy, giving organizations the flexibility to choose the right AI model for different use cases, without compromising on governance, trust, or enterprise security.

#MicrosoftCopilot #AI #EnterpriseSecurity #CloudSecurity #ResponsibleAI

Most security problems don’t start with hackers.

They start with no structure.

Teams buy tools, chase alerts, and write policies,
 but without a framework, everything stays reactive.

That’s why cybersecurity frameworks matter.
Not because they’re perfect,
 but because they force clarity.

Clarity on risk.
 Clarity on ownership.

 Clarity on what “good” actually looks like.

Some frameworks help you govern.
 Some help you execute.
 Some exist because regulators don’t give you a choice.

The mistake I see often?

 Trying to use one framework to solve every problem.
That’s how gaps appear.

Strong security programs don’t debate frameworks,
 they layer them intentionally.

Choose the framework based on the outcome you need,
 not the logo you want on a slide.

Because structure beats chaos every time.

 If this helped you think differently, someone else probably needs it too.


#CybersecurityFrameworks #RiskBasedSecurity #SecurityGovernance #CyberStrategy #InfoSec #ITGovernance #ComplianceVsSecurity #SecurityLeadership #DefenseInDepth

MFA alone doesn’t fully protect you. And that’s the uncomfortable truth.

Multi-Factor Authentication does its job, at login. Once you’re in, the system often stops asking questions. Same session. Same trust. Even if the context suddenly changes.

That’s where most organizations get exposed.

Conditional Access doesn’t just check who you are, it checks how, where, and under what risk you’re operating, every single time.

Here’s the real difference:
• MFA verifies identity once, then assumes trust
 • Conditional Access continuously evaluates sign-ins
 • New device? Re-verify
 • Risky location? Block or challenge
 • Suspicious behavior? Access denied

Think of it this way:
MFA is the lock on the door.

 Conditional Access is the security guard watching the building.

Modern identity security isn’t about choosing one over the other, it’s about using MFA inside a Conditional Access strategy that adapts in real time.

Because in today’s threat landscape, static trust is the real vulnerability.


#CyberSecurity #IdentitySecurity #MFA #ConditionalAccess #ZeroTrust #MicrosoftSecurity #IAM #SecurityAwareness #DigitalDefense

AI agents were supposed to help us.

 Quietly, they’re starting to change how privilege actually works inside organizations.

What stood out to me here is not the tech, it’s the identity blind spot.

 We’re giving shared AI agents broad access so work doesn’t slow down… and in the process, we’re creating a layer of authority that sits between users and systems.

I’ve seen this pattern before:
Service accounts with “temporary” admin rights that never get removed
Automation identities no one really owns
Audit logs that tell you what happened, but never who asked for it

Now add natural-language prompts to that mix, and suddenly least privilege becomes theoretical.

A read-only user can trigger write actions.
 A junior role can indirectly touch production.
 And everything looks “authorized” because the agent did it.

This isn’t an AI problem.
 It’s an identity architecture problem that AI is exposing fast.

If we don’t start treating AI agents as first-class identities, with attribution, scope limits, and context checks, we’re going to normalize invisible privilege escalation as “automation.”

Worth reading if you work anywhere near IAM, cloud security, or AI enablement.


#AIAgents #IdentitySecurity #IAM #CloudSecurity #ZeroTrust #AgenticAI #SecurityArchitecture #CyberRisk #EnterpriseSecurity

AI agents were supposed to help us.

A lot of people want to get into GenAI or Agentic AI but the real struggle is knowing how to begin.

The question I hear most isn’t “What’s possible with AI?”
 It’s “What should I learn first so I don’t waste months?”

The space is evolving fast.

 One moment everyone talks about RAG, the next it’s agent orchestration, and tomorrow it’ll be something else entirely.

That’s why having a clear Day-1 path matters more than chasing trends.
 This roadmap is designed to remove the noise and give you direction.

How to approach it:
➛ Start with intent (Section 1)
 Before touching tools, understand the difference between generating responses and driving outcomes. If autonomy isn’t required, agents may be unnecessary.

➛ Learn the fundamentals (Section 2)
 Skip the hype and focus on how things actually work. Reasoning cycles, decision loops, and how memory behaves inside LLM-driven systems.

➛ Commit to one stack (Section 3)
 Avoid framework hopping. Choose one approach, more control-focused or more orchestration-focused and build something real before moving on.
Progress doesn’t come from learning everything.

 It comes from moving forward with clarity.


#GenerativeAI #AgenticAI #AIEngineering #LLM #AIDevelopment #AIArchitecture #MachineLearning #TechCareers #BuildInPublic #AIJourney

Building a solid RAG system is less about choosing one powerful model and more about how well the entire pipeline works together.

From how data is collected to how answers are evaluated, every layer plays a role in whether an AI agent actually performs in production, or just looks good in a demo.

That’s why I put together a simple way to think about the RAG developer stack as an ecosystem, not a single tool choice.

Some layers that really matter:

• Models (Open vs Managed)
 The gap is shrinking fast. Closed models are still strong, but open-weight options now offer impressive quality with far better cost control for teams that self-host.

• Data ingestion & parsing
 Most RAG failures start here. If your source data is messy, the outputs will be too. Clean extraction is becoming a first-class requirement, not a nice-to-have.

• Vector databases
 This is the long-term memory of your system. The “best” option depends entirely on scale, latency, and operational complexity, not hype.

• Evaluation & testing
 Without proper evaluation, hallucinations go unnoticed. Measurement is what turns RAG from experimentation into something reliable.

Curious to see how others are approaching this in 2026, leaning more toward open-source stacks or managed platforms for RAG pipelines?


#RAG #GenAI #AgenticAI #LLMOps #AIArchitecture #VectorDatabases #AIEngineering #OpenSourceAI

Most people look at an agent diagram and see “architecture.”

 I see where control either exists or quietly disappears.
This system-theoretic model is important because it doesn’t treat AI agents as a black box.

 It breaks the agent into nested functional layers, showing how reasoning, execution, and control are actually separated inside the system.

That separation matters.

The four core subsystems define what the agent thinks, decides, and does.
 The optional IAC layer defines whether we can trust it while it does those things.

And that’s the real conversation security leaders need to have.
AI risk doesn’t come from intelligence.

 It comes from missing control between layers.

When intent, authority, and execution aren’t explicitly governed, agents become powerful actors with invisible escalation paths.

 This is why governance cannot be bolted on after deployment, it has to be architectural.

My takeaway:
 If your agent design doesn’t make control layers explicit, you don’t have an AI system, you have a liability moving at machine speed.

Architecture reveals intent.
 And intent is where security starts.


#AgenticAI #AISecurity #IdentityGovernance #SecurityArchitecture #AITrust #CyberSecurity #ResponsibleAI

A £500M cyber lesson no business can afford to ignore.

Yes, Marks & Spencer.
 Yes, ransomware.
 And yes, this can happen to any organization.

Here’s what really went wrong 
 A large-scale ransomware attack
  Critical systems encrypted and taken offline
  Entry point? A third-party vulnerability
  Business impact? £500M+ in losses

Now pause for a second.
This wasn’t an IT failure.
 It was a business failure.

Because when cyber resilience breaks:
Operations stop
Customer trust erodes
Supply chains get exposed

Leadership decisions are tested, publicly
Attackers don’t target the biggest names.

 They target the weakest links.

Here’s what resilient organizations are doing differently :
 Vet vendors with the same rigor as employees
  Train teams to recognize phishing early
  Run real attack simulations, not tabletop exercises
  Maintain encrypted, offline backups

  Enforce MFA, everywhere, no exceptions

Cybersecurity is no longer optional

 It’s not an IT line item.
 It’s a boardroom decision.

Companies like Apple, Shopify, and Maersk learned this the hard way, early.

 That’s why they survived.
 That’s why they’re still trusted.

You don’t prepare after an attack.
 You prepare when everything feels “normal”.

Question for leaders:
 Do you think most companies act before a breach, or only after one?

 Share your thoughts in the comments.
  Repost your network needs this perspective.

#ArtificialIntelligence #GenerativeAI #AgenticAI #AILiteracy #AIFundamentals #CloudSecurity #CyberSecurity #TechLeadership #DigitalTransformation #EnterpriseAI #AIArchitecture #LLMs #AIGovernance #SecurityByDesign #FutureOfWork #AITrends #TechExplained #SystemsThinking #CISO #CTO

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The Battle

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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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