Seraj Ahmed

Solving Talent Acquisition Challenges for HR Leaders | Find Top Talent with Ease | Let's Connect!

As Head of Growth at Infinium Associates, I've learned that transformative hiring isn't just about matching skills—it's about understanding how talent drives business evolution across borders and industries.

𝗧𝗵𝗲 𝗜𝗻𝗳𝗶𝗻𝗶𝘂𝗺 𝗜𝗺𝗽𝗮𝗰𝘁:
12,000+ successful placements across leadership, technical & executive roles
Strategic presence in UAE, KSA & India with partner offices in Nepal,Uganda,South Africa,Bangladesh,Sri Lanka,Pakistan,Myanmar and Egypt
Trusted by industry leaders in Aviation, Oil & Gas, Construction,Facilities, Manufacturing, Automotive & Technology

𝗪𝗵𝘆 𝗚𝗹𝗼𝗯𝗮𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗧𝗿𝘂𝘀𝘁 𝗨𝘀:
✓ Multi-Region Expertise: Deep networks across MENA, Europe & South Asia
✓ Industry-Specific Solutions: Tailored approaches for each sector's unique demands
✓ End-to-End Talent Solutions: From executive search to volume hiring
✓ Cross-Border Excellence: Navigate complex international hiring with ease

𝗢𝘂𝗿 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗙𝗼𝗰𝘂𝘀:
Aviation & Aerospace
Oil & Gas
Construction & Infrastructure
Manufacturing & Automotive
Maritime & Supply Chain
Facilities Management & Hospitality
Technology,Telecom & Digital Transformation

𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀:
→ C-Suite & Executive Leadership
→ Technical & Engineering Talent
→ Project-Based Volume Hiring
→ Cross-Border Talent Solutions
→ Outsourcing Partnerships

𝗔𝗿𝗲 𝘆𝗼𝘂:
Expanding your operations across Middle East, North Africa and India?
Looking to tap into global talent pools?
Need a strategic partner for complex hiring initiatives?

I share weekly insights on global talent trends, cross-border hiring strategies, and industry-specific recruitment solutions. Let's connect and explore how we can support your organization's growth journey.

📞 Direct: +971569518801
📧 seraj@infiniumassociates.com

Head of Growth

Pioneering Global Expansion Through Strategic Talent Acquisition

As the Head of Growth at Infinium Associates, I not only connect exceptional talent with global opportunities but also play a crucial role in the strategic expansion of our organization.My vision is to extend Infinium's footprint across new markets, leveraging my extensive network  to establish us as a key player in international talent solutions space.

My Areas of Expertise:
Strategic Executive Talent Sourcing:Specializing in identifying transformative leaders, I ensure that each executive placement contributes to both our clients' success and Infinium's growth.

Bespoke RPO Solutions: Crafting recruitment processes that are tailored to diverse business needs, aligning talent strategies with organizational expansion goals.

Global Talent Market Expertise:My deep understanding of various international markets empowers me to navigate and capitalize on global talent trends effectively.

Cultural Integration Focus:Emphasizing  the importance of cultural fit, ensuring that new hires not only contribute to but also enhance the organizational culture, crucial for our global expansion.

Innovative Recruitment for Global Reach: Utilizing agile and forward-thinking recruitment methodologies, I am dedicated to attracting top-tier professionals worldwide, aligning with our mission of  expansion.

My Commitment:
In my  role, I am committed to identifying and securing strategic talent that not only fills key positions but also propels organziational growth. 

My expertise spans across Executive Search, Headhunting, Diversity Recruitment, Talent Scouting, Recruiting, Talent Management, Start-up Consulting, Hiring Strategies, Career Management, and Leadership Hiring.

Interested in how strategic talent acquisition can drive business growth? Let's connect and explore innovative solutions for your organization

"The Monday Morning Move That Got 3 Interviews by Tuesday
While 500 applied online and waited... 3 people landed interviews.

The Play:
Step 1: The Search (10 minutes)
LinkedIn search: "[Your job title] hiring now Dubai" Filter: Posts + Most Recent
You'll see hiring managers posting today.

Step 2: Quick Research (30 seconds)
Read their last 2 posts. Find one thing to reference.

Step 3: The Message
"Hi [Name],
Saw your [role/post] this morning.
[One line about their company/post]
5 years Dubai [your field]. Recently [achievement + number].
Worth 15 minutes?
[Your number]"

Why It Works:
→ You're 1 of 5 who messaged vs 500 who applied 
→ You showed you read their content 
→ You led with value 
→ You made it easy

Last Week:
Candidate A: Messaged 8 hiring managers Monday 
→ 3 responses Tuesday 
→ 2 interviews scheduled 
→ 1 offer Friday
Candidate B: Applied to 50 jobs → Zero responses
Monday Reality:
Most apply to 20 jobs today. Smart ones message 5 hiring managers.
Guess who gets callbacks?

Your Monday Challenge:
Before lunch: 
→ Find 5 hiring managers 
→ Send 5 messages 
→ Track responses
Do this every Monday for 4 weeks. One week changes everything
#MondayJobSearch #UAEJobs #DubaiCareers

Solving Leadership & Project Talent Challenges | Cross-Border Bulk Talent & Executive Search Expert | Powering Project Scale-Ups Across Middle East, India & Beyond

The Roles You're Searching For? We're filling them this week
Hiring momentum isn't slowing down — it's accelerating

Here's what's moving across UAE, Qatar, and KSA right now at Infinium Associates:
🎯 Manager – Trade Finance | Dubai Set up & scale international trading operations | Full P&L ownership | 8-10 years exp, 4-5 years UAE trading mandatory | Renewable energy sector
🎯 Finance & Administrative Assistant to CMD | UAE Executive support to leadership | Banking coordination & board meeting management | High confidentiality & governance focus
🎯 Sales Manager – Microsoft Solutions | Doha, Qatar 8+ years experience | Qatar market expertise | Full-time, office-based
🎯 QATAR OFFSHORE & EPC OIL & GAS 
→ Welding Engineer (IWE – IIW Certified) 
→ E/I/T Inspection Engineer (Umbilical Experience) → Subsea Inspection Engineer 
→ Pipeline Inspection Engineer Offshore/EPC Oil & Gas experience | Subsea, Pipeline or Umbilical exposure | International standards knowledge | Nationality preference: Pakistan, Philippines, India
🎯 Area Sales Manager – FMCG | KSA 5+ years regional sales exposure | Strong FMCG background
🎯 Area Sales Manager – FMCG | Dubai 5+ years UAE/GCC sales experience | FMCG sector expertise
🎯 Document Controller | Dubai Leading electromechanical company | 3+ years UAE admin/document control experience | Strong MS Office & organizational skills
Meanwhile:
Our bulk hiring campaigns are ramping up across Construction, Logistics, MEP, and Soft Services — sourcing from India, Nepal & Africa.
Exploring your next move? Scaling teams this quarter?
Don't wait. The market moves faster than you think
#UAEJobs #QatarJobs #KSAJobs #OffshoreOilGas #MiddleEastCareers #HiringNow #InfiniumAssociates

Week 4 of 2026.The resolutions died.The goals faded.But the opportunity?Still wide open
Let's be real about where we are:
January 26th
Most new year momentum? Gone
Career goals? "I'll start next month." 
Job search energy? Fading fast.
Here's what happens in Week 4:
→ 85% of people who started strong already quit 
→ Job seekers discouraged after 100+ applications 
→ Companies still "finalizing Q1 budgets" 
→ The energy disappeared
But here's the truth:
Week 4 is when the real opportunities emerge.

For Job Seekers:
You're now competing with 85% fewer people. The ones still applying in Week 4? They land interviews in Week 6.
Persistence isn't exciting. It's just effective.

For Employers:
Candidates still searching in Week 4 aren't desperate. They're disciplined.
The January Pattern:
Week 1: Everyone's motivated 
Week 2: Reality hits 
Week 3: Energy drops 
Week 4: Most quit ← You are here 
Week 5: The persistent ones win

What Separates Winners:
→Not talent
→Not luck
→Just showing up in Week 4 when everyone else stopped.

Are you still trying?
If yes - you're ahead of 85% who quit. If no - there's still 48 weeks to make it count.
2026 Won't Be won by who started strong. It'll be won by who kept going When It Got Hard.
What's one thing you're committing to this week?
#Week4 #MondayMotivation #Persistence #StillHere #2026Goals
P.S-Captured last night on Dubai Creek -the city never stops moving, neither should we

First Working Week of 2026: Here's what changed while you were on holiday
Dubai's back from the long weekend. So is the hiring panic.

What landed since January 2nd:
→ "We need a CFO by end of January" (been searching since October) 
→ "Find us 10 engineers in 3 weeks" (project just approved) 
→ "Competitor poached our top performer" (now it's urgent)

Welcome to Q1 in UAE.
The Pattern:
December: Planning headcount 
January: Everything's suddenly urgent
Companies who planned in November? Already interviewing. 
Companies who waited? Fighting for same talent pool.
What Happened During Your Break:

While you finalized budgets, candidates were: 
→ Accepting competitor offers 
→ Getting promoted internally 
→ Relocating for better opportunities

The Reality:
Your "January hire" needed November recruitment.
Post now + interview + negotiate + visa = March start date.

What Actually Works in 2026:
→ Direct outreach to passive talent 
→ 48-72 hour feedback loops (not 4 weeks) 
→ Competitive offers, no games 
→ Fast decisions

The Truth:
Speed is your only advantage.
While you "circle back next week," competitors make offers today
Top talent evaluates 2-3 opportunities simultaneously. Decision timeline: 7-10 days.
Move fast or watch them accept elsewhere.
Here's to better hiring decisions in 2026, not just more job posts.

What's your biggest Q1 hiring challenge?
#2026Hiring #UAERecruitment #Q1Priorities

Your 250-person team just became 110 in 90 days
And you're about to pay for another mobilization cycle

Workers now check your company on social media before accepting offers. They compare your package against Russia, Malaysia,Qatar, KSA and other markets in WhatsApp groups. They see your actual accommodation on TikTok. Read reviews from workers who left.
If your package doesn't add up? They choose the other offer.

Two companies. Same 250 workers needed:
Company A: Market rates + transparent perks + real facility photos + proper onboarding
→ 87-92% retention. Workers refer friends

Company B: 2023 rates + vague promises + rushed onboarding
→ 31-45% retention. Bad reviews. Harder fills every cycle.
Both fill in 25-35 days.
One rebuilds once a year. The other every 90 days.

What's working:
→ Nepal reopened—move fast
→ India—premium skills, premium pricing
→ Africa—cost advantage IF onboarding delivers
→ Russia/Malaysia—pulling workers with better packages
Bottom line:
Workers aren't desperate. They're more informed.
Your reputation is your pipeline now.
Transparency about salary, facilities, and perks = fast fills + strong retention.
Vague promises + outdated rates = constant rebuilding + bad reviews.
One unhappy worker tells 50 people back home.

Struggling with retention or longer fill times?
Let's benchmark your package against current market rates
DM me—I'll share what's actually working right now.
#UAEHiring #BulkRecruitment #TalentRetention

What a privilege it is to be able to wake up and try again.

For job seekers two weeks in:
Yesterday's rejection? Data
Today's application? Fresh shot

For business leaders:
Last year's miss? Lesson
This year? Refined strategy

The real privilege:
Not that we succeed every time
But that we get another chance every time

Another call
Another candidate
Another strategy
Another day to build

Most quit after the first setback
Winners just keep showing up.

January 15th. Still 350 days to make 2026 count.

Don't waste the privilege

"Later" is the most expensive word in business
In recruitment, I see this every day:
"We'll start hiring after budget approval" → Later, your competitor hired the talent you needed

"Let's revisit this role next month" → Later, the candidate accepted another offer
"I'll follow up tomorrow" → Later, they signed with someone who called today

The truth:
Later, the coffee gets cold. Later, the opportunity closes. Later, you regret not acting when you had the chance.

Here's what I've learned:
Every successful hire started with immediate action. Every failed search started with "let's think about it."
Speed isn't reckless. It's decisive.

Week 2 of 2026
What are you acting on this week that you've been postponing?
#MondayMotivation #TakeAction #NoRegrets

content is the new sales

Stop reading this. 

Unless you want to generate warm leads. 

👉 Here's my mission here:

I’m helping Salespeople and Founders generate warm leads with LinkedIn. 

👉 Here's how I'm doing it: 

I post actionable content 5x per week. 
= You’re at the right place.

👉 Here's what I do for my clients: 

Strategic content creation.
We are defining the best narrative together.
To generate warm leads and make more sales. 

From personal branding to lead generation. 
From cold to warm. 

👉 you want to work with me: 
Shoot me a DM, or click on the link in my bio.

Noam Nisand

Ghostwriters charge $5K/month.

But this one costs you just $20.

And it writes in your exact voice.

→ Built in 10 minutes
→ Learns from your posts
→ Delivers content on command

No days/weeks.
No back-and-forth.

Just best copy in your tone, instantly.

This carousel shows how to set it up from scratch.

Save.
Swipe. 
Implement. 
Build it once and use forever.

—

Follow Noam for more smart content tips.

Build your own ghostwriter with Custom GPT

We're in the "cringe" phase of LinkedIn adoption. 

Which means we're early.

Every platform goes through this cycle. 

YouTube creators were "weird" in 2005. 
Instagram influencers were "narcissistic" in 2012. 
TikTok creators were "childish" in 2018.

Now they're all normal, profitable, and powerful.

LinkedIn is following the same path. 

But with one key difference: the professional filter makes content better.

Here's why that "cringe" barrier is actually LinkedIn's strength:

→ Creators can't hide behind pure entertainment. 
They need to provide value.

→ The professional context forces more thoughtful content.

→ Your boss seeing your posts means you think twice before posting trash.

→ The result is a platform where you actually learn something while scrolling.

Compare that to Twitter, where 90% is noise and 10% is signal. 

Or Instagram, where education gets buried under pretty pictures.

LinkedIn creators are building something different. 

A space where knowledge sharing comes first.
Yes, we're in the B2B/tech bubble right now. 

But in 10 years, every professional will use LinkedIn like any other social platform. 

The "cringe" phase is just adoption resistance.

The early adopters always look crazy until they don't.

So call us cringe all you want. We'll keep sharing knowledge and real insights while others share memes.

Being "cringe" today means being normal tomorrow. 

And we're comfortable being 10 years early.

lemlist cracked LinkedIn growth for SaaS.

Not with ads, but with their team.

So I asked Charles (CEO) & Erwan (Head of Growth) to find out all the strategies they use.

And here’s the complete breakdown for you:

1. They made their people the distribution

No “brand-led” content machine.

The team was the channel.

Sales spoke to sales.
Growth spoke to growth.
Leadership spoke systems.

2. Everyone owned one clear lane

No generic posting.

Each role had a theme and stuck to it.

That’s why their content stayed relevant.

3. They taught the job, not the product

No feature dumps.

They taught outbound, GTM, partnerships, and execution.

The product became obvious without being pushed.

4. Repetition wasn’t accidental

Same belief and same takes.
Repeated consistently.

They didn’t chase virality.

They reinforced positioning.

5. Posting was part of the job

Not optional or forced.

One simple rule: If you learned something, just share it.

That’s it, that’s the real strategy.

No hacks or influencer play.
Just alignment across the team.

This is how lemlist built “their” audience here.

P.S. Every B2B team should steal this playbook in 2026.

taplio

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taplio

The Battle

Seraj Ahmed

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Engagements

Likes

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