Flatgigs

Managing 360-degree talent solutions.
- Customized Talent Solutions: Designed Full Cycle Talent Partnerships, Project-Based Recruitment, and Staff Augmentation services to meet the dynamic needs of startups and scale-ups.
- Strategic Hiring Leader: Aligned recruitment strategies with business objectives to ensure sustainable growth and enhanced team dynamics.
- Efficient Recruitment Models: Crafted cost-effective RPO frameworks focused on speed, quality, and eliminating hidden hiring costs.
- Culture-Driven Hiring: Prioritized cultural fit in every placement, driving better retention, collaboration, and performance across teams.
- Scalable Team Building: Enabled tech-focused organizations across MENA to attract and retain niche talent for high-growth roles. What I Bring to the Table

A deep understanding of startup challenges and innovative hiring solutions.
Proven ability to streamline hiring processes and improve candidate quality.
Expertise in creating onboarding strategies and workforce plans tailored to organizational needs.

Founding Team | Talent Business Partner

Meraki Group

Revamped recruitment and selection processes across multiple business lines, resulting in a 30% decrease in time-to-fill for open positions.
Implemented performance management systems to track employee development and identify areas for improvement.
Developed and implemented a comprehensive HR policy revamping strategy for a company with 500+ employees, resulting in a reduction of employee grievances by 40%.
Implemented a salary benchmarking process, comparing the company's compensation packages to similar organizations in the industry. This resulted in adjusting salaries for certain positions to ensure competitiveness and reduce turnover by 15%.
Collaborated with legal team to streamline HR processes and ensure full UAE law compliance
Cleared a backlog of full and final settlements pending since 2020 for 500 employees, resulting in improved employee satisfaction and reduced legal risks. Achieved a settlement rate of 95% in labor cases, saving the company an estimated $500,000 in potential legal fees.

Talent Acquisition and Employee Experience

Konnectrack Infosolutions Pvt Ltd

I am helping Konnectracks build a base in Middle East. 
Focused on: 
Sourcing and screening 
Business development

Talent Acquisition Specialist- 

Amazon MX Player

I managed the entire talent acquisition cycle for the OTT, Live, and Games Platform in APAC. My responsibilities included workforce planning and on-boarding new hires, effectively communicating with stakeholders and utilizing various sources, such as social networks and portfolio websites, to locate suitable candidates.

I conducted interviews using selection tools, extended job offers, and negotiated terms during my tenure, worked with hiring managers to determine position qualifications, served as a point of contact for candidates, and acted as the point of contact for ATS system updates. I effectively onboarded candidates by skillfully negotiating employment terms, resulting in a remarkable 10% increase in offer acceptance rate.
In addition, I measured and reported recruitment metrics such as the source of hiring and the time it took to fill positions.

My efforts resulted in achieving a high candidate satisfaction rate and a positive candidate experience. Furthermore, I provided valuable insights and recommendations to improve the recruitment process, achieving cost-effectiveness in the process, and reducing recruitment costs.

Talent Acquisition Manager- Technology, Product and Analytics- APAC

Google

As a recruiter, I was responsible for sourcing candidates, conducting preliminary interviews, preparing candidates for onsite interviews, and collecting and communicating feedback. Also, I collaborated cross-functionally with other recruiters and participated in overall candidate calibrations to ensure the best hiring decisions were made.

Using innovative strategies and sourcing techniques, I identified top talent by actively sourcing and screening candidates. Keeping diversity and inclusion in mind, I was able to deliver high-quality candidates through effective communication and collaboration with hiring managers.

As a whole, my passion for Talent Acquisition and my drive to deliver exceptional results made me a valuable member of the recruitment team.

Recruiting Sourcer- Product and Software Engineers-APAC

Randstad Offshore Services

I sourced top passive talent through various methods such as sourcing, cold calling, personal networking, and social media. I managed the pre-screening interview process and coordinated with both candidates and hiring managers to schedule interviews and panels.

One of my proudest achievements was closing a job within a week and successfully filling a position that had been vacant for nearly 400 days. I worked closely with hiring managers to set recruitment goals and KPIs, tracked recruitment metrics, and maintained a positive reputation as an employer through internal and external communication, hiring events, and job fairs.

I have extensive experience in job analysis, full-cycle recruitment, screening, interviewing, and sourcing. I was part of a 6-member team tasked with hiring 500 people in three weeks, where I was responsible for sourcing, building a pipeline, conducting final interviews, updating job descriptions, and advertising job openings through various channels.

My passion for finding the best talent and building strong relationships with both clients and candidates has driven my success in the recruitment industry.

Technical Recruiter- Engineering, Campus and Operations| Whirlpool

Deloitte India (Offices of the US)

As an Analyst in KX Quals Knowledge Services, I gained hands-on experience in content curation, content management, stakeholder management, and communication, along with maintaining a project database for future use. I provided reporting and analysis to support all functions and generated metrics and dashboards that provided valuable insights to drive informed business decisions.

I was passionate about presenting insights in a compelling and consumable format for varying audiences, and created efficient reporting tools to monitor data integrity of the system. I conducted quarterly reviews of data to ensure accuracy and completeness.

Through my work, I was able to tell a compelling story with data and provide valuable insights to drive business growth. I am excited to continue leveraging my skills and expertise to support businesses in achieving their goals.

Knowledge Management Analyst- KX Quals

Mylan

During my time at Mylan Unit II, I gained hands-on experience in recruitment by sourcing and coordinating with team leads for onsite interviews, conducting onboarding and induction programs, and handling daily end-to-end recruitment.

I was responsible for calling prospective candidates for job pitches and utilizing various methods such as internet job boards, LinkedIn, ad-reply, networking, and direct sourcing to source potential candidates. I handled all aspects of recruitment, from sourcing candidates to ensuring their smooth transition into the organization.

My passion for recruitment and commitment to finding the best possible candidates allowed me to excel in this role, ensuring that Mylan Unit II had a top-notch talent pool.

Human Resources Intern

Helping tech startups & scale-ups solve their talent challenges. ☕ Let's connect and rethink recruitment together! #SusmithaRecruits

With over 7 years of experience optimizing recruitment processes across Tech, Media, Retail, Engineering, and Operations, my career has been a journey. Starting out as a hands-on Technical Recruiter and now leading as a Human Resource Business Partner, I'm not just about filling roles; I'm about creating stories of success and growth for individuals and the organizations they join.

What Drives Me:

🚀 Innovative Recruitment: I've revolutionized hiring cycles, leading to a 30% improvement in candidate quality and a 24% reduction in time-to-hire.
🌟 Team Dynamo: Successfully built and led a team of five recruiters, streamlining our process to achieve remarkable efficiencies.
🎯 Branding with a Twist: Created unique programs like "Coffee with Leader," boosting top talent conversion by 20%.
📊 Data Geek: Implemented metrics dashboards, enhancing decision accuracy by 20%.
💡 Tech and Beyond: Closed over 20 diverse roles within 150 days, showcasing my versatility and network prowess.

Beyond Work:

When I'm not connecting people to their dream jobs, you'll find me exploring the world of culinary arts, experimenting with new recipes, or lost in the pages of a gripping mystery novel. I'm an avid traveler, always ready for my next adventure, and a yoga enthusiast, believing in the power of mindfulness and balance in both personal and professional life.

Let's Connect:

I'm deeply passionate about building teams that thrive and fostering environments where talent can truly shine. If you're seeking someone who can blend professional rigor with a dash of creativity and a sprinkle of humor, let's connect! I'm always up for an engaging chat over coffee (virtual or otherwise) about the latest talent trends or the best new book releases.

Susmitha Golla

I gave my first talk ever - pushing myself out of the comfort zone, one step at a time.

This Wednesday, I had the honor of being part of the Startup Powerhouse session panel hosted by the incredible team at AstroLabs.

The core of our discussion was a concept every founder needs to internalize:
💡Talent is not a cost center; it's a strategic lever.

It’s a strategic investment every founder needs to make to strengthen the foundation of their startup - their team.

We focused on the measurable metrics that prove this shift in thinking:

↳ Cost per Wrong Hire Avoided: Focusing on quality and cultural fit saves way more money than trying to fill a vacancy quickly.

↳ Time-to-Productivity: A great hiring process ensures a new employee is contributing meaningfully and faster.

↳ Team Stability: Strategic hiring leads to high retention, which is the foundation of scale.


When founders stop treating hiring as a reactive task and start treating it as a strategic function, the results speak for themselves.

✅ Roadmap execution becomes reliable
✅ Cost decreases because turnover drops
✅ Speed accelerates because your process is clear
✅ Culture strengthens because every new hire aligns with your values
✅ Morale soars because the team trusts the talent decisions being made

Thanks to AstroLabs for hosting this conversation. Let's make 2026 the year we master strategic hiring!

#AstroLabs #StartupPowerhouse #Founder #HiringStrategy #TalentAcquisition #Leadership Flatgigs

As a founder, are you investing in culturally-aligned hiring? - DM to know more about it.

Caffeinated Talent Founder| Helping Founders, CXOs make smart talent strategy. Let’s connect and rethink recruitment together! #SusmithaRecruits

I took my first real break after 9 months - story of a founder + recruiter

Yes, not kidding. 9 months!

That's the reality of life as a founder who's also an active recruiter.
The clock rarely stops.

You're always thinking about:
➝ The next pitch
➝ The next strategy
➝ The next perfect candidate

But this time around, I took a much-needed break
Went to celebrate our anniversary with my partner

- Away from the screen
- Amidst nature
- A short break

What I do is a full-time, relentless work.
But I wouldn't trade it. I genuinely love it.

Why?
Because my work is about helping brands build teams that truly align with their culture.

Every successful placement we make at Flatgigs means:
↳ A founder gets their time back to focus on vision.
↳ A team gets a valuable new member who fits their values.
↳ A company culture is strengthened, not diluted.

The satisfaction of knowing we've built a sustainable foundation for another company's growth is what keeps me going—even when the working hours blur into one long, satisfying sprint.


To all the founders and recruiters out there: don't forget to pause, breathe, and appreciate the impact you're making.

The grind is worth it, but the recharge is necessary!
#founder #worklifebalance #recruiter #dubai #uae #flatgigs

Talent Partner| Helping startups & scale-ups solve their talent challenges. ☕ Let’s connect and rethink recruitment together! #SusmithaRecruits

I'm excited to be part of the panel at AstroLabs this Wednesday - 19th November, where I'll be speaking about 'Quick hiring problems and how culture-fit matching is the solution.'

For a growing startup, a slow hiring process isn't just annoying—it's a massive drag on resources and revenue.

You can't afford to waste time.
Yet, quick hiring is not a direct solution.

You need to take care of things like whether the candidate aligns with the culture.

I've lived the struggle and seen firsthand how a disorganized hiring process kills culture and burns out founders.

My unique perspective comes from blending two essential roles:
👉 The Founder's View: I understand the urgency, the limited budget, and the need to protect the company's core values with every single hire.
👉  The Recruiter's View: I know the tactical solutions that move the needle—from streamlining candidate sourcing to making fast, confident offers.

💡 And so, my focus isn't just on filling seats quickly; it’s about establishing a process that is both efficient and protective of your culture.

If you're ready to fix your hiring bottlenecks, save time, and start making confident hires, join me: https://luma.com/gbe44z3k

Looking forward to exchanging insights with Minaal Pervaiz from Bellman Media and Shiny Chopra from gotSdone.

#astrolabs #flatgigs Flatgigs #dubai #uae #hiring #recruitment #founder

You take care of your people, and everything else is taken care of
- a simple philosophy, yet often overlooked!

Jensen Huang, the CEO of NVIDIA, analyzes the performance of all 42,000 employees and significantly increases the company's spend on employee compensation.

This isn't just a feel-good HR policy; it's a brilliant business strategy.

When a company commits at that level to recognizing and rewarding its talent, it signals:
➝ Retention is priority #1
➝ Performance is directly linked to value
➝ Culture of care

True leadership means committing resources to the people who create the value.

When leaders focus on the well-being and growth of their teams, engagement soars, productivity rises, and the business wins.
What are your thoughts on this?

UAE is one of the best countries to work and live in. Not just because of the amazing skyline and development, but because of its people 🇦🇪  ✨

This country is home to expats from every corner of the world, literally.
It’s a place where diverse cultures thrive side by side, united by a shared ambition for growth.

And being in the recruitment space of the UAE, I can confidently say that the job opportunities here are nothing short of amazing.

💡 There are opportunities in every single field.
Tech. Finance. Hospitality. Media and creative industries.

The UAE has built an environment where talent can grow.
If you give your best, you can make your dreams a reality.

That’s the power this beautiful country gives you.

Amidst all of this growth and development, one thing is clear:
💫 The UAE's ascent to becoming one of the top countries in the world wouldn't be possible without the drive, skills, and spirit of its leadership and the talent this country has to offer.

Both local and international, this talent pool is the true engine of progress.


To every individual contributing to this nation's success – thank you. May the UAE continue to inspire and lead on the global stage.
Happy National Day! 🇦🇪 
#UAENationalDay #UAE #Dubai #AbuDhabi #GlobalTalent #CareerOpportunities #Expats #Innovation #TalentAcquisition

I’m helping one of our clients build a team based on values that align with the company; not just skills.
And this is what every scaling startup must keep in mind 👇

Here’s the story:

➝ This company is nine months old, fully remote, and hitting a critical growth phase.
➝ Their immediate need isn't just to fill seats; it's to build a solid foundational team that can carry the business through its next five years.


Here’s how we’re approaching this project, which goes far beyond typical recruitment:

1. Talent partner as Strategic Partner
We onboarded a dedicated 360-degree HR implementer to work directly within their team.

2. Defining the Ecosystem
Before a single job is posted, we are working with the founder to understand and formalize the entire HR ecosystem:
- Compliance & Policies
- Holiday Structures
- Mission, Vision, and Core Values
- Team Culture in a Remote Setting

Why?
You cannot build a team that aligns unless you know precisely what they need to align with.

We are creating the blueprint of the company's culture and operations first.

This ensures one thing:
✨ Every new hire will not only be technically capable but will embody the company's values.


We aren't just finding candidates; we are helping the client define the company they want to become.
That's how you build teams that are truly aligned.
#StartupHiring #CultureFirst #TalentStrategy #FoundationalTeam #HRConsulting #Flatgigs

You may push through stress, but your body remembers everything ✨ 

- We push through burnout, long hours, and emotional setbacks
- We think a weekend off will fix it.

But deep healing requires a lot more intentional effort than we often realize.

It demands consistency and small acts of mindfulness.

And lately, I've been committed to adding simple activities back into my routine to truly recharge and show up fully—as a founder, a partner, and a human:

1 💫 Embroidery (10 Mins Daily)
It forces me to slow down and anchor my mind, turning off the noise of pending decisions.

2 💫 Coloring
It’s a low-effort way to collect my fragmented thoughts, allowing the analytical side of my brain to rest.

3 💫 Pilates
Taking care of my physical structure ensures I have the stamina and energy to handle the mental demands of the founder-recruiter life.


This intentional self-care isn't a luxury; it's a necessity.
You can't lead effectively or innovate consistently if you're running on fumes.

What's one small, intentional activity you use to recharge your mind and body?
#SelfCare #MentalHealth #Wellbeing #FounderLife #Mindfulness #Healing

Enthusiasm. Intelligence. Integrity - the three main qualities you need in people - Warren Buffet
I’ve been there - getting lost while screening candidates

And I know many founders experience this as well.
But if you want to build a high-performing team, you need to focus on the human fundamentals.

👉 Enthusiasm: the willingness to get things done
👉 Intelligence: the ability to learn and adapt quickly
👉 Integrity: doing the right thing, even when no one is watching

The truth is,
Skills can be taught, but these three qualities are ingrained.

Prioritize Enthusiasm, Intelligence, and Integrity, and you’ll build a team that can truly withstand the inevitable storms of entrepreneurship.

Do you agree?
#TalentAcquisition #HiringStrategy #Leadership #StartupCulture #Integrity #Founders

Growth Hacker. Designer. Marketer. - 3 hires you need to make on DAY ZERO!
Yes founders, this one’s for you 👇

As a new Founder, you may have the urge of hiring fast and getting things done.

But speed isn’t the crucial aspect here.
The right hire is what matters the most.

You want to build a brand that performs and one that people care about.

↳ The Hacker: a generalist coming up with most cost-effective path to acquiring your first 100 users, validating your market fit, and proving your concept before you invest heavily in large campaigns. They are your early-stage experimenters.

↳ The Designer: a great designer ensures your early product is intuitive, trustworthy, and visually distinct. Bad design equals low conversion and early churn. Invest here to build credibility immediately.

↳ The Marketer: they will tell your story before you sell your product. This person crafts the narrative, defines your audience, and creates the content that resonates. They turn your innovative features into clear, compelling reasons to buy.


This is how you integrate product development with customer acquisition from day one.

Which role did you prioritize on your Day Zero?
#Startup #Founders #HiringStrategy #GrowthHacking #Entrepreneurship #DayZero

Values first. Aptitude second. Skills third. - Sam Altman
But what about you? Would you hire for values or skill?

Well, my answer is aligned with that of Sam Altman.

I believe that skills alone can’t translate your vision into reality.

Skills can be taught and outsourced.
But the foundation of a resilient, high-performing team is built on intrinsic qualities.

Values
If a candidate doesn't align with your core values, they will eventually poison the culture, regardless of their technical brilliance. 

Aptitude
In environments where technology changes every 18 months, you need intelligent, curious people who can pivot, problem-solve, and acquire new skills rapidly.

3. Skills are important, but they are the most transient quality

Founders,
❌ Stop prioritizing the quick fix of a perfect resume.
✅ Focus on building a team based on shared purpose and high potential.

Hire for character and intelligence
And the rest will follow.
#HiringStrategy #FounderAdvice #SamAltman #ValuesFirst #TalentAcquisition #StartupCulture #sushhires
What is the one core value you never compromise on when hiring?

Want to know the real state of your company culture?
Ask the people walking out the door.

The Exit Interview is often treated as a checkbox, but it is a goldmine of data that reveals the raw truth about your organization.

Those departing employees have nothing left to lose and everything to gain by giving honest feedback.

Their insights shed light on:
➟ Broken Processes: Where is time being wasted?
➟ Poor Management: Which managers are creating friction?
➟ Cultural Gaps: Where are your preached values failing in practice?

❗The mistake most companies make is either not conducting these interviews seriously or, worse, collecting the data and failing to act on the feedback.

When you treat exit feedback as insights to work on, you gain an immense advantage.
✅ Acting on this feedback immediately saves future retention costs.
✅ Fixing the root cause of one person's departure prevents five others from following.

Stop letting valuable insights walk out the door. Treat the exit interview as the final, most critical piece of market research you'll ever receive.
#WorkplaceCulture #Retention #ExitInterview #Leadership #FounderAdvice #TalentStrategy

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