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’ve looked at thousands of resumes. As a candidate if you have a 6-month or 1-year gap in your timeline, you panic.

You try to hide it, blur the dates, or feel you need to apologize for it.

As a recruiter, let me tell you: I’m not afraid of the gap. I’m only concerned when the gap is a mystery.

You need to OWN YOUR NARRATIVE.

If you don't own the narrative of your time off
The recruiter will invent one for you.
(and frankly, our imagination is rarely as impressive as your reality)


💡 So here’s what to do instead: give your reasons strategically.

↳ If you took time off to travel, reconnect with family, or gain a fresh perspective:
- Call it a "Strategic Sabbatical." It shows you have the self-awareness to prevent burnout and return with 100% focus.

↳ If you spent three months learning AI, getting a certification, or building a side project:
That’s not a gap; that’s "Independent Professional Development."

↳ If you took a break due to health, family, or relocation:
Framing this as a period of "Personal Leadership" or "Managing a Private Transition" shows resilience.

We value candidates who are intentional.

When you can look me in the eye and say:
"I took six months off to intentionally reset and upskill in X, and now I am uniquely prepared for Y," it becomes a strength.

It tells me you aren't just looking for any job. You’ve done the work to know why you want this job.

Takeaway?
Don't let your CV be a source of shame. Own your time.

If you don't explain the "Why," you leave it up to someone else's assumptions.
#CareerGap #MindfulLeadership #Recruitment #JobSearchTips #PersonalBranding #CareerConsultant #WorkLifeBalance

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

How to deal with the gap in your resume

I’ve been bridging the gap between candidates and founders for 7 years now. But in 2026, I wanted to go beyond that 👇 

This year, I’ve decided to help candidates directly.
Yes, you read that right!

Having spoken to 1000s of candidates,
I know the process you have to go through

❗Countless applications
❗Recruiters ghosting you
❗And you losing hope in getting your dream job

But it doesn’t have to be that way.
Only if you follow the right process.

It’s what I did for one of my clients recently:

✔️ Helped them optimize their LinkedIn
✔️ Updated and optimized their resume
✔️ Helped them reach out to the right people

It’s not easy, but it’s simple
You need to narrow down hard,

↳ The industry
↳ The companies
↳ The decision makers
↳ That’s how you get a clear target

Job hunt is a process. Especially if you’re switching.
But I’m here to help you navigate it.

I’m opening 5 slots for this month to help you with the entire process as a Career and Talent Advisor. Email your resume at Susmithargolla@gmail.com for consultation and I’ll get back to you with the payment details and the next steps.
#recruitmentconsultant #jobsearch #careeradvisor #talentadvisor

♻️ Repost to share with your network

Talent acquisition needs a seat at the decision table.
There, I said it.

Most organizational shifts are decided in a vacuum and then handed over to Talent Acquisition (TA) to ‘sell it’ to the team.

But the reality is,
TA professionals are the ones directly connected to the team.

↳ They know the candidates' fears
↳ They know the current team's frustrations
↳ They know the cultural nuances that a spreadsheet can’t capture

It’s important that TA understands and absorbs the impact of a decision before it is introduced to the wider group.

👉 TA can predict how a change (like a pivot in strategy or a new policy) will land. They can identify the "red flags" before they become a resignation wave.
👉 Because they "speak candidate" and "speak employee," they can help leadership frame changes in a way that aligns with the company’s vision rather than causing panic.
👉 When TA absorbs the impact first, they can prepare the resources, answers, and support needed to manage the transition smoothly.

TA isn't just about filling seats; it's about protecting the foundation.


When you exclude your Talent partners from the decision table, you are ignoring your most valuable feedback loop.
Let them understand the "Why" so they can successfully manage the "How."
#TalentAcquisition #LeadershipStrategy #CompanyCulture #Founders #HumanResources #StrategicHiring #TeamGrowth

Do you agree?
♻️ Repost to share with your network.

As a recruiter in Dubai, my inbox is always flooded with messages. And as much as I want to help every single one of you personally, it’s simply not humanly possible.

If I spent just 5 minutes giving personalized feedback to every message I received today, I wouldn’t have time to actually interview, strategize with founders, or close the roles that create those opportunities in the first place.

If you haven’t heard back from me yet, please know:

➝ It’s not personal
➝ Timing is everything
➝ The "Human" limit is real

I genuinely wish I had a magic button to find a home for every talented professional who reaches out.

While I can't always reply, I am constantly scanning, searching, and rooting for you all.

Keep going. The right door will open. 
#recruiter #dubai #uae


P.s.: To make it easy for you (and myself), I’ve decided to open 5 slots for the month of February for job seekers in the UAE looking for their next big role.

I will be:
- Auditing and optimizing your resume and linkedin profile
- Understanding your 5-year plan and creating a roadmap
➝ Helping you shortlist and reach out to the right set of decision makers

In short, I’ll be holding your hand throughout the application and job seeking process, at a reasonable fee.

Email your resume and a short description to Susmithargolla@gmail.com and I’ll share the next steps with you.

These are not just numbers. It's proof of skilled women creating impact in the UAE 🇦🇪 

Women are clearly a dominant force in sectors like healthcare and education, forming the backbone of these industries.

Plus, the high % of skilled women in the total female workforce shows the investment in their professional development.

❗However, the journey towards equitable representation in leadership continues.

- Nearly 38% of IT jobs in the private sector are held by women
- Almost 30% of the entire skilled workforce are women
- Still, their representation in leadership roles (16.6%) shows a clear opportunity for growth and strategic initiatives

As a founder and a recruiter, I believe our focus must be on nurturing this incredible talent pool and actively working to create pathways for women into higher leadership positions across all industries.

This isn't just about equity; it's about leveraging the full potential of our workforce for a more innovative and prosperous UAE.

What are your thoughts on these stats?
#UAE #FemaleWorkforce #Leadership #DiversityAndInclusion #WorkforceDevelopment #HR #TalentAcquisition

♻️ Repost to share with your network.

Me: Did you factor in the gratuity and end-of-service accruals for these roles?
Founder: ...What?

I was recently talking to a founder about compensation strategy for their new team.

And they were confused.
It’s a common reaction.

When we think of "hiring cost," we usually just see the monthly salary. But in the UAE, the real cost of a candidate is a much more complex equation.

If you aren't calculating the "hidden" costs, you aren't seeing the full picture of your burn rate.

❗ Monthly Basic + Allowances: The visible part of the iceberg
❗ Visa & Insurance Costs: The entry cost (and the cancellation cost at the end)
❗ End of Service Benefits (EoSB): This includes both Accrued Leave Allowance and Gratuity Pay

❌ As a founder, you shouldn't just be asking "Can I afford this salary?"
✅ You should be asking "Have I accounted for the total cost of employment?"

Failing to accrue for these benefits from Day 1 is how companies end up in a cash-flow crunch when a team member eventually moves on.

💡Tip for Founders:
Always build a "Total Cost to Company" (TCC) model that includes these statutory benefits. It’s not just about being compliant; it’s about being financially sustainable.
#UAEBusiness #Founders #HiringTips #Gratuity #StartupLife #RecruitmentStrategy #UAE #dubai #recruitment

Before firing that employee, calculate the hidden costs: gratuity + visa cancellation + end of service benefits & more (it’s an entire list)

Comment any questions you have on this 👇

AI cannot replace the ‘human’ in Human Resource.
But recruiters adopting AI might replace the ones who don’t.

Every day, a new AI recruiting app or "autonomous agent" hits the market.
They promise to automate everything from sourcing to initial interviews.

But the truth is,

While an algorithm is great at scanning keywords, it fails at the one thing that actually matters in a hire:
💡The real-time judgment of character.

I am a big believer in using AI to sharpen my edge. I use it for:

✅ Market Analysis: Understanding shifting salary benchmarks and talent pools.
✅ Requirement Mapping: Breaking down complex technical roles into core competencies.
✅ Initial Skill Assessment: Streamlining the "technical" check.

But that is where the automation stops.
After the data is gathered, I step in with my emotions, intuition, and judgment.

* AI can’t feel the slight hesitation in a candidate’s voice when they talk about "teamwork."
* AI can’t sense if a person’s values actually align with a founder’s vision during a coffee chat.
* AI can’t judge the "grit" or "resilience" that isn't written on a CV.

The 'Human Touch' is the final, most critical filter.

AI can give you the data,  but you are the one who knows when to take a detour because the "vibe" feels off.

Use AI to handle the admin, the noise, and the data.
But never let it take over the decision-making.

💫 Your judgment is your greatest asset.
#Recruitment #AI #FutureOfWork #HumanConnection #TalentAcquisition #TechInHR #Leadership

♻️ If you agree, repost to share with your network.

I see so many founders having an expert/head for each department but none for recruitment & HR - because they can manage that themselves. Can they?

They dive into the nitty-gritty of sourcing, interviewing, and onboarding.
And that’s where the foundational cracks begin.

Founders, I understand the desire to control every aspect of your company.
But viewing HR and recruitment as anything less than a strategic department is a mistake.

Especially in the early stage.

↳ First of all, your most valuable asset is your time. Spending hours sifting through resumes or drafting offer letters takes you away from building the business itself.

↳ Secondly, recruiting is a specialized skill. Without it, you risk bad hires, missed talent, and a compromised candidate experience.

↳ Most importantly, in regions like the UAE, labor laws, gratuity calculations, and visa processes are complex. One mistake can be costly.

You need to understand that HR isn't just paperwork; it’s the architect of your culture. Neglecting it means your company's values and employee experience are left to chance.

Think of it this way: You wouldn't try to build your own sales software from scratch, would you?
You’d hire an expert or use a dedicated tool.

💡 Talent is your most important asset, and building a team deserves the same level of thought & investment.

Seeking help from recruitment and HR to experts is like investing in your company’s future growth and stability.
#Founders #StartupLife #HRStrategy #Recruitment #Delegate #TalentAcquisition #GrowthMindset

♻️ Repost to share with your network.

Neglecting HR means your company's values and employee experience are left to chance

Does the #OpenToWork badge help you, or does it hurt your 'perceived value'? - here’s my take as a recruiter 👇

I get that question a lot.

But the answer isn't black and white.

It’s about understanding the difference between Visibility and Perceived Value.

- The Pros:
When I want to fill a role fast, that green circle tells me you are ready to talk now. It reduces friction.

- The Cons:
We are (intentionally or unintentionally) drawn to the ‘passive candidate’ - the person who is so busy being successful that they aren't even looking.

(To some, the badge can unintentionally signal: I’m available because no one else snapped me up yet. - which is unfair, but it’s a psychological reality in high-stakes hiring).

But here’s an alternative: focus on Searchability.

Recruiters don't search for "Open to Work."

We search for:
✅ Specific Job Titles (e.g., "Growth Lead" or "Operations Manager")
✅ Hard Skills (e.g., "Python," "HubSpot," "Direct-to-Consumer")
✅ Location & Industry

💡 My Advice:
You can skip the badge, but make sure your Headline is doing the work.
Instead of "Seeking new opportunities," use "Marketing Director | Scaling SaaS Startups from 0 to 1 | Performance Marketing Expert."

Visibility is good, but relevance is better.

You don't need a green circle to get a recruiter's attention; you need a profile that proves you are the solution to the problem they are currently trying to solve.
#recruitment #linkedin #opentoworkbadge #dubai #uae

The job market is about 20% lower than it was before the pandemic - said LinkedIn CEO, Ryan Roslansky.

I was just watching this clip and I agree,
As a recruiter, I see this reality in my inbox every single day.

But why does it feel so different?

❗ Remote work opened doors, but it also means you’re no longer just competing with people in your city—you’re competing with the world.

❗ Companies are looking for "immediate impact" and specialized skill sets instead of potential

❗ With AI-generated applications, recruiters are drowning in volume. It’s harder for a great candidate to actually be seen through the digital clutter.

Don’t panic.
There’s a solution

If the CEO of LinkedIn is admitting the market is tough, then 'doing what everyone else is doing' won't work anymore:

👉 Move beyond the 'Easy Apply' button
👉 In a hard market, generalized profiles die. Your LinkedIn and Resume must speak directly to the specific "pain" of the company you want to join.
👉 Strategic networking is the only way to bypass the chaos of the job boards.

The market is harder, but it isn't impossible.
It just requires a new playbook.

As a Talent Advisor, my goal is to help you navigate this "new normal" with a strategy that actually cuts through the noise. Stop applying to 100 roles blindly. Start targeting 10 roles with precision.
#JobMarket2026 #LinkedIn #CareerAdvice #Recruitment #FutureOfWork #TalentAcquisition #JobSearchStrategy

P.S.: I’ve decided to open 5 slots for the month of February for job seekers in the UAE looking for their next big role.

I will be:
- Auditing and optimizing your resume and linkedin profile
- Understanding your 5-year plan and creating a roadmap
- Helping you shortlist and reach out to the right set of decision makers

In short, I’ll be holding your hand throughout the application and job seeking process, at a reasonable fee. Email your resume and a short description to Susmithargolla@gmail.com and I’ll share the next steps with you.

Divya Singh is hiring for a luxury retail client. Calling all HR folks.

Strategic HR Leader - Expertise in Talent Acquisition, People Relations, Performance Management & HRMS Implementation | ESG Literate Leader

𝗗𝘂𝗯𝗮𝗶-𝗯𝗮𝘀𝗲𝗱 𝗛𝗥 𝘀𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁𝘀 𝘁𝗵𝗶𝘀 𝗼𝗻𝗲’𝘀 𝗳𝗼𝗿 𝘆𝗼𝘂!

𝘞𝘩𝘺 𝘵𝘩𝘪𝘴 𝘳𝘰𝘭𝘦 𝘴𝘵𝘢𝘯𝘥𝘴 𝘰𝘶𝘵: 
  • Strategic 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝘀𝗵𝗶𝗽 𝘄𝗶𝘁𝗵 𝘀𝗲𝗻𝗶𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽
  • Ownership of the 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 & 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗶𝗼𝗻 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸𝘀
  • Strong focus on 𝗱𝗮𝘁𝗮-𝗱𝗿𝗶𝘃𝗲𝗻 𝗽𝗲𝗼𝗽𝗹𝗲 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀

𝘞𝘩𝘰 𝘴𝘩𝘰𝘶𝘭𝘥 𝘢𝘱𝘱𝘭𝘺: 
- 𝟴 𝘁𝗼 𝟭𝟬+ 𝘆𝗲𝗮𝗿𝘀 of progressive HR experience
- Strong background in 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 & 𝘁𝗮𝗹𝗲𝗻𝘁 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁
- Confident working with 𝘀𝗲𝗻𝗶𝗼𝗿 𝘀𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿𝘀
- Experience in 𝗳𝗮𝘀𝘁-𝗽𝗮𝗰𝗲𝗱 𝗼𝗿 𝘀𝗰𝗮𝗹𝗶𝗻𝗴 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁𝘀

📍 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: 𝗗𝘂𝗯𝗮𝗶, 𝗨𝗔𝗘
𝗦𝗲𝗰𝘁𝗼𝗿 𝗘𝘅𝗽𝗼𝘀𝘂𝗿𝗲: Luxury Retail/ Beauty/Cosmetics/FMCG

#HRJobsDubai #PeopleCulture #TalentManagemet #PerformanceManagement #HRCareers  #StrategicHR
#UAEJobs #HRCareers #DubaiJobs #LuxuryRetailJobs

* 𝗗𝘂𝗲 𝘁𝗼 𝘁𝗵𝗲 𝘃𝗼𝗹𝘂𝗺𝗲 𝗼𝗳 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀, 𝗼𝗻𝗹𝘆 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝘄𝗵𝗼 𝗺𝗲𝗲𝘁 𝘁𝗵𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗿𝗮𝗻𝗴𝗲 𝗮𝗻𝗱 𝗵𝗮𝘃𝗲 𝗽𝗿𝗼𝘃𝗲𝗻 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗶𝗻 𝘁𝗵𝗲 𝘀𝗲𝗰𝘁𝗼𝗿𝘀 𝗺𝗲𝗻𝘁𝗶𝗼𝗻𝗲𝗱 𝘄𝗶𝗹𝗹 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿𝗲𝗱 *

Reach out directly for a confidential discussion!

As a seasoned Talent Acquisition Professional, I specialise in building world-class teams across global markets, including EMEA, MENA, APAC, and the US. With a proven track record in international recruitment, I have successfully partnered with organisations of all sizes, from high-growth startups to Fortune 500 enterprises, helping them scale their talent functions, secure top-tier professionals, and optimise hiring costs.

My expertise spans end-to-end recruitment, strategic workforce planning, stakeholder management, and enhancing the candidate experience. Whether it’s driving hiring for mid to senior-level corporate roles or navigating complex talent landscapes, I bring a results-driven approach that delivers measurable impact.

I have successfully sourced and secured top commercial talent across various industries, earning multiple awards for outstanding contributions. I have led global recruitment efforts for enterprise sales roles, exceeding hiring targets by 142%, and played a key role in optimising in-house hiring strategies, helping companies save between £1 million to £2 million in recruitment fees while maintaining a high standard of talent acquisition.

Driven by a passion for people and culture, I excel at building strong client relationships and delivering hires that not only fulfill immediate needs but also contribute to long-term business success.

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The Battle

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Gopal Bolina

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Engagements

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