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 knew nothing about technology or management. But I knew how to find people smarter than me." - Jack Ma.

Your job isn't to be the smartest person on the team; your job is to:
- Find the best talent
- Make them work together

If you are a founder trying to do everything yourself, you aren't scaling—you’re bottlenecking.

The secret to Jack Ma’s success wasn't his technical skill; it was his people strategy.

So, how to actually find people "Smarter" than you:

➟ Identify the tasks that drain your energy or confuse you.
➟ Find people with deep expertise in one area and enough curiosity to understand the whole business.
➟ If you hire someone smarter than you and then tell them how to do their job, you’ve wasted your money and their talent.

Whether you are a founder building a startup or a manager growing a department, remember: Your success is capped by your own knowledge, but it becomes limitless when you leverage the knowledge of others.

Remember,
Weak leaders hire for execution. Great leaders hire for visionary thinking.

#Leadership #recruitment #JackMa #StartupGrowth #TalentAcquisition #Founder #CareerConsultant #dubai #UAE

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

You can spend years building a culture, but you can destroy it in five minutes by reacting poorly to a resignation.
I’ve sat on both sides of the desk during a resignation.

I’ve felt that pit in the stomach as a manager when a star player hands in their notice, and I’ve felt the anxiety as an employee wondering if my boss will take it personally.

When someone tells you they are moving on, they aren't attacking you. They are growing.

What a "Human" leader does next:
➝ Puts the ego aside
➝ Acknowledge the impact
➝ The rest of the team is quietly watching. If you turn cold, you’ve just told everyone else: "You are only valuable to me as long as you are useful to me."

In a small market like Dubai or India, your ex-employees are your loudest brand ambassadors. I’ve seen candidates turn down offers because they heard through the grapevine that a founder "turns toxic" the moment someone resigns.

Conversely, I’ve seen people fight to get into companies because a friend said, "Even when I left, my boss was my biggest cheerleader."

Leaders: A resignation isn’t a breakup.
If you truly want your people to succeed, you have to be okay with them succeeding somewhere else.
#HumanLeadership #CompanyCulture #Resignation #EmpatheticLeadership #CareerGrowth #Founder #TalentRetention

Leaders: A resignation isn’t a breakup.

If you truly want your people to succeed, you have to be okay with them succeeding somewhere else.

If you’re a recruiter, AI is going to take your job.
That’s for sure. Except...

except if you start adopting AI in your daily practices.

➜ Creating job descriptions
➜ Shortlisting resumes
➜ Even searching for talent
(yes, AI can help find some great industry experts in your region)

At the same time, you can’t leave it all on AI.

Let tech do the repetitive tasks for you
But where thinking and analyzing is required, you need to be present.

👉 Interview and understand candidates
👉 Match the candidates with the client requirements and job role

So, AI might not replace you as a recruiter. But recruiters using AI will absolutely replace you if you don’t keep up.

Use the machine to clear your desk so you can spend your time where it matters: being human with other humans.
#Recruitment #AI #FutureOfWork #TalentAcquisition #CareerAdvisor #Recruiter #Efficiency #Dubai #UAE

AI might not replace you as a recruiter. But recruiters using AI will absolutely replace you if you don’t keep up.

"Hiring stops during Ramadan." - if I had a Dirham for every time a candidate or client told me this over the last 3 years in Dubai, I’d be retired by now 😅 

There’s a common misconception that the hiring market goes into hibernation during the Holy Month.

People think,
➝ decision-makers are away
➝ offices are empty
➝ your application will just sit in a void

As a recruiter on the ground in the UAE, here is what I've seen:

1. The Quality is Higher
Because so many people believe hiring stops, they stop applying
- noise levels drop significantly.
- your profile actually has a much higher chance of being seen by a human 

2. Decision Makers are More Accessible
With shorter office hours and a shift in pace, many hiring managers actually find more time for focused reviews.
- fewer internal meetings
- less corporate noise
- ideal time for them to look at strategic hires for the rest of the year

3. The Post-Eid Pipeline
If you wait until the holidays are over to apply, you’re already 4 weeks behind the people who interviewed during Ramadan.
- Companies don't want to start the search after Eid
- They want to be onboarding after Eid

4. It’s About Connection, Not Just Transactions
In my experience, interviews during this time tend to be more human- and less like an interrogation. It’s a great period to build a genuine rapport with a future boss.


My advice?
👉 Don't take your foot off the gas.

The pace might be different, but the opportunities are very much alive.

Respect the shortened hours, be mindful of the cultural significance, but keep your career roadmap moving.
#DubaiJobs #Ramadan2026 #UAEHiring #RecruitmentMyths #TalentAdvisor #DubaiRecruiter #CareerAdviceUAE

What happens to recruitment during a time of crisis? I’ve been in Dubai for a few years and I know - recruitment does not stop during such times, but it definitely transforms.

Yes, headline news might suggest volatility.
But the UAE’s core sectors (Technology, Finance, Healthcare, and Logistics) remain strong.

Here are 7 trends that I’m seeing:

1. ↳ Businesses prioritize roles that are mission-critical. If you are applying for a role that directly impacts revenue or operational security, the search is likely still active.

2. ↳ We aren't seeing a hiring freeze, but we are seeing a "cautious review" phase.

3. ↳ Employers are not just looking for technical skills; they are looking for stability and adaptability.

4. ↳ Leaders are prioritizing candidates who demonstrate grace under pressure and can maintain productivity when the environment feels unpredictable.

5. ↳ Geopolitical uncertainty often accelerates the move toward contract and project-based staffing.

6. ↳ The best candidates are currently looking for safe harbors - companies with clear communication, strong balance sheets, and a proven track record of taking care of their people during a crisis.

7. Thanks to policies like the Golden Visa, the commitment to staying in the UAE remains high, which keeps the flow of high-level talent consistent despite temporary headlines.

My advice for the current moment:

➝ For Employers
Don't go silent. Your silence during a crisis speaks louder than your job descriptions. Keep your candidates informed, keep your team reassured, and be transparent about your hiring timelines.

➝ For Job Seekers
Keep your strategy, but refine your message. Emphasize your ability to solve problems.


The UAE’s recruitment market is built for speed, but it is currently operating with a lens of calculated stability. Stay proactive and most importantly, stay resilient.
#crisis #dubai #uae #recruitment #careerconsultant

Your CV only has 6 seconds. How can you still stand out? I’ve been a talent consultant for 7 years, here’s my advice 👇 (Part 1/10 of the What Recruiters Actually Notice Series)

It’s not about writing everything in one page.

- You don’t have to look perfect.
- You have to look relevant to the role you’re applying for.

The truth is, recruiters have to scan 100s of CVs (sometimes 1000+)
In that 6-second window, the only question that matters is: Does this person solve the problem we are hiring for?

So here is how to survive the 6-second scan:

🔹 Summary: Long, fluffy summaries are noise. If it doesn’t directly address the job requirements, cut it.
🔹 Clarity: Don't get lost in "clever" formatting. If a recruiter can't find your core metrics in under 3 seconds, they’ll move to the next file.
🔹 Impact: Don’t just list duties. List outcomes. Use numbers, percentages, and tangible results to show how you move the needle.

Most importantly, tailor every CV to the role. A generic CV is a silent CV.

Remember: You aren't being hired for what you’ve done; you’re being hired for what you can solve.

A CV’s job is not to tell your whole story. It’s to earn the conversation.
#cv #resume #talentconsultant #dubai #uae

♻️ Repost to share with your network and follow to stay tuned on advice for job hunt and CVs.

The last 48 hours have been heavy for all of us in the UAE.
Midnight emergency alerts. Sounds of interceptions.

We’ve never experienced anything like this before.

In times like these, our priority is each other.

To my fellow employers & founders,
Now is the time to be the leader people remember for a lifetime.
✨ Some of your employees are far from home and feeling isolated. A simple ✨ ✨ "How are you doing?" without a follow-up about a deadline goes a long way.
✨ Keep your team updated on company safety protocols and let them know you have their backs.

To the job seekers & applicants, 
I know the added layer of stress this brings to your search.

✨ Be patient. Interviews might be rescheduled. Responses might be delayed.
✨ Use this time to rest and stay safe. The market will find its rhythm again, but your mental well-being is the most important asset you have.
✨ Stay calm. Follow official channels (NCEMA/Ministry of Interior) and avoid the WhatsApp rumors.

Dubai and the UAE are built on resilience.
This too shall pass.

To my candidates, clients, and friends across the Emirates: Stay safe, stay indoors where advised, and stay kind. We are in this together.
#UAE #Dubai #AbuDhabi #Leadership #Empathy #CommunitySupport #NCEMA #CareerAdviceUAE

As a Talent Consultant, I’ve realized that most founders confuse Compliance with Culture.
➝ Compliance is doing the work because the boss is watching.
➝ Culture is doing the right work because the mission is understood and the environment is respected.

If your team only performs when you’re in the room, you haven't built a culture.
You’ve built a surveillance system.

And trust me, the best talent in Dubai won’t stay in a cage for long.

Here’s a question for you:
If you take a 2-week vacation without your laptop, does the business move forward, or does it freeze?

➝ If it moves forward: You’ve built a culture of ownership.
➝ If it freezes: You’ve built a dependency.

True leadership is building a team that is smarter, faster, and more capable than you are. And then having the confidence to walk out of the room.
#Leadership #CompanyCulture #Founder #TalentConsultant #Dubai #UAE

If you want to attract A-players, stop hiring for obedience and start hiring for alignment.



My life used to look a lot like endless stream of - Now Hiring, endless resumes, and a laptop that never seemed to close (even on a beach)

I loved the energy!
But I’ve learned that hustle without boundaries is just a track to burnout.

Which is why I'm intentionally building a boundary between work and life.

✨ Spending more time with my pets
✨ Going to the gym without skipping
✨ Taking time to heal by painting and reading

The truth is,
Success shouldn't cost you your evening peace.

The shift I’m making right now is intentional.

I’m moving away from being
➝ The recruiter who does it all
To
➝ The advisor who helps you do it right

Whether you are a founder looking to build a team that actually stays
Or a job seeker trying to navigate a hard market without losing your soul,

💡 Remember that your well being is as important as your career.

Neither of them can be successful without the other.
#worklife #recruiter #dubai #uae #hiring #trending

I’ve looked at thousands of LinkedIn profiles, and there is one thing women still do more than men: They apologize for their gaps.

❗We apologize for the gap on the resume when we took time for family.
❗We apologize for the pivot when we left a corporate role to start a business.
❗We apologize for not meeting 100% of a job description before hitting Apply.

As a Talent Consultant, I’m here to tell you on International Women's Day:
Your career is a roadmap, not a straight line.
And the curves are where your strength lives.

➝ Managing a household, navigating a career break, or pivoting sectors requires resilience, project management, and adaptability. These aren't holes in your history, they are high-level soft skills.

➝ Many women wait until they feel perfectly qualified to apply. Meanwhile, others are applying with 60% of the requirements and getting the interview. Stop waiting for "permission" to be qualified.

➝ If you spent two years building a business that didn't scale, you didn't fail. You gained more executive experience in those 24 months than most do in a decade.

My IWD challenge to you: Go to your LinkedIn profile today. Look at your About section or your latest experience entry. If you see words like "just," "tried to," or "took a break for...", delete them.

Replace them with: Built, Led, and Transformed.

Remember,
Empowerment starts with how you describe yourself to the world.
#IWD2026 #InternationalWomensDay #CareerStrategy #WomenInBusiness #JobSeekerTips #TalentConsultant #CareerConsultant #Dubai

When the unexpected happens - a regional disruption hits or when the news feels heavy, that is the moment of truth. As a recruiter and advisor, I’ve seen companies deal with crises in two very different ways.

The difference always comes down to one word: Empathy.

1 ➝ The KPI-First Culture
- This leader focuses on the impact to the bottom line.
- They ask "Is the work still getting done?" before asking "Are you and your family safe?"
- They treat people like assets that need to stay operational.

2 ➝ The Human-First Culture
- This leader understands that you cannot have a sustainable business if you don't have a supported human being.
- They offer flexibility and a steady hand when the world outside feels chaotic.

The truth is,
People never forget how they were treated when they were scared, overwhelmed, or anxious.

If you are a founder or manager, the way you treat your team during a crisis is the most important "Employer Branding" campaign you will ever run.

Your team is currently watching how you respond to uncertainty. If you show them that they are more than just a headcount, they will show you a level of loyalty that no bonus structure can buy.

A gentle reminder:

👉 To Employers: If your team is distracted, it’s not laziness—it’s a human response to the world around us. Practice empathy. Lead with calm.

👉 To Employees: It is okay to not be "100% productive" right now. Give yourself the same grace you’d offer a colleague.


A company is just a group of people. If we don’t take care of the people, there is no company.
#Leadership #Empathy #WorkCulture #CrisisManagement #HumanResources #FounderMindset #DubaiBusiness #UAE

Applying to 100 jobs and hearing nothing back. It makes you feel invisible. You want to give up.

I’ve been there too—staring at a screen, wondering if your resume even reached a human being or if it’s just floating around with bots and algorithms.

As a recruiter, I see the frustration.
And I want to help you take your power back.

I created this Job Seeker’s Manifesto to help you stop applying randomly and start applying strategically:

↳ The Resume Reality: It’s built for ATS algorithms and quick human skimming—keep it clean and impact-heavy.

↳ The "Easy Apply" Trap: It's only easy if you have the exact keywords; otherwise, you're just a number in a crowded room.

↳ Headline > Badge: Your LinkedIn headline is your prime real estate for keywords—don't waste it solely on "Open to Work."

↳ Own Your Story: If you have a career gap, don’t hide it—explain what you learned and how it made you better.

↳ You Have Power: An interview is a two-way conversation, not a one-way interrogation.


💡 Apply strategically and focus on building real relationships instead of just growing your network.

The market is tough right now, but when you change your approach, you change your results.
#JobSeekerTips #CareerStrategy #RecruitmentSecrets #CareerConsultant #JobSearch #ResumeAudit #LinkedInGrowth

I’ve seen candidates worry about how to stand out in the first 30 days of their job. My advice: focus on understanding, not on perfect performance.
(Part 1/10 of the Winning the First 30 / 90 / 180 Days on the Job Series)

I’ve seen it time and again: a talented professional joins a new team and immediately tries to prove their worth.

You’re focused on Performance. But you’re missing the Pattern.

The truth is, your first 30 days are about observation and adaptation.

You were hired because the team already believes in your capability.
You don’t need to prove that again.
You need to prove you can navigate the ecosystem.

The best hires I’ve seen spend their first month doing three things:

1️⃣ Listening: Every company has a culture that isn't in the handbook.
- Who actually makes the decisions?
- How do they like to communicate?
- What are the "third rails" to avoid?

2️⃣ Mapping: Figure out who influences whom.
- Understand the bottlenecks and the hidden champions within the organization

3️⃣ Observing: Before you suggest a change, you need to understand why the current system exists. You cannot fix what you don't fully comprehend.

Your value in Month 1 is not your output; it is your understanding.

If you spend your first 30 days mapping the room, your performance in Month 3 will be 10x more effective than if you had rushed to make an impact on Day 1.
#Leadership #CareerAdvice #Onboarding #CompanyCulture #NewRole #GrowthMindset

Lead recruitment for mid-to-senior level roles across MENA - supporting Finance, HR, Legal, and Operations hiring within FMCG, Real Estate, Construction, Hospitality, Retail, and Family Offices.

GRG is an organisational capability consultancy built on delivering impact. Over the past decade, our team has grown from its roots in the GCC to become the region's largest independently-owned recruitment and executive search ﬁrm. Since then, we’ve fostered an inclusive environment where cultural nuances are celebrated and diverse ideas are nurtured to drive businesses and careers forward.

We believe in the power of our people — a team of the region's most skilled and accomplished individuals assembled to champion a human-centric ethos to deliver bespoke solutions with long-term sustainable results.

We also believe that it’s the quality of these results that has given rise to a business built predominantly on word-of-mouth recommendations. That essentially means that we don’t engage in cold calls or get bogged down by conventional recruitment KPIs.

Our only focus is to deliver results and impact for you.

Think unrivalled expertise.
Think GRG.
Think done.

Recruitment Consultant - MEA

Kingston Stanley

Led and managed recruitment for Corporate Services (including Finance, HR, Strategy, Legal, Supply Chain, and Operations) at Kingston Stanley, focusing on the GCC region.

Kingston Stanley Recruitment is one of Dubai's first and leading award-winning recruitment agency, servicing the Middle East.

We have built a successful marketing, IT and support services recruitment agency, which focuses purely on jobs and talented job seekers. We recruit for numerous marketing, advertising, PR, creative, digital agencies, IT, Finance, Admin, Operations, Legal and Human Resource roles.

Based in Dubai, UAE, London, UK and Johannesburg, South Africa we also work closely with Cannes, EFFIES, Dubai Lynx award winners and quality MEPRA members.

Awarded LinkedIn's Number 1 Top Innovative Staffing Agency - Winner 2019
Gulf Capital SME Awards "Best People & Culture of the Year Award” - Finalist 2020
Gulf Capital SME Awards "Best SME Business To Business Award" - Finalist 2020

Kingston Stanley Recruitment, is committed to working on roles within the following areas:

• Sales, Events & Marketing
• Advertising & Creative
• Digital & Social Media
• Public Relations & Corporate Communications
• Admin (EA/PA/Office Manager)
• Legal
• Finance
• Human Resource

Recruitment Consultant - Corporate Services 

Tandem Search

Led and managed Bluefin Talents Executive Senior Hires for most of the leading Banks & Financial Services institutions across the MENA region.  

Recruited for NextGen Leadership, Localisation & C-suite roles across following Business & Shared Services Segments in the GCC Region:
- Corporate & Institutional Banking Group (CIBG)
- Islamic Banking 
- Consumer Banking
- Private Banking 
- Group HR
- Group Finance 
- Group Audit

Bluefin talent is a global specialist search and selection firm HQ in UK, working primarily with 'blue chip' financial services organizations focusing within London and the Middle East. We are dedicated to delivering an unparalleled service in placing leading industry professionals to our valued clients. 

We support our clients talent attraction needs across Europe, APAC, Middle East and parts of North America. Our clients range from banks, insurance companies, fintech, hedge funds, asset managers and professional services firms, including top tier strategy consultants, delivery and implementation specialists, boutique consulting firms and the Big Four.

Senior Consultant - Banking & FS - MENA

Rozee.pk

Dual responsibility of leading Talent Acquisition and Key Accounts teams in the South region to facilitate SMEs and Corporate sector clients across Pakistan with complex, niche and critical talent hunt projects using contemporary hiring strategies.

Led & managed Senior Executive Hires for retained clients & key accounts across Financial Services, Healthcare, Textile & Manufacturing. 

Assisted in establishing and expanding the Executive Search business unit (South) with a 9 members’ team at Rozee.pk, facilitating the senior management and C-suite Talent Hunt / Talent Acquisition services under the umbrella of ROZEE.PK talent platform.

Reported to Head of Executive Search and Vice President Enterprise Solutions (South), trained and led the team of Key Accounts and Researchers.

ROZEE.PK is Pakistan's #1 recruitment platform with Head Office in Lahore (Central) and Regional Offices in Karachi (South) and Islamabad (North). Over 100,000 of the country's top employers use this platform to hire talent from entry to Mid-level and up to C-level positions.

Manager - Talent Acquisition & Key Accounts - South

KAO & Associates

Led Search and Selection practice across Middle East & North Africa with high level contact setting and research strategy. 

Delivered on complex Executive & C-suite retainers across Large Family Offices, Manufacturing, Services, Advertising, Retail and Real Estate.

Joined the business at an early stage to build the research & delivery team across UAE, KSA, Egypt & Pakistan. Thereafter, supported and expanded the newly established search & strategy arm, while working out of Riyadh and Dubai offices. 

Drafted and presented weekly client account reports to the Partner and Managing Director, trained and led the team of Associates and Researchers across all 4 locations (Dubai, Riyadh, Cairo and Karachi).

KAO & Associates is a corporate strategy, executive search and board consulting firm, headquartered in Dubai, UAE with operational office in Riyadh, KSA. The firm is focused on understanding top challenges of Middle East and Emerging Markets businesses and providing specific strategic, advisory and search solutions to senior leadership.

Senior Associate - Search & Strategy - MENA

Carter Fleming Search

Provided end to end recruitment solutions across Financial Services, FMCG, Automotive, Retail, Chemicals, Management Consultancy, Supply Chain & Distribution, Healthcare, Insurance, Aviation, etc.

Led and managed Executive Search mandates across EMEA for Retained Clients covering a wide array of roles including Finance, HR, Supply Chain, Manufacturing, Sales and Marketing; scope also included Project Management, Transformation and Strategy.

Developed and leveraged CXO relationships to acquire new business and generate repeat business through proper execution of assignments.

Reported to the Managing Director (UK) and Managing Partner (UAE), trained and led a team of Researchers.

Carter Fleming Search (CFS) is a subsidiary of Carter Fleming Group, CFS offers services in executive search, board assessment and NextGen leadership scouting.

Consultant - Shared Services, Strategy & Project Management Office - EMEA 

Led & supported CxO & Senior Executive global mandates for retained clients across Financial Services, Manufacturing, Energy, Chemicals & FMCG. Including CFO, CLO, COO, Plant Director, R&D Director, EHS Director, HRBP Director, Head of Sales, VP Marketing, etc. 

Worked alongside the Senior Consultants & Partner to develop recruitment strategies & attract a diverse pool of executive talent via multiple channels, including but not limited to, headhunting, market mapping, direct sourcing, social media, job portals, referrals and relationship building.

Responsible for management of mandates, timely and structured delivery of the research team. Developed successful working relationships and maintained active communication with all candidates and hiring executives to generate warm business leads for retained assignments.

Trained & developed a team of 6 Trainee Researchers and 3 Operations coordinator.

Senior Researcher 

Conducted market mapping and industry research to support the Consultants on Executive & Director level mandates across Financial Services, Chemicals and Oil and Gas sector in GCC region with global research focus. Early adopter and user of recruitment technology including LinkedIn, databases, Job-Portals, Social Media, etc.

Researcher 

Avanza Solutions

Designed social media strategy, handled vendor dealings, executed eid campaign, maintained and updated facebook and twitter account .

Avanza Solutions leads the technology services marketplace by developing and delivering forward-looking products, services, and solutions that add value to everyday life. Building on over 17 years of experience, Avanza serves 300+ clients in more than 45 countries.

Social Media Marketing Intern

Pakistan State Oil Company (PSO)

Prepared TVC commercial for PSO’s Premier XL petrol, conducted marketing research for Carient oil and carried out CSR project for SIUT and SSWAB center.

Pakistan State Oil (PSO), is the nation’s largest energy company, and is currently engaged in the marketing and distribution of various POL products including Motor Gasoline (Mogas), High Speed Diesel (HSD), Furnace Oil (FO), Jet Fuel (JP-1), Kerosene, CNG, LPG, Petrochemicals and Lubricants.

Retail Marketing Intern 

The goal is simple: Better Than Yesterday

Vijay specialises in recruiting High-Impact Leadership & Senior Executive roles across Middle East and North Africa region. 

With nearly a decade of recruitment experience working at London based Banking & Financial Services specialist Recruitment firm, Riyadh based Search & Strategy consultancy, Dubai based Executive Search firm, and Pakistan’s No. 1 Recruitment Platform, he has gained skills in 360 degree / full-cycle recruiting, end to end delivery, RPO, sales and key account management, client relationship management, strategic sourcing, market mapping, industry research, data analytics, and project management. 

From private start-ups to public Fortune 500 companies, he has advised businesses leaders to deal with some of their toughest challenges and with individuals for career moves. As a data-driven and insightful recruiter, he is passionate about matching top-performing and rising professionals with the right career move. He provides insight and market intel that is usually not publicly known, helping people make more informed decisions. 

Feel free to 'add him as a contact point' and 'follow’ to be up to date with market insights, hiring and recruitment tips.

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