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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Mai Dubai™ Bottled Drinking Water

-Develop and implement comprehensive talent acquisition strategies aligned with the company's business objectives, workforce planning, and employer branding initiatives.
-Continuously assess and optimize recruitment processes to enhance efficiency, quality, and candidate experience.
-Proactively identify, engage, and cultivate relationships with top talent through various channels, including online sourcing platforms, industry networks, referrals, and talent mapping. Leverage innovative sourcing techniques and market intelligence to build a robust pipeline of passive and active candidates for current and future hiring needs.
-Conduct thorough candidate assessments, interviews, and evaluations to assess qualifications, skills, cultural fit, and potential for success within the organization. Utilize behavioural interviewing techniques, psychometric assessments, and competency-based evaluations to identify high-potential candidates and ensure alignment with role requirements and organizational values.
-Collaborate closely with hiring managers, business leaders, and HR partners to understand talent requirements, prioritize hiring needs, and develop tailored recruitment strategies. Provide strategic guidance, coaching, and support to hiring teams throughout the recruitment process, including job profiling, candidate evaluation, offer negotiation, and onboarding.
-Develop and execute employer branding initiatives to enhance Mai Dubai's reputation as an employer of choice and attract top talent. Leverage digital marketing, social media, employer review platforms, and industry events to showcase our company culture, values, career opportunities, and employee value proposition.
-Utilize data-driven insights, recruitment metrics, and analytics tools to track, measure, and analyze recruitment performance, candidate trends, and market dynamics.

Assistant Manager - Talent Acquisition & Onboarding

Government of Canada

•	Lead various initiatives in both event management and executive development/coaching while promoting exchanges, networking
•	Identify and implement executive networking opportunities;
•	Organize meetings with other teams and/or other departments to share information and tools;
•	-Explore ways to get an evaluation of the events we put in place so we can measure if there is a return on investment.
•	Maintain/adapt the Indigenous Director Development Program (IDDP) and other initiatives:
•	Establish relationships with program partners, assignment managers and mentors;
•	Coaching participants and managers;
•	Facilitate opportunities for discussion and networking;

Key Achievements:
Coached several participants and managers; Planned, facilitated or delivered new learning activities that are cost effective and met the needs of executives.Identified
 and implemented executive networking opportunities

Senior Human Resources Specialist

Cielo Talent

•	Meet and collaborate with Hiring Managers, HR Partners, and   internal stakeholders to discuss, evaluate job requirements, and post jobs
•	Advertising job openings on careers pages, job boards and sources candidates through different social media networks such as Indeed, LinkedIn, Facebook, and other social media avenues 
•	Create a great candidate experience, Interview applicants, assess qualifications, present viable applicants, schedule interviews, and make recommendations to Hiring Managers
•	Review resumes and other application materials to identify potential candidates
•	Interact with job seekers to understand their interests and motivations and whether they would be a good fit for the organizations culture
•	Communicate regularly with hiring managers to ensure that they are satisfied with the progress of the recruiting process
•	Manage the full cycle recruiting process
•	Participate in job fairs and events to promote organizations’ reputation
•	Provide detailed reporting on recruiting progress and be accountable for meeting recruiting metrics
•     Recruited truck drivers, inside sales representatives, retail counter inside sales representative, cylinder loader-fillers, customer service representatives, managers, branch managers, office clerks, finance, warehouse clerks, forklift operators and many other positions 

Key Achievements:
Provided end to end Recruitment of blue-collar & white-collar positions such as truck drivers, inside sales representatives, retail counter clerks, sales representative, cylinder loader-fillers, customer service representatives, managers, branch
 managers, office clerks, finance, warehouse clerks, forklift operators and many other positions;
Surpassed monthly hiring targets for eight straight months in a row by double digits

Bilingual French-English Senior Recruiter (Recruitment process outsourcing for Messer Gases Canada)

•	Delivers expert HR management operational services with full departmental or agency delegation in one HR discipline (when applicable as not all HR disciplines have a delegation); analyses and processes requests, resolves contentious and complex situations, issues and cases, and develops justifications in support of actions taken.
•	Consults with clients to identify emerging HR management requirements, and to provide expert advice and guidance to clients on all aspects of the HR discipline assigned.
•	Conducts research and analysis on complex and difficult HR problems and cases, or on learning and training needs; emerging human management trends and issues, and organizational change proposals; forecasts potential impact on HR service delivery and client business operations; and develops plans and options to resolve problems and cases, mitigate risks or support change.
•	Investigates and analyzes submissions for recourse actions, conducts interviews with involved parties, and writes factual reports with recommendations on departmental or agency response options.
•	Provides guidance to new and developing HR Advisors and HR support staff in the HR discipline assigned, and consults with HR colleagues to gain understanding of the interrelationships and dependencies in the overall HR program or operational service delivery.
•	Writes correspondence, reports, case studies, précis and summaries pertaining to the activities undertaken, or in support of recommendations referred for decision to supervisors or higher management.
•	Participates in project teams and working groups and provides operational knowledge to project teams, colleagues and working groups engaged in the implementation of HR management program strategies and initiatives in the HR discipline assigned, within the client portfolio.
•	Develops content for and delivers information sessions and presentations in the assigned HR discipline to managers and employees.

Strategic Recruitment Advisor

•	Responsible for providing advice and guidance to hiring managers and human resources advisors on the development of recruitment strategies/action plans to support current and future hiring needs.
•	Responsible for outreach activities to create awareness of career opportunities within the department using various recruitment strategies that focus on all positions, including partnerships with career centres, academic institutions and targeted communities to support key recruitment needs.
•	Responsible to lead targeted recruitment initiatives and supporting hiring managers and human resources advisors in the use of these initiatives.
•	Responsible for recruitment advertising and branding activities for all positions, coordinating campaigns and development of tools in partnership with internal contributors and external partners.

Key Achievements: 
Successfully managed outreach activities to create awareness of career opportunities, especially IT positions within the department using various recruitment strategies
that focus on all positions, including partnerships with career centres, academic institutions and targeted communities to support key recruitment needs.

Strategic Staffing Advisor

•	Supervised, coached, supported, and mentored a team of 7 employees and managed their workloads
•	Supported the development of Recruitment Strategies, directives, guides, procedures, action plans, reports, and tools
•	Planning and conducting projects by leading or participating in project teams or working groups
•	Providing advice and guidance to hiring managers and human resources advisors on the development of recruitment strategies/action plans to support future hiring needs.
•	Responsible for outreach activities to create awareness of career opportunities within the Agency using various recruitment strategies that focus on non-uniformed positions, including partnerships with career centres and targeted communities to support key recruitment needs.
•	Responsible for targeted recruitment initiatives and supporting managers and human resources advisors in the use of these initiatives.
•	Developing recruitment advertising and branding activities for non-uniformed positions, coordinating campaigns and development of tools in partnership with the Communications Branch.

Key Achievements: Adapted quickly to a new virtual recruitment environment to attract top candidates, successfully identified and registered for 15 + recruitment job fairs, drafted and solicited the Linkedin Recruiter license contract for procurement. Managed a difficult Labour relations case with an employee by putting an action plan in place with LR

Recruitment and Partnerships Team Leader (Acting)

•First point of contact for all human resources matters (mainly in staffing and Recruitment)
•Discussed clients’ needs with regards to human resources; present options, conduct research
and analysis to identify solutions
•Supported clients throughout the hiring processes (discuss assessment strategy, support
screening process, development of assessment tools, etc.).
Key Achievements: Successfully managed 40 requisitions at any given time. Recruiters for financial advisors, financial managers, HR Advisors, HR Assistants, Executive Assistants

Recruitment Specialist

Canada Post / Postes Canada

•	Provide support and counsel to Head Office and Regional Human Performance teams on a variety of issues related to recruitment and staffing. 
•	Develop business processes to ensure that recruitment and staffing programs and other employment policies and program-related activities adhere to corporate policies, labour laws, legislation, collective agreement requirements, etc. 
•	Prepare, and ensure implementation of, appropriate training to meet corporate standards. 
•	Develop and maintain functional and operational contact with Management, H.O. and Divisions, to ensure that employee recruitment and selection procedures, guidelines, and other related employment policies and programs are well understood and applied consistently. 
•	Provide analysis of human resources data and information to support the development of recruitment and human resources strategies.
•	Establish business relationships with external companies and organizations (Crown corporations, government, major industries) specializing in employee recruitment and selection, performance management and development, to obtain and provide expert opinions and discuss methodology and/or information relevant to employment or staffing policies. 
•	Monitor current trends and developments in the field of employment policies and programs in the outside market, as well as assess and make recommendations for change, where applicable.

Key Achievements: Successfully developed and launched the Exit Interview questionnaire to be used by recruiters for departing employees. Successfully developed and launched the Retention (Stay) Interview questionnaire for one employee group where there were retention issues. Launched advertised campaigns for hard-to-fill positions using different avenues. Successfully developed and launched the onboarding checklists for Team Leaders and Employees for all employee groups which represented 5 different unions and management positions.

Corporate Recruitment Strategy Specialist

•	Provides day-to-day recruitment, selection and placement service and advice to hiring managers
•	Executed high volume recruitment of temporary on-call Postal Clerks, letter carriers, drivers, supervisors in a short period of time
•	Directs clients in recruitment techniques, selection criteria and placement processes and reviews and assesses the acceptability of employment procedures and practices. Instruct clients in interview preparation by reviewing and advising on the appropriateness of questions to determine specific skill and experience capabilities of candidates.
•	Develops innovative and efficient means of recruiting well qualified, productive employees in a competitive job market, and promotes acceptance of same throughout Head Office. Assists in the piloting of new initiatives.    
•	Work on reorganizations in conjunction with line management, Organizational Planning and labour Relations and provide assistance in reducing impact on employees.                                                                             
•	 Provide management and employees with Human Resources services including advice and guidance on issues of corporate policies, programs and collective agreements (as applied to employee relations issues) 
•	Research and develop solutions to significant employee and management issues

Key Achievements: Provided high volume recruitment of blue collar and white-collar positions of temporary on-call Postal Clerks, letter carriers, Supervisors and drivers in a short period of time. Successfully recruited and onboarded over 25 employees every month for one year straight in a high-pressured environment.

Recruitment Officer

I am a seasoned Recruiter with over 15 years of experience in delivering effective recruitment solutions for various organizations, from start-ups to industry leaders. I speak three languages ( English, French and Arabic). I have worked as a Recruiter specialized in hiring high volume blue collar and white collar recruitment in an RPO, transportation/freight/mail delivery company, job placement agency, Oil and gas company, the Federal Government of Canada and more recently in an FMCG company. My primary focus is finding the right candidate for the right position at the right time.

Certifications:

- Certified Performance-based hiring recruiter from the Adler group
- Mental Health at work Leadership certificate from Queens University
- Bachelor's of Sciences degree (B.Sc) in Industrial Relations from the University of Montreal

I have a proven track record of identifying, attracting, and retaining top talent, as well as designing and facilitating innovative learning activities for executives and managers. I am passionate about creating a positive and inclusive work environment, where people can grow and thrive. One of my recent achievements was leading and maintaining the Indigenous Director Development Program for Environment and Climate Change Canada, where I established relationships with program partners and stakeholders.

✓ RPO Experience ( Recruitment process outsourcing)
✓ Blue-collar Recruitment
✓ White-collar Recruitment
✓ Headhunting
✓ Program Management
✓ Project Management
✓ Event Management
✓ Executive development
✓ HR operations
✓ Trilingual (Arabic, English and French)
✓ HR policies
✓ Oil and gas industry experience
✓ Job placement Agency experience
✓ Internal and External relationships
✓ Recruitment advice and guidance to Government executives and hiring managers
✓ Recruitment Strategy
✓ Transportation and freight industry experience
✓ Public Sector recruitment
✓ FMCG (fast-moving consumer goods)
✓ Talent Management
✓ Onboarding
✓ Stay interviews
✓ Exit Interviews
✓ Ability to work under pressure and meet tight deadlines 
✓ Applicant Tracking Systems used: NJOYN, Success factors, UKG
✓ SAP
✓ PeopleSoft 
✓ Teamwork 
✓ Focused on achieving results 
✓ CV screening
✓ Job Post Writing
✓ Hiring recommendations
✓ Presentations
✓ Diversity & Inclusion
✓ Interviewing (phone, video, in-person)
✓ Training
✓ Sucession planning 
✓ Sourcing 
✓ Linkedin Recruiter
✓ Candidate Assessment Coaching
✓ Success Factors 
✓ Talent Acquisition

Yehia Abdel-latiff

🚀Interested in a career at GMG ❓
💫Would you like to follow us on social media/listen to podcasts/read stories from the inside blog ❓

Make sure to follow us on LinkedIn and clicking the jobs tab through the following link: 

https://lnkd.in/eF7hQMmf

Visit our careers page at the following link to explore our openings and join a team dedicated to innovation and well-being ❗️

https://lnkd.in/edxpZch3

People and purpose podcast: https://lnkd.in/e-3T_V2G

Stories from inside the blog: https://lnkd.in/e8XM8vqu

Follow us on our social media platforms 📲💻⌨️:

Youtube: https://lnkd.in/ew4N_xWQ

Instagram: https://lnkd.in/e6PV2898

Facebook: https://lnkd.in/ePDmms87

X: https://lnkd.in/etXxHFVT

Website: https://lnkd.in/eTiYbgQ5

#WeAreHiring #FoodRetail #UAEJobs #CustomerService #GMG #BornToWin

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🌟 The Importance of a Great Onboarding Experience 🌟

Starting a new role is always exciting but the way an organization welcomes you can make all the difference.

A good onboarding experience sets the tone for everything that follows. It’s not just about learning systems or policies; it’s about feeling connected, valued, and inspired from day one.

Last week, I had my induction at GMG and I must admit that it was the best onboarding experience I’ve ever had in my career! 🙌

A big thank you to Ajit for creating such a thoughtful and engaging experience. I especially loved the treasure hunt across some of our stores in the mall, what a fun and creative way to learn about the business and the brands we represent! 🏆

Moments like these remind me how important it is to invest in meaningful onboarding programs because when new employees feel truly welcomed and included, they’re motivated to contribute their best from day one.

#Onboarding #EmployeeExperience #PeopleAndCulture #HR #GMG #Leadership #WorkplaceCulture #BornToWin

💪 Dubai Fitness Challenge 2025 ! 

The Dubai Fitness Challenge is back, an incredible city-wide initiative that inspires everyone to commit to 30 minutes of activity for 30 days. It’s all about making fitness a fun, community-driven habit and turning Dubai into one of the most active cities in the world 🌍

This year, the energy is truly electric at Kite Beach, one of the main hubs of the challenge filled with workouts, family activities, and wellness experiences for all ages.

We’re proud that Sun & Sand Sports , part of GMG , is the official partner of the Dubai Fitness Challenge! 🙌
A special shoutout to Super Care Pharmacy  also part of GMG who’s there supporting the initiative and promoting healthy living for all participants.

🏋️‍♀️ Don’t forget to stop by the Sun & Sand Sports booth at Kite Beach and take on the Under Armour Challenge, it’s your chance to test your limits, have fun, and earn some bragging rights! 💥

Let’s keep the momentum going, it’s only Day 8, and there’s plenty more energy to bring over the next 22 days! 💪🔥


#DubaiFitnessChallenge #SunAndSandSports #GMG #UnderArmour #KiteBeach #D30x30 #Dubai #FitnessMotivation

A brief introduction to GMG ! 

Gulf Marketing Group (GMG) is a global well-being company where its headquarters is based in Dubai that retails, distributes, and manufactures a diverse portfolio of brands across sports, everyday goods, and health and beauty sectors. 

Founded in 1978, it has grown from a single shop to a multinational corporation.

GMG’s vision: 

To inspire people to win in ways that make the world better

GMG’s Mission: 

We dare ourselves and others to develop better products and experiences that change lives

GMG in numbers:

•10,000 + employees 
•120 + Brands
•12 Community Malls
•20 Countries 
•64 Cities

* Core business: GMG's main focus is on "well-being," which it achieves through its various businesses in sports, food, and health and beauty.

* Brand portfolio: It operates both as a distributor for major international brands like Nike and Vans, and as the creator of its own successful homegrown brands, such as Sun and Sand Sports and Farm Fresh.

* Diversified divisions: In addition to its primary retail focus, GMG manages several other divisions, including:
    * Logistics: Provides comprehensive logistics and warehousing solutions.
    * Food and food processing: Works with a variety of food brands.
    * Real estate: Has a presence in real estate and community malls.
    * Education: Operates in the education sector.
    * Healthcare: Includes pharmacies and other health-related services. 

GMG’s values :

ONE FAMILY

We are united by one purpose: we play to win, and we win together. We explore untapped opportunities that bring us out on top. We act with ownership and integrity. We are one heartbeat - one family.

KEEP EVOLVING

We are pioneers, leading the way for the evolution of our industry. Winning is our attitude. We are obsessed with growth and push ourselves beyond what is possible. 

BE THE CHANGE
We are the change. Every challenge we face is another opportunity to evolve and take ourselves and our customers to new heights. We are self-starters and the drivers of our own destiny. 

SIMPLE IS SMART

We cut to the core of what matters and make proactive decisions to find smart solutions. Because we have a winning attitude, we make things happen and deliver every single time.

CONSUMER FIRST

We are obsessed with our consumers. We know them inside and out. We go above and beyond for them with everything we do, no matter what that is. We are constantly evolving to exceed our consumers’ expectations.

Interested in being part of the GMG family ? 

Make sure to follow us on LinkedIn and clicking the jobs tab through the following link: 

https://lnkd.in/eF7hQMmf

Also, visit our careers page at the following link to explore our openings and join a team dedicated to innovation and well-being ❗️

https://lnkd.in/edxpZch3

We are GMG, Born to win ! 

#GMG #WeAreGMG #BornToWin #GulfMarketingGroup #GMGFamily #LifeAtGMG #GMGCareers #WorkWithPurpose #JoinGMG #GMGGlobal

GMG is looking for a Sales Analyst for Everyday Goods (Food) in Dubai.

If you or know someone who would be interested and to apply, please see the details below.

Please like/share/comment

Talent Acquisition at GMG | Talent Acquisition, Emiratization, High-Volume Recruitment

We’re Hiring: Sales Analyst – Everyday Goods (Food), GMG – Dubai

We’re looking for a detail-oriented and data-driven Sales Analyst to join our Everyday Goods – Food team at GMG!

What you’ll do:
 • Analyze sales data and build clear dashboards/reports
 • Support forecasting, budgeting and sales planning
 • Identify trends, insights and opportunities to improve performance
 • Work closely with Sales, Finance and Marketing teams

What we’re looking for:
 • 2–4 years’ experience in sales/commercial analysis
 • Strong Excel + Power BI skills
 • Experience with CRM/ERP systems (SAP, Oracle, Salesforce)
 • Strong analytical and communication skills

📍 Location: Dubai
 🔗 Apply here: https://lnkd.in/djayPxBh


Know someone who fits this? Please share or tag them! 💼✨

Open article: Sales Analyst - Farm Fresh - Everyday Goods Food - GMG by careers.gmg.com

Sales Analyst - Farm Fresh - Everyday Goods Food - GMG

From a Recruiter’s Perspective: Why Keeping Your LinkedIn Profile Updated Matters

As a recruiter, I review countless profiles every week and I can’t tell you how many great candidates miss out on opportunities simply because their LinkedIn profiles are incomplete or outdated.

Sometimes it’s not about skills or experience, it’s about presentation.

Here are a few common mistakes I often come across:
🔹 Missing or incomplete job information: no dates, job descriptions, or company details
🔹 Outdated profile photos or none at all
🔹 Headlines that only list the current job title (instead of showcasing expertise or career focus)
🔹 Empty “About” sections that could have highlighted achievements or goals
🔹 No mention of key accomplishments or projects
🔹 Old contact details or broken links

The reality is: before I even reach out, your profile gives me a first impression.
A strong, updated profile instantly communicates credibility, confidence, and attention to detail.

Even if you’re not actively job hunting, keeping your profile up-to-date helps build your professional brand and opens the door to new opportunities.

✅ Keep your details current
✅ Showcase your achievements
✅ Let your profile reflect the professional you are today and the one you’re aiming to become

Trust me, recruiters notice the difference.

#RecruiterInsights #LinkedInTips #CareerAdvice #PersonalBranding #JobSearch #RecruitersPerspective #CareerGrowth #ProfessionalBrand #HiringTips #TalentAcquisition #CareerDevelopment #LinkedInProfile #Recruitment #JobSeekers #ProfessionalTips

GMG is hiring DHA pharmacist 

Job requirements:l 👇

	•	Bachelor’s Degree in Pharmacy (or related field)
	•	Valid DHA pharmacist license
	•	Minimum 2 years’ experience as a registered pharmacist in the UAE
	•	Strong communication skills in English and (Arabic/Tagalog preferred)

If you or know someone who is interested and to apply, please click on the link below for more details 👇

Please like/comment/share with your network ! 

#JoinOurTeam #UAEJobs #PharmacyCareers #DHApharmacist #GMG #BornToWin #dubai

GMG is looking for a Section Manager (Fruits and Vegetables) - Everyday Goods Retail.

For more information and to apply, please see details below 👇

Please like/share/comment 

#WeAreHiring #EverydayGoods #FoodRetail #UAEJobs #RetailCareers #GMG #BornToWin

Seasoned Talent Acquisition Executive | 14 Years of Full-Cycle Recruitment in FMCG & Retail Across the UAE | Connecting Top Talent with Growth-Driven Organizations

Open article: Section Manager (Fruits and Vegetables) - Everyday Goods Retail - GMG by careers.gmg.com

Section Manager (Fruits and Vegetables) - Everyday Goods Retail - GMG

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Yehia Abdel-latiff

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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);}Susmitha Golla's LinkedIn Performance

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