Mohsin Ali Khan's Linkedin Analytics

The job market in #UAE and #SaudiArabia is vibrant and full of opportunities. As both nations continue to lead digital transformation in the region, here is what I believe HR leaders, hiring managers, and professionals need to know about the current hiring landscape.... What’s going on and what are the opportunities? 1. More Jobs Coming: 67% of Gulf employers plan to expand their teams in 2025, which is great news for job seekers! 2. Tech Roles Booming: AI, cybersecurity, data science, and cloud computing are in high demand as these nations plan on becoming tech hubs. 3. Skills Matter More: Forget degrees, 80% of professionals say it is all about what you can do with your skills at the job 4. AI is Everywhere: 74% believe AI is improving hiring. Companies are using it to find the best talent faster... But ofcourse there are challenges too: 1. Talent Shortage: 69% of job applications do not meet requirements, so upskilling is key. 2. Job Market Buzz: 75% of professionals are actively job hunting, making it a competitive space. 3. Remote Work Rising: Flexible roles are opening up, giving companies and job seekers more options. So..what can you do? 1. Focus on skills, not just resumes. 2. Invest in upskilling to stay ahead. 3. Use AI to simplify hiring and improve the candidate experience. If you are ready to find top talent and make hiring easier, Vettio can help. #Vettio #hiring #UAE #KSA

Spoke with a recruiter last week who’s sourcing unicorns. For below-average pay. While getting shut down by hiring managers who still expect 10/10 boxes ticked. She’s burned out. Not from work. From the system. This isn’t rare. Brilliant recruiters are getting stuck in a loop they didn’t design. That's because: → Hiring managers treat job descriptions like checklists, not tools for alignment → Recruiters become order-takers instead of talent strategists → Great candidates get overlooked for not being “perfect” → The gap between what teams want and what they’re willing to pay for keeps growing And we wonder why the hiring funnel leaks. You don’t need a 100% match. You need someone who can grow into the role and evolve with the company. At Vettio, we’re flipping the model. Skills-first. Context-aware. Human-centered AI that helps recruiters do their best work without the burnout. Hiring managers, are you building a team? Or just checking boxes? Let’s build better. #Hiring #Recruitment #Recruiter #Jobs #Interview #Vettio

“Fit” can be a lazy answer… or it can be a powerful question. I’ve been reworking how we think about fit: → Not: “Do they vibe with us?” → But: “Do they challenge us in the right ways?” → Not: “Do they mirror the team?” → But: “Do they expand the team?” My best hires make me rethink how we build, how we communicate and how we lead. They didn’t feel like a fit at first because they were exactly what we were missing. Now, my interviews include questions like: → What environments make you feel most alive at work? → What kind of problems do you love solving? → How do you want to grow and how can we support that? Because “fit” isn’t about comfort. It’s about alignment with potential. If you’re a hiring manager, don’t just filter for similarity. Hire for stretch. And if you’re a candidate getting vague rejections, don’t shrink. You’re not too much. You might just be ahead of what they’re ready for. Let’s build cultures that welcome difference and grow because of it. #Hiring #Interview #Fit #Team #Culture #Vettio

You are going to get fired. Clearly your job is in danger. This is the hard truth of 2025. → 500+ jobs lost to AI every single day in 2025 (World Economic Forum). → 60% of companies now use AI to automate hiring, onboarding, and even performance reviews (Deloitte). → 70% reduction in time-to-hire reported by organizations using AI recruitment tools (LinkedIn). → AI-driven automation threatens up to 30% of current job roles worldwide (McKinsey & Company). But, on the flip side, AI is creating 133 million new jobs globally, if you reskill fast enough. So, what’s really happening? AI is replacing repetitive and even complex tasks, from data analysis and content creation to customer service and manufacturing. Roles once considered “safe” are now on the chopping block. Meanwhile, companies are celebrating record profits and unprecedented productivity gains. But it’s not just about losing jobs, it’s about evolving them. AI specialists, data scientists, and hybrid tech-creatives are roles that can work alongside machines. The question isn’t IF your job will change…it’s HOW you’ll adapt. → Upskill in AI, machine learning, and digital tools. → Know about the roles that require creativity, empathy, and strategic thinking, areas AI can’t replicate. Companies that ignore this shift risk falling behind, not just in innovation, but also in talent retention and brand trust. Are you ready to future-proof your career, or will you be the next casualty of AI disruption? Drop your thoughts below. #Career #Job #Market #WEF #Deloitte #LinkedIn #McKinsey

147 applications come in. 19 make it through keyword filters. Only 3 are actually worth a call. The system missed the rest. ATS can’t read. It matches synonyms, not substance. It misses people who have the skills but don’t write their resume like a copywriter. And by the time you spot a great candidate buried on page six, they’ve already accepted something else. That’s the core problem. And it’s getting worse. Today, 77 percent of employers globally say they struggle to find the right people. Two years ago, it was 69 percent. The Gulf is no exception. And no, it's not a talent shortage. It’s a signal-to-noise problem. Here’s where the system breaks down: → Job boards are built for traffic, not precision → Filters match buzzwords, not capability → By the time someone flags the real fit, they’ve already taken another offer I watched this play out too many times. High-potential candidates slipping through cracks. Recruiters stuck drowning in volume. Hiring managers losing faith in the funnel. So I restructured the flow. I broke the hiring journey into three focused checkpoints: 1. Where recruiters lose time, down to the minute 2. How a skills graph cuts 90 percent of early-stage triage 3. What that does to the cost per hire (spoiler: it drops) The difference isn’t just speed. It’s confidence. You stop gambling on resumes and start seeing the shape of actual ability. Curious if this would work for your team? Click here for a 30-minute walkthrough: https://bit.ly/4mZRcZH Let’s stop filtering talent out and start surfacing the right people faster. #ATS #Hiring #Recruitment #CureHiringChaos #Vettio

“You’re too professional so we’re rejecting you.” That’s the subtext when companies ghost candidates for having a one-month notice period. I saw this again recently with a highly capable candidate. Solid skills. Great attitude. But rejected in under 24 hours. All because she had the audacity to honor her existing contract. Let’s call this out for what it is! Broken hiring logic. → Companies want candidates who are loyal but punish them for not being instantly available. → They require a 30-day notice from their own employees but treat it as disqualifying when hiring. → They preach professionalism but ghost without feedback or closure. Know that how someone exits a job is a signal of how they’ll show up in yours. If you’re rejecting candidates for honoring their notice period… you’re just chasing convenience. That’s not how you build teams that last. Who else has seen this double standard in action? #Hiring #Recruitment #Candidate #Job #Reject #Vettio

Today’s young founders are not fearless. They’re just more comfortable with exposure than failure in silence. Older founders were trained to hide messiness until the press release. These kids go live mid-meltdown and turn it into traction. And that makes them dangerous in the best way. This isn’t about whether this generation “has it right.” It’s about whether the rest of us are paying attention. Systems evolve. Founders adapt. Are we still capable of keeping up? #Founder #Vettio

IBM fired its HR team with AI... then quietly hired them all back. Remember when IBM made headlines for replacing most of its HR staff with AI? The story everyone missed was what happened next. Now, months later, IBM was scrambling to rehire nearly the same number of people they'd let go. The CEO later admitted something most companies won't say out loud: AI couldn't handle the messy, complicated reality of managing humans. Here’s what really happened: ✅ AI handled the simple, repetitive tasks, i.e., processing applications, scheduling interviews, answering FAQs. ✅ But when it came to complex, people-focused challenges like managing employee wellbeing, resolving conflicts, or building company culture, AI couldn’t replace human judgment and empathy. ✅ IBM shifted HR professionals into strategic roles where they could focus on solving real people problems, nurturing relationships, and shaping the future of the company. So, IBM did something smart. They brought people back, but in better roles. Instead of drowning in paperwork, their HR team now focuses on: ✅ Solving complex people problems that actually matter ✅ Building relationships that keep top talent around ✅ Creating workplace cultures people love ✅ Making strategic decisions that shape the company's future At Vettio, we don't build AI to replace recruiters. We build it to make them unstoppable. While our AI handles all the heavy lifting so that the recruiters get to do what they're actually good at, i.e., connecting with people and making those gut-check decisions that algorithms can't touch. Think about it: Would you rather spend your day sorting through 500 resumes or having meaningful conversations with 5 perfect candidates that AI has already found for you? The future isn't humans vs. AI. It's humans + AI The companies that figure this out first are going to dominate. The ones still trying to replace people with bots? They'll keep learning the hard way. What's your take? Have you seen AI work well in your company or has it created more problems than it solved? #Recruitment #AI #HR #Talent #Acquisition #Workplace #Vettio

Fast hiring looks great in a report. Until the person quits. Then you're not just back to square one... you’re behind. In the UAE, the average time to hire is 27 to 34 days. Sometimes, it's longer, especially when local approvals and paperwork get involved. So when a hire doesn’t stick, it doesn’t just waste time. It drains the team, the budget and your credibility with candidates. And here’s what’s causing the leak: → CV filters that surface people who know how to write resumes, not do the job → Manual review processes that favor familiar names, not fresh talent → Delays after the interview, where the candidate doesn't hear anything for weeks → Paperwork surprises right before the offer goes out I’ve been there. I’ve rushed to fill a role, only to see it reopen three months later. So I tried something different. I rebuilt our screening process around skills first... real assessments, live tasks and structured reviews. Candidate drop-offs went down 19 percent. Offer acceptance rose. And new hires started lasting longer, especially in competitive functions like sales and tech. It wasn’t magic. It was just a shift in mindset. I stopped trying to move fast and started trying to move smart. If you’re hiring in the UAE or KSA and you’re tired of short-term wins that turn into long-term losses, I’ll gladly show you what’s working for us. Feel free to hop on a call with me: https://bit.ly/4mZRcZH We’re in a region full of potential. Let’s not lose it to process gaps and resume noise. #Hiring #UAE #SaudiArabia #Recruitment #Skills #HR #TalentAcquisition #Recruiter #CureHiringChaos

No serious candidate is inspired by vague promises. And no recruiter enjoys selling a job they can’t price upfront. This came up recently with a hiring lead who didn’t want to post salaries. Not because of policy. But because of fear… of backlash from existing employees or scaring away “top talent.” I told them, “Great candidates aren’t afraid of numbers. They’re afraid of wasted time.” And when leadership earning 6x more is worried about “internal animosity”, it’s not about optics. It’s about control. Here’s what transparent teams do differently: → Post real salary ranges. No asterisks, no footnotes. → Align the compensation with the value of the role and not the minimum you can get away with → Respect candidates’ time by setting clear expectations early → Fix internal equity instead of hiding it Because career opportunities don’t pay rent. And trust isn’t built in fine print. If you're hiring for the future, lead like it. The best people don’t just want growth. They want respect. #Candidate #Recruiter #Salary #Career #Job

Proud to announce that Vettio is here to support and empower the people behind every great hire. Recruiters, you’re the ones who read between the lines of every resume, who spot potential others miss and who help companies grow with the right people. We're here to make your job easier. Book a 30-minute demo and see how it feels to be truly empowered in your role: https://bit.ly/4mZRcZH Let’s build better teams together. #CureHiringChaos

The hiring landscape is evolving. Are you keeping up? While you're still sorting through resumes, your competitor just hired your dream candidate. The new reality or you call it a new normal: → The best people are gone in 3-5 days. Not weeks. Days. → Remote work means you're competing globally, not locally. That developer you want? They just got 4 other offers from companies you've never heard of. → Job seekers now ghost employers the same way employers used to ghost them. Tables have turned. So, how do such companies hire the best candidates differently: → They just aren't hiring faster. They're hiring smarter. → They use AI to find candidates who aren't even looking yet. They predict who will say yes before making an offer. They create hiring experiences so smooth that candidates actually want to work there. Every day a position stays empty costs you money. Your team burns out. Projects get delayed. The best candidates move on. And while you're "being thorough," your competition is building their dream team. The choice that you have to make is either to stick with old methods and hope for the best. Or evolve and get ahead. Your move. Ready to hire for the future? Vettio's AI platform helps you find and hire the right people before your competition even knows they exist. Recruiters, book a demo with us here: https://bit.ly/3SC2WUd #Hiring #Recruitment #Vettio

Most startups don’t fail because of bad ideas. They fail because they’re too scared to fix things that “still look fine.” That was us. Our GTM playbook worked until it didn’t. And the numbers didn’t warn us. The gut feeling did. Sometimes, the biggest threat to your growth isn’t failure. It’s false stability. The system that once got you moving might be the same one holding you back... quietly, slowly, without alarms going off. And fixing it meant doing the hardest thing a founder can do: → Slowing down → Questioning the playbook that “worked” → Rebuilding things before they visibly break That decision felt like sabotage at the time. But it wasn’t. It was strategy. Because growth doesn’t just come from iteration. Sometimes it comes from the courage to pause before the wall hits. If your startup feels like it’s lost its spark but “the metrics are fine”… watch this. This is what no one tells you about scaling.

You're constantly searching for jobs and suddenly you come across "WE ARE HIRING" posts from some random recruiter asking you to comment "Interested." Does that make sense? This is one of many LinkedIn job scams targeting desperate job seekers. Here's how the scam works: → Generic "WE ARE HIRING" posts with zero company details → Ask you to comment "Interested" to seek active job seekers → Slide into your DMs asking for a resume and personal details → Create fake WhatsApp groups with other "candidates" → Eventually ask for "registration fees" or "training deposits" Red flags to spot: ❌ New profiles with stock photos ❌ No verifiable company information ❌ Immediate hiring promises ❌ Asking for upfront payments ❌ Generic job descriptions Real recruiters: ✅ Have detailed company profiles ✅ Provide specific job requirements ✅ Never ask for money up front ✅ Conduct proper screening processes Your desperation is not their business opportunity. If you've encountered this scam: → Report the profile immediately → Warn others in your network → Never pay upfront fees for job opportunities ♻️ Repost this to protect job seekers in your network. Let's stop giving scammers room to operate on LinkedIn. #LinkedIn #Job #Scam #FakeJobPosts #Recruitment

"Job hopping looks bad on your resume." Really? Says who? What actually looks bad is companies that can't keep good people for more than a year. Yet somehow, we've flipped the script. When someone leaves a job after 12-18 months, the first question is always "What's wrong with them?" instead of "What's wrong with that workplace?" The double standard is wild: → Company fires 500 people to boost quarterly profits = "Smart business decision" → Employee leaves for better pay and growth = "Red flag, not loyal" People don't wake up one day and decide to job hunt for fun. The process is exhausting, stressful, and time-consuming. They leave because: → They're underpaid and know it → Growth opportunities don't exist → Their manager treats them poorly → The company culture is toxic → Their skills are being wasted The uncomfortable truth for employers is that if your "great" employees keep leaving after a year, the problem isn't their commitment. It's your environment. Good people don't quit good jobs. They quit bad managers, unfair pay, and dead-end roles. Instead of judging candidates for short tenures, maybe ask: → What made you realize it wasn't the right fit? → What would have made you want to stay longer? → What are you looking for that you didn't find there? Their answers will tell you more about their values than any tenure timeline ever could. So, if you want people to stay, give them reasons to stay. Fair pay, real growth opportunities, respect, and a manager who actually cares about their success. Otherwise, don't act surprised when they find someone who will. What do you think? #JobHopping #Career #Advice #Leadership #HR #Workplace #Culture #Employee #Retention #Job #Growth

Let me talk about the comments on my recent post, “Your Interview Starts Before You Speak.” Last week, I posted about how interviews often start before you even say a word, and wow, the responses were incredible. Let me take a moment to address some key points raised in the comments. “That’s creepy. Why not focus on skills?" I agree that skills, communication and how you think are the most important factors in any interview. But in reality, your presence and how you handle yourself often complement those skills. For example: If someone is visibly distracted, it could indicate difficulty staying focused, something that matters in certain roles. If a candidate can stay composed under pressure, it tells me they might handle high-stakes situations well. That said, this isn’t about nitpicking. It’s about understanding how a candidate might perform in real-life scenarios, beyond rehearsed answers. "What about nerves? Everyone gets nervous." Of course! Nerves are part of being human, especially in interviews. This post wasn’t about penalizing natural anxiety but about encouraging mindfulness. Small actions, like sitting up straight or making eye contact, can signal that, despite your nerves, you’re engaged and ready. "What about cultural differences or neurodiversity?" A great point. Body language and non-verbal cues vary across cultures and neurodiverse individuals. As interviewers, it’s on us to understand and respect these differences. And candidates, you don’t need to pretend to be someone you’re not. But understanding the expectations of the workplace you’re interviewing for can help you align where it matters most. "Confidence doesn’t equal competence." Absolutely true. Confidence isn’t everything. But in some roles, especially client-facing or high-pressure ones, presence is as important as skill. It’s not about hiring the loudest person in the room; it’s about finding someone who brings a balance of expertise and composure. "What if someone had a bad day?" Life happens, and bad days are real. If something’s going on that might affect your performance, a simple heads-up like, “I’m dealing with something personal today, but I’m excited to be here,” can go a long way. Transparency is always appreciated. At the end of the day, no one’s perfect, whether interviewers or candidates. My message wasn’t meant to judge or discourage, but to highlight how non-verbal cues can play a part in how we’re perceived. Interviews are holistic; they’re about skills, behavior, and how they all come together. Let’s keep the conversation going. What’s been your experience, on either side of the interview table?

When everyone's running for the exit, sometimes that's when you should walk in. Novo Nordisk just had its worst day since 2002. Stocks down, the headlines booming, and the investors panicking! But here's what the noise is missing. Sure, the headlines look scary: → Eli Lilly breathing down their neck → Clinical trial results that disappointed → CEO stepping down unexpectedly But what if this isn't about failure? What if it's about growing too fast for their own good? When you're so successful that you can't keep up with demand, that's not exactly a crisis. That's a champagne problem. While everyone's focused on the drama, the fundamentals are quietly humming: → $40+ billion in revenue (up 30% this year) → +30% profit margins → +$9 billion in cash flow → 70% return on invested capital These aren't the numbers of a company in trouble. Here's where it gets interesting! The stock's future isn't just about competition or clinical trials, it's about one critical decision. Who becomes the next CEO will likely determine whether this stock drop was a blip or the beginning of a bigger slide. The right leader won't just stabilize Novo... they'll transform it from a pharmaceutical giant into a global lifestyle brand. What they need: → A brand strategist who can capitalize on Ozempic's household recognition and build an empire around it → An operations expert who can scale without breaking quality → A science-business hybrid equally comfortable in labs and boardrooms → A talent magnet who attracts the best minds in healthcare Stock markets hate uncertainty. But uncertainty often creates the best opportunities. The demand for their products isn't going anywhere. The science pipeline is solid. The cash is flowing. All they need now is the right person to steer the ship. While everyone else is watching the stock price, smart money is watching the fundamentals. At Vettio, we've seen how the right leadership transforms a company's entire story. Sometimes the best opportunities come disguised as temporary setbacks. What do you think? Buying opportunity or something more concerning? #NovoNordisk #Ozempic #CEO #Market #Vettio

I wasn’t “qualified” to build an AI-powered hiring platform. No HR background. No machine learning degree. No textbook roadmap. But I had two things most people overlook: → A painful, real-world problem I couldn’t ignore → And a bias toward relentless, self-taught execution I was sick of watching hiring break the wrong people. Sick of watching potential get buried under broken processes and bias. Sick of waiting for someone else to fix it. So I did what most won’t: → Rewired my habits from consumption to application → Made learning a non-negotiable and not just a hobby → Used curiosity like a weapon and built Vettio in real-time The unlock wasn’t a course. It was the moment I stopped asking, “Am I qualified?” And started asking, “What will it take to fix this?” We overvalue credentials. And underestimate conviction. If you're sitting on an idea because you don’t feel ready... let me tell you something I wish I had heard earlier: Readiness is a myth. Build anyway. Because obsession will outrun experience. And movement will always beat permission. #Vettio

Last month, two candidates. Same resume. One sat tall, made eye contact, and came in ready. The other slouched, glanced at their phone and crossed their arms at the first sign of pressure. Guess who got the offer? "Your interview started 7 minutes before you said a word." It’s the truth no one tells candidates. After 500+ interviews, I can confidently tell you that your interview doesn’t start when you speak. It starts the moment you enter the room or log into Zoom. → The sigh you let out when you thought no one was watching? I caught it. → How you greeted the receptionist (or didn’t)? Noted. → The way you fumbled with your phone while waiting? Registered. → Your posture when the questions got uncomfortable? Tells me everything. We hire for presence just as much as performance. And in high-stakes teams, awareness is a skill. You can prep your answers. You can rehearse your story. But if your body says “I’m checked out”, your words won’t save you. So ask yourself, what are you silently communicating in the moments before you speak? #Interview #Job #Experience #Vettio

Duolingo didn’t become “AI-first.” It became “human-last.” A profitable company quietly replaced writers and translators with machines, then celebrated it as innovation. → Contractors laid off → Roles frozen unless AI can’t do them → AI performance tied to employee evaluations → And users were told to enjoy “more content”, just not from humans All while revenue hits record highs. This isn’t a tech upgrade. It’s a value downgrade. Because no matter how slick the UX is, language is human. And if your content is built without context, culture or nuance, you don’t have a learning platform. The most dangerous phrase in leadership right now is, “We’re going AI-first.” And that too with zero mention of how that intersects with people, ethics, or craft. AI should be a multiplier, not an eraser. If you’re using AI to scale, what are you actually scaling? Speed? Sure. But what about trust, loyalty, and long-term brand equity? Tech without taste is forgettable. And scale without soul doesn’t survive. #AI #Leadership #Future #Work #Duolingo #Vettio