Fortune 500 Energy Executive, Business & Strategy Leader, Entrepreneur, Peak Performance & Career Growth Coach

I’ve spent over two decades operating inside high-pressure environments, Fortune 500 leadership roles, large-scale turnarounds, global operations, and decisions where the consequences were real.

Across Asia, the Middle East, and Western markets, I’ve seen what sustained responsibility does to leaders over time.

Here’s what experience taught me:

Success on paper often comes with an invisible cost.

The higher the responsibility, the heavier the cognitive load.

Measuring decisions. Carrying outcomes. Holding work, family, and expectations often without a place to put the weight down.

My work today sits at the intersection of leadership, judgment, and sustained performance.

I’m interested in:
	•	how leaders think under pressure
	•	why intensity stops scaling at senior levels
	•	how calm, clarity, and restraint become competitive advantages
	•	the transition from operator → leader → steward
	•	building results without eroding health, family, or self-respect

I write and share reflections primarily for men in senior roles: executives, founders, and operators who are successful externally but navigating complexity internally.

No hype.
No hustle culture.
No motivation for motivation’s sake.

Just hard-earned lessons on leadership, decision-making, and carrying responsibility well.

There is an employee out there who still thinks of you.

Not because of your title.
Not because of your authority.
Not because you were the smartest person in the room.

But because you were kind.

In a world obsessed with KPIs, deadlines, and performance reviews,

kindness often gets treated like a soft skill.

Something optional.
Something secondary.

It isn’t.

People may forget what project they worked on.

They may forget the pressure, the late nights, the targets.

But they never forget how a leader made them feel.

They remember the manager who listened when no one else did.

The leader who protected them in tough rooms.

The moment someone believed in them before they believed in themselves.

That impact doesn’t show up on dashboards.

But it lasts longer than any metric.

Leadership isn’t about being remembered as “in charge.”

It’s about being remembered as human.

So if you’re leading people today;

be clear.
be fair.
be demanding when needed.

But above all, be kind.

Because somewhere out there,
someone is building their confidence, 

their career, their courage
from the way you treated them.

Never stop being that leader.

undefined undefined

Performed By Schlumberger Bronze Award-Received for my operational contributions to Matrix Acidizing optimization utilizing DTS technology in Saudi # 120950

Performed by Schlumberger Bronze Award

Flow Research Collective

High Flow Coaching Certificate

Project Management Professional 

ACTive Specialist Course

CT Well Control Course

CTS Operational School

CTS Technical School

DTS Interpretation Using Therma

Drilling Well Control

Managing and Leading your People

Matrix Stimulation Engineering

OFS-1

QHSE - 3

Sales University

University of Colorado Boulder

Arabic

English

French

Society of Petroleum Engineers (SPE)

Institute of Electrical and Electronics Engineers

Souhaibe Barkat

Weatherford

Baker Hughes

Schlumberger

Agilent Technologies

University of Colorado

NASA

ACTive High Rate consists of 3-1/4-in PTG Tool for real-time downhole reading of Pressure, Temperature and Gamma Ray (PTG), and the new rugged fiber optic iFC2, which enables pumping rates above 4.0-bpm without affecting telemetry readings.

First High Rate ACTive* system worldwide

Founder of the 1% Leadership Mastermind | Fortune 500 Executive | 9-Figure Business Turnaround Leader | Serial Entrepreneur | Peak Performance Strategist

I help elite founders, CEOs, and high-performing leaders step into the top 1% of leadership — reclaiming their time, scaling with precision, and leading with clarity, calm, and power.

As a Fortune 500 Executive, 9-Figure Business Turnaround Leader, Serial Entrepreneur, and Peak Performance Strategist, I’ve spent the last 20 years transforming both billion-dollar operations and lean start-ups across Asia, the Middle East, and beyond.

👉 But here’s what I know:

 Success on paper doesn’t always feel like success in life.

You’ve built what others admire, yet time, clarity, or energy may be slipping.

That’s why I founded the 1% Leadership Mastermind: Unleash Your Greatness™ — a private circle where top leaders elevate how they think, live, and lead.

Inside, I teach the 5 Pillars of Greatness Framework — Purpose, Precision, Power, Performance, and Presence — an operating system designed to help you:

 ✅ Reclaim 10–20 hours a week without revenue dip
 ✅ Build a self-led team so your business runs without you
 ✅ Double your output while cutting decisions in half
 ✅ Lead with clarity, not chaos — and finally enjoy what you’ve built

In the past 12 months, I’ve guided 100+ senior leaders and executives through these frameworks — helping them scale faster while living with more freedom, fulfillment, and focus.
This is not about more hustle.

It’s about rewiring how you operate so you perform at your highest level — in business, relationships, health, and legacy.

🌍 My Mission: To activate the world’s top 1% of leaders into their highest clarity, peace, and power — through a system that fuses peak performance, neuroscience, and full-spectrum life mastery.

🚀 If you’re a 7–8 figure founder or executive ready to live, lead, and scale like the top 1%, you can apply to join the 1% Leadership Mastermind today.

📩 DM me or visit [application link] to explore if it’s the right fit.

Join The Peak Performer's Newsletter

YMCA of Boulder Valley

Volunteered at the YMCA Boulder Valley for 4 years in training kids in playing soccer and football and give them the fundamentals on teamwork and team play, how to learn and play sports.

Executive Leader | Large-Scale Turnarounds | Leadership, Judgment & Sustained Performance

Leadership isn’t being the hero.
It’s creating a team of heroes.

Too often, leadership gets confused with visibility.

Being the loudest voice.
Having all the answers.
Saving the day every day.

But that version of leadership doesn’t scale. And it doesn’t last.

Real leadership isn’t about standing in front of the team.

It’s about standing behind them.

It’s creating an environment where people feel trusted enough to step up.

Safe enough to take risks.
Supported enough to grow into their strengths.

A hero-leader solves problems alone.

A true leader builds people who can solve problems without them.

That means:

Giving credit instead of taking it
Coaching instead of controlling
Asking questions instead of giving orders

Letting others shine even when you could take the spotlight

Strong leaders don’t need to be the smartest in the room.

They need to be the ones who bring out the best in the room.

Because the goal isn’t to be indispensable.

The goal is to be impactful.

When a team succeeds without you micromanaging,

when people grow confident in their decisions,

when progress continues even in your absence, That’s leadership.

Titles don’t build teams. Ego doesn’t build teams. Trust does.

And the best leaders know this:

Your success isn’t measured by how heroic you look.

It’s measured by how capable your people become.

Build leaders.
Build confidence.
Build a team that doesn’t rely on one hero

but believes in each other.

That’s how real leadership leaves a legacy.

A title might make you a boss. But your people decide if you’re a leader.

Anyone can be given authority.
Not everyone earns respect.

Leadership doesn’t come from what’s written on your email signature.

It comes from how people feel when they work with you.

Do they feel heard or managed?
Supported or monitored?
Trusted or controlled?

A boss relies on position.
A leader builds belief.

People don’t follow titles.

They follow consistency.
They follow fairness.
They follow someone who shows up the same way on good days and hard ones.

Real leadership shows up in small moments:

How you give feedback when someone makes a mistake?

How you handle pressure without passing it down?

How you protect your team when things go wrong?

How you give credit when things go right?

Your team decides your leadership every day.

In meetings.
In silence.
In how openly they speak or don’t.

And here’s the truth most leadership books skip:

You can demand compliance.
But you can’t demand commitment.

Commitment is earned.

It’s earned when people know you have their back.

When expectations are clear, not confusing.

When growth is encouraged, not blocked.

When results matter but people matter more.

The best leaders don’t ask, “How do I get more authority?”

They ask, “How do I show up better for my people?”

Because in the long run, your title may open the door

But your leadership decides whether anyone wants to walk through it with you.

You are a true success when you help others be successful.

This idea gets quieter as careers get louder.

We’re taught to chase titles.
Compete for recognition.
Protect our edge.

Move fast even if it means leaving people behind.

But real success doesn’t isolate.
It multiplies.

The most impactful people I’ve met weren’t the loudest in the room.

They were the ones who:

Shared what they knew instead of hoarding it

Lifted others without needing credit

Opened doors they didn’t have to open


They understood something important:

Your growth doesn’t shrink when others grow. It expands.

Helping someone succeed doesn’t mean slowing yourself down.

It means building something bigger than yourself.

When you mentor someone, you sharpen your own thinking.

When you support a teammate,
you strengthen the whole system.

When you celebrate someone else’s win, you build trust that lasts longer than any achievement.

Titles fade.
Metrics change.
Roles move on.

But impact compounds.

People remember who helped them believe in themselves.

Who showed up when it wasn’t required.
Who cared about their progress not just their performance.

True success isn’t measured by how far you climb alone.

It’s measured by:

How many people rise with you

How safe others felt learning from you

How often your success created space for someone else’s

So build your career.
Chase excellence.
Aim high.

But don’t forget this part:

If your success only benefits you, it’s limited.

If it helps others grow, it becomes legacy.

And that’s the kind of success that actually lasts.

“Why did you change so many jobs?”

They ask this like it’s a bad thing.

But let’s flip the narrative:

Changing jobs isn’t a red flag.

It’s a sign that:

✅ You refused to settle for less
✅ You didn’t tolerate toxic leadership
✅ You chose growth over stagnation
✅ You bet on yourself again and again
✅ You outgrew roles that didn’t challenge you
✅ You had the courage to walk away from comfort

You weren’t job-hopping.
You were career-building.

Every switch taught you something:
➤ How to adapt
➤ How to lead
➤ What you truly deserve
➤ What kind of workplace fuels your fire

People don’t talk enough about the cost of staying stuck:
❌Burnout
❌Resentment
❌Lost potential

So if you’ve changed jobs own it.

Wear it like a badge of self-awareness and strength.

Because staying in one place out of fear?
That’s not loyalty.

That’s limitation.

Let’s stop judging resumes.
Start understanding the reasons behind them.

1️⃣Growth isn't linear.
2️⃣Careers aren’t one-size-fits-all.
3️⃣And evolving is the new stability.


♻️PS: You didn’t “start over”.
You levelled up. 🔥

You deserve a manager who values you every day.

Not just when they need a favour.

Because real leadership is not about:

❌ Sending praise only when deadlines are near.

❌ Remembering your name only when the workload piles up.

❌ Checking in only to ask, "Can you do this for me?"

It’s about:

✅ Recognising your efforts even in quiet weeks.

✅ Asking how you’re doing not just what you’re doing.

✅ Building trust before asking for more.

A good manager knows that respect is a daily habit, not a seasonal gesture.

If you’re in a place where you’re only valued when you’re “needed”.

it’s not appreciation, it’s convenience.


♻️PS: The right workplace won’t make you earn respect over and over again.

The difference between good and bad leadership is clear.

But most people learn it the hard way.

Bad leaders:
Quick to blame
Slow to appreciate
Focused on control
Loud when you mess up
Quiet when you succeed
Disconnected from growth

Good leaders:
Quick to guide
Slow to judge
Quiet when you fail
Loud when you do well
Invested in your progress
Focused on your potential

Leadership isn't about pointing fingers.

It's about building people.

The team reflects the leader.

And the best leaders bring out the best in others.


📌PS::
If you're in a leadership role, be the kind of person you once wished you had

A boss will ask you to manage your stress.

A leader will fix what’s causing it.

There’s a difference between telling people to “cope” and creating an environment where they don’t have to.

A boss says: Take a break. Go for a walk.

A leader asks: Why are you burning out in the first place?

A boss checks productivity.
A leader checks people.

A boss measures deadlines.
A leader removes bottlenecks.

Stress isn’t always about workload.
It’s about unclear priorities. 

Unspoken expectations. 
Silent pressures that stack up until they explode.

Real leadership isn’t about pushing people harder.

It’s about protecting them from the things that drain their energy before they even start.

Because when your team feels safe, supported, and seen they’ll perform better without you having to “motivate” them.

Stop telling people to manage their stress. Start managing the causes.


♻️PS: If you think leadership is about titles, you’ll always be a boss. If you think it’s about people, you’ll always be a leader.

STOP replacing employees who leave.

START fixing why they want to leave in the first place.

Employee turnover is not just an HR issue, it's a leadership failure.

Here’s what to fix before the next resignation hits your inbox:

1️⃣ Lack of Recognition
↳ People don’t leave companies.
↳ They leave places where they feel invisible.

2️⃣ Toxic Managers
↳ Train leaders, don’t just promote them.
↳ A bad boss can undo the best job in the world.

3️⃣ No Growth Path
↳ Show them the ladder then help them climb.
↳ If employees can’t see a future, they’ll find it elsewhere.

4️⃣ Overwork & Burnout
↳ No one wants to be rewarded with more work for doing good work.
↳ Respect work-life balance like revenue depends on it. (Because it does.)

5️⃣ Poor Communication
↳ Lack of clarity → frustration → exit.
↳ Build a culture of honesty, feedback, and openness.

Retention is a strategy, not luck.



♻PS: Exit interviews are too late. Start listening before people quit.

✅Follow Souhaibe Barkat for more.

People mistake kindness for weakness.

But, it’s actually a sign of strength.

Kindness as a leader isn’t about being “soft.”

It’s about:

➠ Listening when your team speaks
➠ Understanding struggles before judging
➠ Balancing results with humanity

✅ A kind leader earns respect.
❌ A harsh leader only earns fear.

Compassion doesn’t mean avoiding tough decisions.

It means making them without crushing the people involved.

When your team feels safe, they perform better.

When they feel supported, they give more.

Strong leaders know:

You can be firm without being cruel.

You can be ambitious without being arrogant.

You can be kind without being taken for granted.


♻️PS: Leading with kindness costs nothing. But it will make you the leader everyone remembers.

A title doesn’t define leadership.

Your choices and mindset do.

Let’s break it down:

❌ Weak leaders protect their reputation
✅ Strong leaders protect their team

❌ Weak leaders shift blame
✅ Strong leaders take responsibility

❌ Weak leaders seek credit
✅ Strong leaders give credit freely

❌ Weak leaders silence feedback
✅ Strong leaders invite feedback — even the tough kind

❌ Weak leaders lead with ego
✅ Strong leaders lead with empathy

❌ Weak leaders micromanage
✅ Strong leaders build trust and delegate

❌ Weak leaders hide mistakes
✅ Strong leaders admit and learn from them

Strong leadership is not about control

It’s about creating safety, clarity, and ownership.

A real leader grows people, not just numbers.


♻️PS: Your team shouldn’t fear you.
They should feel stronger because of you.

True Leadership Isn't Safe.

It's not about playing it safe.

It's about doing what's right, even when it's hard.

1) The Real Test of Leadership

→ Speaking up, even if it's unpopular.

→ Putting people before personal comfort.

→ Challenging the boss when something feels wrong.

2) What Makes a True Leader

→ They defend their team under pressure.

→ They take risks to protect others.

→ They stand up even if they stand alone.

3) Why It Matters

→ Trust is built in tough moments.

→ Teams follow courage, not titles.

→ Real leaders rise when it's risky.

PS:

Anyone can follow orders.

But only the brave lead with integrity, no matter the cost.

Want to keep your best people.

Start doing what most companies ignore.

Here are 9 proven ways to retain top talent that actually work 👇

1. Overpay for top talent
→ You can’t afford to underpay high performers.
→ Replacing them will cost far more in the long run.

2. Default to recognition
→ Say thank you often.
→ Share wins publicly.
→ Recognition is retention fuel.

3. Run a “Stay Interview” every 6 months
→ Ask: What makes you stay? What might make you leave?
→ Support their long-term goals early.

4. Enforce a “No Jerks Policy”
→ Your best talent will never rise above the worst behavior you tolerate.

5. Be soft on the person, hard on the problem
→ Mistakes happen.
→ Handle them with grace and clarity.

6. Give autonomy with ownership
→ Let them own products, clients, or key decisions.
→ Autonomy + Trust = Retention.

7. Add “No-Meeting Days”
→ Give people the space to think and do deep work.

8. Make feedback a cultural norm
→ Regular, honest feedback strengthens relationships and raises performance.
→ As Ken Blanchard said: “Feedback is the breakfast of champions.”

9. Don’t micromanage
→ Great leaders remove roadblocks.
→ Mediocre ones add red tape.

Great people stay where they feel valued, trusted, and free.



📌PS: Want a 1-page version of this for your team?
Comment “RETENTION” and I’ll send it to you.

12 HARD JOB INTERVIEW QUESTIONS

& How To Answer Them Like a Pro

Most people freeze on tough interview questions.

But with preparation, you can turn them into opportunities to shine.

1. What are your weaknesses?

➤ They want to see self-awareness.
✅ Choose a real weakness that won’t ruin your chances.
✅ Show how you're actively improving it.


2. Describe a time you dealt with a difficult customer.

➤ They want to assess your patience and professionalism.
✅ Share how you stayed calm and solution-focused.
✅ End with a positive result.


3. What sets you apart from other candidates?

➤ They want your unique value.
✅ Highlight a rare skill, experience, or mindset.
✅ Link it to how it benefits the company.


4. What are your salary expectations?

➤ They want to check budget alignment.
✅ Give a researched range.
✅ Show you're open to negotiation.


5. Tell me about a time you missed a deadline.

➤ They want to know how you handle failure.
✅ Be honest no excuses.
✅ Share what you learned and improved.


6. Give an example of defending a tough decision.

➤ They want to see confidence + logic.
✅ Explain your thought process.
✅ Show you stood firm but were open to feedback.


7. How do you deliver bad news to a client or manager?

➤ They want empathy + communication skills.
✅ Be honest but solution-focused.
✅ Stay calm, clear, and respectful.


8. Tell me about an ethical dilemma you faced.

➤ They want to test your integrity.
✅ Share a real story.
✅ Emphasize doing the right thing over shortcuts.


9. How do you handle stress?

➤ They want to see your resilience.
✅ Share strategies (e.g., time-blocking, deep work, exercise).
✅ Mention how it keeps your performance stable.


10. Why do you want to leave your current job?

➤ They want to understand your motivation.
✅ Focus on growth, learning, or alignment with long-term goals.
❌ Never badmouth your current employer.


11. How do you decide what to delegate and to whom?

➤ They’re testing leadership skills.
✅ Show how you assess skillsets, priorities, and development needs.
✅ Talk about trust and follow-up.


12. How do you handle conflict with coworkers?

➤ They want to check collaboration skills.
✅ Stay calm, communicate directly, and focus on resolution.
✅ Show that you value relationships over ego.



♻️P.S. Interviews aren't about giving perfect answers.
They're about giving real, thoughtful ones.

📌 Save this if you're job hunting.
🔁 Share it with someone prepping for interviews!

Most jobs are trainable. Skills can be taught.

Attitude can’t.

Yet so many companies:

❌ Reject candidates because they don’t tick every box

❌ Overlook people with high potential but less experience

❌ Choose “safe” hires over hungry learners

What great leaders do instead:

✅ Hire for mindset and willingness to learn

✅ Train for skills that can be developed

✅ Give people an opportunity to prove themselves

Because sometimes, the best performer you’ll ever hire…

…is the one you almost didn’t.

♻PS: Don’t just hire qualifications. Hire potential and build the talent you want.

You deserve a manager who treats you like you matter every day.

Not just when they need something from you.

We’ve all worked with that kind of manager:

➠ Warm and friendly… only when a deadline is coming up.

➠ Full of praise… only when they want you to take extra work.

➠ Suddenly “checking in”… only when their own boss is watching.

That’s not leadership.
That’s transaction.

A real leader doesn’t treat you like a resource.

They treat you like a person.

✅ They ask how you’re doing even when there’s nothing urgent.
✅ They give feedback to help you grow not just to fix mistakes.
✅ They celebrate you not only your output.

If your manager only values you when they need something.

they don’t value you.


♻️PS: Respect is not a seasonal benefit.
It’s a daily practice.

72% of meetings are a waste of time. 
Billions of hours gone.

But it doesn't have to be that way.

Here’s how top performers run efficient meetings:

Elon Musk → Prepare hard, ask better questions
Come in ready.
Hold everyone to high standards.

Steve Jobs → Keep the room small
Invite only who matters.
Smaller group = faster results.

Larry Page → Decide, don’t delay
Every meeting needs a decision-maker.
Speed matters. Cut the bottlenecks.

Satya Nadella → Sync leadership weekly
Use dashboards to align.
Clarity beats chaos. Always.

Ben Horowitz → Make 1:1s count
Let them set the agenda.
You listen 90% of the time.

Marissa Mayer → Test every idea
Ask smart questions.
Weak logic doesn’t pass the filter.

Alfred Sloan → Follow up fast
Send a clear memo post-meeting.
Tasks, deadlines, next steps lock it in.

Sheryl Sandberg → Stick to agenda
Start with a plan.
End when it’s done.

Don’t let meetings drain momentum.
Use them to drive results.

Run them sharp.
Run them with purpose.

♻ Repost to help more leaders embody presence
➕ Follow Souhaibe Barkat for proven strategies to lead, grow & win.

No title is a license to treat people poorly.

A big office.
A fancy title.
A corner desk with glass walls.

None of that makes you more important than the people you lead.

Leadership isn’t about the title on your LinkedIn profile.

It’s about how you treat people when no one’s watching.

✅ Respect your team, no matter their role.
❌ Belittle them because you “outrank” them.

True leaders know:
➠ Power is a privilege, not a weapon
➠ Influence is earned, not demanded
➠ Titles fade, but your reputation doesn’t

The best leaders lift others up.
The worst leaders push others down.

At the end of the day, your title might get erased from the org chart.

But how you made people feel?

That stays forever.


♻️PS:A title can open doors.
But respect is what keeps them open.

If you're preparing for interviews, here’s how to answer the most common questions smartly 👇

✅ Why Are You Interested In This Position?

➤ Mention specific parts of the job description that excite you
➤ Connect the role to your long-term career goals
➤ Show you've researched the company’s mission and culture
➤ Express genuine enthusiasm for the work


✅ How Do You Handle Stress?

➤ Share a real high-pressure situation you've faced
➤ Explain how you stayed calm and solved it
➤ Mention stress-relief methods like planning or mindfulness
➤ Focus on healthy, professional coping strategies


✅ What's Your Greatest Strength?

➤ Pick a strength that aligns with the job needs
➤ Give a real-life example of how you used it
➤ Explain how this will help in the role
➤ Keep it relevant, not generic


✅ Tell Me About A Time You Failed:

➤ Briefly describe the mistake (don’t sugarcoat it)
➤ Take full ownership—no blame game
➤ Share what you learned and how you grew
➤ Highlight improvements you made afterward


✅ Where Do You See Yourself In 5 Years?

➤ Show realistic ambition and skill growth
➤ Tie your future to the company’s growth
➤ Emphasize learning, not just promotions
➤ Communicate long-term commitment


✅ Why Should We Hire You?

➤ Summarize your most relevant skills
➤ Directly link your abilities to their needs
➤ Share something unique about your approach or mindset
➤ Be confident, but not arrogant


✅ How Do You Work In A Team?

➤ Share a real team project example
➤ Highlight how you contributed
➤ Show you collaborate well with all types of people
➤ Mention how you support teammates during challenges


✅ How Do You Handle Criticism?

➤ Express appreciation for constructive feedback
➤ Give an example of feedback that helped you grow
➤ Explain how you applied that advice
➤ Emphasize your openness to learning


✅ How Do You Prioritize Your Work?

➤ Explain your system (e.g., Eisenhower Matrix, calendar blocking)
➤ Mention how you stay organized under pressure
➤ Talk about how you adapt to shifting priorities
➤ Give an example of juggling multiple deadlines


✅ What Do You Know About Our Company?

➤ Mention their mission and values
➤ Reference recent news, launches, or awards
➤ Show you understand their industry or competitors
➤ Share what genuinely excites you about joining


✅ Describe Your Ideal Work Environment

➤ Align your answer with their company culture
➤ Highlight collaboration, trust, and creativity
➤ Show you're adaptable to different settings
➤ Keep the tone positive and open-minded


✅ How Do You Stay Updated In Your Field?

➤ Share the blogs, podcasts, or newsletters you follow
➤ Talk about how you apply new trends/skills
➤ Give a recent example of something you learned
➤ Emphasize your habit of continuous improvement




📌 Save this if you're job hunting or share with someone who is.

Need help practicing these answers with AI? Just drop “Interview Prep” in the comments or DM me.

Looking to work from anywhere? 

Here's your ultimate guide to remote-friendly platforms that are hiring in 2025:

✅ General Remote Job Boards

➤ FlexJobs
Subscription-based site with vetted remote & flexible jobs across multiple industries.

➤ We Work Remotely (WWR)
One of the largest remote job boards for developers, marketers, and more.

➤ Remotive
A community-driven job board for remote roles in tech, marketing, and customer support.

➤ AngelList
Perfect for finding startup remote jobs, especially in early-stage companies.

➤ JustRemote
Offers a wide variety of remote listings across multiple fields and countries.

➤ Working Nomads
Curates remote roles in development, management, design, and more.

➤ Jobspresso
Features hand-picked jobs in tech, marketing, and customer support.

➤ Remote OK
Aggregates jobs across tech & non-tech industries; includes tags for location, salary, and more.

➤ Pangian
A global remote job board and community focused on remote culture and connection.

➤ Virtual Vocations
Specializes in telecommuting jobs in education, health, writing, and IT.


Tech & Developer Focused Boards:

➤ Remote Tech Jobs
Specifically curated for developers, engineers, and IT professionals.

➤ RemoteBase
Connects top developers with vetted remote companies.

➤ Remote4Me
Ideal for tech professionals, including frontend/backend developers and DevOps.

➤ RemoteLeads
Provides daily leads for freelance developers and remote contractors.


Niche & Community-Focused Sites:

➤ RemoteHub
Job board + community for remote professionals and freelancers.

➤ RemoteWoman
Highlights remote jobs at female-friendly and diverse companies.

➤ EuropeRemotely
Focuses on remote jobs in European time zones.

➤ Outsourcely
Connects startups with remote freelancers in design, writing, support, and more.

➤ SkipTheDrive
Simplifies your job hunt by aggregating remote-first companies.


♻️Looking to break into remote work? Bookmark these sites, set alerts, and update your LinkedIn. 

Opportunity is everywhere especially online.

taplio

Souhaibe Barkat's Linkedin Analytics

Souhaibe Barkat

Performance ScoreSouhaibe Barkat's LinkedIn Performance

Souhaibe Barkat's Best Posts (last 30 days)

Ready to grow your LinkedIn presence?

taplio

.css-6ytdur{background-image:linear-gradient(284deg, rgba(39, 43, 72, 1) 0%, rgba(33, 47, 183, 1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Souhaibe Barkat's Linkedin Analytics

Souhaibe Barkat

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);}Souhaibe Barkat's LinkedIn Performance

Souhaibe Barkat's Best Posts .css-1emoo84{font-size:var(--chakra-fontSizes-md);font-weight:400;color:var(--chakra-colors-gray-600);}(last 30 days)

Ready to grow your LinkedIn presence?

Souhaibe Barkat's Linkedin Analytics

Performance ScoreSouhaibe Barkat's LinkedIn Performance

Souhaibe Barkat's Best Posts (last 30 days)