With over five years of experience in web design and development, I create stunning and responsive websites for clients across various industries and niches. I work as a Web Designer and Developer at Webflow, a leading no-code platform that empowers anyone to build and launch websites without writing code. I also offer my SEO expertise as a freelancer on Fiverr, a global marketplace that connects businesses with digital services.

I have mastered multiple tools and platforms, such as HTML, CSS, JavaScript, WordPress, Shopify, and Squarespace, and I have a passion for creating beautiful and user-friendly web pages that showcase the brand identity and value proposition of my clients. I have successfully completed hundreds of projects, ranging from landing pages and portfolios to e-commerce sites and blogs, and I have received multiple positive reviews and ratings from satisfied customers. I am always eager to learn new skills and trends in web design and development, and I am constantly updating my portfolio and profile to reflect my latest work. I am a reliable, creative, and collaborative web designer and developer, and I strive to deliver high-quality and satisfying results for my clients.

Sarafatul Rabby Ⓥ

Most web developers think landing high-paying clients is about luck or having a big network.

It’s not.

It’s about how you communicate your value.

I used to send the same generic message: "Need help with your website?" 
Got ignored, every time.

Until I changed my approach.

Now I record a 2-minute Loom video.

I show them exactly where their site is losing money 
and how I’d fix it.

The response rate? Jumped from 5% to 67%.

What’s the difference? 
It’s confidence.

Instead of hoping they’ll say yes, I’ve already shown I understand their problem. 
I’ve provided real value upfront.

A quick video beats a cold DM any day.

Most people won’t do it. 
It’s uncomfortable, takes effort, and feels risky.

But that’s where your edge is.

While everyone else sends the same tired pitch, 
you’re demonstrating real understanding.

It’s not magic. 
It’s just a simple shift in how you present yourself.

One video today can turn a cold lead into your next client.

And that’s the power of showing up differently.

Sarafatul Rabby

Most people see frontend and backend as two sides of the same coin.

But the truth? They’re more like two different worlds.

Frontend feels like the face of the business. 
It’s what users see, click, and interact with. 
It’s designed to make an impression, to engage.

Backend? It’s the engine under the hood. 
It handles all the heavy lifting—data, logic, servers. 
Most users never see it, but without it, the frontend is just a pretty picture.

People often chase the shiny frontend. 
They want to craft beautiful interfaces, animations, slick layouts. 
That’s important, but it’s just half the story.

The backend is where the real power lives. 
It’s where your app actually runs, where the data lives, and where the magic happens.

Too many focus on one side. 
They think frontend is ‘easier’ or more glamorous. 
But a beautiful interface without solid backend is like a fancy car with no engine. 
It looks great, but it doesn’t go anywhere.

Understanding both? That’s the real skill. 
It’s what separates a good developer from a true builder.

And here’s the punch: 
You can’t build something sustainable with just frontend tricks. 
You need the backbone that keeps everything running smoothly.

So, don’t just chase the fancy UI. 
Master the backend, too.

That’s where the real value hides.

Most web APIs are bloated with simple mistakes that kill performance.

They’re often invisible to most devs, especially juniors and mid-levels.

Here’s a truth most senior devs know: 
Small tweaks can make a huge difference.

Like preferring async/await for all I/O. 
Or adding the right indexes in your database. 
Using caching, response compression, or even minimal APIs instead of heavy controllers.

It’s not about rewriting everything. 
It’s about knowing where to look first.

Sometimes, a simple change — turning on HTTP/2 or adding a cache — can cut response times in half.

Performance isn’t just about hardware. 
It’s about knowing the tiny details that add up.

Most devs overlook these. 
But the best? They’re always hunting for that hidden bottleneck.

You don’t need to be a senior to start spotting them.

Just ask yourself: 
What’s eating my API’s speed right now? 
And fix that first.

Because in web development, small edges win big battles.

Most people think coding is about memorizing syntax or stacking up tech stacks. 

It’s not. 

It’s about solving problems, one line at a time. 

When I started, I dove into tutorials—W3Schools, freeCodeCamp, Udemy. 

I thought that was enough. 

It wasn’t. 

Real progress came when I stopped chasing the next shiny resource and started building. 

I picked a project, broke it down, and just kept moving forward. 

Node.js, React, jQuery—those came later. 

First, I learned to think like a developer. 

Code isn’t magic. 

It’s persistence. 

It’s patience. 

And a willingness to get your hands dirty. 

You won’t become a master overnight. 

But if you keep showing up, piece by piece, you’ll see the pattern. 

The key isn’t the tools. 

It’s your mindset. 

The code will come when you focus on solving real problems, not just ticking tech checkboxes. 

Stop waiting for the perfect moment. 

Start building with what you have today. 

Because that’s how you turn lines of code into real skills.

Another project wrapped up. 

This time, a website built from scratch that combines clean design with real speed. 

No fluff. Just a layout that’s fully responsive, easy to navigate, and optimized for performance. 

I don’t just make it look good—I make sure it works hard for the client’s goals. 

Every element is crafted to reflect their brand, their message, their vision. 

It’s not about trendy bells and whistles. It’s about delivering results that matter. 

If you’re thinking of a website refresh or a new build that actually moves the needle, let’s talk. 

Because a website isn’t just an online brochure. It’s a tool. 

And when it’s done right, it can change everything.

Think most developer interviews are about memorizing buzzwords? 

That’s how most people approach it. They binge lists of “top 50 interview questions,” cram syntax, and hope for the best. The problem: those questions rarely show how you actually think.

I don’t care if you can recite the difference between let, var, and const. I want to see you solve real problems on your feet. Understand how the pieces fit together. Handle the curveballs that real projects throw at you.

Here’s what actually matters:

Can you take a messy UI and make it usable? 
Can you spot the bottleneck when a page load drags past 3 seconds? 
Can you explain why that one CSS fix broke half the layout? 
Can you debug async code without getting lost in console logs? 
Can you build something practical, not just textbook-perfect?

You don’t need a 100-question checklist to prep for interviews. You need to get your hands dirty. Build, break, fix, repeat.

The best preparation isn’t in the notes everyone shares. It’s in the work no one else wants to do.

If you want to stand out, stop aiming for “right answers.” Start showing how you think.

That’s what gets you hired.

Most companies guard their best knowledge like it’s a trade secret.

But here’s a twist—Webflow just put a full AEO course online. Free. No paywall, no endless email funnels.

AEO isn’t some buzzword. It’s the next big territory for anyone building on the web. AI search is only getting more dominant, and if your site isn’t ready for it, you’ll get left behind.

Most folks still treat SEO as the end game. It isn’t anymore. AEO is a different beast—new rules, new tactics, new kinds of visibility.

What I like here: they didn’t just explain what AEO is. They broke down the how. Schema markup, llms.txt, and the technical steps you actually need to take to get cited by AI models.

No fluff, no vague tips. Concrete, practical, actionable.

It’s rare to see a platform walk its talk like this. They’re not just selling features—they’re teaching the future.

Most won’t pay attention until it’s too late.

But the ones who adapt early? They’ll have the edge when everyone else is still playing catch up.

It’s not about chasing the latest trend. It’s about being ready for what’s coming next.

RE|SHAPE TRUST

ReShape Trust helps organizations transform their NEXT GENERATION — young professionals and emerging leaders — into engaged, high-performing, and future-ready talents.

Our hybrid human development journeys, activable in less than 30 days, provide fast solutions to human, managerial, or cultural challenges.

Our focus areas:

Onboarding & Integration: ensuring the successful arrival of young talents

Emerging Leadership: preparing first-time managers and future leaders

Collaboration & Culture: strengthening trust, engagement, and collective performance

Human + AI: building the critical soft skills to thrive in a hybrid environment

👉 Our formats: 1:1 coaching, group workshops, tailor-made journeys.

Founder & Human Development Consultant

Telenet

At Telenet, I made it a point to truly embody the company culture and bring it to life every day.
For me, it wasn’t just words on a wall — it was a mindset to pass on, through every decision and every interaction.

I’ve always believed that a great work environment should both challenge and uplift.
That’s what I aimed to build: a space where people grow, take ownership, and perform with meaning.

My main role was to support the leaders in my team — help them stay true to themselves, delegate with confidence, trust their people, and lead with clarity and conviction.

I was leading a team of 80 people, and every day, my goal was to help them feel both responsible, free, and supported.

I was also part of the leadership group in charge of transforming how we worked with our customers.
We redesigned the entire operating model and client interactions to move toward something more fluid, human, and autonomous.

The idea?
To empower every team to act with clarity — and focus on what really matters: service, impact, and continuous improvement.

Director Operations Delivery

At Telenet, I helped lay the foundation for a solid and sustainable agile transformation.
I launched the Agile Transformation Coaching Chapter with a simple goal: strengthen our ability to move fast and well — in a constantly changing environment.

We led an ambitious shift to a new operating model.
Not change for the sake of it, but real evolution, designed to support the company’s goals — without losing momentum or misalignment.

I co-created the transformation plan based on reality: actual constraints, human dynamics, and what teams needed on the ground.
No copy-paste from a textbook model — but a tailored approach to drive agile impact where it matters most.

And above all, I introduced a new way of working: more collaborative, more flexible, more focused on continuous improvement.
An agile culture rooted in daily practice — not just in Post-its.

Agile transformation coach

ING Belgium

At ING Belgium, I supported a deep transformation — going far beyond methods.
My role: make sure agility wasn’t just a concept, but a real posture in the day-to-day of the teams.

I supported five squads — around 50 people — in adopting an agile mindset and moving toward self-organization.
This involved targeted training, hands-on coaching, and most of all, a consistent presence to anchor the right habits.

I also trained and coached Product Owners and Chapter Leads toward a more agile, more human leadership style.
Together with other leaders, we co-created a “Culture & Mindset” roadmap to drive lasting, coherent change.

One highlight: I organized a major kick-off event that brought together 300+ people from Belgium and the Netherlands — a moment of connection, clarity, and collective momentum.

I helped build strong collaboration between squads, encouraged a culture of positive feedback, and created a space of psychological safety.

To address structural blockers, I also designed a cross-bank support platform to help teams move forward on risk-related topics.

Agile Transformation Coach

At ING, I worked as a Change Manager within the HR Transformation Center of Expertise, with a strong focus on sustainable simplification and the LEAN approach.
My goal: improve both the quality of the HR experience (from the employee’s perspective) and the operational efficiency of HR services.

To achieve this, I laid the foundation for a real operational excellence strategy within the HR function.
Concretely, I mapped out key processes, defined clear governance for process management, and co-developed a two-year simplification roadmap.

I also trained HR teams in new ways of working so they could independently rethink and improve their services over time.

This was a highly structuring mission — at the intersection of strategic steering, Voice of the Customer, and deep transformation.

Sustainable Simplification and LEAN change manager - HR Transformation CoE

As a Lean Project Manager for the Recruitment & Selection department at ING, I had a clear mission: continuously improve our processes to ensure operational efficiency.
I worked closely with the teams to identify bottlenecks, streamline steps, and optimize both the candidate and recruiter experience.
A pragmatic approach, focused on real impact and lasting results.

HR & LEAN Project manager - Recruitment & Selection CoE

For two years, I worked as an Account Manager for IT recruitment at ING.
I managed the process end-to-end — from talent selection to close collaboration with business teams.

I was also in charge of the Commercial Banking Services account, acting as a key link between on-the-ground needs and HR strategy.
It was a highly operational role, where responsiveness, alignment, and service quality made all the difference.

Account Manager - Recruitment and Selection Information Technology Services

SWORD Group

At SWORD Group, I was in charge of recruiting and staffing IT profiles for Sword Technologies.
My role was to identify the right talent, understand client needs, and ensure fast, accurate matching.

This first experience immersed me in the world of tech recruitment — with high standards for both quality and responsiveness.

Account Manager / Recruitment

Progressive Recruitment

After my time in London, I joined Progressive’s team in Paris as a Business Developer.
Building on my recruitment experience, I developed and managed a client portfolio in the French market, covering both temporary assignments and permanent placements.

My role: build strong client relationships, understand their business challenges, and deliver the right talent at the right time.
It was a key chapter where I sharpened my commercial skills and learned how to create long-term value.

Business Developer

My first experience in the recruitment world was in London, within a specialized agency.
I worked as a consultant for the Belgian market, with the mission to build my own client portfolio in the SAP/ERP sector.

It was a highly formative experience, where I learned to combine listening, commercial boldness, and a deep understanding of tech profiles.
That’s where I built the foundations of my approach: human, committed, and solution-oriented.

RECRUITMENT CONSULTANT

I prepare the NEXT GENERATION — young professionals and emerging leaders — to succeed in a world where humans and AI work together.

With ReShape Trust, I support organizations that want to strengthen engagement, culture, and performance through short, hybrid human development journeys — activable in less than 30 days.

🔹 Expertise: onboarding new talents, emerging leadership, collaboration & culture, sustainable engagement.
🔹 Approach: practical, fast, measurable — far from “HR blah blah.”
🔹 Differentiator: every journey integrates critical soft skills and the ability to collaborate in a Human + AI environment.

🎯 Result: more autonomous, motivated, and impactful talents who stay and grow with the organization.

👉 If you’re an HR Director, CEO, or People Manager looking for a fast, targeted, and human solution to support your teams — let’s talk.

📩 Contact: julie.saffery@reshapetrust.com

Julie Saffery 🌟

Petit rappel amical :
Tu n’es pas un robot.
Tu n’es pas censé être au top tous les jours.
Et ce n’est pas un manque d’ambition.

C’est juste… humain.

J’ai écrit sur une vérité qu’on oublie trop souvent :
→ L’équilibre pro/perso, ça se joue en cycles.
Pas en 24h.

Si tu bosses, si tu crées, si tu pousses… tu dois aussi récupérer.
Et c’est ça, le vrai leadership.

Article ici 👇

🧭 Architect of Trust & Human-Centered Leadership | I help SMEs strengthen cohesion, clarity, and sustainable performance | ReShape TRUST | 30-day activation pathways

… et c’est totalement normal (respire). On te l’a répété partout : “Trouve ton équilibre.” “Priorise ton bien-être.” “Construis une routine parfaite.”

Open article: L’équilibre pro/perso ne se joue pas en 24h by Julie Saffery 🌟 • 7 min read

L’équilibre pro/perso ne se joue pas en 24h

Le vivant ne disparaît pas tout seul.
Il est sacrifié par des décisions qu’on ne voit jamais.

Hier, chez ma thérapeute, on parlait du vivant.
Pas le “bien-être au travail” aseptisé.
Non : le vrai vivant. Celui qui respire, qui relie, qui crée du sens.
Celui qu’on a lentement remplacé par des KPI, des process et des tableaux de bord.

Et elle me dit :
« Julie, on pense qu’il faut travailler avec les CEO… mais le vrai problème est au-dessus. Ce sont les actionnaires. »

Et là, un truc s’est aligné.
Parce que oui : le vivant ne disparaît pas par accident.
Il disparaît parce que, quelque part dans une salle de réunion privée, quelqu’un a décidé que l’humain était trop coûteux.

Elle m’a parlé de conseils d’administration qui engagent volontairement des connards pour faire “le sale boulot”.
Écrémer.
Purifier.
Éjecter.
Sans payer les primes.
Comme si on gérait un troupeau.
2025.
Et c’est encore une stratégie.

Puis elle m’a parlé de ces CEO qu’elle accompagne.
Brillants. Sensibles. Pleins d’envies.
Mais enfermés dans un rôle qui les étouffe.
Ils n’osent même plus quitter leur poste, alors qu’ils savent qu’ils trahissent leurs propres valeurs.
Ils appuient sur des boutons qu’ils détestent, juste pour survivre.
Et chaque fois qu’ils le font, ils s’éteignent un peu plus.

C’est là que j’ai compris :
Le vivant ne meurt pas avec fracas.
Il meurt en silence.
Par petites concessions.
Par décisions invisibles.
Par des gens qu’on ne voit jamais, mais qui tiennent la ficelle.

On pense que le problème est dans les bureaux des CEO.
Mais le vrai cœur du système… est caché.

La vraie question n’est plus “comment réparer les organisations”.
C’est :
Comment redonner du pouvoir à ceux qui portent le vivant, quand ceux qui décident ne le rencontrent même pas ?

Quand le pouvoir est invisible, le vivant suffoque.
Les dirigeants s’épuisent.
Les équipes se contractent.
Le sens fuit.

Si tu sens que ton équipe perd son souffle, sa clarté ou sa cohésion, viens m’en parler.
Ramener du vivant, c’est possible.
Et ça commence souvent par remettre du pouvoir là où il a été retiré.

PS: Merci à mon ami et business partner Samuël Gielsdorf pour la vidéo
___
✨ Je suis Julie, fondatrice de RE|SHAPE TRUST.
J’aide les PME et organisations en transition à résoudre vite et bien leurs défis humains.
Simple. Clair. Durable.

Un manager qui évite les conflits ne calme rien.
Il alimente un feu invisible qui finit toujours par cramer l’équipe.
Voilà le vrai coût de l’évitement.

Observation terrain :
Le manager qui “évite les conflits” ne fait pas baisser la pression.
Il la fait exploser ailleurs.

Il y a quelque temps, une dirigeante de PME m’appelle.
Turnover important.
Climat tendu dans une équipe pourtant stable.
Et un manager “qu’on pensait solide” mais qui semble avoir lâché l’affaire.

On discute. Je creuse.

Ce manager ? Il ne tranche jamais.
Il contourne les tensions.
Il laisse couver les frustrations.
Et il espère que “ça va passer”.

Résultat ?
Les top-performers se barrent.
Les plus passifs prennent le pouvoir.
Les équipes se taisent dans les réunions… et se lâchent dans les couloirs.

On croit qu’éviter les conflits, c’est de la bienveillance.
Mais en vrai, c’est souvent une peur mal déguisée.
Peur de confronter. Peur de froisser. Peur d’être mal vu.

Et cette peur a un prix :

• Décisions floues, discussions qui s’éternisent.
• Injustices qui s’installent : certains font tout, d’autres rien.
• Tensions larvées qui deviennent rancunes solides.
• Managers qui saturent… et finissent par fuir ou s’effondrer.

Un manager qui n’a pas appris à poser des mots, des limites et des actes…
… laisse sa boîte devenir un champ de mines.

Ce n’est pas une question de personnalité.
C’est une question de compétences.
Et ça, ça s’apprend.

On croit qu’un manager qui évite les conflits est “apaisant”.
Mais dans la durée, il crée des injustices, du flou, de la frustration.
Et une bombe à retardement dans l’équipe.

Si tu sens que ça vibre avec ce que tu vis dans ta boîte, parlons-en.
Je peux t’aider à changer la donne rapidement.

—

✨ Je suis Julie, fondatrice de RE|SHAPE TRUST.
J’aide les PME et organisations en transformation à régler vite et bien leurs défis humains.
Simple. Rapide. Durable.

Un Manager qui évite le conflit ne calme rien

Quand tu prépares un workshop…
… et que tu réalises la veille que tu t’es trompée de public.
Résultat : deux nouveaux ateliers, prêts à animer.

Jeudi, je dois animer un workshop “au pied levé”.
Offsite.
Thème annoncé : personal leadership.
Infos reçues : trois lignes et demie.

Mardi, je me dis : “OK, arrêtons d’attendre, prenons les devants.”
Je pars du peu que j’ai : sûrement des managers. 70 personnes.

Je construis un atelier sur "how you show up".
→ Régulation émotionnelle. 
→ Intention. 
→ Conversations difficiles.

Un truc solide, actionnable, clair.
Je suis contente.
Je range mon ordi en mode : “c’est bon, ça roule.”

Hier soir, la HRBP m’appelle.
Et là, plot twist.

Ce n’est pas un public de managers.
C’est une équipe de software développeurs.
Très techniques. Très sollicités. Très fatigués.
Bien-être en chute libre. Stress en mode surcharge système.

Le vrai besoin ? Pas le leadership — mais des outils de self-regulation pour tenir sans s’épuiser.

Bref : j’étais complètement à côté de la plaque.

Donc j’ai passé ma soirée à créer un deuxième workshop :
→ reset du corps quand il tourne en surchauffe
→ reset du mental quand il n’y a plus d’espace
→ petites limites qui changent tout
→ micro-pratiques pour arrêter de s’oublier au boulot

Ce matin, j’ai donc… deux ateliers prêts à l’emploi.
Y'a plus qu'à.
Et honnêtement : ça fait partie de ces “accidents” qui donnent du très bon contenu.

Pourquoi je te raconte ça ?

Parce que si ton équipe a besoin d’outils concrets — pour mieux se réguler ou mieux se montrer dans leur rôle — je peux aider.

Écris-moi, on en parle.
___
✨ Je suis Julie, fondatrice de RE|SHAPE TRUST.
 J’aide les PME et organisations en transition à résoudre vite et bien leurs défis humains.
 Simple. Clair. Durable.

Quand un brief flou te crée deux wokshops

“Les commerciaux n’ont plus faim ? Et si c’était pas le problème…”
La vraie raison pour laquelle les équipes décrochent après une crise, c’est rarement ce qu’on croit.
👇 À lire si tu veux les réengager sans refaire un team building foireux.

Je te raconte une scène classique.

Un CEO m’appelle après plusieurs mois de galère :
“Julie, je pige pas. On a fait tout ce qu’il faut : prime de relance, séminaire, discours motivants…
Mais les commerciaux sont mous. Plus d’élan. Plus d’envie.”

Je lui demande : “Vous avez pris un moment pour digérer ce que vous avez traversé ?”

Silence.

Et c’est là le cœur du problème.

Après une crise, les boîtes veulent repartir vite.
Mais les humains, eux, n’ont pas eu le temps d’atterrir.

Chez les commerciaux, c’est encore plus visible.
On attend d’eux qu’ils aient “la gagne”, qu’ils soient résilients par défaut.
Sauf que ce sont eux qui prennent tout de face :
Les clients flippés.
Les objectifs flous.
Les décisions qui changent tous les mois.

Résultat ?
Ce n’est pas de la flemme.
C’est de la fatigue + du flou + de la défiance.

Et ça, aucune prime ne peut le réparer.

Ce qu’il faut oser : recréer du lien. De la clarté. Du sens.

Pas un atelier bullshit. Pas une roadmap de 45 slides.

Juste un moment pour :
– Nommer ce qui a été difficile.
– Dire ce qu’on attend maintenant, vraiment.
– Reposer un cadre clair.
– Redonner du pouvoir d’agir.

Ce n’est pas du RH. C’est du leadership.

Et c’est souvent la seule façon de relancer une équipe sans repartir pour 6 mois de turnover et de tension.

Quand ton équipe commerciale décroche après une crise, ce n’est pas une question de flemme.
C’est un signal. Il manque un espace pour digérer, clarifier, repartir.
Et si tu veux éviter que ça se transforme en fuite ou en cynisme…
On peut en parler.

👉 En 30 minutes, je peux te dire si on peut t’aider à relancer proprement la machine.
___
✨ Je suis Julie, fondatrice de RE|SHAPE TRUST.
J’aide les PME et organisations en transition à résoudre vite et bien leurs défis humains.
Simple. Clair. Durable.

taplio

The Battle

Sarafatul Rabby Ⓥ

Julie Saffery 🌟

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taplio

The Battle

Sarafatul Rabby Ⓥ

Julie Saffery 🌟

Followers

Posts

Engagements

Likes

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);}Sarafatul Rabby Ⓥ's LinkedIn Performance

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