With over 15 years of Human Resources experience, I currently lead as the Head of HR at Independent Food Company, leveraging CIPD credentials and an MBA to deliver transformative HR strategies. My expertise spans talent management, performance systems, and employee engagement, helping shape an inclusive, high-performing workplace aligned with organizational goals.  

I oversee strategic HR initiatives, including enhancing recruitment processes, implementing innovative sourcing tools, and designing talent development programs. Passionate about data-driven solutions, I collaborate with leadership to drive sustainable growth, foster operational excellence, and empower teams to unlock their full potential.

Ahmad Al Cheikh Hassan

Dear hiring manager, 

A couple of suggestions:

1. Please post the salary in the job description. If you want to know my salary expectation, then you also should post the salary budget for the role.

2. Don’t ask me to repeat stuff that’s already in my resume or cover letter. You can assume that I have read the job ad carefully, so I should assume that you have read my application.

3. Please tell me who I am going to be working for and with. Yes, you are taking a chance on me, but I am taking a chance on you guys too.

4. Please tell me the outcome of the interview, even if I was unsuccessful. It takes less than a minute to write a polite rejection e-mail. Failing to do this is just plain rude.

5. For the third interview and onwards, you should pay my time at standard consulting rates including expenses, transportation etc. I won’t make a living by constant interviews.

Recruitment is a two-way street. Both parties need transparency and respect. Open communication builds trust and sets expectations right from the start.

Let’s make the hiring process fair and efficient for everyone involved. Prioritize clarity and mutual respect. It’s time for a change in the recruitment game. What's your take?

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

LinkedIn Top Voice | Head of HR | CIPD & MBA | 15 Years Driving HR Innovation | Strategic Leader in Human Capital Excellence, Business Integration & Organizational Transformation

The most expensive employee in any company isn’t the one with the highest salary…
It’s the toxic high performer.


They hit targets, they deliver results —
but behind the scenes?

• They drain morale
• They create drama
• They push good people out
• They destroy teamwork
• They cost the company more than they contribute

And the worst part?
Their performance becomes a blindfold that hides the damage they’re causing.

A real high performer isn’t just good at the job.
They make the team better.

As HR leaders, as managers, as organizations:
we need to protect culture with the same seriousness that we protect revenue.

Because one toxic high performer can do what 10 great employees cannot fix.

Choose culture.
Choose teamwork.
Choose people who lift others, not those who break them.

Your highest performer should never be your biggest problem. 

#performance #toxic #culture #people #hr #hrstrategy #teamwork #leadership #linkedin #linkedinconnections #aach

Don’t pick a job.
Don’t pick a company.
Don’t pick just any opportunity.

Pick a leader to work with.
💙Someone who will help you grow in career.
💙Someone who will advocate for you.
💙Someone who will mentor and coach you.
💙Someone who will look out for you even beyond your current job.
💙Someone who will back you up. 
💙Someone who values you and your work.
💙Someone who is kind but is honest when constructive criticism is required.
💙Someone who pushes you to take on new challenges and give you opportunities to grow.
💙Someone who cares about you as a human.

Because at the end of the day, it's these relationships that shape our careers and impact our lives. A great leader isn't just a boss but a partner in your journey. They see your potential and inspire you to reach it. They celebrate your successes and help you learn from setbacks. They recognize that your value isn't only in the tasks you complete, but also in the perspectives you bring and the energy you contribute. When you find that leader, you're not just building a career—you're building a future. Choose wisely. Your growth depends on it.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections #aach

Don't reject jobseekers just base on the following on their resume: 
 
• Career Gap 
• Age 
• Years of Experience 
 
Instead, give them a call and try to understand their reasons more before turning them down. 

 You might discover that their career gap was a time of valuable learning or personal growth. Their age could bring a wealth of wisdom and perspective. The years of experience might not fully capture their skills and potential to adapt and innovate.

Every candidate has a story. By taking a moment to listen, you could find the perfect fit for your team. Talent and passion often lie beyond the surface. Let's strive to be more inclusive and open-minded in our hiring approach. Embrace diverse experiences—they can lead to unexpected, positive outcomes.
 

#jobseekers #jobsearch #humanresources #hr #branding #marketing #hiring #humancapital #employeeexperience #people #peopleexperience #linkedin #linkedinconnections #linkedinposts #aach

I’m #hiring. Know anyone who might be interested?

A person with an employment gap can be your most loyal employee.  
A person who doesn't have a degree can be an expert.  
A person who is 45 years old can be an innovator. 
A person who was fired can be a top performer.  
Don't judge a book by its cover.  
Give everyone a fair shot! 
 

It’s time to rethink our biases and redefine what talent looks like. Talent comes in all shapes and sizes, often hidden beneath layers of experience and determination that might not fit traditional molds. When we open our eyes to potential beyond the resume, we find individuals who bring unique perspectives and drive. 

Let’s embrace diversity of experience and let potential, not presumption, guide our hiring decisions. The next game-changer could be someone you might have otherwise overlooked. Let's be the leaders who see beyond the surface.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

6 reasons you should apply for jobs even if you don’t meet all the requirements:

✨Job descriptions are wish-lists by the employer

✨You’re challenging yourself to step up to a new level career-wise

✨Sometimes, the JD is developed by someone who knows nothing about the role


✨ Growth happens outside your comfort zone. Applying for roles beyond your current qualifications pushes you to learn and adapt quickly.

✨ Employers value potential and drive. Showing your willingness to take on challenges can make a lasting impression.

✨ The skills you bring might be just what the team needs, even if they weren’t listed. Diverse backgrounds contribute to innovative solutions.

Don’t let a lack of perfect alignment hold you back. Opportunity often lies in unexpected places.

#hr #humanresources #employer #branding #people #culture #team #managers #leaders #jobs #interviews #growth #development #linkedin #linkedinconnections

I’m #hiring for an open role. Know anyone who would be a good fit?

Dear Bosses & Managers,

More of the Gen Z is entering the Workplace.

Their work ethic differs largely from other generations.

To them, Mental Health is a priority and Work should be enjoyed, not endured.

When you choose to understand Gen Z, you will work better with them.

You'll notice their preference for flexibility and creativity. They're not afraid to question the status quo. This isn't challenging authority; it's about finding better, innovative ways to do things.

Remember, they value transparency and feedback. Engage them in conversations, not just directives. Offer mentorship and opportunities to grow, and you'll see their potential unfold.

Invest in their strengths and you'll cultivate a team that's resilient and driven. Let's embrace the energy and fresh perspectives they bring to the table. The future workplace depends on it.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Can we please stop automatically passing over job seekers with the 'Open to Work' banner?

This banner does NOT make one look desperate, as many tend to think.

There is nothing wrong with letting others know you are looking for work.

Something most of us need to survive.

Plus, as a recruiter, I love this banner. 

If I am looking to fill a job, why would I NOT reach out to those who are looking for one?


Job Seekers, I say wear the banner loud and proud!

It takes courage to put yourself out there. It's a proactive step that says you're ready for opportunities. As a recruiter, I see it as a signal of readiness, not desperation. Companies should embrace this openness. It's a call to action for potential employers. Why overlook eager talent?

Hiring should be about finding the right fit, not outdated perceptions.

The 'Open to Work' banner is just one piece of that story. If you're a recruiter or hiring manager, challenge yourself to look beyond the surface. Engage with candidates who show initiative. Remember, today's world values transparency and adaptability.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Culture is NEVER an HR thing.

Culture is an EVERYONE's thing.

If you are in HR make sure to never let anyone at work make you the sole responsible for all things culture. Get leaders, managers and employees involved or else communicate the risk of letting it be just an HR thing.

Building a great culture is a collective effort.

Every voice counts, every action matters. Leaders should walk the talk and model the values they want to see. Managers need to nurture the environment and support their teams. Employees should feel empowered to contribute and share their insights.

True culture thrives when it's woven into the fabric of daily operations, not just a checklist item. Encourage open communication, celebrate victories, and learn from challenges together.

Remember, a thriving culture fosters innovation, engagement, and resilience. It's everyone's responsibility to build and maintain it. Make it authentic, make it inclusive. Keep it alive and let it evolve with your people.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Why HR don't hire Fresh Grad?

Let's think for a minute.

Imagine you are sending your laptop for repair, do send it to 

a. Newly open shop
b. Experienced shop

100% would pick b.

The question here is, how do you gain experience without going into the workforce?

Without experience, opportunities seem scarce. But how can you gain experience without that first break? This is the challenge many fresh grads face every day.

Employers often look for proven skills, but they might be missing out on untapped potential. Fresh grads bring fresh perspectives, curiosity, and a willingness to learn. They might not have years of experience, but they have years of potential.

Maybe it's time for companies to rethink their approach. 

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

The best recruiters today isn't the HR Department. 

It's your people. 

Why? 

Because when they meet with friends, most of the time they talk about work - their boss, their culture, paycheck, benefits and everything else in between (including the politics).

You will get someone's attention with a good website, an initial interview or perhaps a nice onboarding package, but you will most likely get their buy-in when you hear it straight from their people. 

Want to attract or retain talent?

Take care of your people and the rest will take care of itself.

Your team can be your strongest advocates. Their words carry weight, sparking genuine interest. Their stories and experiences resonate more than a polished pitch ever could.

Empower them. Listen. Offer growth and support.

Create a culture they’re proud to share. The ripple effect is powerful. When your people thrive, so does your ability to attract top talent. The best recruitment strategy is building an environment worth talking about.

What story do your employees tell about you?

#people #culture #leaders #hr #hrstrategy #business #management #hiring #jobs #branding #linkedin #linkedinconnections #aach

If you meet 100% of the job requirements,

You are underselling yourself.

The rule of thumb is:

"If you meet 60% of the requirements, you can apply."

Do not get intimidated by "years of experience."

What matters is that you prove that you can do the job.

You are the only one who knows the value you can add!

Go and find a job opening that can get you to the next level.

Think about where you want to grow, where your skills can shine, and what challenges excite you. Push beyond your comfort zone. Show them your potential, your drive, and your unique perspective. Employers are looking for problem solvers, innovators, and leaders. Be bold. Trust in your capability to learn and adapt. Your career is your story, and it's time you take the lead in writing the next chapter.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Retaining your current employees is much easier than finding new ones.

But most entrepreneurs and companies seek new talent instead of promoting the current employees.

Around 90% of employees leave when they get good opportunities because companies fail to:
> invest their time in the well-being of employees
> Ask how they’re doing
> Keep track of their growth
> Understand their goals

Instead, retain your employees; it will give you 10x ROI.

Focus on building a culture where growth is a priority. Create channels for open communication. Recognize achievements and celebrate milestones.

Provide mentorship and training programs. Employees thrive when they feel valued and empowered.

Your team is your greatest asset. Invest in them, and they will invest back in your company. Retention isn't just about saving costs, it's a strategic advantage.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

This made me stop and reflect today.


Not because it was new — but because it clearly put into words things many of us in HR learn a bit too late.

A few thoughts that really stayed with me:

• People don’t follow policies. They follow credibility.
Titles don’t build trust — daily actions do.

• Culture is created by behavior, not statements.
What we tolerate quietly becomes the system.

• Managers are the most important HR system.
When managers are confused, the organization feels it immediately.

• Clarity beats charisma. Every time.
People don’t need more motivation. They need simple processes and clear answers.

As an HR leader, this is a reminder I take seriously:
modern HR is not about control — it’s about credibility, enablement, and impact.

Culture isn’t what we say.
It’s what people experience, every single day.

What resonates most with you?

#hr #humanresources #employeeexperience #people #culture #linkedin #linkedinconnections #aach

Behind every resume, there may be a story of struggle, hard work, and determination. 

It is essential to recognize that people come from diverse backgrounds and have different life experiences that have shaped who they are today. As such, it is important to approach every resume with empathy, understanding, and an open mind.

Employers should remember that the person behind the resume is more than just a set of skills and qualifications. 

They are human beings with their own hopes, dreams, and responsibilities. By acknowledging this, we can create a more compassionate and inclusive work culture that values and supports all individuals.

When we look beyond the credentials, we start seeing potential that traditional metrics might miss. It's in the gaps that we find resilience and in unconventional paths that we discover innovation. Encouraging a workplace where everyone feels valued for their unique journey not only enriches our teams but also drives genuine progress. Let's challenge ourselves to hire with heart and lead with inclusivity, ensuring diverse voices are heard and respected. This approach doesn't just build better teams—it builds better futures.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

HR is not slogans.
 Culture is not a department.
 And hiring is not paperwork.

When someone describes your work as choosing meaning over decoration, it’s more than a compliment — it’s a responsibility.
I’ve never believed that people are “resources” to be processed.

 Behind every CV is a life story.
 Behind every role is a promise.
 And behind every organization is a culture shaped daily by behavior, not policies.
Hiring, performance, and growth are not neutral systems.
 They are ethical choices.
 How we select.
 How we reject.
 How we reward performance — and refuse to tolerate toxic behavior disguised as results.

HR should not exist to protect systems.
 It should exist to protect trust.
Thank you to everyone who reads, questions, and engages with these conversations.
 
Human-centered work isn’t a soft approach — it’s the only one that lasts.

https://lnkd.in/dPnaeNrj

#hr #humanresources #people #culture #leaders #linkedin #linkedinconnections #aach

Open article: شخصيات لينكدإن: أحمد الشيخ حسن by exeeddigitals.com

شخصيات لينكدإن: أحمد الشيخ حسن

New Era – The Journey Forward | EVA

Our All-Hands Meeting marked an important milestone for EVA — one that reaffirmed a core belief: EVA’s strength lies in its people and its culture.

Culture at EVA is not defined by words.
It is demonstrated through action.

Proud of our people.
Focused on the future.
Committed to the EVA journey forward.

A moment from New Era – The Journey Forward. 

#evainteriors #greatplacetowork #workwitheva #people #culture #uae #linkedin

New Era – The Journey Forward | EVA


Our All-Hands Meeting marked an important milestone for EVA — one that reaffirmed a core belief: EVA’s strength lies in its people and its culture.

This session was not about announcements, It was about alignment — on how we work, how we lead, and the standards we hold ourselves to as EVA moves into its next chapter, because at EVA, culture is not an initiative; it is how results are consistently delivered.

We reflected on our journey, clarified what lies ahead, and reinforced our commitment to building an environment where trust, accountability, and ownership are lived every day.

Culture at EVA is not defined by words.
It is demonstrated through action.

Proud of our people.
Focused on the future.
Committed to the EVA journey forward.

A moment from New Era – The Journey Forward.

#evainteriors #greatplacetowork

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’ve looked at thousands of resumes. As a candidate if you have a 6-month or 1-year gap in your timeline, you panic.

You try to hide it, blur the dates, or feel you need to apologize for it.

As a recruiter, let me tell you: I’m not afraid of the gap. I’m only concerned when the gap is a mystery.

You need to OWN YOUR NARRATIVE.

If you don't own the narrative of your time off
The recruiter will invent one for you.
(and frankly, our imagination is rarely as impressive as your reality)


💡 So here’s what to do instead: give your reasons strategically.

↳ If you took time off to travel, reconnect with family, or gain a fresh perspective:
- Call it a "Strategic Sabbatical." It shows you have the self-awareness to prevent burnout and return with 100% focus.

↳ If you spent three months learning AI, getting a certification, or building a side project:
That’s not a gap; that’s "Independent Professional Development."

↳ If you took a break due to health, family, or relocation:
Framing this as a period of "Personal Leadership" or "Managing a Private Transition" shows resilience.

We value candidates who are intentional.

When you can look me in the eye and say:
"I took six months off to intentionally reset and upskill in X, and now I am uniquely prepared for Y," it becomes a strength.

It tells me you aren't just looking for any job. You’ve done the work to know why you want this job.

Takeaway?
Don't let your CV be a source of shame. Own your time.

If you don't explain the "Why," you leave it up to someone else's assumptions.
#CareerGap #MindfulLeadership #Recruitment #JobSearchTips #PersonalBranding #CareerConsultant #WorkLifeBalance

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

How to deal with the gap in your resume

I’ve been bridging the gap between candidates and founders for 7 years now. But in 2026, I wanted to go beyond that 👇 

This year, I’ve decided to help candidates directly.
Yes, you read that right!

Having spoken to 1000s of candidates,
I know the process you have to go through

❗Countless applications
❗Recruiters ghosting you
❗And you losing hope in getting your dream job

But it doesn’t have to be that way.
Only if you follow the right process.

It’s what I did for one of my clients recently:

✔️ Helped them optimize their LinkedIn
✔️ Updated and optimized their resume
✔️ Helped them reach out to the right people

It’s not easy, but it’s simple
You need to narrow down hard,

↳ The industry
↳ The companies
↳ The decision makers
↳ That’s how you get a clear target

Job hunt is a process. Especially if you’re switching.
But I’m here to help you navigate it.

I’m opening 5 slots for this month to help you with the entire process as a Career and Talent Advisor. Email your resume at Susmithargolla@gmail.com for consultation and I’ll get back to you with the payment details and the next steps.
#recruitmentconsultant #jobsearch #careeradvisor #talentadvisor

♻️ Repost to share with your network

Talent acquisition needs a seat at the decision table.
There, I said it.

Most organizational shifts are decided in a vacuum and then handed over to Talent Acquisition (TA) to ‘sell it’ to the team.

But the reality is,
TA professionals are the ones directly connected to the team.

↳ They know the candidates' fears
↳ They know the current team's frustrations
↳ They know the cultural nuances that a spreadsheet can’t capture

It’s important that TA understands and absorbs the impact of a decision before it is introduced to the wider group.

👉 TA can predict how a change (like a pivot in strategy or a new policy) will land. They can identify the "red flags" before they become a resignation wave.
👉 Because they "speak candidate" and "speak employee," they can help leadership frame changes in a way that aligns with the company’s vision rather than causing panic.
👉 When TA absorbs the impact first, they can prepare the resources, answers, and support needed to manage the transition smoothly.

TA isn't just about filling seats; it's about protecting the foundation.


When you exclude your Talent partners from the decision table, you are ignoring your most valuable feedback loop.
Let them understand the "Why" so they can successfully manage the "How."
#TalentAcquisition #LeadershipStrategy #CompanyCulture #Founders #HumanResources #StrategicHiring #TeamGrowth

Do you agree?
♻️ Repost to share with your network.

As a recruiter in Dubai, my inbox is always flooded with messages. And as much as I want to help every single one of you personally, it’s simply not humanly possible.

If I spent just 5 minutes giving personalized feedback to every message I received today, I wouldn’t have time to actually interview, strategize with founders, or close the roles that create those opportunities in the first place.

If you haven’t heard back from me yet, please know:

➝ It’s not personal
➝ Timing is everything
➝ The "Human" limit is real

I genuinely wish I had a magic button to find a home for every talented professional who reaches out.

While I can't always reply, I am constantly scanning, searching, and rooting for you all.

Keep going. The right door will open. 
#recruiter #dubai #uae


P.s.: To make it easy for you (and myself), I’ve decided to open 5 slots for the month of February for job seekers in the UAE looking for their next big role.

I will be:
- Auditing and optimizing your resume and linkedin profile
- Understanding your 5-year plan and creating a roadmap
➝ Helping you shortlist and reach out to the right set of decision makers

In short, I’ll be holding your hand throughout the application and job seeking process, at a reasonable fee.

Email your resume and a short description to Susmithargolla@gmail.com and I’ll share the next steps with you.

These are not just numbers. It's proof of skilled women creating impact in the UAE 🇦🇪 

Women are clearly a dominant force in sectors like healthcare and education, forming the backbone of these industries.

Plus, the high % of skilled women in the total female workforce shows the investment in their professional development.

❗However, the journey towards equitable representation in leadership continues.

- Nearly 38% of IT jobs in the private sector are held by women
- Almost 30% of the entire skilled workforce are women
- Still, their representation in leadership roles (16.6%) shows a clear opportunity for growth and strategic initiatives

As a founder and a recruiter, I believe our focus must be on nurturing this incredible talent pool and actively working to create pathways for women into higher leadership positions across all industries.

This isn't just about equity; it's about leveraging the full potential of our workforce for a more innovative and prosperous UAE.

What are your thoughts on these stats?
#UAE #FemaleWorkforce #Leadership #DiversityAndInclusion #WorkforceDevelopment #HR #TalentAcquisition

♻️ Repost to share with your network.

Me: Did you factor in the gratuity and end-of-service accruals for these roles?
Founder: ...What?

I was recently talking to a founder about compensation strategy for their new team.

And they were confused.
It’s a common reaction.

When we think of "hiring cost," we usually just see the monthly salary. But in the UAE, the real cost of a candidate is a much more complex equation.

If you aren't calculating the "hidden" costs, you aren't seeing the full picture of your burn rate.

❗ Monthly Basic + Allowances: The visible part of the iceberg
❗ Visa & Insurance Costs: The entry cost (and the cancellation cost at the end)
❗ End of Service Benefits (EoSB): This includes both Accrued Leave Allowance and Gratuity Pay

❌ As a founder, you shouldn't just be asking "Can I afford this salary?"
✅ You should be asking "Have I accounted for the total cost of employment?"

Failing to accrue for these benefits from Day 1 is how companies end up in a cash-flow crunch when a team member eventually moves on.

💡Tip for Founders:
Always build a "Total Cost to Company" (TCC) model that includes these statutory benefits. It’s not just about being compliant; it’s about being financially sustainable.
#UAEBusiness #Founders #HiringTips #Gratuity #StartupLife #RecruitmentStrategy #UAE #dubai #recruitment

Before firing that employee, calculate the hidden costs: gratuity + visa cancellation + end of service benefits & more (it’s an entire list)

Comment any questions you have on this 👇

AI cannot replace the ‘human’ in Human Resource.
But recruiters adopting AI might replace the ones who don’t.

Every day, a new AI recruiting app or "autonomous agent" hits the market.
They promise to automate everything from sourcing to initial interviews.

But the truth is,

While an algorithm is great at scanning keywords, it fails at the one thing that actually matters in a hire:
💡The real-time judgment of character.

I am a big believer in using AI to sharpen my edge. I use it for:

✅ Market Analysis: Understanding shifting salary benchmarks and talent pools.
✅ Requirement Mapping: Breaking down complex technical roles into core competencies.
✅ Initial Skill Assessment: Streamlining the "technical" check.

But that is where the automation stops.
After the data is gathered, I step in with my emotions, intuition, and judgment.

* AI can’t feel the slight hesitation in a candidate’s voice when they talk about "teamwork."
* AI can’t sense if a person’s values actually align with a founder’s vision during a coffee chat.
* AI can’t judge the "grit" or "resilience" that isn't written on a CV.

The 'Human Touch' is the final, most critical filter.

AI can give you the data,  but you are the one who knows when to take a detour because the "vibe" feels off.

Use AI to handle the admin, the noise, and the data.
But never let it take over the decision-making.

💫 Your judgment is your greatest asset.
#Recruitment #AI #FutureOfWork #HumanConnection #TalentAcquisition #TechInHR #Leadership

♻️ If you agree, repost to share with your network.

I see so many founders having an expert/head for each department but none for recruitment & HR - because they can manage that themselves. Can they?

They dive into the nitty-gritty of sourcing, interviewing, and onboarding.
And that’s where the foundational cracks begin.

Founders, I understand the desire to control every aspect of your company.
But viewing HR and recruitment as anything less than a strategic department is a mistake.

Especially in the early stage.

↳ First of all, your most valuable asset is your time. Spending hours sifting through resumes or drafting offer letters takes you away from building the business itself.

↳ Secondly, recruiting is a specialized skill. Without it, you risk bad hires, missed talent, and a compromised candidate experience.

↳ Most importantly, in regions like the UAE, labor laws, gratuity calculations, and visa processes are complex. One mistake can be costly.

You need to understand that HR isn't just paperwork; it’s the architect of your culture. Neglecting it means your company's values and employee experience are left to chance.

Think of it this way: You wouldn't try to build your own sales software from scratch, would you?
You’d hire an expert or use a dedicated tool.

💡 Talent is your most important asset, and building a team deserves the same level of thought & investment.

Seeking help from recruitment and HR to experts is like investing in your company’s future growth and stability.
#Founders #StartupLife #HRStrategy #Recruitment #Delegate #TalentAcquisition #GrowthMindset

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Neglecting HR means your company's values and employee experience are left to chance

Does the #OpenToWork badge help you, or does it hurt your 'perceived value'? - here’s my take as a recruiter 👇

I get that question a lot.

But the answer isn't black and white.

It’s about understanding the difference between Visibility and Perceived Value.

- The Pros:
When I want to fill a role fast, that green circle tells me you are ready to talk now. It reduces friction.

- The Cons:
We are (intentionally or unintentionally) drawn to the ‘passive candidate’ - the person who is so busy being successful that they aren't even looking.

(To some, the badge can unintentionally signal: I’m available because no one else snapped me up yet. - which is unfair, but it’s a psychological reality in high-stakes hiring).

But here’s an alternative: focus on Searchability.

Recruiters don't search for "Open to Work."

We search for:
✅ Specific Job Titles (e.g., "Growth Lead" or "Operations Manager")
✅ Hard Skills (e.g., "Python," "HubSpot," "Direct-to-Consumer")
✅ Location & Industry

💡 My Advice:
You can skip the badge, but make sure your Headline is doing the work.
Instead of "Seeking new opportunities," use "Marketing Director | Scaling SaaS Startups from 0 to 1 | Performance Marketing Expert."

Visibility is good, but relevance is better.

You don't need a green circle to get a recruiter's attention; you need a profile that proves you are the solution to the problem they are currently trying to solve.
#recruitment #linkedin #opentoworkbadge #dubai #uae

The job market is about 20% lower than it was before the pandemic - said LinkedIn CEO, Ryan Roslansky.

I was just watching this clip and I agree,
As a recruiter, I see this reality in my inbox every single day.

But why does it feel so different?

❗ Remote work opened doors, but it also means you’re no longer just competing with people in your city—you’re competing with the world.

❗ Companies are looking for "immediate impact" and specialized skill sets instead of potential

❗ With AI-generated applications, recruiters are drowning in volume. It’s harder for a great candidate to actually be seen through the digital clutter.

Don’t panic.
There’s a solution

If the CEO of LinkedIn is admitting the market is tough, then 'doing what everyone else is doing' won't work anymore:

👉 Move beyond the 'Easy Apply' button
👉 In a hard market, generalized profiles die. Your LinkedIn and Resume must speak directly to the specific "pain" of the company you want to join.
👉 Strategic networking is the only way to bypass the chaos of the job boards.

The market is harder, but it isn't impossible.
It just requires a new playbook.

As a Talent Advisor, my goal is to help you navigate this "new normal" with a strategy that actually cuts through the noise. Stop applying to 100 roles blindly. Start targeting 10 roles with precision.
#JobMarket2026 #LinkedIn #CareerAdvice #Recruitment #FutureOfWork #TalentAcquisition #JobSearchStrategy

P.S.: I’ve decided to open 5 slots for the month of February for job seekers in the UAE looking for their next big role.

I will be:
- Auditing and optimizing your resume and linkedin profile
- Understanding your 5-year plan and creating a roadmap
- Helping you shortlist and reach out to the right set of decision makers

In short, I’ll be holding your hand throughout the application and job seeking process, at a reasonable fee. Email your resume and a short description to Susmithargolla@gmail.com and I’ll share the next steps with you.

Divya Singh is hiring for a luxury retail client. Calling all HR folks.

Strategic HR Leader - Expertise in Talent Acquisition, People Relations, Performance Management & HRMS Implementation | ESG Literate Leader

𝗗𝘂𝗯𝗮𝗶-𝗯𝗮𝘀𝗲𝗱 𝗛𝗥 𝘀𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁𝘀 𝘁𝗵𝗶𝘀 𝗼𝗻𝗲’𝘀 𝗳𝗼𝗿 𝘆𝗼𝘂!

𝘞𝘩𝘺 𝘵𝘩𝘪𝘴 𝘳𝘰𝘭𝘦 𝘴𝘵𝘢𝘯𝘥𝘴 𝘰𝘶𝘵: 
  • Strategic 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝘀𝗵𝗶𝗽 𝘄𝗶𝘁𝗵 𝘀𝗲𝗻𝗶𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽
  • Ownership of the 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 & 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗶𝗼𝗻 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸𝘀
  • Strong focus on 𝗱𝗮𝘁𝗮-𝗱𝗿𝗶𝘃𝗲𝗻 𝗽𝗲𝗼𝗽𝗹𝗲 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀

𝘞𝘩𝘰 𝘴𝘩𝘰𝘶𝘭𝘥 𝘢𝘱𝘱𝘭𝘺: 
- 𝟴 𝘁𝗼 𝟭𝟬+ 𝘆𝗲𝗮𝗿𝘀 of progressive HR experience
- Strong background in 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 & 𝘁𝗮𝗹𝗲𝗻𝘁 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁
- Confident working with 𝘀𝗲𝗻𝗶𝗼𝗿 𝘀𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿𝘀
- Experience in 𝗳𝗮𝘀𝘁-𝗽𝗮𝗰𝗲𝗱 𝗼𝗿 𝘀𝗰𝗮𝗹𝗶𝗻𝗴 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁𝘀

📍 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: 𝗗𝘂𝗯𝗮𝗶, 𝗨𝗔𝗘
𝗦𝗲𝗰𝘁𝗼𝗿 𝗘𝘅𝗽𝗼𝘀𝘂𝗿𝗲: Luxury Retail/ Beauty/Cosmetics/FMCG

#HRJobsDubai #PeopleCulture #TalentManagemet #PerformanceManagement #HRCareers  #StrategicHR
#UAEJobs #HRCareers #DubaiJobs #LuxuryRetailJobs

* 𝗗𝘂𝗲 𝘁𝗼 𝘁𝗵𝗲 𝘃𝗼𝗹𝘂𝗺𝗲 𝗼𝗳 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀, 𝗼𝗻𝗹𝘆 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝘄𝗵𝗼 𝗺𝗲𝗲𝘁 𝘁𝗵𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗿𝗮𝗻𝗴𝗲 𝗮𝗻𝗱 𝗵𝗮𝘃𝗲 𝗽𝗿𝗼𝘃𝗲𝗻 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗶𝗻 𝘁𝗵𝗲 𝘀𝗲𝗰𝘁𝗼𝗿𝘀 𝗺𝗲𝗻𝘁𝗶𝗼𝗻𝗲𝗱 𝘄𝗶𝗹𝗹 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿𝗲𝗱 *

Reach out directly for a confidential discussion!

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Ahmad Al Cheikh Hassan

Susmitha Golla

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The Battle

Ahmad Al Cheikh Hassan

Susmitha Golla

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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);}Ahmad Al Cheikh Hassan's LinkedIn Performance

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Performance ScoreAhmad Al Cheikh Hassan's LinkedIn Performance