Founder | CEO @ GrowMeOrganic 🚀

When I was 19, I accidentally built my first SaaS while learning how to code. It was a simple email scraper that pulled leads from Instagram.

It wasn’t perfect. It broke often. But it worked well enough to catch the attention of some top cold email communities.

I didn’t know much about marketing or product scaling. So I started talking to users, wrote every single email, and patched things together late at night.

Over time, I built GrowMeOrganic. Then came SendMails. Then WhatChimp.

Now, I’m building GrowthToolkit. A prospecting platform focused on speed, accuracy, and verified contact data that actually works when it matters.

Built for people who want results without getting slowed down.

Backed by a team that believes in moving fast, staying curious, and solving problems that others avoid.

💌 Anant Gupta

AGI for Vibe Coding 

Not really, but I am getting closer to it…

I was frustrated with AI turning passive after five or ten minutes and asking me to “run this” or “check that.”

So I stopped treating AI like a code generator and started treating it like an engineer with tools.

I built an internal system where AI has full operational control over the project.

First, I created a remote browser control, similar to Puppeteer or Selenium, but without requiring any installation.

The AI can take over a real user session in my app, interact with the UI, trigger flows, capture screenshots, and send those screenshots back to my local project. 

Claude can read them and understand exactly what’s happening in the browser.

On top of that, I built a lightweight Sentry-like system, so the AI can inspect logs whenever something breaks instead of guessing.

If needed, it can also run JavaScript directly inside the browser, inspect network requests, analyze APIs, and even check the database.

If nothing is clear from logs or APIs, it can always fall back to screenshots or direct file inspection.

So the AI has visibility across:
	•	Browser state
	•	Frontend behavior
	•	Backend logs
	•	APIs
	•	Database
	•	Project files

This allows it to code and test end-to-end autonomously, without stopping every few minutes.

The final missing piece was memory.

So I added structured documentation using MD files, plus my own short-term and long-term memory layer. 

This extends the effective context window and lets the AI retain what it learned across modules and dependencies.

Because of this, when the AI switches context; say from one module to another, it already understands the historical decisions, dependencies, and intent.

The result is an AI system that behaves less like a chat model and more like a senior engineer:
observe → inspect → reason → test → fix → remember → continue.

Why this is different from “autonomous agents”

Most “AI agents”:

	•	Still rely on humans to execute
	•	Simulate environments
	•	Die when context is lost

My system:

	•	Operates on real infrastructure
	•	Has feedback loops
	•	Has memory
	•	Has tools + authority

That’s the difference between automation and agency.

CEO @ GrowthToolkit.io | 🏆#1 Platform to Find Accurate Email & Phone Numbers of Decision Makers from any Company | Sign Up for FREE!

graphical user interface, text, application, email

Seraj Ahmed

Solving Talent Acquisition Challenges for HR Leaders | Find Top Talent with Ease | Let's Connect!

As Head of Growth at Infinium Associates, I've learned that transformative hiring isn't just about matching skills—it's about understanding how talent drives business evolution across borders and industries.

𝗧𝗵𝗲 𝗜𝗻𝗳𝗶𝗻𝗶𝘂𝗺 𝗜𝗺𝗽𝗮𝗰𝘁:
12,000+ successful placements across leadership, technical & executive roles
Strategic presence in UAE, KSA & India with partner offices in Nepal,Uganda,South Africa,Bangladesh,Sri Lanka,Pakistan,Myanmar and Egypt
Trusted by industry leaders in Aviation, Oil & Gas, Construction,Facilities, Manufacturing, Automotive & Technology

𝗪𝗵𝘆 𝗚𝗹𝗼𝗯𝗮𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗧𝗿𝘂𝘀𝘁 𝗨𝘀:
✓ Multi-Region Expertise: Deep networks across MENA, Europe & South Asia
✓ Industry-Specific Solutions: Tailored approaches for each sector's unique demands
✓ End-to-End Talent Solutions: From executive search to volume hiring
✓ Cross-Border Excellence: Navigate complex international hiring with ease

𝗢𝘂𝗿 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗙𝗼𝗰𝘂𝘀:
Aviation & Aerospace
Oil & Gas
Construction & Infrastructure
Manufacturing & Automotive
Maritime & Supply Chain
Facilities Management & Hospitality
Technology,Telecom & Digital Transformation

𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀:
→ C-Suite & Executive Leadership
→ Technical & Engineering Talent
→ Project-Based Volume Hiring
→ Cross-Border Talent Solutions
→ Outsourcing Partnerships

𝗔𝗿𝗲 𝘆𝗼𝘂:
Expanding your operations across Middle East, North Africa and India?
Looking to tap into global talent pools?
Need a strategic partner for complex hiring initiatives?

I share weekly insights on global talent trends, cross-border hiring strategies, and industry-specific recruitment solutions. Let's connect and explore how we can support your organization's growth journey.

📞 Direct: +971569518801
📧 seraj@infiniumassociates.com

Head of Growth

Pioneering Global Expansion Through Strategic Talent Acquisition

As the Head of Growth at Infinium Associates, I not only connect exceptional talent with global opportunities but also play a crucial role in the strategic expansion of our organization.My vision is to extend Infinium's footprint across new markets, leveraging my extensive network  to establish us as a key player in international talent solutions space.

My Areas of Expertise:
Strategic Executive Talent Sourcing:Specializing in identifying transformative leaders, I ensure that each executive placement contributes to both our clients' success and Infinium's growth.

Bespoke RPO Solutions: Crafting recruitment processes that are tailored to diverse business needs, aligning talent strategies with organizational expansion goals.

Global Talent Market Expertise:My deep understanding of various international markets empowers me to navigate and capitalize on global talent trends effectively.

Cultural Integration Focus:Emphasizing  the importance of cultural fit, ensuring that new hires not only contribute to but also enhance the organizational culture, crucial for our global expansion.

Innovative Recruitment for Global Reach: Utilizing agile and forward-thinking recruitment methodologies, I am dedicated to attracting top-tier professionals worldwide, aligning with our mission of  expansion.

My Commitment:
In my  role, I am committed to identifying and securing strategic talent that not only fills key positions but also propels organziational growth. 

My expertise spans across Executive Search, Headhunting, Diversity Recruitment, Talent Scouting, Recruiting, Talent Management, Start-up Consulting, Hiring Strategies, Career Management, and Leadership Hiring.

Interested in how strategic talent acquisition can drive business growth? Let's connect and explore innovative solutions for your organization

"The Monday Morning Move That Got 3 Interviews by Tuesday
While 500 applied online and waited... 3 people landed interviews.

The Play:
Step 1: The Search (10 minutes)
LinkedIn search: "[Your job title] hiring now Dubai" Filter: Posts + Most Recent
You'll see hiring managers posting today.

Step 2: Quick Research (30 seconds)
Read their last 2 posts. Find one thing to reference.

Step 3: The Message
"Hi [Name],
Saw your [role/post] this morning.
[One line about their company/post]
5 years Dubai [your field]. Recently [achievement + number].
Worth 15 minutes?
[Your number]"

Why It Works:
→ You're 1 of 5 who messaged vs 500 who applied 
→ You showed you read their content 
→ You led with value 
→ You made it easy

Last Week:
Candidate A: Messaged 8 hiring managers Monday 
→ 3 responses Tuesday 
→ 2 interviews scheduled 
→ 1 offer Friday
Candidate B: Applied to 50 jobs → Zero responses
Monday Reality:
Most apply to 20 jobs today. Smart ones message 5 hiring managers.
Guess who gets callbacks?

Your Monday Challenge:
Before lunch: 
→ Find 5 hiring managers 
→ Send 5 messages 
→ Track responses
Do this every Monday for 4 weeks. One week changes everything
#MondayJobSearch #UAEJobs #DubaiCareers

Solving Leadership & Project Talent Challenges | Cross-Border Bulk Talent & Executive Search Expert | Powering Project Scale-Ups Across Middle East, India & Beyond

The Roles You're Searching For? We're filling them this week
Hiring momentum isn't slowing down — it's accelerating

Here's what's moving across UAE, Qatar, and KSA right now at Infinium Associates:
🎯 Manager – Trade Finance | Dubai Set up & scale international trading operations | Full P&L ownership | 8-10 years exp, 4-5 years UAE trading mandatory | Renewable energy sector
🎯 Finance & Administrative Assistant to CMD | UAE Executive support to leadership | Banking coordination & board meeting management | High confidentiality & governance focus
🎯 Sales Manager – Microsoft Solutions | Doha, Qatar 8+ years experience | Qatar market expertise | Full-time, office-based
🎯 QATAR OFFSHORE & EPC OIL & GAS 
→ Welding Engineer (IWE – IIW Certified) 
→ E/I/T Inspection Engineer (Umbilical Experience) → Subsea Inspection Engineer 
→ Pipeline Inspection Engineer Offshore/EPC Oil & Gas experience | Subsea, Pipeline or Umbilical exposure | International standards knowledge | Nationality preference: Pakistan, Philippines, India
🎯 Area Sales Manager – FMCG | KSA 5+ years regional sales exposure | Strong FMCG background
🎯 Area Sales Manager – FMCG | Dubai 5+ years UAE/GCC sales experience | FMCG sector expertise
🎯 Document Controller | Dubai Leading electromechanical company | 3+ years UAE admin/document control experience | Strong MS Office & organizational skills
Meanwhile:
Our bulk hiring campaigns are ramping up across Construction, Logistics, MEP, and Soft Services — sourcing from India, Nepal & Africa.
Exploring your next move? Scaling teams this quarter?
Don't wait. The market moves faster than you think
#UAEJobs #QatarJobs #KSAJobs #OffshoreOilGas #MiddleEastCareers #HiringNow #InfiniumAssociates

Week 4 of 2026.The resolutions died.The goals faded.But the opportunity?Still wide open
Let's be real about where we are:
January 26th
Most new year momentum? Gone
Career goals? "I'll start next month." 
Job search energy? Fading fast.
Here's what happens in Week 4:
→ 85% of people who started strong already quit 
→ Job seekers discouraged after 100+ applications 
→ Companies still "finalizing Q1 budgets" 
→ The energy disappeared
But here's the truth:
Week 4 is when the real opportunities emerge.

For Job Seekers:
You're now competing with 85% fewer people. The ones still applying in Week 4? They land interviews in Week 6.
Persistence isn't exciting. It's just effective.

For Employers:
Candidates still searching in Week 4 aren't desperate. They're disciplined.
The January Pattern:
Week 1: Everyone's motivated 
Week 2: Reality hits 
Week 3: Energy drops 
Week 4: Most quit ← You are here 
Week 5: The persistent ones win

What Separates Winners:
→Not talent
→Not luck
→Just showing up in Week 4 when everyone else stopped.

Are you still trying?
If yes - you're ahead of 85% who quit. If no - there's still 48 weeks to make it count.
2026 Won't Be won by who started strong. It'll be won by who kept going When It Got Hard.
What's one thing you're committing to this week?
#Week4 #MondayMotivation #Persistence #StillHere #2026Goals
P.S-Captured last night on Dubai Creek -the city never stops moving, neither should we

First Working Week of 2026: Here's what changed while you were on holiday
Dubai's back from the long weekend. So is the hiring panic.

What landed since January 2nd:
→ "We need a CFO by end of January" (been searching since October) 
→ "Find us 10 engineers in 3 weeks" (project just approved) 
→ "Competitor poached our top performer" (now it's urgent)

Welcome to Q1 in UAE.
The Pattern:
December: Planning headcount 
January: Everything's suddenly urgent
Companies who planned in November? Already interviewing. 
Companies who waited? Fighting for same talent pool.
What Happened During Your Break:

While you finalized budgets, candidates were: 
→ Accepting competitor offers 
→ Getting promoted internally 
→ Relocating for better opportunities

The Reality:
Your "January hire" needed November recruitment.
Post now + interview + negotiate + visa = March start date.

What Actually Works in 2026:
→ Direct outreach to passive talent 
→ 48-72 hour feedback loops (not 4 weeks) 
→ Competitive offers, no games 
→ Fast decisions

The Truth:
Speed is your only advantage.
While you "circle back next week," competitors make offers today
Top talent evaluates 2-3 opportunities simultaneously. Decision timeline: 7-10 days.
Move fast or watch them accept elsewhere.
Here's to better hiring decisions in 2026, not just more job posts.

What's your biggest Q1 hiring challenge?
#2026Hiring #UAERecruitment #Q1Priorities

Your 250-person team just became 110 in 90 days
And you're about to pay for another mobilization cycle

Workers now check your company on social media before accepting offers. They compare your package against Russia, Malaysia,Qatar, KSA and other markets in WhatsApp groups. They see your actual accommodation on TikTok. Read reviews from workers who left.
If your package doesn't add up? They choose the other offer.

Two companies. Same 250 workers needed:
Company A: Market rates + transparent perks + real facility photos + proper onboarding
→ 87-92% retention. Workers refer friends

Company B: 2023 rates + vague promises + rushed onboarding
→ 31-45% retention. Bad reviews. Harder fills every cycle.
Both fill in 25-35 days.
One rebuilds once a year. The other every 90 days.

What's working:
→ Nepal reopened—move fast
→ India—premium skills, premium pricing
→ Africa—cost advantage IF onboarding delivers
→ Russia/Malaysia—pulling workers with better packages
Bottom line:
Workers aren't desperate. They're more informed.
Your reputation is your pipeline now.
Transparency about salary, facilities, and perks = fast fills + strong retention.
Vague promises + outdated rates = constant rebuilding + bad reviews.
One unhappy worker tells 50 people back home.

Struggling with retention or longer fill times?
Let's benchmark your package against current market rates
DM me—I'll share what's actually working right now.
#UAEHiring #BulkRecruitment #TalentRetention

What a privilege it is to be able to wake up and try again.

For job seekers two weeks in:
Yesterday's rejection? Data
Today's application? Fresh shot

For business leaders:
Last year's miss? Lesson
This year? Refined strategy

The real privilege:
Not that we succeed every time
But that we get another chance every time

Another call
Another candidate
Another strategy
Another day to build

Most quit after the first setback
Winners just keep showing up.

January 15th. Still 350 days to make 2026 count.

Don't waste the privilege

"Later" is the most expensive word in business
In recruitment, I see this every day:
"We'll start hiring after budget approval" → Later, your competitor hired the talent you needed

"Let's revisit this role next month" → Later, the candidate accepted another offer
"I'll follow up tomorrow" → Later, they signed with someone who called today

The truth:
Later, the coffee gets cold. Later, the opportunity closes. Later, you regret not acting when you had the chance.

Here's what I've learned:
Every successful hire started with immediate action. Every failed search started with "let's think about it."
Speed isn't reckless. It's decisive.

Week 2 of 2026
What are you acting on this week that you've been postponing?
#MondayMotivation #TakeAction #NoRegrets

taplio

The Battle

💌 Anant Gupta

Seraj Ahmed

Followers

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Performance Score💌 Anant Gupta's LinkedIn Performance

Performance ScoreSeraj Ahmed's LinkedIn Performance

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taplio

The Battle

💌 Anant Gupta

Seraj Ahmed

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);}💌 Anant Gupta's LinkedIn Performance

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Performance Score💌 Anant Gupta's LinkedIn Performance