EMPA - Data & Management Consulting

Senior Consultant

KPMG

As a specialist at KPMG, I advance AI innovations in taxation, develop MVPs through Design Thinking, and strategically lead prototype development for future-oriented solutions.

Specialist

DatafabriQ

As CTO at DatafabriQ, I led the technological direction, built the backend MVP, and coordinated an external team for rapid frontend development.

Chief Technology Officer

cognaize

As a Data Scientist at cognaize, I shaped the technology by developing advanced ML models in Python and enhanced the platform for effective extraction of information from unstructured data.

Data Scientist

ZDF Digital Medienproduktion GmbH

As a working student Data Scientist at ZDF Digital, I significantly contributed to the company's success by developing Machine Learning algorithms for recommendation systems and Computer Vision projects.

TechQuartier

As a Backend Developer, I realized an event-carpooling platform, significantly contributing to its success and third-place finish in a start-up competition by establishing a seamless backend infrastructure and integrating it via REST-API.

TechTalent

Johannes Gutenberg-University Mainz

As a Research Student Assistant in the EUFOOT project, I analyzed the impact of international football events on European identity and presented the findings through an R-Shiny app I developed.

Research Assistnat

Knatsch.com

As a Mediator at Knatsch.com, I facilitated a more harmonious collaboration between parties through effective conflict resolution and open communication.

Mediator

Unstructured data is everywhere—hiding in emails, buried in SharePoint, scattered across OneDrive. Without the right approach, it remains just that: unstructured, unoptimized, and underutilized. 

I help businesses unlock the hidden value in their unstructured data by applying proven strategies for metadata management, automation, and governance. My expertise lies in making sense of vast amounts of information — turning chaos into clarity, risk into compliance, and data into insight.

With a strong focus on OneDrive, SharePoint, and Exchange metadata, I work with organizations to:
→ Classify, tag, and structure unstructured data for better findability and compliance.
→ Enhance governance & security, ensuring sensitive information is properly managed.
→ Extract actionable insights, empowering businesses to make data-driven decisions.

If your organization is struggling with unstructured data management, let’s connect. I’d love to discuss how we can turn your data into a strategic asset.

Yannik Suhre

At ADCP, my expertise in landlord relations and new business development has been pivotal in steering our team towards innovative solutions and sustainable growth. We have excelled in managing stakeholder relationships and optimizing revenue streams, all while upholding the Department of Finance's stringent policies. My approach to leadership is marked by strategic vision and a commitment to operational efficiency, which has been instrumental in delivering service excellence.

My recent role with Abu Dhabi Commercial Bank as a Senior Branch Manager solidified my ability in fostering a sales and service culture that met and surpassed financial targets. Collaborating with a team of over 20 members, we achieved significant success in customer acquisition and retention. My mission is to continue creating value through effective management processes and a continuous pursuit of excellence in the dynamic landscape of real estate and financial services.

Ali Al Samahi

Most people fail on LinkedIn before they even start.

(And they have no idea why.)

They post and wait for magic.

The brutal truth: posting isn’t enough.

Engagement is the real growth hack.

The real game-changer? You don’t need more content—you need more conversations.

We’ve all been there—posting and hoping, only to hear crickets.

It’s time to stop hoping and start winning on LinkedIn.

What’s the biggest LinkedIn challenge you’re facing right now?

undefined undefined

Director of Leasing

Retail Business Consultant

Senior Manager-Landlord relations

Senior Branch manager-Alhosn & ADIA Br.

Head of Administration and support services

Director of Leasing @ Shurooq | Project Management Institute, PMP

English

LinkedIn growth isn’t about posting more.

(It’s about conversations that convert.)

The brutal truth? Posting isn’t enough.

Engagement is the real growth hack.

The real game-changer? You don’t need more content—you need more conversations.

We’ve all posted and hoped, only to hear crickets.

It’s common to feel invisible in a crowded feed.

The antidote is simple: show up for others, start conversations, and be helpful.

It’s time to stop hoping and start winning on LinkedIn.

What’s the biggest LinkedIn challenge you’re facing right now?

💡 88% of employees use AI at work, but only 5% are using it to actually transform what they do. That’s a huge wasted opportunity—potentially missing out on 40% productivity gains!

🔥 Think of AI rollout like giving everyone an electric bike... but only a few people figure out how to shift gears. Most are stuck in first, sweating away, while the road to real value zooms by.

🚀 The winner in 2026 won’t be who spent the most on AI tools—it’ll be who actually rethinks how people, culture, and tech work together.

So what can leaders do right now?

✅ Create psychological safety: Teams must feel safe to experiment, make mistakes, and speak up.

✅ Invest in real upskilling: Training and mentorship turn basic users into true AI power players.

✅ Make AI meaningful: Show how these tools free up time for creative and high-impact work, not just more busywork.

➤ Remember: AI transformation isn’t a one-and-done project. It’s a continuous, human-first journey.

Too many companies drop in new tech, skip the people part, and wonder why nothing changes.

Bold claim: The companies that tie AI adoption to culture, learning, and human motivation will eat everyone else’s lunch this decade.

Are you building a culture where people feel excited to try, fail, learn—and actually use AI to reimagine work? Or just ticking the “AI initiative” box?

Markets wobble, people panic, your team's future is unclear.  
Most leaders double down on certainty — it fails.  
I tried something few leaders admit using.  
You'll keep talent and move faster during chaos.

✅ Stability is predictable rhythms.
👉 Fix meeting rhythms, not decisions.
👉 People crave cadence, not predictions.
👉 Use routines to lower daily anxiety.

✅ Small bets beat big plans now.
👉 Run two-week pilots.
👉 Capture one clear metric per pilot.
👉 Share what changed because of experiments.

✅ Transparency beats empty reassurance.
👉 Share constraints openly.
👉 Explain which variables change decisions.
👉 Invite questions, then act on answers.

✅ Speed matters more than perfection.
👉 Set 48-hour decision windows.
👉 Lock scope, not outcomes.
👉 Revisit choices weekly.

✅ Empower leaders closest to problems.
👉 Push authority to the front lines.
👉 Give intent, not step-by-step scripts.
👉 Measure outcomes, not effort.

✅ Emotions are early warning systems.
👉 Listen for tone shifts in 1:1s.
👉 Run brief pulse checks.
👉 Coach managers to notice subtle changes.

✅ Use AI to multiply human judgment.
👉 Automate routine analysis quickly.
👉 Present options instead of single answers.
👉 Free humans to add context and courage.

Leadership in uncertainty is designing the right constraints.  
Which constraint will you add this week?

Team managers think culture’s soft. Culture eats metrics for breakfast. So many slip on values without noticing. I’ll show you grounded moves that shift culture and performance together.  

✅ Spot misalignment early  
👉 Hold weekly 15-minute check-ins focused on values, not results  
👉 Flag when someone’s success clashes with team norms  
👉 Fix small breaches fast—each ignored gap multiplies  

✅ Document shared expectations  
👉 Create a one-pager of 5 core behaviors everyone signs off on  
👉 Review it in onboarding and quarterly team retrospectives  
👉 Your team debates it—so expectations feel lived, not mandated  

✅ Teach through example  
👉 As manager, admit mistakes in public, correct course transparently  
👉 Share how you decide—don’t hide the uncertainty or process  
👉 Others start mirroring real humility and accountable behavior  

✅ Give feedback that shapes right behavior  
👉 Drop feedback within 24 hours tied to the documented expectations  
👉 Say exactly what was done, why it violated a norm, how to improve  
👉 Over time people adjust instinctively, less handholding needed  

✅ Recognize culture in achievements  
👉 Celebrate wins that show values—not just results  
👉 Public shout-outs for teamwork, curiosity, process wins  
👉 Culture becomes part of performance criteria  

✅ Remove blockers to consistency  
👉 Spot tools, rules, or routines that reward wrong behavior  
👉 Cut or redesign them even if they worked in the past  
👉 Keeps culture lean and aligned, not full of loopholes  

Trust culture enforcement isn’t soft—it’s your work’s foundation.  
What’s one value you’ll enforce differently this week?

No alternative text description for this image

🔥 Think AI is coming for your job? The real threat might be a coworker who masters AI faster than you do.

💡 History repeats: When new technology shows up, jobs don’t vanish—they evolve. Remember "Hidden Figures"? The heroes weren’t replaced by machines—they leveled up, combining tech with their judgment.

🚀 AI can automate, analyze, and move at lightning speed. But only humans bring context, critical thinking, and empathy—the secret sauce for real impact at work.

So, what should you actually do about workplace AI?

✅ See your employer’s request to help implement AI as a compliment—they want YOUR expertise, not a replacement.

✅ Don’t stand still. Learn the tools, ask tough questions, spot the output’s flaws. Being the “AI + human intelligence” person makes you indispensable.

➤ Your biggest risk? Waiting on the sidelines while others get ahead.

We’re not headed for “AI vs. humans.” The winners combine machine efficiency with human magic.

💡 Are you investing in the skills tech CAN’T automate—or are you hoping to keep doing things the old way? 

Let’s chat—how are you preparing for AI at work?

Intro promise
A small rewrite that makes your hooks hit faster and your writing clearer, so you write less to get more.

Before and After: two versions to compare

Before
Hook: This post explains how to write better.
Body: We discuss clarity, brevity, and structure, with several tips and examples. If you follow them, you should be able to improve your writing speed and clarity, but it may take some time to apply all the ideas.
CTA: Read on to learn more about these techniques.

After
Hook: Product managers who move fast need faster decisions. This one line earns replies in seconds.
Body: The hook starts with the reader’s role, names a real pain they feel, and promises a concrete benefit in plain language. Sentences stay short, jargon is avoided, and the path to action is obvious. This is a simple, repeatable structure you can apply to any post or outreach.
CTA: Reply yes to get the 3-step hook template.

Why the change works
- Directly addresses the reader by name or role, which grabs attention and signals relevance.
- States a concrete pain or need, reducing cognitive load and making the value obvious.
- Uses short, simple sentences that are easy to skim and understand quickly.
- Ends with a single, clear CTA that requires minimal effort, increasing the likelihood of a response.

Suggest you apply it
- Identify your ICP or the exact reader you’re writing for.
- Write a one-liner hook that names their role and a real pain, followed by a tangible benefit.
- Replace general words with specific, concrete terms your ICP will recognize.
- End with one simple action you want them to take, not multiple options.

P.S. Try this small switch on your next opener: turn a generic hook like “This post explains how to write better” into a targeted hook like “Product managers who move fast need faster decisions. This one line earns replies in seconds.” Then test the response rate and keep the version that performs better.

CTA
If you want a ready-to-use template, reply with yes and I’ll send you a 3-step hook you can copy, adapt, and test in minutes.

We burned $300k and still failed.  
Board meetings turned into blame sessions.  
Every metric looked fine on paper.  
I'll show exact post‑mortem steps to fix failure.

✅ Fix the post-mortem  
👉 Write a one-page timeline of decisions  
👉 Note assumptions and signals you ignored  
👉 Assign one owner to track required fixes

✅ Kill the vanity metrics  
👉 Map which metrics actually link to revenue  
👉 Remove dashboards that hide churn and noise  
👉 Replace them with one leading KPI to move

✅ Talk to the escaping customers  
👉 Call five churned customers this week  
👉 Ask the single trigger that made them leave  
👉 Offer a small fix and measure uptake

✅ Freeze new features  
👉 Stop feature work until hypotheses exist  
👉 Use the time to fix onboarding and bugs  
👉 Ship one small experiment every two weeks

✅ Reallocate budget to experiments  
👉 Cut unvalidated spend by thirty percent  
👉 Fund rapid A/B tests and pilots  
👉 Cap spend per test and measure ROI

✅ Change hiring and roles  
👉 Move engineers to customer‑facing fixes now  
👉 Assign one analytics owner to instrument product  
👉 Reward people who close feedback loops

✅ Share the lessons publicly  
👉 Send a short team note each month  
👉 Publish failures and fixes for transparency  
👉 Use external feedback to sharpen the next test

Fixing failure demands small, ruthless experiments.  
Which of these will you test this week?

🔥 In 2026, your degree might matter less than your ability to master AI on the fly.

🚀 The hiring game has changed—think less "years in the role," more "can you learn, adapt, and leverage new tech faster than the competition?"

💡 Imagine recruitment like top-level sports drafts. It’s not about who’s played the longest; it’s about who has the agility, mindset, and digital chops to win tomorrow’s game.

Here’s what’s shaking up talent acquisition:

✅ Skills and learning agility now outweigh years of experience or fancy diplomas.
✅ AI-readiness isn’t a bonus—it’s the baseline. Companies want people who can partner with AI, not just coexist.
✅ Internal mobility is hot. Promoting and reskilling from within helps teams move at AI speed.
✅ Flexibility rules. Think remote, hybrid, and project-based work—all designed around results, not clock-punching.

➤ If you’re managing teams or thinking about your own growth, start focusing on:
- Building real-world problem-solving skills with AI
- Embracing ongoing learning, not just what you “already know”

Hiring is now more about mindset and adaptability than ticking boxes.

Are you and your organization ready for this new era, or still hiring like it’s 2016?

Most people tank on LinkedIn before they even post.

(And they have no idea why.)

The brutal truth? Posting alone won’t build a pipeline - conversations do.

The real game-changer? You don’t need more content - you need more conversations.

We’ve all posted and felt the feed go quiet.

It’s time to stop hoping and start winning on LinkedIn.

What’s the biggest LinkedIn challenge you’re facing right now?

taplio

The Battle

Yannik Suhre

Ali Al Samahi

Followers

Posts

Engagements

Likes

Performance ScoreAli Al Samahi's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Yannik Suhre

Ali Al Samahi

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);}Ali Al Samahi's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreAli Al Samahi's LinkedIn Performance