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c-level, sourcing, technology
For the last 2 years I have successfully placed lots of C-level candidates for many e-commerce & technology startups in the Middle East.

CEO, COO, CMO, CTO, CIO, CXO you name it, if it starts with a C & ends in an O we have requests for employers looking for them. Companies are always on the lookout for their next superstar to give them an edge ahead of the competition and we are well placed to provide you the heads up on new opportunities.

The important part of the early interview stage is to make sure you stand out. No matter how good somebody’s resume is it all comes down to the interview experience. How you as a candidate present yourself & communicate can win or lose an interview.

Based on my experience, to position yourself for an upcoming C-level opportunity, here are some helpful tips:

Accept challenges

You have to be willing to take on new responsibilities, especially the ones, that nobody is prepared to do. If you want to get a c-level role within e-commerce be prepared to get your hands dirty.

Be contextually relevant

You need to have the right skills for the company. Just because you are technically the right fit doesn’t mean you have the right contextual experience. Be realistic about your potential opportunities and consider your options.

Be prepared to move laterally

You may have to move sideways before you move up. Not everything will be exactly how you want it to be. Look at the bigger opportunity, not the immediate quick fix.

Demonstrate your impact

An employer needs to have confidence in you. The only way for the employer to have faith, trust and confidence in you is for you to demonstrate your impact with real life examples or case studies.

Understand the importance of cultural fit

If you are not in line with the company’s culture, the chance is high that you won’t be selected for upcoming c-level positions

Be prepared to make tough decisions

You will have to make difficult decisions under pressure parallel to gaining and maintaining the respect of the team. Top C-Suite executives are often characterized as being assertive, efficient & proactive.

In a nutshell, be prepared to compromise, be able to back yourself up, look for roles that are relevant for your experience and don’t be afraid of the dirty work. With this in mind and if you are willing to go that extra mile, then for sure there is an employer eager to meet you and so would I!

Tech savvy candidates are in higher demand than ever. What’s the right move for you?

2018 has gotten off to a flying start when it comes to Digital and Tech employment opportunities. Technology hires are booming throughout the Middle East, and especially the UAE, are leading the push to prepare themselves for the future.

Seasoned companies are implementing Digital Transformation projects at a pace never seen before. Startups are blossoming at an accelerated rate, setting new trends and offering a fresh choice of opportunity for tech thirsty candidates. It’s exciting times all around for both employers and employees.

That being said, meeting your own expectations, can be daunting for both parties, if you don’t know what you truly are looking for.

As an employer you may be thinking; who? What are the latest skills and trends we need to be looking for to keep us ahead of the game? How can we attract the best talent and how do we keep them engaged and motivated at our company?

As a tech candidate seeking a fresh challenge, I recommend you put some serious consideration into the following and prioritize what’s most important to you.

In no particular order;

New Tech: What new skills can I learn if I change jobs? What am I truly passionate about and will the new company provide me opportunity to better myself?

Job satisfaction: What type of projects excite me? Where will I be able to utilize my full skillset and keep myself motivated and eager to get out of bed in the morning and head to work?

Work – Life – Balance: What type of company culture and environment brings the best out in me? A startup might bring quicker career advancement and financial rewards, than my current role, but may well require more work effort and dedication. Do I truly have the time and heart to commit myself?

Remuneration: How important is a salary increase compared to job Satisfaction or a better Work – Life – Balance?

Title: Does the job title matter to my long-term career goals?

These are all valid questions, which we all have different answers to depending on circumstances. Once you have figured out what truly matters to you, the hunt can begin.

If you decide to engage a recruitment company in your search, make sure to clarify these points to them. Being upfront about your expectations, not only saves all parties time and but also heightens the chance of matching you with that dream job.

If you don’t know the answers or simply aren’t sure which direction to go, drop us a line at Searchie & Searchie or come in for a chat. We’ll figure it out together.

4th industrial revolution, future, technology

We are standing on a precipice. 

We should not be surprised by the rate at which we are being engulfed by the 4th industrial revolution. Since the internet, adoption of new technology has progressed at an ever increasing pace. It took the telephone 75 year to reach 50 million users, the radio 38 years, the internet 4 years and angry birds 35…days. 

But with such accelerated adoption is technology outpacing human ability to process and adapt? There should be no doubt that this fast paced innovation has left legislators and law makers behind, that we are only now engaging in a public conversation regarding the dangerous of autonomous weapons (despite it being raised by leaders in AI in the late 80s) is an example of our human tendency to believe that the impending changes are not our challenges to face. This attitude is no longer appropriate and applies to more than just law makers.

The ubiquity of technology in our day to day lives means that we are all touched by this paradigm shifts. Recruitment is no exception.

The explosion in artificial intelligence, it’s ability to identify patterns, behaviors and trends is unparalleled by human beings. But one thing that AI is not, is unbiased. 

There are various new technologies in the recruitment space which aim to leverage machine learning, behavioral analysis and AI. Our hands on experience using IBMs Watson computer to analyze interview behavior leads us to believe that while there are obvious advantages to AI in recruitment (an ability to use interview behavior to estimate a candidate’s propensity to join/stay to a degree of confidence etc), the recruitment sector could be overcome by increased bias in the work place. This opinion is based on the fundamentals of AI. A set of training data is required by an AI in order for it to learn. The machine learning process is critical to ensuring the output is effective. If the historical data demonstrates a preference, the machine will give candidates with those traits priority.

With the rise of 3D printing, an increase in robots in the workplace, the automation of repetitive tasks and the increase in autonomous vehicles the blue color economy is under threat. This threat could manifest as a large increase in unemployment. At the same time we are experiencing another change encouraged by the 4th industrialrevolution, the freelance economy. In the US alone it is estimated that the free lance industry accounts for 34% of the national workforce and contributes $715 Bn per annum. 

This change in employment norms will impact the financial sector, the health category, the insurance markets and of course the hiring process.

With this in mind, it should be considered that a hiring strategy which affords too much value to the information produced by AI may lead to unforeseen consequences if not used in conjunction with human skills which cannot be emulated by a machine. The hiring of FTEs may no longer be necessary in all capacities allowing employers to reduce their headcount and talent will become more expensive as it competes with itself in a free, auction based, market.