Kelly's career journey from corporate to startup reveals the challenges and rewards of transitioning between different business environments and the importance of adaptability in professional growth.

We discuss the importance of empathy in the relocation process for employees moving to a new region, highlighting the need for supportive practices to ease their transition.

Kelly shares the challenges of working with founders in a startup environment, emphasizing the necessity of understanding the founder's mindset to foster effective collaboration.

We explore the pivotal role of HR in bridging the gap between founders and employees, and the critical importance of a Chief People Officer (CPO) in early-stage startups.

We highlight the role of people and culture leadership in preventing mistakes and enabling business growth, underscoring the impact of effective leadership in a company's success.

Kelly addresses the challenges and crucial elements of scaling a business, including the necessity of having the right people in critical roles to support expansion.

We discuss the impact of the people and culture leader in preventing mistakes, building capability, and creating a career development structure within the organization.

The discussion delves into the dynamics of relationships, self-reflection, and the critical elements of successful recruitment in businesses, providing insights into effective talent management strategies.

Jennifer's diverse career journey, spanning marketing, communications, HR, and coaching, highlights the value of unconventional paths in professional development.

We elaborate on our advocacy for broadening diversity and inclusion efforts, especially regarding disability inclusion, recognizing their transformative impact on organizational culture and success.

Jennifer takes us through her experience and reflects on the challenges women face re-entering the workforce after a career break, emphasizing the significance of supportive initiatives like "returnships" to combat biases and foster inclusivity.

Throughout the conversation, we underscore the transformative potential of coaching and mentorship in unlocking individual and organizational success, advocating for a proactive approach to seeking support.

We highlight the critical aspects of talent acquisition and leadership development, emphasizing the need for respect, communication, and professionalism in recruitment processes.

Furthermore, the conversation explores the rise of freelancing in talent acquisition, advocating for a more holistic approach that values candidates as individuals and invests in building long-term relationships.

• Finding quality mentors in the startup ecosystem is challenging, and Abe emphasizes the need for diverse mentorship experiences. 
• Money isn't the ultimate solution for startups; Abe stresses the importance of access to the right investors, drawing from his experience.
• There's a misconception surrounding fundraising timelines, and Abe discusses the need for more angel investors to support early-stage ventures.
• Founders often struggle to relinquish control, leading to biases in hiring, particularly among industry expert founders, we observe.
• Bad hires come at a high cost, warns Abe, urging founders to avoid candidates seeking corporate-level compensation and instead adopt a nuanced approach to recruitment.
• Technical founders may overlook foundational elements like finance and legal compliance, our conversation highlights the need for a balanced approach to business management.
• Culture is vital for startup success, and we explore our advocacy for hiring marathon runners committed to long-term growth rather than short-term gains.

• Sofia shares her preference for dynamic startups over slower-paced corporate environments, drawing from her experience in recruitment and talent acquisition in both settings

• We emphasize on understanding reasons behind hiring decisions, particularly crucial in startups, and advocating for clarity and strategic planning in recruitment.

• Advocacy for quality over quantity in recruitment, prioritizing alignment of values between employers and candidates and the importance of aligning values and goals within teams for success.

• Recognition of the critical role of ethical recruitment practices in long-term business success and reputation.

• The conversation emphasizes self-awareness, integrity, and respectful communication in recruitment, as well as fostering personal and professional growth through coaching or mentoring

• We discuss the trainability of emotional intelligence as a valuable skill in the workforce, separate from personality traits, emphasizing its importance in professional development

• Sofia emphasizes understanding and managing emotions, fostering self-awareness and empathy, crucial for effective leadership and relationships

On today’s episode, we are joined by Asim Janjua, Founder and CSO of Mamo Pay

•Asim takes us through the journey of Mamo Pay, a UAE based payments startup, sharing insights into their journey and unique offerings in the fintech space.

•The conversation highlights the challenges faced by businesses in the region, including delayed invoice payments and the role of technology, especially Mamo's automation capabilities.

•The importance of the human element in business is a recurring theme, covering talent acquisition, leadership values, and personal growth.

•We discuss recruitment strategies, including behavioral questions and cultural interviews, along with the need for individuals who contribute to positive company culture.

•The significance of handling employee exits with respect, and fostering empathy is emphasized.

•We address a founders' responsibility to balance revenue generation with genuine connections and the negative impact of mistreating employees.

•The conversation advocates for a shift in business narratives towards prioritizing well-being, self-care, and addressing challenges like burnout and mental health in the startup world.

On today’s episode, we're joined by Saif Kidwai, Chief People Officer, who shares his journey:

Saif recounts how he and two friends entered the tech scene, establishing Digital Gurus just before the 2008 financial crisis. Despite challenges, the company thrived and expanded globally.

Reflecting on industry changes, Saif emphasizes the significance of companies owning their brand and internal recruitment processes.

As Chief People Officer at Eyewa, Saif discusses the company's shift to hybrid scaling and the importance of strategic people leadership.

He advocates for data-driven strategies, employee-centric approaches, and adaptive policies for a positive company culture.

Addressing potential downturns, we explore the need for holistic packages, especially in the Middle East, where work culture and mental health practices precede financial rewards.

Saif expresses enthusiasm for an advisory role to bridge organizational gaps. The focus will be on raising awareness about the pivotal role of culture, particularly in the Middle East, and supporting companies in fostering healthy work environments.

On today’s episode, we are joined by Ibtissam Ouassif, Co-Founder and CPO of Cashew Payments.

Ibtissam speaks about her initial career efforts in the financial services industry, focused on partnerships and outreach, which led to the fascination with buy now pay later (BNPL) in fintech. 

She talks about the inspiration behind the launch of Cashew, a pioneering BNPL company in the UAE. Overcoming the regulatory concerns, proving BNPL safety, supported by an open-minded UAE regulatory environment. Despite initial reservations, BNPL gained substantial adoption.

We discussed transitioning from a product-centric to a team-focused mindset, and acknowledged the human side of hiring and managing, emphasizing the importance of creating conducive environments.

We explored the intricate payments infrastructure and proposed a BNPL product to a financial institution, facing challenges due to a credit card-centric focus. 

We discussed personal growth through managing mistakes in a startup, and transitioning from a small to a diverse team, as well as highlighted the challenges and rewards of entrepreneurship. 

Ibtissam advocates for gender-neutral labels, questioning the necessity of specifying gender or race in achievements, and comparing support for female entrepreneurs in the UAE to Western experiences, noting positive initiatives and a more equal representation in private and governmental entities.

On this episode, we are joined by Curtis Schmidt, President and Chief Growth Officer of RAPP, part of the Omnicom Precision Marketing Group. 

Curtis explores the data perception shift from IT silos to cross-departmental value, especially in marketing. Emphasizing understanding clients on a business level, he advocates transparent conversations to add value and avoid unrealistic expectations. 

We cover the topic of how introducing services strategically involves a "crawl, walk, run" progression, acknowledging inevitable challenges. Curtis underscores the role of knowledgeable decision-makers, especially in shared services, and the need for sponsors to drive transformations. 

In leadership, he stresses effective communication, cultural alignment in recruitment, and incentives like ownership stakes, reinforcing transparent communication and a culture focused on substantial value delivery.

Join us for our debut episode featuring Trefor Murphy, a prominent figure in the recruitment industry. Together, we dive into the challenges faced in recruiting and the growing demand for skilled professionals. Trefor stresses the vital role of recruiters with market expertise and cultural alignment. We emphasize the need for transparent communication between clients and recruiters, and the critical focus on talent retention. Trefor highlights the power of a strong corporate culture in attracting and retaining top talent. He calls for a shift in how recruitment partners are perceived, advocating for mutual respect and collaboration. We conclude by underlining the pivotal role of hiring the right individuals in driving business success, regardless of size or industry, and rally for collective efforts to reshape the recruitment landscape.