With over 18 years of recruitment expertise across the Middle East and India, I specialize in senior leadership hiring, high-volume recruitment campaigns, and technical talent acquisition across diverse industries. My approach is results-oriented, grounded in a comprehensive understanding of end-to-end talent acquisition, strategic stakeholder engagement, and recruitment planning.
I am proficient in modern hiring methodologies including assessment centers, psychometric evaluations, online skills testing, and competency-based interviews—bringing both structure and agility to the recruitment lifecycle.
A key achievement includes leading a Lean Six Sigma project for Etihad Airport Services, where I successfully streamlined recruitment processes to enhance efficiency and impact. Passionate about aligning talent strategies with business objectives, I focus on delivering value through data-driven recruitment and continuous process improvement.
What’s a recent professional achievement of yours that you are proud of?
One of my proudest professional achievements this year has been driving the successful implementation of HireVue, an AI-powered video interviewing platform, at First Abu Dhabi Bank (FAB). This initiative marked a significant step forward in our digital transformation journey within Talent Acquisition.
I played a pivotal role in securing the platform for FAB—negotiating commercial terms, aligning stakeholders, and ensuring compliance with InfoSec and central bank regulations. My strategic involvement helped streamline the initial screening process for volume hiring, allowing recruiters to shift focus from manual candidate calls to high-impact activities like headhunting and interviews.
This achievement reflects my commitment to enhancing recruitment efficiency through technology, and my ability to lead cross-functional collaboration across HR, procurement, and vendor management. The platform is now poised to scale across additional business lines in 2026, further supporting our goals in Emiratization, internal mobility, and data-driven hiring
What is your prediction for the future of the TA industry?
The future of Talent Acquisition is being reshaped by a convergence of technology, strategy, and human-centric design. As we move into 2026 and beyond, I believe TA will evolve from a transactional function into a strategic enabler of business growth and workforce agility.
One of the most transformative shifts is the rise of AI-powered platforms like HireVue, which I’ve helped implement at FAB to streamline volume hiring and enhance candidate experience. These tools are not just automating tasks—they’re redefining how we assess, engage, and select talent. But the real opportunity lies in using AI to elevate the recruiter’s role: from process executor to strategic advisor.
We’ll also see a stronger pivot toward skills-based hiring, internal mobility, and personalized candidate journeys. TA leaders will need to build flexible, future-ready strategies that align with evolving business needs, especially as Gen Z and hybrid work models reshape expectations.
Moreover, the TA function will increasingly be measured by its ability to deliver data-driven insights, foster inclusive hiring cultures, and contribute to organizational transformation. The most successful teams will be those that integrate technology with empathy—leveraging automation to free up time for high-impact human interactions.
In short, Talent Acquisition is no longer just about filling roles. It’s about building resilient, diverse, and high-performing workforces that drive long-term value. And I’m excited to be part of that journey.
What projects are you planning on working on in 2026?
In 2026, one of my key focus areas will be advancing our skills-based hiring framework—a strategic initiative aimed at transforming how we identify, assess, and onboard talent at FAB.
This project is already underway, and I’ve been closely involved in shaping its direction. We’re working with external consultants to define a robust framework that moves beyond traditional experience-based criteria and instead emphasizes core competencies, technical capabilities, and potential for growth. The goal is to embed this approach across the recruitment lifecycle—from job briefing and assessment design to interview methodology and final selection.