Talent Acquisition Lead · Cairo, UTC+3
Most hiring delays are not sourcing problems. They are unresolved questions about scope, ownership, assessment, or what the market can actually supply.
I combine hands-on technical and executive search with the operating systems that make those questions visible and solvable.
Current focus · June 2026
Delivering selected project-based searches through The HireOS while exploring a long-term TA Lead or Head of TA role with an engineering-heavy, distributed company.
01 / Evidence
I have led scale-up hiring, delivered specialist technical searches, and rebuilt the process around them when unclear ownership or weak calibration became the real constraint.
Qoyod
Led two TA Partners and end-to-end hiring, primarily supporting core offices in Saudi Arabia, Egypt, and Jordan with additional remote hiring in Pakistan, the UAE, and Turkey. Reduced average time-to-hire from 90 to 39 days.
VMware
Reduced time-to-fill by 25%, increased quality of hire by 15%, and helped improve offer acceptance through a more structured selection process.
VOIS
Delivered high-volume hiring for Technology Shared Services while reducing time-to-fill by 25%.
02 / Selected work
Short versions first. The deeper methods are available when the decision calls for them.
Talent Orbit
An evidence-graded market calibration method that starts with the existing team, tests target-company assumptions, and separates a market-size problem from a market-fit problem.
Applied to a Senior/Staff Backend search to identify two verified talent pools and stop low-yield sourcing before it consumed more time.
Read the market mapTA operating system
A practical operating model for role intake, recruiter capacity, hiring-manager decisions, interview flow, and automation, built so delays can be diagnosed instead of absorbed by TA.
At Qoyod, this work returned more than 24 hours of weekly team capacity and supported hiring across nine departments and six markets.
New-market search
For two founding healthcare roles across Saudi Arabia and the UAE, I calibrated ambiguous briefs against the real market before committing to a search direction.
In three days, I mapped 24 targeted prospects and advanced six profiles to partner review. One reached the client, with four more screenings scheduled or being arranged at the time of this snapshot.
03 / How I operate
I build enough structure to make the work legible, without turning a lean company into a process-heavy one.
Turn an ambiguous title into explicit scope, level, evidence, and trade-offs before the team spends weeks searching the wrong market.
Make it clear who defines the need, assesses each signal, resolves disagreement, and moves the process forward.
Separate active recruiting work from queue time so the team can see whether delay sits with TA, the hiring manager, or the interview loop.
Use AI and workflow automation for research, sourcing support, and administration while keeping calibration and judgment with people.
04 / Best fit
Founder-led or scaling technology companies hiring deeply technical, product, GTM, and executive talent.
Distributed teams recruiting across MENA, Europe, and global remote markets where local context changes the search.
Leadership roles that combine hands-on delivery, founder partnership, TA team leadership, and the systems the company will scale on.
05 / Full-time focus
My priority is a full-time TA Lead or Head of TA opportunity with a technical, distributed company where I can own both critical hiring and the function around it.
A useful first conversation