What inspired you to pursue a career in HR and executive search?

Nearly 15 years ago, I had the privilege of attending the Future Leaders of the World scholarship program in Italy, led by Professor Stefano D’Anna, co-founder of the European School of Economics and author of The School for Gods. It was a transformative experience, where I learned that leadership isn’t just innate—it can be developed and cultivated. Soon after, I joined Microsoft, contributing to the Future Leaders of Microsoft program. This ignited my passion for leadership, talent strategy, and business transformation, showing me firsthand how the right talent fuels organizational success. Naturally, this led me to executive search, where I now focus on connecting visionary leaders with the right opportunities. For me, executive search is more than filling roles—it’s about shaping the future of leadership. When the right leaders are placed in the right environments, they don’t just transform industries—they create a ripple effect that drives progress on a national and global scale.

How did your early experiences shape your leadership and business mindset?

Working across multinational companies in HR, talent management, and executive search has given me a well-rounded understanding of business dynamics, leadership impact, and market trends. My role at Microsoft exposed me to large-scale talent strategies across the MEA region, while my time at Heidrick & Struggles refined my expertise in executive search and leadership advisory. Leading DelphiExec Consulting gave me firsthand experience in entrepreneurship and strategic business development, allowing me to approach talent solutions from both a corporate and founder’s perspective. Now, at Wilton & Bain, I believe that all my previous experiences—whether good or bad, challenging or rewarding—are coming together, translating into a new chapter where I can create the greatest impact in the region and beyond, aligning with the vision I’ve always imagined. Early experiences shape your leadership and mindset, but at a certain point, you start shaping them yourself—turning them into tools that empower your vision. At this stage of my career, I see my role not just as an executive search consultant, but as a strategic partner in shaping the leadership landscape, helping organizations identify leaders who will drive transformation, innovation, and long-term success.

What is your vision for HR leadership and talent acquisition in the MENA region?

The MENA region is undergoing rapid transformation, particularly in technology, real estate development, and healthcare & life sciences. To keep pace, HR leadership and talent acquisition need to act as a strategic business enabler. As new and successful companies emerge and scale, we take on the role of not just recruiters, but trusted advisors, introducing them to the true value of executive search. Many of these companies are laser-focused on growth yet may overlook the long-term impact of their executive hiring decisions. A misaligned executive hire can be one of the most expensive mistakes, affecting financials, culture, strategy, and long-term vision. Investing in the right leadership talent from the start prevents costly mistakes and accelerates growth.

Executive search plays a pivotal role in this transformation, ensuring companies not only attract top talent but also identify the right leadership DNA that aligns with their strategic direction. In my role, I engage with executive leaders across industries, gaining firsthand insights into their success stories, leadership challenges, and industry shifts. This exposure provides a unique perspective on market trends and best practices, allowing us to assess the business landscape with objectivity and realism. HR leadership in MENA is evolving to be more proactive, consultative, and forward-thinking, shaping leadership teams that drive transformation, digitalization, and long-term impact across the region.

How do you approach executive hiring in an ever-evolving business landscape?

I believe in a highly consultative and insights-driven approach to executive search, going beyond job descriptions to truly understand a company’s strategic direction, leadership culture, and future needs. Our role is not simply to find the person the organization tells us they need but by actively listening, reading between the lines, and challenging assumptions, we help organizations refine their talent strategy and uncover transformational leaders. Rather than simply responding to hiring requests, I inform and advise, introducing candidates who broaden perspectives and bring lasting value. Through market intelligence, leadership assessment, and strategic talent mapping, I ensure companies don’t just fill roles but shape the future of their leadership, driving long-term success.

What challenges do companies face in attracting and retaining top talent today?

Some of the biggest challenges include:

• Talent scarcity: Finding leaders with the right mix of expertise, agility, and cultural fit can be difficult, especially in emerging sectors.
• Shift in work preferences: There is a noticeable trend where professionals—including fresh graduates from Ivy League schools—are increasingly choosing entrepreneurship or joining startups instead of working for corporate giants. Rather than being confined to traditional office settings where their hours are counted, they prefer the flexibility, autonomy, and growth potential of smaller, agile organizations. Companies need to adapt by offering more dynamic career paths, flexible work models, and performance-driven environments.
• Diversity and inclusion: Beyond representation, D&I is about creating equitable opportunities at all levels of leadership, ensuring diverse perspectives shape decision-making. In the MENA region and globally, organizations that embrace diversity tend to outperform their competitors, drive greater innovation, and enhance employee engagement. However, many companies still face challenges in building truly inclusive cultures—where leaders actively champion diversity, challenge biases, and create workplaces where all employees thrive.
• Digital transformation: Many businesses require leaders who can drive digital innovation, but true transformation demands a mindset shift across the entire organization. Attracting executives who not only understand technology but also embrace change and agility is becoming a key challenge.

Can you share a transformative hiring success story that made a significant impact?

This story is one I now recall with a smile, but at the time, it was one of my most challenging searches. We were conducting an executive-level search for a pharmaceutical company, working closely with the regional CHRO in the UK. Despite presenting exceptional candidates, something wasn’t clicking. The client felt misunderstood, and feedback became increasingly tough. Instead of accepting the struggle, I asked myself, “What do I have to lose?” and requested another meeting to dig deeper. During that conversation, I asked a few direct, strategic questions. The client, seeing my sincerity, finally clarified: “You’re presenting James Bonds—007s. But we need an Indiana Jones.” Suddenly, everything became clear. The issue wasn’t skills or qualifications but leadership style—they needed someone bold, adventurous, and risk-ready, not just polished and methodical.

With this clarity, we completed the search in two weeks. The leader we placed transformed the company, driving significant growth, and is now the GM of a market six times larger than his original role.

This is what true executive search is about—not just finding top talent but identifying the unique leadership DNA that makes an organization thrive.

How do you see HR evolving with the rise of AI and digital transformation?

While AI and Digital Transformation will undoubtedly play a crucial role in the future of HR leadership and talent acquisition by enhancing data-driven decision-making, automating routine processes, and enabling predictive analytics in talent acquisition, the ability to assess and evaluate human potential remains an inherently creative process. This aspect of executive search will continue to require human expertise for the foreseeable future, ensuring that leadership decisions are driven by a deep understanding of people rather than solely by data and automation. The key is integrating AI and technology to enhance efficiency while maintaining a strong focus on human insight, leadership assessment, and cultural alignment. Executive search will increasingly leverage AI for talent mapping, but the advisory role of executive search consultants will be more valuable than ever. In parallel, professionals in HR leadership and talent acquisition will need to further develop their creative skills to stay relevant in an increasingly tech-driven environment. I see this as a positive shift, as it encourages innovation, adaptability, and a more holistic approach to talent strategy.

What leadership qualities do you believe are essential for success in HR?

• Strategic thinking: Understanding business priorities and aligning talent strategies accordingly.
• Empathy and emotional intelligence: Building strong relationships with leaders and candidates.
• Adaptability: Navigating change and evolving talent needs.
• Commercial acumen: Balancing people-focused leadership with business impact.
• Resilience: Handling high-pressure situations and maintaining a long-term vision.

How do you maintain a work-life balance while managing high-level responsibilities?

Work-life balance can be challenging, but I have always been guided by a piece of advice from Satya Nadella, Global CEO of Microsoft, during his visit to the Microsoft office in Turkey. He said, “Find an aspect of your work that truly resonates with who you are, so your job never feels separate from your passion.” Today, I feel fortunate to be in a phase of my career where my work is not just a job but an extension of my passion—whether it’s listening to a client’s vision, identifying the perfect leader, or witnessing the transformative impact of a strategic hire. Executive search, for me, is more than filling roles; it’s about connecting talent with opportunity, shaping careers, and enabling organizations to grow through visionary leadership. As one of my previous leaders once said, ‘Once you feel the thrill of making the right placement, you’re hooked for life.’

That said, I recognize the importance of maintaining balance. I prioritize setting boundaries, managing time effectively, and surrounding myself with a strong support network. Having a clear personal purpose—contributing to leadership development and driving meaningful change—keeps me motivated. Outside of work, Kundalini yoga, quality time with friends, family, and my cats provide the grounding I need to stay energized, focused, and fulfilled.

What role does diversity, equity, and inclusion play in talent acquisition today?

DEI is no longer just a nice-to-have—it’s a business imperative. Companies with diverse leadership teams perform better, drive innovation, and are more adaptable. In executive search, this means going beyond traditional networks, challenging biases in hiring decisions, and helping organizations build inclusive leadership cultures. At Wilton & Bain, we are proud to be the Knowledge Partner of IWBD in the region, actively participating in industry committee meetings to drive meaningful discussions on diversity and inclusion. Through these engagements, we recognize that while individual efforts are important, true progress must extend to the corporate level to create lasting impact. As part of our commitment, we will be publishing a detailed report at the end of this year, shedding light on the evolving landscape of diversity and inclusion (D&I). However, one key insight is already clear—D&I should go beyond numerical targets and be deeply embedded in an organization’s leadership mindset and culture. Real change will come when companies fully recognize the power of collaboration between genders, not just as a metric but as a fundamental driver of innovation, performance, and long-term success. As the workforce evolves, companies that embrace these shifts—by fostering entrepreneurial mindsets, prioritizing innovation, and offering greater autonomy—will have a competitive edge in attracting and retaining top talent.

What advice would you give young professionals aspiring to work in executive search?

• Develop strong commercial awareness: Understand business trends and industry dynamics.
• Build deep relationships: Success in executive search is about trust and long-term partnerships.
• Master the art of research and assessment: Learn to identify leadership potential beyond resumes.
• Be patient and resilient: Executive search is a long game that requires persistence.
• Stay curious: Always be learning about leadership, industries, and market shifts.

What are your long-term goals and aspirations in HR and leadership?

My aspiration is to leverage my executive search expertise and regional experience help the organizations build impactful leadership teams, ensuring that our impact is not just commercial, but transformational.

At Wilton & Bain, we believe in true partnership and trust, ensuring that every company we work with feels they have a dedicated business partner—one that doesn’t just provide solutions, but stands by them, owning their challenges as if they were our own. This approach, I believe, is what will shape the leadership landscape in the region in the most meaningful way. Additionally, as per our Partnership with IWBD (International Women Board of Directors), I am deeply passionate about supporting female leadership and driving positive change that will help create a more inclusive, forward-thinking business environment in the region.