Mohamed Fouad

• Built and operationalised the TA department from scratch across Egypt, establishing end-to-end recruitment
governance, standardised processes, and SLAs aligned with business growth targets in BPO and digital shared
services.
• Defined and deployed recruitment KPIs including time-to-hire, time-to-offer, offer acceptance rate, and hiring
quality metrics — creating full audit-ready documentation and compliance frameworks.
• Recruited 400+ candidates across digital, shared services, and BPO functions within the first year, supporting
aggressive ramp-up plans across a 200+ employee organisation.
• Designed and implemented a real-time hiring dashboard and tracking infrastructure, enabling senior management
visibility into pipeline health, fill rates, and recruiter productivity.
• Coached and developed the TA team by identifying individual strengths, setting performance objectives, and
encouraging ownership of personal development plans to drive capability uplift.
• Conducted stakeholder coaching sessions with hiring managers to improve interview quality, calibration, and
selection standards across all business lines.
• Leveraged multi-source market intelligence — including broader stakeholder input, talent analytics, and competitor
benchmarking — to develop data-informed sourcing strategies and hiring recommendations.
• Established strategic partnerships with universities and external talent platforms to build sustainable pipelines for
high-volume and critical roles in Egypts talent market.

• Led, mentored, and developed a regional TA team of specialists, implementing structured performance objectives
and coaching frameworks that increased team productivity by 25%.
• Drove a 40% reduction in time-to-fill through ATS optimisation, process re-engineering, and recruiter capability
development aligned with business SLAs.
• Partnered with Business Line Heads and Operations leadership to forecast talent demand, align national hiring
plans, and support workforce planning initiatives across multiple functions.
• Spearheaded employer branding initiatives and university engagement programmes, achieving a 300% increase in
campus reach and strengthening KNs positioning in the Egyptian talent market.
• Championed diversity and inclusion hiring practices, resulting in a 25% increase in diverse candidate
representation across all levels.
• Enhanced candidate experience by 35% through streamlined workflows, structured feedback loops, and
standardised recruitment communication protocols.
• Acted as a trusted advisor to senior leaders on market insights, hiring risks, talent availability, and workforce
readiness — influencing strategic decision-making at the national level.
IBM for A.P. Møller Mærsk
• Managed end-to-end recruitment for 260+ hires across Denmark, the UK, and MEA, covering C-suite executives,
white-collar professionals, and blue-collar roles — delivering a 100% fulfilment rate within tight campaign
deadlines.
• Oversaw a distributed team of recruiters across multiple regions, ensuring consistent hiring standards, quality
benchmarks, and stakeholder alignment throughout the process.
• Built and scaled diverse candidate pipelines through strategic sourcing, leadership coaching, and strong client and
hiring manager partnerships.
• Developed and delivered recruiter training programmes to elevate assessment quality, improve selection rigour,
and drive continuous improvement across the team.

• Supervised high-volume recruitment across 25+ operational sites, leading localised recruiter teams to consistently
meet headcount targets within agreed timelines.
• Established university partnerships and structured internship programmes to strengthen proactive talent pipelines
for critical roles.
• Delivered comprehensive interview, assessment, and selection training to junior recruiters, elevating hiring
standards and compliance across all sites.

• Led end-to-end recruitment operations across software, FMCG, and professional services sectors, managing a
team of junior recruiters with a focus on performance and quality.
• Oversaw full-cycle hiring including offers, benefits negotiation, and contract management, with emphasis on team
coordination and stakeholder satisfaction.
• Successfully sourced and onboarded executive-level talent through strategic headhunting, guiding the team
through complex search and selection processes.