Most organisations are approaching AI in recruitment the way they approached digital a decade ago, cautiously, incrementally, layering new tools over old processes.
The result is marginal efficiency on a fundamentally flawed system. Traditional hiring was designed around human bandwidth, not human judgment. It filters for volume rather than insight; it optimises for speed over signal.
AI does not fix that. Used well, it lets you redesign the function entirely.
Deep expertise in AI product, recruitment operations, and talent technology, applied to the work in front of you, not a slide deck.
Defining where, and how, AI creates the most leverage in your specific recruitment context.
From sourcing and screening through to evaluation and offer. We map your funnel against where AI shifts cost, quality, and time, and where it shouldn't be anywhere near the decision.
Rebuilding hiring workflows from first principles.
Eliminating bottlenecks, reducing human dependency in low-judgment tasks, and elevating the quality of human decisions where they actually matter, final interviews, calibration, offers.
Helping you evaluate, select, and integrate the right AI tools for your hiring function.
Without the vendor bias that typically comes with implementation partners. We work for you, not for the ATS that paid the largest referral fee.
For founders and early-stage teams building a hiring engine that scales without operational drag.
How to think about your first critical hires, culture signals, and AI-augmented assessment from day one, without locking yourself into a stack you'll outgrow in eighteen months.
Spending too much time on hiring, not getting the quality you need.
You're past the friends-and-network stage. You need to hire a real team, fast, and you don't want to ship product velocity to do it.
You know AI can transform your function. You're not sure where to start.
Which tools to trust. How to build the internal case for change. How to keep your team excited rather than worried about being replaced.
You've started rolling out AI in hiring. The results aren't what you expected.
You want an honest, outside perspective on what's actually working, what's vendor theatre, and where to invest next.
“Most AI in hiring is theatre. You can tell because the funnel still looks identical, same stages, same dropouts, same bias, just with a chatbot in front.”
Mohsin has spent fifteen years at the intersection of AI, product, and talent. His perspective on AI in recruitment isn't theoretical, it is earned from building and leading at every level of the industry.
At SEEK, he led teams of over 45 product managers, engineers, and AI specialists serving 50M+ monthly active users across APAC. At Hudson, he deployed an AI-driven candidate profiling engine that tripled consultant productivity and restructured the business around technology-driven growth.
He now advises Ployo, a platform built on the conviction that hiring should function as a discovery and advocacy engine, not a filtering mechanism. That combination, enterprise scale plus deep operating experience, is rare. It is the foundation of every advisory engagement.
We do not offer a fixed programme. The challenges founders and HR leaders face are too varied for a templated solution. What does not change is the rigour of the thinking and the commitment to outcomes that are real and measurable.
We spend an hour on the shape of your hiring function, volume, roles, constraints, what's already been tried. You'll be talking to Ahmed, who built the platform. No deck. No pitch.
We sit inside your funnel for two to three weeks. Talk to your recruiters, watch the loop, audit the stack. The goal is to find the two or three places where intervention actually compounds.
A strategic workshop, a focused build, or an ongoing advisory cadence. Designed around your timeline, usually 6 to 12 weeks, sometimes longer.
Most of these come up in the first conversation. Worth saying them once, here.
Most engagements begin within two to three weeks of our first conversation. For diagnostics, we'll book the initial calls and access setup in that window. Strategy sessions can move faster.
No exclusive partnerships. The advisory work is deliberately independent, recommendations are based on what fits your context, not referral economics.
Both. The Founder Hiring Operations track is built specifically for early-stage teams. Enterprise engagements look very different in scope but share the same diagnostic foundation.
Both, depending on the engagement. For most clients the right answer is buy + integrate, not build. Where build is the right call, we shape the requirements and oversee the build, not run it.
A hiring function your team owns, a clear thesis on where AI does and doesn't belong, and a measurable change, usually time-to-hire, quality of shortlist, recruiter capacity, or all three.
Good. That scepticism is usually the most valuable input to the diagnostic. The work is not about selling AI internally, it's about deciding where it earns its place.
A 60-minute conversation with Ahmed, Ployo's founder, drawing on Mohsin's advisory practice. We look at your current hiring model, where AI would create the most leverage, and what an engagement could look like. No deck. No pitch.
