+1 hired Technology
Technology recruitment, augmented by AI.
For enterprises across the GCC and the wider Middle East. Technology talent. Faster decisions. Better evidence. Full visibility.
- Roles
- Candidates
- Pipeline
- Assessments
- Interviews
- Reports
OPEN ROLES
- Salesforce Technical Architect
- Senior Data Engineer
- Head of Cybersecurity
New role
Salesforce Technical Architect
Stage 6 of 9 · Employer review
- Access
- Speed
- Intelligence
- Control
Role fit
STRONG MATCH
Skills coverage
VALIDATED
Points to validate
2 FLAGGED
STAGE
STATUS
Role created
Done
Candidates sourced
Done
CV screening
Done
Fit interview
Done
Technical interview
Done
Employer review
In progress
Final interview
Queued
Offer
Queued
Hired
Queued
Coverage /
Whatever the sector, if the role is technology, we can help.
DOMAIN 01 /
Software & Engineering
Frontend · Backend · Full Stack · Mobile · QA · DevOps · Cloud · Architecture
DOMAIN 02 /
Data & AI
Data Engineering · Data Science · Analytics · Machine Learning · AI Engineering · GenAI
DOMAIN 03 /
Cybersecurity
Security Engineering · GRC · SOC · IAM · Cloud Security · Cybersecurity Leadership
DOMAIN 04 /
Enterprise Technology
CRM · ERP · Salesforce · Microsoft · SAP · Oracle · ServiceNow · Enterprise platforms
DOMAIN 05 /
Digital Product
Product Management · Product Design · UX/UI · Product Analytics · Growth
DOMAIN 06 /
Technology Leadership
CIO · CTO · CDO · VP Engineering · Head of Product · Head of Data · Head of Cybersecurity
Sectors we hire for /
- Government & Public Sector
- Banking & Financial Services
- Real Estate & PropTech
- Telecom
- Retail & E-commerce
- Healthcare
- Energy
- Automotive
- Consulting
- Technology companies
- Startups & scale-ups
6
technology domains
11
sectors we hire for
9
tracked recruitment stages
10
steps in one journey
The problem /
The operational reality of technology hiring today.
01
Talent discovery
Finding qualified, relevant technology candidates across specialised domains is difficult.
02
Screening overload
Recruiters and hiring managers spend significant time reviewing CVs and running initial screening.
03
Inconsistent assessment
Candidate evaluation depends on unstructured interviews, personal notes and individual judgment.
04
Lack of visibility
Activity is spread across emails, spreadsheets, calls, WhatsApp and disconnected systems. Progress is hard to track.
Technology hiring shouldn’t depend on fragmented processes and undocumented decisions.
Introducing Masarat.ai /
Technology recruitment, augmented by AI.
One system to identify, evaluate and hire technology talent. AI does not replace your recruiters — it removes repetitive work and gives recruiters and hiring managers better information to decide with.
One system
01
Talent inventory
02
Recruitment expertise
03
AI-augmented assessment
04
Workflow technology
01 — Access /
Find relevant technology talent without starting every search from zero.
Rich technology talent inventory /
- Technology-focused candidate inventory
- Coverage across multiple technology domains
- Structured, searchable candidate profiles
- Availability and employment status on record
- Role-specific candidate pipelines
Talent inventory
Search the inventory
- Domain: Enterprise Technology
- Location: KSA
- Level: Senior
- Available
Salesforce Technical Architect
In pipeline
Enterprise Technology · Riyadh · Available in 30 days
- SALESFORCE
- INTEGRATION
- BANKING
Senior Data Engineer
Profiled
Data & AI · Riyadh · Employed, open to move
- AZURE
- DATABRICKS
- TELECOM
Cloud Security Engineer
Profiled
Cybersecurity · Jeddah · Available now
- AWS
- IAM
- GOVERNMENT
02 — Speed /
Spend less time screening. Spend more time deciding.
Traditional /
- 100 CVs
- Manual review
- Screening calls
- Shortlist
With Masarat.ai /
- 100 CVs
- AI-assisted screening
- Prioritised candidates
- Recruiter validation
- Shortlist
What the AI handles /
- CV parsing and CV-to-JD matching
- Structured screening questions
- AI-supported candidate evaluation
- Interview assistance and summaries
- Strengths, gaps and points to validate
- Recruiters validate every shortlist
Candidate scorecard
1 · CV screening
- Candidate
- Meets bar (3)
03 — Intelligence /
Move from CV-based hiring to evidence-supported hiring.
Hiring managers receive more than a CV. AI analysis and recruiter input combine into one structured report that supports — never replaces — the human decision.
- Role fit summarised against the job description
- Strengths and identified gaps, stated explicitly
- Interview findings recorded, not remembered
- Employer feedback and final decision on record
Candidate assessment report
Senior Data Engineer
RECOMMENDED
CV analysis
Skills, experience and education extracted
Role fit
Matched against the job description
01
Recruiter assessment
Fit interview notes and recommendation
Technical assessment
Outcome and evaluator comments
Strengths and identified gaps
Evidence-backed, with points to validate
02
Interview findings
Transcribed and summarised where applicable
03
Salary and availability
Expectations and notice period confirmed
Hiring manager feedback and decision
Captured in one place, with the final outcome
04
04 — Control /
One recruitment journey. Fully tracked. Fully documented.
Role created
Candidates sourced
CV screening
Fit interview
Technical interview
Employer review
Final interview
Offer
Hired
What you can see at any time /
- Every candidate tracked
- Every stage documented
- Interview outcomes recorded
- Employer feedback captured
- Recruitment activity visible
- Candidate history retained
- Clear ownership and status
- Centralised recruitment records
Open roles
Illustrative employer view
Salesforce Technical Architect
6/9 · EMPLOYER REVIEW
Senior Data Engineer
5/9 · TECHNICAL INTERVIEW
Head of Cybersecurity
3/9 · CV SCREENING
The end-to-end journey /
AI augments. Humans decide. One journey.
Employer brief
Talent discovery
AI-assisted screening
Recruiter validation
Fit interview
Technical assessment
Structured report
Employer evaluation
Final interview
Offer and hiring
AI augments
- Matching
- Screening
- Analysis
- Summarisation
- Reporting
Humans decide
- Recruiter validation
- Technical evaluation
- Employer feedback
- Hiring decision
Automation handles the volume. Professional judgment makes the call. Steps tagged AI are where AI does the heavy lifting.
Before and after /
The transformation, side by side.
Traditional recruitment /
- Scattered candidate databases
- Manual CV review
- Unstructured screening
- Interview notes
- Email-based feedback
- Limited hiring visibility
- CV-heavy decision making
With Masarat.ai /
- Structured technology talent inventory
- AI-assisted candidate screening
- Standardised evaluation
- Augmented candidate reports
- Centralised employer feedback
- End-to-end recruitment visibility
- Evidence-supported decision making
Why Masarat.ai /
We don’t just help you find candidates. We give you a better system for technology hiring decisions.
01
Richer talent
Technology-focused candidate inventory across multiple disciplines.
02
Faster screening
AI reduces repetitive screening and assessment effort.
03
Better decisions
Structured candidate intelligence gives hiring teams richer evidence.
04
Complete visibility
Every candidate, interaction, assessment and decision tracked through one recruitment journey.
Insights /
Practical reading for technology hiring.
- AI in recruitment
- Screening
AI CV screening can read every application against the same bar. This guide walks through each step and shows where a recruiter’s judgement still makes the difference.
- Screening & verification
- Reports
The eight sections of a structured candidate report, from CV analysis and role fit to interview findings and the manager’s decision, and what makes one worth reading.
- AI in recruitment
- Structured screening
Unstructured screening leaves room for snap judgements and gut feel. Clear criteria, consistent scoring and recorded decisions help reduce bias in technology hiring.
- Interviews
- Assessment
How to design a technical interview around the real job, choose formats that test actual work, score against a rubric and turn the findings into usable evidence.
- Hiring speed
- Time to hire
How to define and measure time to hire for technology roles, find where each vacancy really stalls, and shorten the process without lowering the bar for quality.
- Leadership
- Executive search
A guide for boards, CEOs and HR leaders on defining the mandate, building a shortlist, assessing leadership candidates and closing a CTO or CIO search well.
Next step /
Your next technology hire can start here.
01 /
Hire for a role
Give us one technology vacancy and let us demonstrate the complete recruitment journey.
02 /
Build a talent pipeline
Create a ready technology talent pipeline for upcoming workforce requirements.
03 /
Recruitment partnership
Use Masarat.ai as an ongoing technology recruitment partner across roles and domains.