Amira Mahfoudhi

MEET THE INSTRUCTOR

Amira Mahfoudhi  |  Recruitment Strategy & Scaling Expert

Background from global tech companies like Netflix, Uber, and Booking.com. Specialises in hiring strategy and scaling international teams.

“The program treats recruitment as a founder topic, not just an HR topic.”

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Could you briefly describe your organization and the work you do?

I lead Talent Acquisition and Talent Strategy at ADC Consulting, and I have spent more than 12 years working with recruitment and leadership hires in fastgrowing tech companies. I’ve hired for global companies like Netflix, Uber and Booking.com, and for smaller scaleups and consultancies. Alongside this, I have handson entrepreneurial experience from working with natural wine producers across Europe and building a biowine retail and import business. In this program, I bring a practical view on how founders can build recruitment that actually supports growth – from the first hires to senior leadership.

What is the main focus of your work today?

My focus is building hiring engines that scale: clear profiles, structured processes, good candidate experience, and decisions that balance speed and quality. I work at the intersection of founders, hiring managers and HR to make recruitment a strategic tool rather than a constant firefighting exercise.

Could you tell us a little bit about yourself?

I’m Head of Talent Acquisition & Talent Strategy, with a double master’s degree in law and experience across recruitment, leadership hiring and entrepreneurship. I’ve hired everything from early specialist roles to Clevel positions, and I love helping founders translate their vision into real teams and leaders.

What are you most looking forward to during the project?

I look forward to hearing the real stories behind each company: who you are trying to hire, what has gone wrong before, and where you want to go. Working together in concrete cases – actual roles and situations – is where the most useful learning happens.

What do you think makes the programme unique?

The unique element is that it treats recruitment as a founder topic, not just an “HR” topic. It creates space for honest discussion about tradeoffs, mistakes and gut feelings in hiring – and then adds structure, tools and legal/financial perspectives on top of that.

What would you say to a founder who is unsure whether to join?

If you are already spending energy on hiring, this program will help you use that energy better. You’ll leave with clearer priorities, a more realistic view on what “good enough” hiring looks like for your stage, and a network of peers facing the same challenges.

What do you bring to the programme?

My key contribution is deep recruitment and leadership hiring experience combined with a founderfriendly mindset. I can help you sharpen role definitions, design simple but effective processes, and avoid common pitfalls around senior hires, compensation, expectations, and employer branding.

What kind of companies would you especially like to see join the programme?

I’d invite founderled companies that are hiring regularly, or about to, and feel that their current approach is too adhoc or dependent on luck. You don’t need a big HR team – you just need the willingness to work on how you make people’s decisions.

Is there anything else you would like to share with founders considering the programme?

Good recruitment is not about copying what big companies do. It’s about finding a way of hiring that fits your stage, your market, and your values. I hope this program will give you the confidence to design your own approach, instead of defaulting to “how it’s usually done”.