Book 20 min →
Prepared for Luay Aldabbas · Dubai

Your 18 years of HR,
turned into a product.

You told me where every vendor stops: payroll and recruiting. This prototype covers the areas you said nobody touches: CEO HR metrics, KPI cascade, workforce planning, total rewards, succession and career paths, plus GCC nationalisation targets. It runs below, right now, on realistic GCC data.

Open the live product →See the pilot plan
7 modulesSAP / Oracle / CSVEmiratisation & SaudizationUAE PDPL-readyArabic + English
LA
Luay Aldabbas · voice brief22 OCT 2026 · 10:25 · WHATSAPP

“All I used to see is AI tools for recruitment and payroll… performance management, learning and development, workforce planning and compensation, I did not see proper AI tools to cover these areas.”

YOU SAIDCEO metrics, turnover, cost-to-hire
BUILTModule 01 · CEO dashboard
YOU SAIDGoals cascaded from strategy
BUILTModule 02 · KPI cascade + SMART
YOU SAID8 hours × tasks → which jobs
BUILTModule 03 · Workforce → FTE
YOU SAIDKorn Ferry / Mercer / Hay
BUILTModule 04 · Total rewards
Live product · not a mockup

Seven modules. One company brain.

Switch the company, upload your own CSV export, edit the numbers. Every chart and every AI note recalculates in your browser. Nothing leaves this page.

hr-intelligence-os / Gulf Bank

Turnover by department last 12 months

Monthly hires and exits trend

HR budget by function AED, % of plan used

Check any employee goal SMART + strategy link

0

—

Linked KPI: —

    Goals audit · whole department auto-scored

    Role: Branch Service Officer

    (UAE: 8h × ~215 net working days)

    Pay vs market compa-ratio to P50

    Total rewards · one employee monthly, AED

    Flight-risk and overpay flags benchmark source: Mercer / Korn Ferry / Hay import

    Critical roles · succession bench risk × readiness

    Career moves for Mariam K.

    Competency gaps → training plan (TNA) levels 1–4

    Emiratisation · skilled roles MOHRE target vs actual

    Where the next national hires should go by department

    HR process map · duplicates found automatically onboarding example

    Why this wins in the GCC

    The gap you described is the market.

    GCC companies already buy payroll and ATS. What they cannot buy off the shelf: strategy-to-KPI cascades, workforce planning that a CFO trusts, Arabic-first total-rewards benchmarking and nationalisation planning built into the same view.

    01

    Nationalisation is board-level

    Emiratisation and Saudization targets carry real penalties and real incentives. A live tracker with hiring suggestions is a budget line, not a nice-to-have.

    02

    CEOs want one page

    Turnover, time-to-fill, cost-per-hire and budget burn in one view with a written insight. You said it: they like visuals and numbers.

    03

    No system replacement

    It reads a CSV or API export from SAP SuccessFactors, Oracle, Workday or local HRIS. IT says yes in a week, not a year.

    Integrations

    Plugs into what they already run.

    SAP SuccessFactorsOracle HCMWorkdayBayzatZenHRMicrosoft 365Excel / CSVPower BI export
    Trust & data

    Built for regulated employers.

    • UAE PDPL and KSA PDPL aligned data handling; data stays in-region (UAE/KSA cloud) or on-prem
    • Role-based access: CEO, CHRO, line manager see different layers
    • AI runs on de-identified aggregates; no employee data used to train models
    • Arabic and English interface and reports
    Partnership

    Your domain. My build. One product.

    I don't want to sell you software. I want to build this with you: your HR expertise and GCC relationships, my product and AI engineering, revenue shared on every client.

    Luay brings

    • 18 years across banking, government, consulting and tech
    • The methodology: BSC, OKR, MBO, competency frameworks, succession
    • Access to HR directors and CEOs in the GCC
    • Credibility in the room
    +

    Maxim builds & runs

    • Product design and engineering, AI agents, dashboards
    • Integrations, hosting, security, support
    • Sales collateral: demo, deck, case study after the pilot
    • Shipping speed: this page took one evening
    WEEK 0

    Pick the pilot company

    One company you know. NDA, data export, success metric agreed.

    WEEKS 1–2

    Pilot live

    Their real data in modules 01–04, CEO dashboard with weekly insight.

    MONTH 2

    Case study

    Numbers from the pilot become the sales story for the next 5 companies.

    MONTH 3+

    Product

    Monthly licence per company, Arabic version, partner resellers.

    The paid pilot

    Two weeks. One company. A CEO dashboard on real data.

    • Data import from their HRIS export (no system change)
    • Modules 01 CEO metrics · 02 KPI cascade · 03 Workforce → FTE · 04 Total rewards
    • Nationalisation tracker if they are UAE/KSA based
    • Weekly AI-written CEO brief in English and Arabic
    • Handover session with HR and the CEO office

    Pilot fee and revenue share we agree together on a 20-minute call, once you pick the company.

    Book the 20-minute call → Reply on WhatsApp