My Biography

I'm an experienced recruiter with a strong background in the information technology and services industry.

My Areas of Expertise

IT recruitment
Talent acquisition and sourcing
Business Development
HR

My Languages

English

My Interests

Travel

 A straightforward and compliant route for clients to access our specialist recruitment services, while reducing procurement time and administration.

 Evisa Solutions Ltd, trading as Malikshaw, has been awarded a place on the Cyber Security Services 3 (CSS3) framework, enabling us to provide Cyber Security Professional Services to public sector clients through a compliant and trusted procurement route.

Providing a wide range of Cyber Security Professional Services to public sector organisations. 

Have you ever reviewed a job description and wondered whether the person they’re looking for actually exists?

Most professionals building a team can probably relate. A role evolves over time, responsibilities are added, new skills become desirable and, before long, the job description has grown into an extensive list of requirements. On paper it makes perfect sense. In practice, it can have an unintended consequence.

The candidates you most want to attract may decide not to apply.

The problem is that employers and candidates often read job descriptions differently. A hiring manager may view a requirement as desirable. A candidate may see it as essential. If they don't tick every box, many simply move on, regardless of whether they could do the job successfully.

How many potentially excellent hires never make it past this stage?

The most effective job descriptions focus less on creating a wish list and more on defining success. What needs to be achieved? What challenges need to be solved? What impact will the successful candidate have?

When organisations focus too heavily on specific experiences, systems or qualifications, they can unintentionally exclude talented people with transferable skills and relevant achievements. The result is often a smaller talent pool, longer time-to-hire and missed opportunities on both sides.

For candidates, it's worth remembering that few successful hires match every requirement perfectly. If you can demonstrate that you can deliver the outcomes an organisation is looking for, don't rule yourself out too quickly.

At Malikshaw, we have these conversations every day with both clients and candidates. One of the most common disconnects we see is the gap between what an organisation truly needs and how a role is described on paper. The strongest recruitment outcomes usually come when that gap is closed and everyone is focused on the same thing: what success actually looks like.

Do you need a fresh perspective? Let's talk. 

 Evisa Solutions trading as Malikshaw is proud to announce its successful appointment to the Crown Commercial Service (CCS) G-Cloud 15 Framework under Lot 3: Cloud Support.

G-Cloud 15 provides public sector organisations with a compliant and efficient route to access cloud-related services and expertise. Through our place on the framework we can support customers in sourcing the specialist professionals required to deliver cloud transformation, migration, optimisation and service delivery programmes.

Our appointment to G-Cloud 15 reinforces our ongoing commitment to supporting government and public sector organisations with the skilled talent required to deliver critical technology programmes and achieve successful digital outcomes.

We would like to thank our clients, partners and colleagues for their continued support and look forward to working with new and existing customers through the G-Cloud 15 Framework.

For more information about our cloud and digital recruitment solutions, please contact the Malikshaw team.

Most managers can remember the moment they got the promotion.

After years of delivering results, building expertise and becoming the person others turned to for answers, they were recognised as ready for the next step. For many, that next step was management.

It's a well-established career path. High performers are often rewarded with greater responsibility, larger influence and the opportunity to lead others.

The challenge is that being great at a role and being great at managing people are not the same thing.

"Technical expertise may earn the promotion. Leadership skills earn the trust."

A skilled project manager doesn't automatically become a skilled team leader. A brilliant developer doesn't instantly know how to coach colleagues. A commercial expert may have years of technical knowledge but limited experience giving feedback, navigating conflict or developing others.

This is where the concept of the "accidental manager" emerges: talented professionals who find themselves leading people before they've had the opportunity to learn what effective leadership really looks like.

The good news is that leadership isn't something people either have or don't have. It's a skill that can be developed.

Many first-time managers face similar challenges. They remain too involved in the work because delegation feels uncomfortable. They measure success by their own output rather than the success of the wider team. They avoid difficult conversations or assume others think and work the same way they do.

These mistakes are common not because people lack potential, but because management requires a completely different mindset.

The most successful leaders learn that their role is no longer to be the person with all the answers. Instead, their job is to create an environment where others can perform at their best.

That starts with communication. Team members want clarity, consistency and support. They want to understand expectations and feel confident that their manager is approachable when challenges arise. Strong leaders listen as much as they speak and understand that different individuals often need different types of support.

Trust is equally important. Teams perform best when people feel respected, valued and empowered to contribute. Building that trust takes time, but it is one of the most important investments any manager can make.

Perhaps the biggest shift for a new manager is learning how success is measured. As an individual contributor, success is often linked to personal achievement. As a leader, success becomes about helping others succeed. Developing capability, removing obstacles and creating opportunities for growth become just as important as delivering results.

The organisations that recognise this transition are often the ones that develop the strongest leaders. They provide mentoring, coaching and opportunities to learn. They understand that leadership development is an investment rather than an event.

Every experienced leader started somewhere. Few felt completely prepared on day one.

The difference is rarely natural talent. More often, it's access to support, experience and a willingness to learn.

With the right foundations, today's accidental managers can become tomorrow's most effective leaders.

 Ready for the next step in your career?

Whether you're taking on your first leadership role or looking for opportunities to broaden your experience, Malikshaw can help connect you with interim and permanent roles where you can continue to grow and make an impact.

When a major project runs into difficulties, it's surprisingly common to hear the technology blamed.

The system wasn't fit for purpose. The platform couldn't deliver. The software wasn't capable enough.

Yet, in reality, technology is rarely the reason a project succeeds or fails.

Most experienced programme leaders have seen the same pattern emerge time and again. The technology works. The challenge lies elsewhere.

It's often unclear ownership, competing priorities, capability gaps, poor stakeholder engagement, or a lack of buy-in from the people expected to deliver and adopt the change.

Technology can enable transformation, but people make it happen.

"Projects rarely fail because the technology doesn't work. They fail because people weren't given the clarity, capability or confidence needed to make it work."

The most successful programmes start with strong leadership. Not leadership that gets involved in every detail, but leadership that provides direction, removes obstacles and makes decisions when they matter. When accountability is clear, teams move faster and with greater confidence.

Capability is equally important. Organisations are under constant pressure to deliver change while managing tight budgets and growing expectations. The challenge isn't usually recognising what skills are needed. It's securing them at the right time. Whether it's a Programme Manager, Commercial Lead, Delivery Manager, Business Analyst or Technical Architect, the right expertise can often be the difference between momentum and delay.

Communication also plays a bigger role than many organisations expect. A technically successful implementation can still struggle if stakeholders don't understand the purpose behind it or feel disconnected from the journey. The programmes that succeed tend to engage people early, communicate openly and treat change as a human challenge rather than a technical one.

Perhaps that's why the strongest transformation programmes have one thing in common. They build the right team around the objective. Experienced professionals bring more than technical knowledge. They bring judgement, credibility and the ability to navigate complexity when plans inevitably change.

For organisations delivering transformation, the lesson is simple. Focus on technology, but never at the expense of the people who will lead it, deliver it and ultimately make it successful.

Because while technology may power change, people determine whether it succeeds.

Planning a transformation programme and need specialist delivery expertise?

Speak to Malikshaw about accessing experienced digital, commercial and programme professionals who can help turn strategy into successful delivery.

Looking for your next interim or permanent opportunity?

Register with Malikshaw to stay connected with the latest public sector and transformation-focused roles.

Great news for Malikshaw and our clients. Evisa Solutions Ltd, trading as Malikshaw, has secured a place on the ESPO Strategic HR and Recruitment Services Framework (3S_26), providing public sector organisations with a compliant route to access our recruitment services.

The framework enables public sector organisations to procure strategic HR and recruitment services quickly and compliantly, with suppliers selected based on their capability, quality and value.

This appointment reflects Malikshaw's growing reputation for delivering high-quality recruitment solutions across the public sector. Through the framework, clients can access our expertise in sourcing specialist talent, managing complex recruitment campaigns and delivering fully compliant recruitment services.

Rob Shaw, Malikshaw Director, said:

"Securing a place on the ESPO Strategic HR and Recruitment Services Framework is a fantastic achievement for our team. It reflects the strength of our recruitment capability, our commitment to service excellence and the trust our clients place in us every day. We're excited to support even more public sector organisations through this framework."

The award further strengthens our portfolio of public sector framework agreements and provides Contracting Authorities with another straightforward and compliant route to engage Malikshaw's services.

Want to learn more? Get in touch with our team today.

Find out more about the framework: https://www.espo.org/strategic-hr-and-recruitment-services-3s-26.html