Hiring ‘Seen-It-Done-It’ Talent

There is a regional shift towards experience over innovation, and why ‘grey hair’ is becoming the most valuable commodity in transformation.

The Unicorn Fatigue Is Real

Let’s be honest: Has the UAE had enough of pitch decks. Somewhere between the third meeting pitch for PoC’s and energetic technologists with their fifth “App that will do everything” startup. Disruption sounds brilliant when heard in a keynote speach but when you’re halfway through a $50m ERP migration that’s bleeding budget by the day, the last thing you need is another TED talk. What I believe you actually need is someone who’s been through it before and lived to tell the tale.

As a Fractional CIO with two decades working across Europe, Africa and now Dubai’s corporate landscape, I’m starting to see a seismic shift happen. The boardrooms that once fetishised youth and “fresh thinking” are begining to actively hunt for battle scars and war stories. Grey hair isn’t just welcome anymore. It’s become the requirement.

Experience Isn’t Glamorous, But It Ships

Here’s what I see every day: organisations drowning in half-finished digital transformations, cloud migrations stuck at 60%, and change programmes that looked brilliant on PowerPoint but fell apart the moment they hit reality. The common thread? Teams led by people who’d never navigated these waters before.

The UAE doesn’t have time for learning curves anymore. Post-Covid acceleration, Vision 2030 pressures, and regional competition with Saudi have created an environment where failure is expensive and patience has vanished. You need people who walk in, spot the landmines before stepping on them, and know exactly which battles to fight.

That’s not ageism in reverse. That’s pragmatism at speed.

The “Seen It, Done It, Got the Scars” Premium

There’s a reason Fractional CIOs and interim transformation leaders are rightly commanding eye-watering day rates across the Gulf right now. We’ve already made the expensive mistakes. We know what good governance actually looks like when everything’s on fire. We’ve managed stakeholder revolts, budget cuts mid-flight, and the political nightmare of decommissioning legacy systems.

Young disruptors bring energy and fresh perspectives, absolutely. But when your SAP upgrade is three months overdue and the CFO is questioning your career choices, you don’t need another workshop on agile methodology. You need someone who’s been in that exact fire and knows how to put it out.

Innovation Theatre vs. Execution Mastery

The UAE’s love affair with innovation hasn’t died. It’s matured. What’s changed is the recognition that innovation without execution is just expensive performance art. I’ve sat through countless discussions about “innovation labs” that produced nothing but Instagram content and burned through cash.

Smart organisations now separate the theatre from the substance. They’ll absolutely hire bright young talent for ideation and digital marketing. But for the mission-critical stuff the programmes that could sink the business if they fail? They should be reaching for the people with the mileage.

“I’ve led technology transformations across three continents over multiple decades. The patterns repeat. The technology changes, but human resistance to change, political infighting, and scope creep? Those are constants,” states Craig Ashmole, Fractional CIO leader based in Dubai. “And knowing how to navigate them isn’t something you pick up from a LinkedIn Learning course.”

The Gulf’s Talent Calculation Has Changed

Golden Visas, regional tech hubs, and the post-Expo infrastructure have created something fascinating: a marketplace that can actually attract and retain senior transformation talent. Ten years ago, experienced leaders came to Dubai for a two-year stint and left. Now they’re staying, partly due to geo-political disruption, which means UAE businesses can finally tap into the depth of expertise they’ve always needed.

Bt the way, this isn’t about dismissing younger professionals. It’s about recognising that complex enterprise transformation requires a specific type of knowledge that only comes from repetition, failure, recovery, and doing it all again better.

What This Means for Your Transformation Programme

If you’re a CEO or board member reading this, here’s my ‘straightalking’ view: your next critical hire shouldn’t be the youngest person in the room with the shiniest CV. It should be someone who’s survived what you’re about to attempt.

As AI drives deeper into your organisation someone with milage over pure AI skills is the umbrella delivery you need for success. So look for the “war stories” Fractional leader over innovation buzz. Can they spot problems three months before they become crises? Look for political savvy alongside technical skills. Can they manage upwards without getting steamrolled, sideways without making enemies, and through resistance without declaring war? Look for scar tissue as proof of concept. Have they actually delivered under pressure, or just advised from the sidelines?

“The UAE is building for the long term now. That requires foundations built by people who know what lasts and what crumbles. Youth and disruption have their place”, Craig agrees. “But when the pressure’s on and the stakes are existential, experience isn’t just valuable.   It’s irreplacable!“

by Craig Ashmole | Fractional CIO & Consulting Leader, Dubai UAE