# Rooslán Totrov Rooslán Totrov works in talent acquisition and HR at Pace | Architecture, Engineering + Planning in Kuwait. Their posts focus on hiring in the architecture, engineering and construction sector, recruitment trends such as AI, and participation in the Resourcing Leaders Middle East community. - Profile: https://b2binfluencer.marketing/creators/roosl-n-totrov/ - LinkedIn: https://www.linkedin.com/in/totrati - LinkedIn followers: 14,094 - Topics: artificial-intelligence, recruiting, talent-acquisition, ai-in-recruiting - Based on 11 dated posts, latest 2026-10-07 ## Summary Rooslán Totrov is most useful for practitioner views on AEC hiring, AI in recruitment, and Middle East talent acquisition community discussions. - Best for: Recruitment technology vendors seeking practitioner credibility with Gulf talent acquisition leaders in AEC. - Not for: Consumer apps or general B2B software with no recruitment tie and guaranteed impressions. - Check first: Confirm LinkedIn analytics: impressions, engagement, and follower breakdown by seniority, industry, and geography. ### Takeaways - Totrov reports Dubai summit sessions on crisis-ready talent strategies and human advantage in AI era. - US and Middle East leaders shared questions about AI, embedding recruiters, and vacancy costs. - Recruitment is becoming a marketing-first function, and AEC hiring in the Gulf is difficult. ## Main ideas - **Peer community is the working method, not a networking perk**: Totrov treats the Resourcing Leaders Middle East / RL100 network as a place where talent acquisition problems get solved: a safe space for leaders to exchange ideas, disagree and support one another, with some sessions held under Chatham House rules to encourage frank discussion. Membership is reciprocal: Charlotte Turner brought them into the community shortly after its GCC chapter launched, and they later introduced new members, including Aliaa El Wardany. - **AEC hiring in the Gulf is a problem in its own right**: Totrov frames recruitment for architecture, engineering and construction as a sector-specific challenge, not a generic shortage story. Recurring concerns include cost of vacancy, embedding recruiters into the business, and how AI adoption works in practice. They hire for this sector at Pace | Architecture, Engineering + Planning. - **Middle East and US talent agendas have converged**: After attending a US event, Totrov argues that regional differences in talent acquisition are smaller than the similarities. The same topics, pain points and “burning platforms” arise on both sides, so a practice or campaign message built for one market largely travels to the other. - **Harness AI in recruiting, but keep the human advantage**: AI comes up as a practical question — how recruiters adopt it — rather than a technology pitch. Totrov reports peers debating how to “harness, if not tame” AI in talent acquisition and credits a speaker’s session on human advantage in the AI era. The framing keeps human judgement in view while acknowledging the challenges of adoption. - **Recruitment is becoming a marketing-first function**: Totrov reports that regional talent leaders are treating recruitment as a marketing discipline — candidate-facing and competing for attention. The idea appears alongside AI and crisis-ready talent strategies, as a direction of travel in the community rather than a fully developed position. - **Values matter more than skills when building a team**: In a post about the day job, Totrov argues that beliefs and values are a team’s foundation, while skills can be taught. The claim is internal-facing: it concerns nurturing talent inside Pace, not the wider recruitment market. ## Work to read - [Joining the RL100 community and what it is for](https://www.linkedin.com/posts/totrati_rl100-rl100-rl100-activity-7422211779679883265-WhuR) - [AI and recruitment-as-marketing from a Dubai TA summit](https://www.linkedin.com/posts/totrati_rl100middleeast-rl100-activity-7428037951693082624-2s7c) - [Inside the Resourcing Leaders Middle East Summit agenda](https://www.linkedin.com/posts/totrati_rlsummit-rlcommunity-rl100-activity-7504114296352776192-i19m) - [RecFest USA in Nashville, seen from the Middle East](https://www.linkedin.com/posts/totrati_rl100-recfestme-activity-7508937864869744640-eKae) - [A people-first talent session inside Pace Kuwait](https://www.linkedin.com/posts/totrati_pace-peopleofpace-kuwait-activity-7417176409477115904-kMXP) ## Brand relationships - **Pace | Architecture, Engineering + Planning** (employment) - **Resourcing Leaders Middle East** (mention) ## Partnerships The material reviewed shows RooslE1n Totrov posting as an employee representative of Pace | Architecture, Engineering + Planning, not as a creator selling placements. Across five LinkedIn posts spanning 14 January 2026 to 24 September 2026, Totrov describes attending and speaking about recruitment community events E28094 the Resourcing Leaders Middle East quarterly summits in Dubai and a Recruiting Leaders US summit in Nashville E28094 and representing Pace there, plus an internal talent acquisition working session in Kuwait. Event and organiser names appear as thanks and credit (for example the Resourcing Leaders Middle East organisers and the Hudson Talent Solutions partnership), which is community recognition rather than evidence of a paid sponsorship arrangement. No post states that Totrov accepts sponsorships, promotions or paid partnerships, and none sets out rates, deliverables, audience specifications or a media kit. The distinction matters for a buyer: this is an absence of partnership offers documented in the reviewed posts, not a claim that Totrov never enters commercial arrangements. Nothing in the posts indicates how a brand would begin a paid conversation, so no inquiry route is listed. If a partnership is central to the campaign, the practical next step is to treat this as an open research gap and seek current commercial terms directly before planning spend. ## Alternatives - James Liu, PhD, MBA: Choose James Liu when the campaign needs to reach companies expanding into the Gulf, not the people doing the hiring. His material covers Middle East market entry directly: a webinar he describes, delivered by a MENA market development consultant, on Saudi Vision 2030, UAE infrastructure and technology investment, how Gulf buyers assess new suppliers, the role of trust and relationships, generational differences in business expectations, and the misconceptions firms bring into the region. Another post tackles the same sales-side problem from a different angle, arguing that a B2B manufacturer needed not more inquiries but a way to classify which customers deserved the team’s time, using margin data rather than an outside ideal-customer framework. For a vendor whose actual buyer is a growth or business-development leader at a company entering the Gulf, that market-entry and customer-prioritisation framing sits closer to the buying decision than a talent acquisition community recap. - Danny Rojas: Choose Danny Rojas when the campaign has to speak to high-volume, deskless or trades hiring, or when the vendor needs someone who reports tool-level candidate-flow numbers. Rojas writes about a roughly 15-year skills gap in skilled trades, experienced technicians retiring into a thin pipeline, and candidates who never needed a resume and are not sitting on LinkedIn waiting for recruiter messages, alongside an attempt to source electricians through Craigslist and a decision to hire without the experience and build training around people. The second post is the closest match to a sourcing or candidate-marketing vendor's proof need: a Signature HealthCARE recruiting case using ICIMS where nursing applications rose 52%, completed applications 47% and total hires 17%, and where the point Rojas draws out is that recruiters moved from processing candidates to partnering with the business. That is the same argument an AI sourcing vendor wants to make, told by someone working inside the recruiting function rather than a marketing team. - Roger Gorman: Choose Roger Gorman when the sale targets enterprise workforce planning and how human and agent work gets divided, rather than day-to-day sourcing. Gorman writes in ProFinda’s voice about orchestration: coordinating people, AI agents, skills, tasks, workflows and governance in the flow of work, and positioning resourcing as the connective layer of what he calls the autonomous enterprise. He reports 500,000 workers newly matched to millions of projects and tasks, and frames a Chicago event for professional services leaders around how the human and agent workforce should combine: where AI agents should sit, what humans should keep owning, and how to orchestrate it without adding complexity. For a vendor positioning at platform or enterprise level with large professional services firms, that is the same AI-in-work theme argued at the altitude where those buyers make decisions. --- AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/