Hussain Sajwani’s Inspiring Life And Achievements

Hussain Sajwani is one of the wealthiest people in the UAE. He is the Founder and Chairman of DAMAC Properties, a property development firm based in Dubai. He founded the company 16 years ago after Dubai’s government allow foreigners to own properties in the UAE. What are his achievements as the Founder and Chairman of DAMAC? The exceptional entrepreneur has helped DAMAC grow from an unknown start-up to one of the largest and most-influential development company in the UAE. In 2013, the visionary helped his company become the only company from Dubai to be listed on the London Stock Exchange.

The property development firm has built over 20,000 homes. It generates over 1.9 billion in cash flow every year. These accomplishments can be attributed to Hussain’s leadership skills and cerebral planning and marketing strategies.

Education and Career

Hussain Sajwani is an alumnus of the University of Washington, where he earned a bachelor’s degree in Economics and Industrial Engineering. After graduating, he landed a job at one of Abu Dhabi National Oil Company’s subsidiaries, GASCO. He served shortly as one of the company’s Contacts Managers. After a few years, he quit the job to start a catering company, Global Logistics Services. The catering venture became a global giant. It currently manages numerous projects and serves over 200,000 meals a day. Apart from catering services, Global Logistics Services also provides other services like camp management and labor supply.

In 2002, he started DAMAC, as stated in a post published at Just like his first company, it became an instant hit. DAMAC has worked with numerous organizations and individuals to help transform Dubai from an unknown fishing village to a beautiful haven. In 2013, for instance, the company partnered with one of Trump’s companies to build Trump-branded golf courses in the beautiful city, Dubai.

Hussain Sajwani is also the Founder of Al Anwar Ceramic Tiles Co, one of the largest ceramic tiles manufacturing companies in the UAE. Apart from entrepreneurship, the visionary is also involved in philanthropic activities. Through DAMAC Properties Hussain has contributed millions to help fight poverty around the world. He makes generous contributions to initiatives that support youth entrepreneurship.

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5 Primary Elements of Executive Background Checks

The average American cost per hire is estimated to be in the thousands of dollars. Because of this, some human resource departments might have the temptation to cut out some of the costs associated with conducting thorough executive background checks. Then, they might hear news of yet another corporate embezzlement charge and change their minds.


Every company conducts employee screening in their own way whether it be for making a decision on an entry level applicant or upper management candidate. However, executive background checks as well as the exploration of any employee regardless of experience level typically include these five elements:


  1. Financial History Evaluations


By 2010, more than half of all employees already conducted credit checks on employees. This trend is likely to continue because many employers realize a person under financial pressure might not make money-related decisions that are in a company’s best interest. This could be a detriment to otherwise well-deserving, honest employees who wouldn’t steal but maybe would not comprehend a corporation’s business model enough to implement the right financial strategies to move a company toward its revenue goals.


Credit checks, however, can determine who would use executive bank accounts responsibly based on how timely a person is with making payments and how well they budget money and prioritize expenses. Credit checks could also identify likelihood of theft if a person has ever falsified their identity to make purchases or has overdrawn multiple times to the point of facing criminal charges.


  1. Criminal Investigations


As of 2007, about 86 percent of companies conducted criminal background checks on employees. This has continued to be a standard practice — which had tightened during the recession when jobs were scarce — because of the value that HR has discovered in digging deeper into a person’s past.


A criminal conviction, by the way, does not automatically disqualify an employee. However, hiring a CEO, vice president, treasurer or other person who would assume more responsibility than an entry level employee usually requires making sure a person having this much power over a company will not abuse the position. Money laundering or drug charges may be some top concerns for hiring managers as well as any history of violence or sexual harassment.


  1. Social Media Screening


Many people do not realize the impact that social media has concerning the hiring process. However, almost a third of companies as early as 2009 already set policies in place concerning what workers can post on their personal blogs. For instance, many companies forbid gripes about the company and certain confidential processes an employee might not like. Any negative comments on social media at all even ones not work-related could possibly hurt a candidate’s career potential and block them from securing executive positions.


  1. Personality Tests


Many employees including some applying for executive positions find some of the multiple choice tests they have to take during a job interview ridiculous. They may not realize the purpose behind these questionnaires that seem to ask the same questions over and over again.


Corporate Resolutions states that many of these tests are designed to determine how an employment applicant would respond in certain scenarios, as an arm of an executive background investigation. Oftentimes, these tests are simply to get to know the person and predict how that individual would fit in with a team. This prepares a company for a variety of interaction possibilities from which they can choose the match that best suits them.


Some personality tests provide more than just prediction of interaction with other employees, however. They might delve into attitudes a job candidate might have that either could negatively or positively affect work performance. In addition, these tests might reveal signs of impatience or even show evidence of a violent temper.


  1. Reference Verification


The quest for information never seems complete without asking for references who can verify that a person is who he or she claims to be. This step taken further can reveal references of references to add a double layer of assurance of trustworthiness. Contacts provided by employment applicants might include co-workers, an old boss, a business partner or longtime friend.


The effort that a company puts into executive background checks varies. It sometimes depends on available time and funds for it, but the level of position responsibility typically determines how high of a priority this process is. On the other hand, many companies thoroughly check all hourly and salaried employee candidates.

Steve Ritchie Is Interested In Helping Everyone

The smell of Papa John’s pizza is nothing new to Steve Ritchie. As per Wikipedia, twenty years of working for the company has made him familiar with all of the products and all of the levels of employment. He has gone up each run of the ladder, and has arrived at the top where he is now the CEO.

Twenty years is a long time, though to some it may seem that the time has passed quickly. A lot of things have changed in America and in the world, socially and politically. People who were children around the time that he started his career, as well as the time that he bought his own franchise, are now grown up. Because of the changing times, he has made it a point to keep the viewpoint of the company up-to-date and accurate to the times by forming as much of an understanding of the company as possible.

More CEOs should follow in the footsteps of Steve Ritchie, because too many CEOs don’t give a damn about their employees! Some CEOs talk to the talk, but they do not walk the walk. Everyone says that they care about their workers, but few actually do.

Steve Ritchie Papa Johns is trying to help everyone who buys pizza, everyone who works for the establishment and everyone in society who is affected the presence of Papa John’s. He knows that the existence of Papa John’s is multidimensional. Different aspects must be tended to in order for the whole organization to improve. The company isn’t just about pizza or the big people on top; it is about everyone. Everyone who is directly and indirectly affected by the company is involved and must be considered. Details about Papa John’s newest campaign can be seen here.

Everything is good so far. Of course, some customers have lost trust in the organization over the years, but the damage is reparable. Steve Ritchie knows what he is doing. He is well versed in dealing with relations between customers, workers and the public. Check out Steve’s profile on Bloomberg for more information about him.