Where are they now? Paul Michael Gledhill Co-Founder of ME HR Learning

Q: You’ve transitioned ME HR & Learning from what was essentially a blog into a full-scale platform. How’s that journey been?
It’s been a mix of excitement, experimentation, and the occasional “what have we done?” moment. The original site served its purpose as a content hub, but we quickly realised the real value was in the community behind it. So we evolved—less passive reading, more active participation.

Today, it’s not just articles—it’s member profiles, products, partnerships, and opportunities. In simple terms, we’ve gone from talking about HR & Learning to creating a space where it actually happens. And that shift has made all the difference.

Q: What makes the platform different from the countless HR communities out there?
Most platforms are either content-heavy or sales-heavy. We’re trying to sit in that sweet spot where credibility meets commercial opportunity.

Our members aren’t just consuming content—they’re showcasing expertise, promoting services, and in some cases, generating real leads. It’s a professional ecosystem, not just a social feed.

Also, we’re very focused on the Middle East. That regional relevance gives us a strong identity rather than trying to be everything to everyone globally.

Q: What are the criteria for becoming a member?
We’re selective, but not exclusive for the sake of it. The key criteria is simple: you need to add value.

That could be through thought leadership, products, services, or even just meaningful engagement. We’re not looking for passive profiles sitting quietly in the corner—we want contributors.

At the same time, we’ve structured membership so individuals and companies can both find their place, depending on how actively they want to participate.

Q: Where do you see ME HR & Learning in the next few years?
The short answer? Bigger, sharper, and more commercially valuable for members.

We’re building towards a platform where if you’re in HR or Learning in the Middle East, it’s almost a default to be part of it. Not just for visibility, but for business development.

You’ll see more integration of services, smarter ways to connect members, and a stronger marketplace element. The goal is simple: if you’re on the platform, it should work for you, not just sit there looking nice.

Q: What are the biggest challenges right now?
Focus. There are a lot of opportunities, and not all of them should be chased.

Also, maintaining quality while scaling. It’s easy to grow numbers; it’s harder to grow value. We’re very conscious of not diluting what makes the platform useful.

And of course, like any growing platform, there’s the ongoing balance between building features and making sure members actually use them. It surprises me when members join but don't commit to the monthly post or to listing their products and services. We are thinking of ways to encourage that, and now we are starting to generate leads and sales. It seems like a no brainer.

Q: You often mention “community” — what does that actually mean in practice for you?
It means people showing up and contributing, not just scrolling.

A real community is when members promote each other, collaborate, and create opportunities together. When that starts happening without us pushing it, that’s when you know you’re onto something.

We’re getting there—slowly, but meaningfully.

Q: How is retirement going?
Retirement? That’s a strong word. Let’s call it selective working.

The idea was to slow down, but somehow I’ve ended up building a platform, working with members across the region, and thinking about growth strategies at odd hours. So clearly, I’m not very good at retiring.

That said, the difference now is I’m working on something I genuinely enjoy, with people I want to work with. That’s probably the closest I’ll get to retirement.

Q: If you had to sum up ME HR & Learning in one sentence, what would it be?
A platform built by practitioners, for practitioners—where visibility, credibility, and opportunity come together.

Paul Michael’s profile

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