Hello Product Hunt, COO here, let's talk AI, tech, leadership, and WordPress
Hey, I'm Shamim, co-founder and COO at Genetech Solutions since 2005. Twenty years now building software for clients across healthcare, fintech, and logistics, web, mobile, AI-enabled, whatever the problem actually needs.
I also founded CodeGirls, empowering women in Pakistan through coding and business skills, and I sit on the board of P@SHA, pushing Pakistan's tech industry onto the global stage. On the product side, WordPress is home turf too; we build plugins at Genetech.
I might be new to Product Hunt, but I know my work well. Would love to connect with anyone who genuinely enjoys talking AI, tech, leadership, SaaS products, or WordPress.
I share more of this thinking on Medium, and in my newsletter The Leadership Lens, on Substack. If any of this sounds like your world, let's talk.
What's actually on your mind?
Replies
The CodeGirls detail is the one I'd actually ask about. Less the mission statement, more the mechanics: what turns out to be the real bottleneck for getting more women through and placed, is it awareness and getting people to sign up in the first place, access to devices or reliable internet once they're in, or something that shows up later when they try to actually get hired?
@abdullah_javaid3 Good question, and honestly it's neither of the first two you'd expect. Employers show up at our graduation ceremonies ready to hire directly; we've had placements lined up before the ceremony even ends. So hiring isn't the bottleneck once someone finishes.
A lot of it comes down to confidence, honestly. Most of these women have never been told they can do this, so half the work upfront is convincing them they actually can, and that they have to try. We bring in teachers who are already working in the market, not just theory-only instructors, and run workshops with industry mentors throughout the program, real people from real companies, sitting with them, showing them what's possible. That combination is what keeps them motivated long enough to let the talent that was already there actually come out.
@shamimrajani That tracks with what shows up in a lot of upskilling programs generally, the technical gap closes faster than the confidence gap. Does the confidence work end at placement, or do you keep checking in afterward? The same doubt that stops someone from trying in the first place seems like exactly the thing that would resurface the first time they need to push back on a manager or ask for a raise.
@abdullah_javaid3 During the program, we run workshops on professionalism and workplace communication, not just technical skills, so they walk in already knowing how to hold their ground in a room. Our mentors also build a relationship that doesn't expire when the course ends. Students reach out to them long after graduation, for a tough conversation with a manager, a raise they're not sure how to ask for, whatever it is. That safety net staying open is as important as anything we teach in the actual course.
@shamimrajani Is the mentor relationship tracked at all, or is it purely informal, someone reaches out if they need to? Curious whether you've ever measured how many actually come back for something like a raise conversation, versus it just being known as an open door.
Welcome to PH, Shamim
twenty years of shipping across healthcare, fintech, and logistics is serious range.
Curious about something from the COO seat: when you're running multiple client projects in parallel, how do you actually know which ones are on track and which ones are quietly drifting? I've always found that the hardest part isn't tracking the work
it's catching the moment a project feels fine but the assumptions behind it have already shifted.
Thanks for the question, Sean, and honestly, it has a long answer.
It depends on the type of project.
For project-based clients, this trend is harder to spot. If it's a one-off engagement and they keep coming back for more one-offs, the signal you're looking for is pricing pushback. Once a client starts negotiating rates "I know you're good, but the market doesn't work at this rate," that's usually the first sign something's shifting.
For recurring clients, watch how their team communicates with yours. If they're sending consistent work and keeping your team busier than usual, that's healthy. Sometimes a spike in workload is just a spike, and you absorb it.
The real warning sign is the opposite: work gradually declining while they start doing more in-house and leaning on your team to learn from you. That combination usually means they're planning to bring it in-house eventually. And with AI now, that shift is happening faster; many clients are turning to AI tools to do what they used to outsource.
@shamimrajani This point you mentioned about missing confidence in women, in the thread with @abdullah_javaid3 really resonated with me.
I'm an Senior Software Engineer, and throughout my career I've often been one of the few women in the room. One pattern I've noticed, especially while interviewing candidates, is that confidence and competence don't always grow at the same pace. I've met candidates who answered confidently even when they were wrong, while others hesitated despite knowing the right answer.
I had a similar experience just last week.
I was giving two AI sessions in my company, the first presentations I'd delivered in about 1.5 years. Before this, I'd spoken regularly, even presenting in workshops for government audiences, but being out of practice got to me.
After the first session, I genuinely thought I'd done terribly. In my head it was a 3/10. I felt I'd rambled, repeated myself, and paused far too much. The second session felt a little better, maybe a 6/10.
Then I asked my manager for feedback.
He told me both sessions were good, the team praised me as well, my delivery was confident, and that most of the criticism existed only in my own head.
That conversation reminded me how often we're our own toughest critics. Confidence isn't just about knowing your craft. It's also about trusting yourself enough to let your experience speak.
Really admire what you're building with CodeGirls. Helping people develop that confidence may end up being just as valuable as teaching the technical skills themselves.
Also, lovely to meet you here! I'm the co-founder of @Track AI , currently trying to find our first few users, so it's inspiring to hear stories like yours.
@shamimrajani @riya324 The gap between your 3/10 and what the room actually saw is the tell. Rust from 1.5 years off reads as a bad session from the inside and invisible from the outside, which is a different problem than actually being bad, and it fixes itself by session three, not by getting harder on yourself. Good luck finding your first users with Track AI.