SpeedWings Human Resource Pvt. Ltd.

17/08/2026

𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝘀𝗵𝗼𝘂𝗹𝗱 𝗻𝗼𝘁 𝘀𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵: “𝗛𝗼𝘄 𝗺𝗮𝗻𝘆 𝘄𝗼𝗿𝗸𝗲𝗿𝘀 𝗱𝗼 𝘆𝗼𝘂 𝗻𝗲𝗲𝗱?”

It should start with: “𝗪𝗵𝗮𝘁 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗼𝘂𝘁𝗰𝗼𝗺𝗲 𝗱𝗼 𝘆𝗼𝘂 𝗲𝘅𝗽𝗲𝗰𝘁 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝘆𝗼𝘂 𝗵𝗶𝗿𝗲?”

A vacancy is a number.
A business outcome is the real purpose behind that number.

As recruiters, our responsibility should go beyond filling positions. We should understand productivity, retention, quality, performance and the business problem behind every hiring decision.

𝗧𝗵𝗮𝘁 𝗶𝘀 𝘁𝗵𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗜 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗵𝗮𝘃𝗲 𝘄𝗶𝘁𝗵 𝗺𝘆 𝗰𝗹𝗶𝗲𝗻𝘁𝘀.

17/08/2026

𝗧𝗵𝗲 𝗙𝗼𝗿𝘁𝘂𝗻𝗮𝘁𝗲 𝗔𝗴𝗲: 𝗙𝗿𝗼𝗺 𝗪𝗼𝗿𝗹𝗱 𝗪𝗮𝗿 𝗜𝗜 𝘁𝗼 𝗔𝗜, 𝗪𝗵𝗮𝘁 𝗢𝘂𝗿 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻 𝗛𝗮𝘀 𝗪𝗶𝘁𝗻𝗲𝘀𝘀𝗲𝗱

A recruiter’s reflection on technology, human intelligence, employment and why staying curious may be the most important skill of the AI age.

I am a recruiter by profession.

Every day, I deal with people who want to work, employers who need skills, and a labour market that is changing faster than many people realize.

That gives me a slightly different view of technology.

I don't look at AI only as a technology story.

I look at it through people.

A young person learning a new skill.

A skilled worker trying to find an international opportunity.

An employer trying to identify the right person.

A recruiter trying to understand what makes one candidate more valuable than another.

And increasingly, a human being trying to understand what intelligence means when machines can process, compare and generate information at extraordinary speed.

That is why I have been thinking about the generation I belong to.

We were born into a world that was already changing, but we have lived through an extraordinary sequence of transformations.

We saw computers become common.

We saw the internet arrive.

We moved from newspapers and books to search engines.

We moved from desktop computers to mobile phones.

And now we are watching AI enter everyday life.

The World Wide Web was first proposed by Tim Berners-Lee at CERN in 1989 and CERN released the Web into the public domain in 1993. The term “artificial intelligence” itself dates back to the Dartmouth workshop of 1956.

So AI did not suddenly appear.

But its accessibility has changed dramatically.

And I believe we are still early.

This matters to me as a recruiter because the future of work will not be decided only by machines.

It will be decided by people who understand how to work with machines.

The valuable person of the future may not simply be the person with the most qualifications.

It may be the person who can learn quickly, ask better questions, adapt to new tools, understand people and make good decisions when information is everywhere.

That is something I see every day in recruitment.

A certificate can tell me what someone studied.

An interview can tell me how someone communicates.

A skill test can tell me what someone can do.

But curiosity tells me something different.

It tells me whether that person is likely to keep learning after the recruitment process is finished.

And perhaps that is why I am so interested in AI.

It is helping me learn.

It challenges my assumptions.

It helps me organize thoughts.

It helps me see patterns.

But it also reminds me that having access to intelligence is not the same as having judgement.

There is still a gap.

Not necessarily a gap in information.

A gap in understanding.

A gap in curiosity.

A gap in keeping ourselves updated.

And perhaps that is the real challenge of this fortunate age.

Our children will eventually study this period in history.

They may look at us and ask:

What did you understand when AI arrived?

What did you build?

How did you change the way you worked?

How did you prepare people for the future?

And what did you completely fail to see?

I don't know the answers yet.

I am still learning myself.

At 43, I am probably more curious than I was at 23.

I keep looking for the next extraordinary idea, the next useful skill, the next person I can learn from and the next opportunity to build something meaningful.

Perhaps that is enough for now.

Because we are living through an age that future generations will study.

And I would rather be one of the people who was curious enough to understand it than one of the people who simply watched it happen.

14/08/2026

11/08/2026

𝐀𝐛𝐬𝐞𝐧𝐭𝐞𝐞𝐢𝐬𝐦 𝐢𝐬 𝐧𝐨𝐭 𝐚𝐥𝐰𝐚𝐲𝐬 𝐚 𝐝𝐢𝐬𝐜𝐢𝐩𝐥𝐢𝐧𝐞 𝐩𝐫𝐨𝐛𝐥𝐞𝐦. 𝐒𝐨𝐦𝐞𝐭𝐢𝐦𝐞𝐬, 𝐢𝐭 𝐢𝐬 𝐚 𝐰𝐚𝐫𝐧𝐢𝐧𝐠 𝐬𝐢𝐠𝐧.

Why do employees stay away from work?

The answer is more complex than “lack of commitment.”

Absenteeism can be influenced by workplace culture, mental health, socioeconomic pressure, management practices, job satisfaction, and even the way organisations respond to absence.

The cost is significant. Lost productivity, disrupted operations, pressure on other employees, and higher replacement costs can quietly damage an organisation.

But there is another question employers should ask:

𝗔𝗿𝗲 𝘄𝗲 𝗺𝗲𝗮𝘀𝘂𝗿𝗶𝗻𝗴 𝗮𝗯𝘀𝗲𝗻𝗰𝗲, 𝗼𝗿 𝗮𝗿𝗲 𝘄𝗲 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝘄𝗵𝘆 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗿𝗲 𝗮𝗯𝘀𝗲𝗻𝘁?

The Bradford Factor and other metrics can help identify patterns. But numbers alone cannot solve the problem.

A strong workforce strategy looks beyond attendance records and asks what is happening behind them.

This video explores the evolution of absenteeism, its causes, its economic impact, and why supportive workplace cultures may be more effective than punishment alone.

𝐀𝐭 𝐒𝐩𝐞𝐞𝐝𝐖𝐢𝐧𝐠𝐬 𝐇𝐮𝐦𝐚𝐧 𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞, 𝐰𝐞 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐦𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐬𝐭𝐚𝐫𝐭𝐬 𝐰𝐢𝐭𝐡 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐩𝐞𝐨𝐩𝐥𝐞 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐜𝐨𝐮𝐧𝐭𝐢𝐧𝐠 𝐭𝐡𝐞𝐦.

Follow 𝐒𝐩𝐞𝐞𝐝𝐖𝐢𝐧𝐠𝐬 𝐇𝐮𝐦𝐚𝐧 𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞 for practical insights on workforce, recruitment, labour mobility, and the changing world of work.

11/08/2026

𝗜𝗠𝗣𝗢𝗥𝗧𝗔𝗡𝗧 𝗔𝗟𝗘𝗥𝗧 𝗧𝗢 𝗜𝗡𝗧𝗘𝗥𝗡𝗔𝗧𝗜𝗢𝗡𝗔𝗟 𝗘𝗠𝗣𝗟𝗢𝗬𝗘𝗥𝗦 𝗔𝗡𝗗 𝗥𝗘𝗖𝗥𝗨𝗜𝗧𝗠𝗘𝗡𝗧 𝗣𝗔𝗥𝗧𝗡𝗘𝗥𝗦

If you are currently recruiting Nepali workers, or have recruitment processes underway, I would respectfully ask you to consider 𝘁𝗲𝗺𝗽𝗼𝗿𝗮𝗿𝗶𝗹𝘆 𝗽𝗮𝘂𝘀𝗶𝗻𝗴 𝗻𝗲𝘄 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗮𝗰𝘁𝗶𝘃𝗶𝘁𝗶𝗲𝘀 𝗳𝗿𝗼𝗺 𝗡𝗲𝗽𝗮𝗹 until there is greater clarity on the regulatory framework.

This is not a call to stop international recruitment from Nepal.

It is a call for 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗯𝗲𝗳𝗼𝗿𝗲 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗮𝘁𝗶𝗼𝗻.

Nepal’s recruitment industry is currently asking the government to address fundamental issues surrounding service fees, airfare, recruitment procedures and the practical implementation of the “Free Visa, Free Ticket” policy.

Today’s national debate has made one thing clear: the existing framework needs serious review.

More than 900 licensed recruitment agencies are operating within this system.

Responsible agencies want to comply.

International employers want predictable recruitment.

Workers deserve transparency and protection.

These interests should not be in conflict.

I believe the responsible approach at this moment is to pause, review and establish clear rules that work in the real international labour market.

𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝘁 𝗣𝗼𝗹𝗶𝗰𝘆.
𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗹𝗲 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀.

We want Nepalese workers to continue contributing to businesses and economies around the world.

But recruitment must be built on a framework that is clear, workable, transparent and sustainable for everyone involved.

𝗧𝗼 𝗼𝘂𝗿 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗮𝗻𝗱 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝘀: 𝗽𝗹𝗲𝗮𝘀𝗲 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝗶𝘀 𝗵𝗮𝗽𝗽𝗲𝗻𝗶𝗻𝗴 𝗶𝗻 𝗡𝗲𝗽𝗮𝗹 𝗯𝗲𝗳𝗼𝗿𝗲 𝗽𝗿𝗼𝗰𝗲𝗲𝗱𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗻𝗲𝘄 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁.

This is a moment for caution, dialogue and responsible decision-making.

10/08/2026

𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐭 𝐏𝐨𝐥𝐢𝐜𝐲. 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐥𝐞 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬.

Nepal’s foreign employment sector is at an important turning point.

The current debate around recruitment fees, airfare, worker protection and regulatory enforcement is bigger than manpower companies. It is about how Nepal designs, regulates and prepares its workforce for the international labour market.

As someone who has worked closely with Nepal’s recruitment industry since 2008, I believe we need less blame and more evidence, research and practical policy.

𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐥𝐞 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐬 𝐫𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐥𝐞 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬𝐞𝐬.

𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐥𝐞 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬𝐞𝐬 𝐫𝐞𝐪𝐮𝐢𝐫𝐞 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐭 𝐚𝐧𝐝 𝐰𝐨𝐫𝐤𝐚𝐛𝐥𝐞 𝐫𝐮𝐥𝐞𝐬.

I have shared my perspective on what Nepal needs to change and why this moment could become an opportunity for genuine reform.

https://www.linkedin.com/pulse/transparent-policy-responsible-business-speedwingshr-yqtmc/

06/08/2026

The Silent Candidate: The Most Expensive Five Minutes in Recruitment

𝐄𝐯𝐞𝐫𝐲 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 𝐡𝐚𝐬 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞𝐝 𝐭𝐡𝐢𝐬.

𝐓𝐡𝐞 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐣𝐨𝐢𝐧𝐬 𝐭𝐡𝐞 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐨𝐧 𝐭𝐢𝐦𝐞.

𝐓𝐡𝐞 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 𝐢𝐬 𝐫𝐞𝐚𝐝𝐲.

𝐓𝐡𝐞 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐜𝐨𝐧𝐟𝐢𝐫𝐦𝐞𝐝 𝐭𝐡𝐞 𝐬𝐜𝐡𝐞𝐝𝐮𝐥𝐞.

𝐓𝐡𝐞𝐧 𝐭𝐡𝐞 𝐦𝐞𝐞𝐭𝐢𝐧𝐠 𝐬𝐭𝐚𝐫𝐭𝐬... 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐧𝐞𝐯𝐞𝐫 𝐣𝐨𝐢𝐧𝐬.

This happens more often than people think, and the cost goes far beyond a missed interview. It affects employer confidence, wastes valuable time, and can close doors for future candidates from the same recruitment channel.

This article is not about blaming candidates. It is about building better communication between candidates, recruiters, and employers. Sometimes, saying "No" is far more professional than saying nothing at all.

If this article helps even one candidate communicate better, it will have served its purpose.

05/08/2026

𝐌𝐨𝐬𝐭 𝐩𝐞𝐨𝐩𝐥𝐞 𝐬𝐞𝐞 𝐚 𝐭𝐚𝐛𝐥𝐞, 𝐚 𝐥𝐚𝐩𝐭𝐨𝐩, 𝐚𝐧𝐝 𝐚𝐧 𝐢𝐧𝐭𝐞𝐫𝐧𝐞𝐭 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧.

𝐈 𝐬𝐞𝐞 𝐚 𝐛𝐫𝐢𝐝𝐠𝐞.

Every meeting represents someone's future. An employer looking for the right talent. A worker searching for a better opportunity. Between them is trust.

My days are spent speaking with employers across different countries, translating expectations, explaining workplace culture, conducting interviews, solving problems, and making sure every stakeholder moves forward with confidence.

Recruitment is not just about filling vacancies. It is about responsibility. Every decision has an impact on businesses, families, and careers.

Passion gave me a purpose. Recruitment became my profession. Trust became the foundation that continues to grow SpeedWings.

Some days bring smiles. Some bring challenges. Some demand difficult decisions. But every day is another opportunity to build stronger partnerships and create a better tomorrow.

This is the work I believe in. This is the bridge we continue to build.

- Saroj Phuyal

04/08/2026

𝗪𝗵𝗲𝗻 𝗧𝗿𝘂𝘀𝘁 𝗖𝗿𝗼𝘀𝘀𝗲𝘀 𝗕𝗼𝗿𝗱𝗲𝗿𝘀, 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗙𝗼𝗹𝗹𝗼𝘄.

Some meetings are about business. Others shape the future.

Yesterday, we had the privilege of welcoming our valued partners from South Korea to Nepal. Their visit was more than a business meeting it was an opportunity to exchange ideas, strengthen mutual trust, and better understand the talent, preparation, and commitment that Nepal can offer to the global workforce.

At SpeedWings Human Resource, we believe international recruitment begins long before a candidate boards a flight. It starts with transparency, ethical practices, skills development, language preparation, and a shared commitment to quality.

As South Korea continues to seek a reliable and skilled workforce, Nepal stands ready to contribute with professionalism and integrity. Our discussions focused on building sustainable recruitment pathways that create value for employers while opening meaningful career opportunities for Nepali professionals.

Every partnership starts with a conversation. Strong partnerships are built through trust, consistency, and shared responsibility.

This visit is another step forward in strengthening the employment bridge between Nepal and South Korea. We look forward to what comes next.

-7

29/07/2026

The Future of International Recruitment from Nepal Will Not Be Built by Cheap Labor

For decades, Nepal has been known for sending workers abroad.

That chapter is coming to an end.

The future belongs to countries that export skills, not labor. Employers no longer compete for the lowest cost. They compete for proven capability, productivity, and trust.

From my experience in international recruitment, I believe Nepal has the talent to become a global source of skilled professionals. The challenge is building a system that prepares workers before employers ask for them.

This is my perspective on where international recruitment is heading, why skill-based recruitment will define the next decade, and how Nepal can earn its place among the world's most trusted workforce partners.