Interview with Dmitry Zaytsev, Founder of Dandelion Civilization
In May, Dubai-based Dandelion Civilization launched for business, with the aim to improve hiring efficiency across sectors (including consulting) through game-based assessments. To find out more about the landscape and the startup’s offering, we spoke with company founder, Dmitry Zaytsev.
You’ve worked across industries before founding Dandelion Civilization. What problem in the job market made you want to start this company?
In every business I ran, I saw talented people overlooked because they didn’t look impressive on paper. A CV can list your degree, but it won’t tell me how you respond to a crisis, how you build trust in a team, or whether you can think creatively under pressure.
The hiring system was built on tools designed centuries ago. We’re still using parchment in the digital age – and as a result, companies miss out on potential, and candidates are judged unfairly.
If the CV is broken, what should replace it?
We need living profiles, not static documents. At Dandelion Civilization, we use gamified simulations where people face realistic challenges – leading a project, resolving conflict, making decisions. From those experiences, we create a digital profile that evolves with you. Think of it as a “growth passport”: it shows not just what you’ve done, but how you actually think, act, and grow. That’s far more useful than a résumé frozen in time.
You often talk about digital reputation. What does that mean in practice?
Today, reputation is often a matter of perception – a manager’s mood, a polished LinkedIn post, or a single interview. Digital reputation shifts this into something structured and earned. Every challenge completed, every skill developed, every milestone achieved adds to a transparent record. Over time, that record becomes your professional identity – measurable, portable, and based on real behavior.
It’s not about reducing people to numbers; it’s about protecting them from subjectivity and bias.
Universities claim to prepare students for the workforce. What do you see as the gap?
Universities provide knowledge, but the behavioral side of work is underdeveloped. A graduate may know theory, but not how to navigate conflict, influence others, or adapt under pressure.
We piloted our platform with students in the UAE, and the feedback was powerful: they said it was the first time they could “practice” being professionals before the stakes were real. I believe education and work need to merge – students should graduate with both knowledge and readiness.
The GCC has one of the youngest workforces in the world, and governments are investing heavily in skills development. Where do you see your role in this landscape?
The GCC is at a turning point. With over half the population under 30, the question is not just how to create jobs, but how to prepare millions of people for meaningful careers. The regional HR tech market is already growing rapidly and will continue to do so. Dandelion Civilization is designed for exactly this context: bridging education and employment with systems that reveal and grow real skills.
The GCC can become a global benchmark for workforce innovation – and we want to contribute to that story.
You describe Dandelion as a “growth simulator.” What does that mean?
Most career tools are transactional: apply, interview, repeat. We want to change that. A growth simulator is an environment where you can explore roles, test yourself, and learn through action. Imagine a sandbox where you can safely try leadership, collaboration, or decision-making before it costs you opportunities in the real world.
Over time, this approach creates a cultural shift: careers stop being accidents of circumstance and start becoming conscious journeys of growth. That’s why we call it a “civilization.”
AI and gamification are often overused buzzwords. How do they actually fit into your vision?
For us, AI is not about replacing people – it’s about personalization. It can tailor challenges and feedback to every individual, creating a unique growth path.
Gamification is not points and badges – it’s about making learning and assessment engaging. People avoid systems that feel like exams. They embrace systems that feel like play. If growth feels like a game you want to keep playing, then progress becomes natural. That’s the power of combining AI and gamification.
Some might say this sounds too idealistic. How do you respond to skepticism?
Skepticism is natural, especially in HR. But we’re not working with abstractions. Our pilots at UAE universities showed that students became more self-aware and confident in their skills. Employers we speak to are actively looking for ways to see beyond CVs. Every transformation starts with doubt. Digital banking once sounded unrealistic, yet today it’s part of everyday life. We believe careers are about to undergo the same shift.
Finally, what advice would you give to young professionals entering the workforce in the GCC today?
Don’t let your CV define you. Focus on experiences that stretch you, skills that make you adaptable, and communities that help you grow. The job market will reward those who can collaborate, communicate, and lead in uncertain environments. Treat your career not as climbing a ladder, but as leveling up in an ongoing journey. If you approach work as a process of discovery, every challenge becomes an opportunity.
