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•Pre-investment Sharia screening
•Zero interest-bearing debt
•Divestment of minority investments when Sharia misalignment
•Transparency
•Immediate correction of errors
•Speak-up culture for all staff
•Continuous-improvement targets
•Mentorship programmes
•Excellence principles in strategy
•External benchmarking for every role
•Merit-based bonuses
•Open competitions for family positions
•10-year IRR hurdle in Investment Policy
•Annual succession-readiness reviews
•Family lens in every deal
•Knowledge culture for all staff
•Training and continuous learning
•Challenge status quo
•Symmetric fee structures
•Alignment clauses in JV agreements
•Prompt, principled dispute resolution
Chairman at Almiras
At Almiras, capital is only the beginning. We give responsibility to those closest to each opportunity, and trust them to make sound decisions with the right values and principles. Our decentralised, merit-based approach gives people the freedom to act, build, and create lasting value.
Our responsibility is also to protect the legacy entrusted to us and leave it stronger for those who come after us. That means creating value not only financially, but also for our people and our communities.
I invite every partner, colleague, and family member to hold us to this standard and to share in the responsibility of carrying this legacy forward.
Chairman at Almiras
Our leadership team is forged in the same culture of perseverance that carried the Alzamil family from modest beginnings to where it is today. Every executive is chosen through a hiring process that weighs credentials and alignment with our values in equal measure. Once on board, they are granted free autonomy in execution; but within the rigid guardrails of Sharia compliance, transparency, and longterm stewardship. Together they cultivate ventures, mentor future leaders, and measure success not only in returns, but in the enduring value we leave for generations.
