Morocco’s HR technology landscape is maturing fast but few companies are attacking the real root of talent failure: misallocation. Geteam, an AI-powered talent system founded in Casablanca, has stepped forward with a thesis that is both simple and radical: companies don’t actually lack talent they lack a clear, dynamic picture of the talent they already have.And once you fix that visibility problem, everything from hiring to retention becomes dramatically easier.
Geteam was founded by a trio of Moroccan engineers and product thinkers led by Youssef Rhrib, a former full-stack developer and technical team lead known for building HR and workflow tools long before the company existed. Alongside him is Hatim Jebbari, a data engineer with a background in workforce analytics, and Ahmed El Amrani, a product strategist who spent years studying why African companies struggle to map and develop internal talent. The three met through intersecting projects in Casablanca and Rabat’s tech circles, often debating the same frustration: good people keep leaving companies not because they lack ability, but because companies fail to see their full ability. Those late-night conversations across coworking spaces and Discord calls eventually became the prototype for Geteam, an AI system built to solve the very misallocation problem they had each witnessed up close.
Geteam’s core product is split into two powerful layers. First is the Internal Talent Marketplace, an engine that maps skills across an existing workforce and makes mobility visible. Instead of guessing who can take on what role, the system actively surfaces employees who already have the capabilities, inferred skills, or developmental signals required. Second is the Open Talent Marketplace, which extends that intelligence outward, matching companies with a vetted external pool of freelancers and full-time candidates. The brilliance lies in how Geteam blends both worlds into one fluid ecosystem, so internal mobility and external hiring no longer operate as two disconnected processes.
The platform doesn’t depend on CV declarations alone, it ingests real work signals, including inferred skills from GitHub repositories, behavior patterns, and validated micro-credentials. This makes talent profiling not only faster but significantly more objective. By the time a candidate reaches a hiring manager, they’ve already been evaluated through dozens of data points that traditionally take weeks of screening to uncover.
Geteam’s offering extends further into skills assessment, talent analytics, and organizational diagnostics, tools designed to answer the questions HR teams ask every day but rarely have the data to quantify:
Where are our talent gaps? Who is ready for leadership? What skills are emerging inside our company that we’re not leveraging yet? Which team is likely to churn next quarter?
With Geteam, those aren’t philosophical questions, the system delivers precise, evidence-based answers.
Early traction came fast. The startup was selected for GITEX Africa’s “Morocco 200” cohort for 2025, signaling that the region’s innovation ecosystem sees Geteam as part of the next wave of HR infrastructure builders. It is a notable achievement for a company still in its early growth stage and a validation of the founders’ belief that the African labor market needs more than a recruitment tool, it needs a talent intelligence engine.
But what’s most compelling is Geteam’s timing. Across Africa and MENA, companies are battling shortages in tech talent while simultaneously struggling with internal turnover. The founders’ thesis that better internal mobility leads to better retention aligns with global HR trends, yet Morocco hasn’t had a localized, deeply integrated system solving this problem. Geteam fills that strategic gap.
As the team continues to refine its AI stack, onboard more employers, and deepen integrations, one thing is clear: Geteam isn’t just building HR software, it’s designing a future where talent in Morocco and Africa can move fluidly, fairly, and intelligently. A future where companies grow not by constantly replacing people but by finally seeing the people they already have.
