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Al Zahrawi Medical

The Talent Acquisition Executive is responsible for managing the full recruitment lifecycle to fulfill the organization’s staffing needs. This includes sourcing and screening candidates, coordinating interviews, maintaining applicant tracking systems, and partnering with hiring managers to ensure timely and effective hiring. The role also supports initiatives related to diversity hiring, employer branding, talent pipeline development, and internship coordination.Scope: Recruitment across all Zahrawi Group locations: mostly gulf (UAE, Oman, Qatar & Bahrain) and can extend support to KSA. Talent Acquisition:<ul><li>Responsible for the different recruitment channels used by Zahrawi.</li><li>Sourcing and interviewing potential candidates over the phone for the open positions.</li><li>Updating the Recruitment sheet on a regular basis.</li><li>Organizing all documents received from candidates in different folders, including CVs, cover letters, passport copies, presentations and transcripts.</li><li>Localization: Hire Local employees in priority in each of the territories to maintain a minimum % to increase localization</li><li>Diversity: Ensure conscious hiring of a diverse workforce (Gender & nationalities)</li></ul> Applicant Tracking System:<ul><li>Maintain applicant data and update their status on the Applicant Tracking system.</li></ul> Job Descriptions:<ul><li>Ensure updated Job Descriptions are created for each position to identify the right candidates and share the JD with applicants.</li><li>Annual Review of all Job Descriptions to have them always updated.</li><li>Ensure all JD’s are developed, modified & maintained in the online ERP system.</li></ul> Internal and External Sourcing:<ul><li>Advertise job openings on the careers page, internally, job boards and social networking sites.</li><li>Source and screen potential candidates over the phone for the open positions.</li><li>Contact and follow up with different recruitment agencies to assist with hiring when needed.</li><li>Attend career fairs to promote the company and attract new candidates.</li><li>Build a database of candidates to ensure that the company has access to a wide talent pool.</li><li>Develop and maintain a Talent Pool of high caliber candidates specially for key positions in the region and industry to be reached out for open positions.</li><li>Administer the Internship Program and create opportunities for interns from reputable universities to support Zahrawi Group during projects/ work assignments.</li><li>Enhance the Employee Referral Programme by advertising jobs internally & reward eligible employees as per the Employee Referral Policy.</li></ul>Interview & Selection:<ul><li>Assess candidates to ensure qualification match, cultural fit and compatibility.</li><li>Ensure candidates alignment with job requirements and compensation structures, enabling successful hires through effective negotiation.</li><li>Send all shortlisted candidates to the respective Line Managers and following up with their feedback.</li><li>Arrange interviews with shortlisted candidates and inform them of all details of the vacancy.</li><li>Conduct interviews with shortlisted candidates along with the Line Managers.</li><li>Provide feedback to the concerned HR Line Manager on the status of the interviews conducted.</li><li>Arrange a second interview when needed with the Line Managers, Head of Departments and concerned HR Line Manager.</li><li>Perform background checks and employee references when needed.</li><li>Ensure that all Interview Evaluation Forms are complete and submitted by the Line Manager.</li></ul>Offer Letter Creation and Onboarding<ul><li>Raise Requests for Approval to Hire and prepare offer letters for new joiners.</li><li>Coordinate with the IT team to prepare the needed equipment for the new joiner.</li><li>Prepare “People News Communication” for new joiners and emailing it on time.</li><li>Follow up with selected candidates to receive all documents needed and organize all documents received.</li><li>Follow up with the PRO on the new employees’ visas and ensure that all the paperwork is done before they join.</li></ul>

Talent Acquisition Executive

Client of Mindfree Consulting

Accountabilities:
Talent Acquisition:
<ul> <li>Responsible for the different recruitment channels used by Zahrawi.</li> <li>Sourcing and interviewing potential candidates over the phone for the open positions.</li> <li>Updating the Recruitment sheet on a regular basis.</li> <li>Organizing all documents received from candidates in different folders, including CVs, cover letters, passport copies, presentations and transcripts.</li> <li>Localization: Hire Local employees in priority in each of the territories to maintain a minimum % to increase localization</li> <li>Diversity: Ensure conscious hiring of a diverse workforce (Gender &amp; nationalities)</li> </ul>
Applicant Tracking System:
<ul> <li>Maintain applicant data and update their status on the Applicant Tracking system.</li> </ul>
Job Descriptions:
<ul> <li>Ensure updated Job Descriptions are created for each position to identify the right candidates and share the JD with applicants.</li> <li>Annual Review of all Job Descriptions to have them always updated.</li> <li>Ensure all JDs are developed, modified &amp; maintained in the online ERP system.</li> </ul>
Internal and External Sourcing:
<ul> <li>Advertise job openings on the careers page, internally, job boards and social networking sites.</li> <li>Source and screen potential candidates over the phone for the open positions.</li> <li>Contact and follow up with different recruitment agencies to assist with hiring when needed.</li> <li>Attend career fairs to promote the company and attract new candidates.</li> <li>Build a database of candidates to ensure that the company has access to a wide talent pool.</li> <li>Develop and maintain a Talent Pool of high caliber candidates specially for key positions in the region and industry to be reached out for open positions.</li> <li>Administer the Internship Program and create opportunities for interns from reputable universities to support Zahrawi Group during projects/ work assignments.</li> <li>Enhance the Employee Referral Programme by advertising jobs internally &amp; reward eligible employees as per the Employee Referral Policy.</li> </ul>
Interview &amp; Selection:
<ul> <li>Assess candidates to ensure qualification match, cultural fit and compatibility.</li> <li>Ensure candidates alignment with job requirements and compensation structures, enabling successful hires through effective negotiation.</li> <li>Send all shortlisted candidates to the respective Line Managers and following up with their feedback.</li> <li>Arrange interviews with shortlisted candidates and inform them of all details of the vacancy.</li> <li>Conduct interviews with shortlisted candidates along with the Line Managers.</li> <li>Provide feedback to the concerned HR Line Manager on the status of the interviews conducted.</li> <li>Arrange a second interview when needed with the Line Managers, Head of Departments and concerned HR Line Manager.</li> <li>Perform background checks and employee references when needed.</li> <li>Ensure that all Interview Evaluation Forms are complete and submitted by the Line Manager.</li> </ul>
Offer Letter Creation and Onboarding
<ul> <li>Raise Requests for Approval to Hire and prepare offer letters for new joiners.</li> <li>Coordinate with the IT team to prepare the needed equipment for the new joiner.</li> <li>Prepare People News Communication for new joiners and emailing it on time.</li> <li>Follow up with selected candidates to receive all documents needed and organize all documents received.</li> <li>Follow up with the PRO on the new employees visas and ensure that all the paperwork is done before they join.</li> </ul>

Confidential Company

· End-to-End Recruitment: Manage the complete recruitment cycle including job requisition approvals, job postings, candidate sourcing, interviews, selection, offer management, visa processing, and onboarding while ensuring efficiency and strong follow-up at every stage. Ensure tracker updates and recruitment reports are maintained in real time.· Turnaround Efficiency: Continuously improve turnaround time for all hires by streamlining processes, proactive coordination with hiring managers, and diligent monitoring of visa and onboarding steps.· Quality of Hire: Drive high standards in candidate evaluation through structured interviews, behavioral and technical assessments, aptitude/communication testing, and comprehensive reference and background checks to secure high-performing candidates.· New Hire Retention: Focus on hiring committed candidates who fit both the role and company culture, discuss growth opportunities with new hires, and reduce voluntary and involuntary exits by strengthening onboarding and engagement.· Internal Job Postings: Promote internal job postings to foster career growth and retain top talent, encouraging participation and ensuring timely completion of interviews and movement processes.· Manpower Planning & Budgets:Partner with departments to plan workforce requirements and maintain complete accuracy in manpower budgets and job requisitions. Monitor real-time updates in HR applications and conduct periodic audits to track variances and ensure compliance.· Diversity & Inclusion: Support cultural and generational inclusivity by sourcing diverse talent pools and ensuring balanced representation across nationalities and age groups for planned positions.· Talent Pipeline & Market Intelligence:Build and maintain strong talent pools for critical roles and future needs. Conduct market mapping, salary benchmarking, and competitor analysis to stay ahead of talent trends.· Employer Branding: Represent the company at career fairs, campus drives, and professional networking events to position the organization as an employer of choice.· Candidate Experience: Ensure a professional, engaging, and transparent recruitment journey; counsel candidates on benefits, compensation, and company culture to create a positive impression and long-term engagement.· Data & Reporting: Maintain accurate recruitment MIS data; generate regular analytics on hiring status, source effectiveness, recruitment costs, and turnover trends for management review.· Policy & Compliance: Adhere to labor laws, company policies, and data privacy requirements. Suggest and implement improvements in recruitment policies and procedures to enhance effectiveness.· Job Descriptions, Organization Charts, and SOPs:Ensure all JDs, organization charts, and standard operating procedures are continuously updated, accurately reflecting current structures and processes, and conduct timely audits to maintain compliance and clarity.· Onboarding & Integration:Coordinate seamless onboarding and orientation, ensuring new hires are effectively integrated and probation follow-ups are completed.· Continuous Improvement: Identify process gaps, recommend automation or system enhancements, and introduce innovative sourcing strategies including digital platforms and referral programs.· Stakeholder Partnership: Act as a trusted advisor to business units on workforce planning, skill-gap analysis, and recruitment strategies aligned with organizational objectives.

AMS International Search FZ-LLC

End-to-End Recruitment Process: Manage and execute the recruitment lifecycle for both IT and non-IT positions. This includes sourcing, screening, interviewing, and hiring the best candidates.Candidate Sourcing: Utilize job boards, Boolean search techniques, and proactive headhunting to identify and attract both active and passive candidates.Screening & Interviews: Conduct initial phone screenings, including PS2 (Pre-Screening 2), to assess candidate qualifications, culture fit, and skills.Resource Management: Collaborate with the business teams to optimize resource allocation and ensure project requirements are met with the right talent.Compensation Planning: Maintain and refine the company’s compensation structure, including conducting salary surveys, job evaluations, and preparing budgets. Recommend and implement pay structure revisions as needed.Recruitment Reporting: Provide weekly, monthly, or quarterly recruitment reports to the head of recruitment.

Group Amana

<ol><li>Key Responsibilities Assist with posting job advertisements on job boards, career pages, and social media platforms. </li><li>Screen resumes and conduct initial candidate phone screenings. </li><li>Schedule interviews between candidates and hiring managers. </li><li>Coordinate recruitment logistics and maintain up-to-date records in the Applicant Tracking System (ATS). </li><li>Communicate with candidates professionally and promptly throughout the hiring process. </li><li>Support hiring events, career fairs, and other recruitment activities. </li><li>Maintain and update recruitment reports and candidate databases. Ensure a positive candidate experience at every stage of the hiring process. </li><li>Assist with reference checks and background verification as needed. </li><li>Provide administrative support to the recruitment team and HR department. </li></ol>

Taaeen

<div>
 
 The Recruitment Executive will be responsible for supporting end-to-end recruitment processes &mdash; from sourcing and screening to onboarding &mdash; ensuring timely and high-quality hiring for assigned roles. The role requires strong coordination, communication, and stakeholder management skills to deliver an excellent candidate and client experience.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 1. Talent Sourcing &amp; Screening
 
 
 <ul>
 <li>
 Source qualified candidates through LinkedIn Recruiter, job portals, databases, and referrals.
 </li>
 <li>
 Screen CVs to match job requirements and shortlist suitable profiles.
 </li>
 <li>
 Conduct initial interviews to assess skills, experience, and cultural fit.
 </li>
 </ul>
 
 
 2. Recruitment Coordination
 
 
 <ul>
 <li>
 Coordinate interview schedules between candidates and hiring managers.
 </li>
 <li>
 Maintain recruitment trackers, candidate databases, and daily activity reports.
 </li>
 <li>
 Prepare candidate summaries and presentation sheets for client submission.
 </li>
 </ul>
 
 
 3. Client &amp; Candidate Management
 
 
 <ul>
 <li>
 Support client communications related to vacancies, job descriptions, and feedback.
 </li>
 <li>
 Maintain professional and timely communication with all candidates.
 </li>
 <li>
 Ensure a smooth and positive experience throughout the recruitment process.
 </li>
 </ul>
 
 
 4. Administrative &amp; Reporting Support
 
 
 <ul>
 <li>
 Maintain records in ATS/CRM systems (e.g., Zoho Recruit, Excel, or other tools).
 </li>
 <li>
 Prepare recruitment reports, dashboards, and pipeline updates.
 </li>
 <li>
 Support offer issuance, documentation, and onboarding coordination.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Skills:
 
 
 
 
 Education:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.
 </li>
 </ul>
 
 
 
 
 
 Experience:
 
 
 <ul>
 <li>
 Minimum 2 years&rsquo; experience in recruitment.
 </li>
 <li>
 Experience with government or semi-government hiring is a plus.
 </li>
 </ul>
 
 
 
 
 
 Skills &amp; Competencies:
 
 
 <ul>
 <li>
 Strong sourcing and interviewing skills.
 </li>
 <li>
 Excellent written and verbal communication.
 </li>
 <li>
 Familiarity with LinkedIn Recruiter, job boards, and ATS systems.
 </li>
 <li>
 Good organizational and multitasking abilities.
 </li>
 <li>
 Professional, proactive, and detail-oriented.
 </li>
 </ul>
 
 
 
 
 
 Key Attributes:
 
 
 <ul>
 <li>
 Results-driven and target-oriented.
 </li>
 <li>
 Strong interpersonal and stakeholder management skills.
 </li>
 <li>
 Ability to work under pressure and meet deadlines.
 </li>
 <li>
 Passionate about recruitment and candidate engagement.
 </li>
 </ul>
 
 
</div>

Senior Recruitment Executive

Client of Foreground

<div> To lead and scale a high-performing group-wide talent acquisition function that delivers speed, quality, and brand equity in the recruitment experience, positioning the organization as a destination for high-caliber leadership and specialist talent across the MENA region. Key Responsibilities <ul> <li>Build and oversee a centralized group talent acquisition function, including in-house recruiters, search partners, and recruitment marketing resources.</li> <li>Define and institutionalize the groups talent acquisition strategy including sourcing models, EVP, employer brand narrative, and workforce planning integration.</li> <li>Lead the design and implementation of executive search protocols, assessment frameworks, and interview structures for leadership hiring across all business units.</li> <li>Oversee the rollout of a group-wide applicant tracking system (ATS), integrating requisition management, candidate pipeline visibility, and analytics reporting.</li> <li>Partner with HRBPs and hiring managers to build proactive talent pipelines for critical and high-volume roles.</li> <li>Develop sourcing strategies for niche skill sets and emerging talent pools across healthcare, tech, and education.</li> <li>Act as the primary point of contact with external recruitment vendors, negotiating performance-based SLAs and minimizing dependency on third-party spend.</li> <li>Deliver dashboards and reports to the CHRO and executive committee on talent metrics, sourcing performance, candidate quality, and hiring velocity.</li> </ul> </div>

Group Talent Acquisition Director

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2886 talent acquisition executive jobs IN Dubai United Arab Emirates

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Group Talent Acquisition Director