client acquisition executive Jobs in Karachi

client acquisition executive

customer success specialist Jobs in Karachi

customer success specialist

senior supply associate

account managers / upsell specialists Jobs in Karachi

account managers / upsell specialists

ai operations & integration specialist Jobs in Karachi

ai operations & integration specialist

talent acquisition specialist

HR Ways

HR Executive/Technical Recruiter - Onsite - Karachi (Evening Shift) ﻿ ﻿About the Company: ﻿A global Leader offering Innovative Technology Solutions. ﻿ ﻿Job Description: Technical Recruiter &amp; HR Operations.This is not a support role. You will be the single point of ownership for everything people related at company. From hiring the right engineers to designing how we evaluate and grow our team, you will directly shape the company's culture and capacity to deliver. You will work closely with the CEO to turn people challenges into structured, repeatable solutions.﻿Responsibilities:<ul><li>Talent Acquisition:</li></ul>-Own end-to-end recruitment for technical and non-technical roles: sourcing,screening, interviewing, offer management, and onboarding -Build and maintain a talent pipeline for developers, QA engineers, designers, and project managers -Partner with technical leads to define role requirements, assess candidates, and reduce time-to-hire -Manage job postings, employer branding on platforms (LinkedIn, Indeed), and referral programs -Track and improve recruitment metrics: time-to-fill, offer acceptance rate, quality of hire, and source effectiveness -Performance Management and Appraisals -Design and implement a structured appraisal framework with clear review cycles (quarterly/bi-annual) -Develop role-specific evaluation criteria for developers, QA, designers, and project managers -Facilitate goal-setting, performance reviews, and feedback sessions across the team -Create performance improvement plans (PIPs) when needed, with proper documentation and follow-through -Build dashboards to track individual and team performance over time Learning and Development -Identify skill gaps through appraisals and project feedback, and design targeted learning initiatives -Support subject matter expert (SME) development programs and internal knowledge-sharing -Coordinate certifications, training budgets, and career growth paths for team members HR Operations and Strategy -Set up and manage core HR processes: attendance, leave management, compensation structures, and offboarding -Draft and maintain HR policies, employee handbook, and compliance documentation -Advise the CEO on team structure, resource planning, and organizational design as the company scales -Drive employee engagement and retention initiatives tailored to a software house environment -Handle employee relations, grievance resolution, and disciplinary matters with discretionPreferred Qualifications:-Excellent communication skills in English (written and verbal) -2+ years of HR experience in a Software House or IT services company -Proven track record in technical recruitment: hiring Business Development, Developers, QA, Designers, and PMs -Hands-on experience designing or managing appraisal cycles and performancereview framework.Other Details:<ul><li>2 Years+ Experience in HR in IT industry</li><li>Bachelor's or Master's degree in HR, Business Administration, or a related field﻿</li><li>Location: ﻿Karachi (PECHS)</li><li>﻿﻿Salary: Market Competitive + Benefits</li><li>Timings: ﻿﻿3pm to 12am PKT﻿</li></ul>Experience:<ul><li>Local Market Sales: 2 years (Required)</li></ul>Work Location: In person

HR Executive/Technical Recruiter

Zeeline Digital Pvt Ltd.

We are a growing digital company specializing in eBook publishing and sales as our core product, alongside offering premium design services as a secondary offering. We are looking for an experienced, results-driven Meta Ads Specialist / Facebook Marketer to join our team and scale our paid advertising campaigns.The ideal candidate will have a deep understanding of the Meta advertising ecosystem and a proven track record of driving conversions for digital products, specifically eBooks.Key Responsibilities:<ul><li>Set up, manage, and optimize Facebook and Instagram ad campaigns to drive direct sales for our eBook collections.</li><li>Develop and execute lead generation and conversion strategies to acquire high-quality customer leads.</li><li>Manage secondary ad campaigns focused on promoting our design services.</li><li>Monitor performance metrics, conduct A/B testing on creatives/copy, and continuously optimize for a high ROI.</li><li>Provide clear data reports showcasing lead acquisition and revenue growth.</li></ul>Requirements:<ul><li>Proven Track Record: Must be able to demonstrate past success and provide data/case studies of leads and conversions acquired through Meta ads.</li><li>eBook Experience Preferred: Applicants with direct experience marketing and selling eBooks or digital publications will be given high priority.</li><li>Strong understanding of audience targeting, lookalike audiences, and Meta Pixel implementation.</li><li>Excellent copywriting and visual asset coordination skills for high-converting ads.</li></ul>Shift Details &amp; Location:<ul><li>Timings: Night Shift (8:00 PM to 5:00 AM)</li></ul>What We Offer:<ul><li>Handsome base salary</li><li>Attractive commission structure based on performance and lead acquisition results</li></ul>Pay: Rs100,000.00 - Rs150,000.00 per monthWork Location: In person

Meta Ads Specialist / Facebook Marketing Expert (Night Shift)

Disrupt.com

<div>
 
 The GM People Operations owns the machinery that determines how Disrupt actually runs for its people, day to day: how talent gets discovered and hired, how employees experience policy and process from their first day to their last, and the physical workplace, including its safety, that they operate in.
 
 
 The mandate operates at two altitudes at once. At the operating altitude, this is a hands-on role: stepping into a stalled hiring pipeline personally, walking the floor to see where facilities are actually failing, fixing the HR ops process generating complaints instead of commissioning a study on it. At the strategic altitude, this role is accountable for how the people operating model is designed to scale, what standardises across BUs and what flexes locally, what gets systematised through tooling versus held by people, what the four-pillar structure needs to look like at meaningfully higher headcount.
 
 
 Neither altitude excuses the other. A GM who only operates strategically becomes a slide-deck function disconnected from what employees actually experience. A GM who only operates on the ground never fixes the structural reasons the same fires keep recurring. This role is judged on doing both, often in the same week.
 
 
 
 WHAT THIS ROLE IS REALLY ABOUT
 
 
 
 
 1 &middot; Talent Acquisition as an Engine
 
 TA is not "filling requisitions on request." It is sourcing discipline, funnel conversion, time-to-fill, hiring manager experience, and cost-per-hire economics, run as a system. The GM holds the TA lead accountable for the engine, and personally steps into critical or stuck searches, senior hires, hard-to-fill roles, unhappy hiring managers, rather than waiting for an escalation to land on the desk.
 
 
 
 2 &middot; People Experience: HR Operations and Soft FM
 
 This covers the full employee lifecycle: onboarding, documentation, contracts, exits, and policy administration, alongside the soft facilities that shape daily experience, cafeteria, transport, workplace amenities. The standard is precision and the absence of friction. Employees shouldn't be able to tell where HR Operations ends and Soft FM begins, because nothing they touch feels broken. The GM audits this personally and periodically sits inside the work itself, an onboarding session, a ticket queue, rather than only reviewing reports about it. GM people ops will also be responsible to lead the design and implementation of 360 and PMF, resulting in development of workforce based on AI first agenda.
 
 
 
 3 &middot; Workplace Support and the Physical Operating Environment
 
 Office facilities, vendor relationships, space planning, and day-to-day workplace standards across Karachi and Dubai. The GM determines whether the physical environment actually supports how teams work, holds vendors to account directly, and is the first call when something breaks, not the last to find out.
 
 
 
 4 &middot; Security and Safety as a Proactive Discipline
 
 Physical security, access control, incident response readiness, and safety protocols. This is the domain most likely to be invisible until it fails. The job is to keep it invisible by being proactive: real drills, real audits, and a personal habit of checking that protocols are followed in practice, not just documented on paper.
 
 
 
 5 &middot; Service Delivery Discipline Across All Pillars
 
 Internal employees are customers. The GM sets service levels, ticket resolution time, hiring funnel SLAs, facilities turnaround, security responsiveness, across all four pillars, and treats a missed SLA as a personal accountability item rather than a pillar lead's problem to be managed from a distance.
 
 
 
 6 &middot; Budget Ownership and Cost Discipline
 
 The GM owns the full People Operations budget end to end, across talent acquisition, people experience, workplace support, and security, and allocates it across the pillars rather than letting each lead negotiate its own. Vendor and facilities spend sit inside this budget; the GM renegotiates terms directly when the economics don't work, and resists the default instinct to answer a service gap with more headcount or more vendor spend rather than a better process.
 
 
 
 7 &middot; Designing the Operating Model as the Company Scales
 
 As Disrupt scales, the GM makes the structural calls: what centralises (core HR policy) versus what flexes (workplace amenities, local hiring approach), and what the four-pillar structure needs to become at meaningfully higher headcount.
 
 
 
 8 &middot; The Escalation of Last Resort
 
 When something breaks during a high-stakes moment, a payroll-adjacent HR ops failure, a facilities failure during an important event, a critical hire falling through, the GM is the person who steps in directly and closes it out personally, not the person informed after the fact.
 
 
 
 9 &middot; Partnership with HR Business Partnering
 
 HRBPs own the strategic, business-facing relationship with each BU, performance counsel, org design input, workforce risk.The GM is accountable for making sure the Ops treat HRBP input as a priority partner request, not a queue to be fought through, and for keeping the line between "business partnering" and "operational delivery" clean enough that neither side quietly absorbs the other's scope.
 
 
 
 10 &middot; HRIS and Systems of Record
 
 Everything runs on systems, not goodwill, and the GM owns that backbone: the HRIS, the applicant tracking system, the ticketing tool for HR Operations, and the access and reporting systems sitting under Security. Accountability here is for whether the data is accurate, current, and usable for decisions, not scattered across spreadsheets and inboxes. As headcount grows, this layer is what lets the four pillars scale without scaling their own headcount in proportion, or quietly becomes the reason they can't.
 
 
 
 11 &middot; Multi-Entity Compliance
 
 Disrupt operates through Disrupt Services Pakistan and Disrupt Services UAE, two entities with different labour law, visa, gratuity, and statutory obligations. The GM is accountable for ensuring HR Operations executes correctly against both, not as an afterthought inside policy administration but as a standing discipline with its own audit cadence. Getting this wrong is not a service complaint, it's a legal exposure, and the GM is the person who catches it before it becomes one.
 
 
 
 WHAT THIS ROLE WILL BE JUDGED ON
 
 
 <ul>
 <li>
 How employees describe HR Operations and Soft FM, measured by complaint volume and resolution speed, not satisfaction-survey averages
 </li>
 <li>
 Whether the workplace across Karachi and Dubai functions without employees noticing the effort behind it
 </li>
 <li>
 Security and safety readiness, and whether protocols hold up when actually tested
 </li>
 <li>
 Service-level adherence, reported pillar by pillar, not blended into a single average
 </li>
 <li>
 Budget discipline against plan, and quality of the trade-off decisions made across the four pillars
 </li>
 <li>
 Whether all operate as one connected system or four separate departments
 </li>
 <li>
 Personal visibility, whether the organisation experiences this role as present in the details that matter, not only at the leadership table
 </li>
 <li>
 The quality of the working relationship with HRBPs, whether they experience Ops as a responsive partner or as a queue
 </li>
 <li>
 Data integrity and usability across the HRIS and surrounding systems, whether decisions can be made directly from it or require manual reconciliation first
 </li>
 <li>
 Compliance outcomes across both entities, and whether issues are caught before they become exposures, not after
 </li>
 </ul>
 
 
 WHO WE ARE LOOKING FOR
 
 
 
 
 Track Record
 
 The candidate will have run people operations, HR shared services, or a comparable multi-pillar operating function inside a company that scaled meaningfully, ideally spanning talent acquisition, HR operations, facilities, and a security or safety function under one accountable leader. They will have owned a real budget across multiple functions, personally fixed broken operational processes rather than only commissioning others to fix them, and made structural calls about how an operating function needs to change as headcount and complexity grow. They will also have direct experience owning an HRIS or equivalent system of record, and navigating compliance across more than one jurisdiction or legal entity as a real part of the job, not a footnote to it.
 
 
 
 Operating Disposition
 
 
 <ul>
 <li>
 Comfortable being the person who personally steps into the detail when something is broken, not just the one reviewing the dashboard about it
 </li>
 <li>
 Equally comfortable stepping back to redesign how the function is structured as the company scales, without using strategy as a place to hide from the floor
 </li>
 <li>
 Decisive under operational pressure: facilities failures and hiring crunches don't wait for a committee
 </li>
 <li>
 Master AI in people operations
 </li>
 <li>
 Builds and trusts capable pillar leads, while staying willing to work alongside them, not just above them, when stakes are high
 </li>
 <li>
 Respects HR Business Partnering as a function and resists absorbing or duplicating its scope
 </li>
 <li>
 Treats internal employees as customers and service levels as commitments, not aspirations
 </li>
 <li>
 Not a role for a candidate who manages the function through reports and reviews rather than direct presence
 </li>
 <li>
 Not a role for a candidate who treats strategy and execution as two separate jobs
 </li>
 </ul>
 
 
 WHO WE ARE LOOKING FOR
 
 
 
 The successful candidate will have run people operations, HR shared services, or a comparable multi-pillar operating function inside a company that scaled meaningfully, spanning talent acquisition, HR operations, facilities, and a security or safety function under one accountable leader. They will have owned a real budget across multiple functions, managed an HRIS or equivalent system of record directly, and navigated compliance across more than one jurisdiction as a genuine part of the job. They will have personally fixed broken operational processes rather than only commissioning others to fix them, and made real structural calls about how the function evolves as headcount and complexity grow.
 
 
 
 
</div>

General Manager - People Operations

Kore Digital Pakistan

We don't hire interns to fetch coffee. We hire them to build international products.we are looking for ambitious, creative, and tech-savvy minds ready to skip the fluff and gain real, hands-on experience on global projects.This is a 4-Month Paid Internship Program in the heart of Karachi (PECHS). Our goal? To turn your potential into a career.Outstanding performers will be offered a Permanent Position at the end of the program.Open Positions:<ul><li>Content Writer</li><li>SEO Specialist</li><li>Video Editor</li><li>Graphic Designer</li><li>WordPress Developer</li><li>Social Media </li><li>Lead Generation Specialist</li></ul>The Non-Negotiables (Requirements):<ul><li>Education: A relevant degree (CS, Media Sciences, Marketing, or IT) is preferred.</li><li>Portfolio: You MUST include a portfolio link or work samples with your application. No portfolio = No consideration.</li><li>Skills &amp; Mindset: Foundational knowledge of your tools, high integrity, punctuality, and a genuine hunger to learn.</li><li>Commitment: Full-time availability (Monday to Friday).</li></ul>What&rsquo;s In It For You?Direct mentorship from our Senior Leads.professional workspace.Certificate of completionHow to Apply:Send your updated Resume ( Must ) and Portfolio ( Must) to: talent@koredigital.com.pk Subject Line: [Position Name](Applications without a clear subject line will be automatically filtered out).Work Location: In person

Internship Program 2026

RSRIR Chartered Accountants

A professional Firm of Chartered Accountants is looking for a Female HR Executive for its Karachi Office. This position functionally reports to the partner of the firm. The incumbent will be responsible for smooth conduct of all HR operations. She will ensure consistent excellent service satisfaction are maintained for employees and trainees at all times.Duties and responsibilities will pertain to the following working areas:<ul><li>Talent Acquisition</li><li>Onboarding and Offboarding</li><li>Policies and Procedures</li><li>Human Resource Management</li><li>Training and Development</li><li>Performance Management</li><li>Time Management</li></ul>WHO WE ARE LOOKING FORMust Have &mdash; Non-Negotiable:<ul><li>Business graduation with specialization in HRM from a recognized university.</li><li>Presentable personality and strong confidence in public speaking.</li><li>4 years of progressive HR generalist experience (freshers and below-4-year candidates will not be considered)</li><li>At least 1&ndash;2 years&rsquo; work experience as an Assistant Manager HR or in a supervisor role within the HR department.</li><li>Proven experience managing end-to-end recruitment independently</li><li>Strong English communication &mdash; written and verbal</li><li>Proficiency in MS Office (Excel, Word, PowerPoint)</li><li>Prior use of HRMS or ATS tools</li><li>Experiencing managing HR for at least 50+ employees</li></ul>The age of the candidate should not be more than 30.The candidate, who is resident near the areas of Nursery (Shahra e Faisal) and Tariq Road, will be preferred.Send your CV to admin@rsrir.com by July 20, 2026Job Type: Full-timeWork Location: In person

ASSISTANT MANAGER HUMAN RESOURCES-FEMALE

Tresmind Solutions

About the RoleTresmind Solutions is looking for a results-driven SEO specialist who is passionate about improving search visibility, driving organic traffic, and generating measurable business growth. We are seeking someone who understands both the technical and strategic aspects of SEO and can confidently execute campaigns that improve rankings, increase website authority, and enhance online presence.If you enjoy analyzing data, identifying opportunities, and implementing SEO strategies that deliver real results, we'd love to hear from you.Key Responsibilities<ul><li>Manage and execute comprehensive SEO strategies to improve organic search performance and website visibility.</li><li>Conduct keyword research and competitor analysis to identify ranking opportunities and content gaps.</li><li>Implement and optimize On Page SEO elements including meta titles, meta descriptions, heading structures, internal linking, URL optimization, image optimization, and content recommendations.</li><li>Develop and execute Off Page SEO campaigns to strengthen domain authority and search engine rankings.</li><li>Create high quality backlinks through ethical link building strategies, guest posting, directory submissions, and relationship building.</li><li>Perform Technical SEO audits and resolve issues related to website crawling, indexing, site architecture, Core Web Vitals, mobile usability, redirects, and structured data.</li><li>Optimize and manage Local SEO campaigns including Google Business Profile optimization, local citations, local keyword targeting, and reputation management.</li><li>Implement Systematic SEO processes to ensure long term organic growth and sustainable ranking improvements.</li><li>Conduct outreach campaigns to establish partnerships, secure backlink opportunities, and increase brand visibility.</li><li>Monitor website performance using SEO tools and analytics platforms to identify opportunities and measure campaign success.</li><li>Prepare regular SEO reports and provide actionable insights based on performance data.</li><li>Collaborate with content writers, designers, developers, and marketing teams to ensure SEO best practices are implemented across all digital assets.</li><li>Stay up to date with search engine algorithm updates, industry trends, and emerging SEO techniques.</li></ul>Skills<ul><li>Strong keyword research and competitor analysis skills.</li><li>Ability to conduct comprehensive SEO audits and develop actionable recommendations.</li><li>Excellent backlink building and outreach capabilities.</li><li>Strong analytical skills with the ability to interpret data and identify growth opportunities.</li><li>Effective communication and collaboration skills.</li><li>Excellent time management and organizational abilities.</li></ul>Requirements<ul><li>Bachelor's degree in Marketing, Computer Science, Business Administration, Information Technology, or a related field.</li><li>1 to 3 years of proven experience in SEO.</li><li>Hands on experience with on-page SEO, off-page SEO, technical SEO, local SEO, and backlink acquisition.</li><li>Experience with outreach campaigns and relationship building for link acquisition.</li><li>Proficiency in SEO tools such as Ahrefs, SEMrush, Moz, Screaming Frog, Google Analytics, and Google Search Console.</li><li>Basic understanding of HTML, CSS, and website performance optimization is preferred.</li><li>Experience working with WordPress websites is a plus.</li><li>Strong problem-solving mindset with a results-oriented approach.</li></ul>Job Details<ul><li>Job Type: Full Time</li><li>Work Mode: Onsite</li><li>Shift: Evening</li><li>Timing: 6:00 PM to 3:00 AM</li><li>Location: Gulistan e Johar, Block 5, Karachi</li></ul>If you're passionate about SEO and ready to make a meaningful impact, we encourage you to apply and become part of our growing team.Application Question(s):<ul><li>Are you interested in evening shift?</li><li>What is your current salary?</li><li>What is your expected salary?</li></ul>Location:<ul><li>Karachi Gulistan-E-Jouhar (Kp-2023) (Required)</li></ul>Work Location: In person

SEO Specialist

Careem

<div>
 
 About the Company
 
 
 
 Careem is building the Everything App for the greater Middle East &mdash; making it easy to move around, order food and groceries, manage payments, and more. Our purpose is simple: to simplify and improve people&rsquo;s lives and build an awesome organisation that inspires.
 
 
 Since 2012, Careem has enabled earnings for over 2.5 million Captains, simplified the lives of more than 70 million customers, and built a platform where the region&rsquo;s best talent and entrepreneurs thrive. We operate in 70+ cities across 10 countries, from Morocco to Pakistan.
 
 
 
 
 We&rsquo;re now entering our next chapter &mdash; one powered by AI. We&rsquo;re looking for AI talent: curious problem-solvers who know how to apply AI to build tools, automate workflows, and create real impact. Whether it&rsquo;s streamlining operations, enhancing customer experience, or reimagining internal systems &mdash; we want people who can make Careem work smarter and move faster.
 
 
 
 
 
 About The Role
 
 
 
 The role is responsible for driving data-driven insights and strategies to fuel user acquisition, engagement, and retention across Careem's platform and verticals. The role holder will leverage advanced data analytics, understanding of consumer behavior and prior grasp of key fundamental growth metrics to define and analyze growth opportunities, optimize campaigns and initiatives and improve key metrics such as CLTV, CAC, AOV and ARPU
 
 
 
 What You'll Do
 
 
 
 
 Data Collection and Preparation
 
 
 
 <ul>
 <li>
 Extract Data: Retrieve data from multiple sources (SQL databases, APIs, and third-party tools) to support analysis
 </li>
 <li>
 Data Cleaning and Wrangling: Prepare and clean datasets to ensure accuracy and usability for analysis
 </li>
 <li>
 Maintain Data Integrity: Regularly verify and maintain data quality, ensuring consistent and reliable information for decision-making
 </li>
 <li>
 Automate Data Pipelines: Develop and refine scripts to automate repetitive data tasks, improving efficiency.
 
 
 </li>
 </ul>
 
 Analysis and Insights
 
 
 
 <ul>
 <li>
 Conduct Exploratory Data Analysis (EDA): Perform preliminary analysis to uncover trends, patterns, and initial insights at channel, vertical and campaign level
 </li>
 <li>
 User Behavior Analysis: Analyze user activity, segment performance, and identify key behavior trends to support user growth, engagement, and retention.
 </li>
 <li>
 Predictive Analysis: Apply advanced statistical techniques to forecast trends and potential outcomes.
 
 
 </li>
 </ul>
 
 Reporting and Visualization
 
 
 
 <ul>
 <li>
 Build Dashboards: Develop and maintain dashboards (e.g., in Tableau, Power BI) to provide real-time insights to stakeholders.
 </li>
 <li>
 Generate Regular Reports: Create and distribute weekly and monthly reports on key metrics and performance indicators.
 </li>
 <li>
 Visualize Data: Present insights through clear visualizations to make complex data understandable and actionable.
 </li>
 <li>
 KPI Tracking: Track and report on core growth KPIs, including retention, churn, and acquisition metrics
 
 
 </li>
 </ul>
 
 What You Need
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Engineering/Mathematics/Statistics from a Tier-1 Institute
 </li>
 <li>
 Certifications in Data Intelligence/BI reporting/ AI preferred
 </li>
 <li>
 4-5 years of proven experience in a similar role preferably in a large Scale B2C startup (Food delivery, e-commerce, gaming) or consumer internet business
 </li>
 <li>
 Well versed in data mining, statistical modeling and advanced data analysis
 </li>
 <li>
 Strong hold of Python, SQL and data visualization tools (Power BI, VBA, Tableau) and Powerpoint
 </li>
 <li>
 Strong understanding of A/B Testing, Regression Analysis, User Segmentation, Cohort analysis, Digital &amp; Mobile App attribution and incrementality.
 </li>
 <li>
 Demonstrated experience in applying behavior analytics principles to growth models
 </li>
 <li>
 Good communication skills with ability to effectively present results to both technical and non-technical audience
 
 
 </li>
 </ul>
 
 What We&rsquo;ll Provide You
 
 
 
 We offer colleagues the opportunity to drive impact in the region while they learn and grow. As a full time Careem colleague, you will be able to:
 
 
 <ul>
 <li>
 Work and learn from great minds by joining a community of inspiring colleagues.
 </li>
 <li>
 Put your passion to work in a purposeful organisation dedicated to creating impact in a region with a lot of untapped potential.
 </li>
 <li>
 Explore new opportunities to learn and grow every day.
 </li>
 <li>
 Work 4 days a week in office &amp; 1 day from home, and remotely from any country in the world for 30 days a year with unlimited vacation days per year. (If you are in an individual contributor role in tech, you will have 2 office days a week and 3 to work from home.)
 </li>
 <li>
 Access to healthcare benefits and fitness reimbursements for health activities including gym, health club, and training classes.
 </li>
 </ul>
</div>

Senior Growth analyst

Explore 42+ Talent acquisition specialist in Karachi this July. Find roles across top companies and apply now to boost your career.