Senior Talent Acquisition Specialist

KEY RESPONSIBILITIES1. Proactive Sourcing & Direct Headhunting (Primary Focus)

• Direct Outreach: Execute targeted headhunting strategies via LinkedIn Recruiter, professional networks, industry databases, and direct cold outreach to engage passive, top-tier talent.
• Talent Mapping: Map out competitor landscapes and build pre-vetted talent pipelines for recurring and critical roles across Real Estate, MEP/Facilities Management, and Shared Services.
• Sourcing Innovation: Minimize reliance on external agencies and generic job ads by leveraging specialized platforms, referral networks, and direct executive search methodologies.

2. Full-Cycle Recruitment Management

• Requirement Gathering: Liaise with hiring managers to define job specifications, core competencies, and realistic compensation benchmarks prior to market outreach.
• Screening & Assessment: Conduct rigorous behavioral and technical competency assessments to filter and shortlist candidates against organizational standards.
• Interview Coordination: Manage end-to-end interview scheduling, candidate communication, panel feedback collection, and reference checks.
• Offer Negotiation: Prepare competitive offer letters, lead salary and benefits negotiations with selected candidates, and secure offer acceptances within approved budgets.

3. Stakeholder Management & Onboarding Alignment

• Hiring Manager Partnership: Serve as a trusted recruitment advisor to line managers, providing regular pipeline updates, market response insights, and candidate availability data.
• Candidate Experience: Ensure a professional, transparent, and responsive candidate journey from initial contact to onboarding.
• HR Handover: Coordinate closely with the HR Operations team to ensure smooth handover for visa processing, background checks, and Day-1 onboarding.

4. Market Intelligence & Recruitment Analytics

• Market Insights: Track talent mobility, competitor compensation trends, and hiring benchmarks within the UAE real estate and FM sectors.
• Metrics Tracking: Monitor and report on key recruitment KPIs, including Time-to-Hire, Cost-per-Hire, Offer Acceptance Rate, and Sourcing Channel Performance.
• ATS Maintenance: Maintain up-to-date candidate profiles, requisition statuses, and talent databases in the HR/Recruitment system (e.g., Zoho Recruit / Zoho People).

III. KEY PERFORMANCE INDICATORS (KPIs)MetricTarget / BenchmarkDirect Hire Ratio80%+ of hires filled via direct headhunting & internal sourcingTime-to-Fill30–45 days for mid-level roles; 45–60 days for technical/senior rolesOffer Acceptance Rate85%+ offer-to-join conversion rateProbation Pass Rate90%+ of new hires successfully pass the 6-month probation periodIV. QUALIFICATIONS & REQUIREMENTS

• Education: Bachelor’s degree in Human Resources Management, Business Administration, or a related field.
• Experience: 3–5 years of proven full-cycle recruitment experience in the UAE/GCC region (a mix of agency headhunting and in-house corporate experience is strongly preferred).
• Industry Background: Demonstrated experience sourcing talent within Real Estate Development/Brokerage, Facilities Management (Hard & Soft Services), or Property Management.
• Core Competencies:
• Advanced expertise in LinkedIn Recruiter, Boolean search techniques, and direct headhunting.
• Strong understanding of UAE Labour Laws, visa classifications, and local market compensation structures.
• Proven track record of managing multi-entity hiring requirements simultaneously.
• Soft Skills: Outstanding negotiation skills, high emotional intelligence, excellent communication (written and verbal), and strong stakeholder management abilities.
• Languages: Fluent English (Arabic fluency is a strong advantage).

Pay: AED4,000.00 - AED5,000.00 per month

Work Location: In person