Head-hunter / Talent Acquisition Specialist

We are seeking a hands-on, target-driven Head-hunter / Talent Acquisition Specialist with proven experience recruiting Retention and Conversion Sales professionals within the CFD, Forex or wider financial services sector. This is a delivery role, not an administrative one. You will own end-to-end recruitment for high-volume sales desks, headhunt experienced candidates directly rather than waiting on applications, and guide the performance of our in-house recruitment team. You will also support onboarding and basic HR coordination so that hires convert into productive employees, not just signed offers. Success in this role is measured by quality hires delivered and time to fill — and by the performance of the recruiters you guide. Key Responsibilities Recruitment delivery • Manage end-to-end recruitment from sourcing and screening through offer, joining and onboarding. • Proactively headhunt experienced Retention and Conversion Sales candidates through LinkedIn, referrals, databases, professional networks and direct approach. • Conduct candidate screening, coordinate interviews with hiring managers, manage offers and negotiations, and follow through to a successful start date. • Build and maintain live talent pipelines for recurring roles so vacancies are filled from a warm pool rather than started from zero. Team leadership • Manage and guide in-house recruiters, allocate vacancies across the team and set clear priorities. • Monitor recruiter KPIs and hiring targets, and coach the team on sourcing technique, screening quality and candidate handling. • Calibrate with hiring managers so the team screens consistently against an agreed standard. Reporting and data • Maintain recruitment trackers, talent pipelines and source-effectiveness data. • Build and present monthly recruitment reports to senior management and the executive team — pipeline volume, conversion by stage, source effectiveness, time to fill, cost per hire and month-on-month movement. • Present findings clearly to a numbers-focused audience: lead with the headline figures, show the funnel drop-off, and explain what the data means for hiring decisions. • Flag where rejection patterns point to a role definition, market or offer problem rather than a sourcing one, and recommend the fix. HR and onboarding support • Support basic HR administration and onboarding documentation. • Coordinate with HR and the PRO on visa, documentation and joining formalities. • Ensure new joiners are properly handed over to their department on day one. Benefits • Competitive salary package. • UAE employment visa provided by the company. • Medical insurance. • Company-provided daily lunch buffet. • Professional growth and career development opportunities. • Genuine ownership of the recruitment function, with a team to lead and direct access to senior management. Ideal Profile A proactive head-hunter with a strong sales-recruitment network who can consistently deliver quality hires and drive the performance of an internal recruitment team. Someone who picks up the phone rather than waiting on the inbox, can tell the difference between a candidate who interviews well and one who will actually perform on the floor, and who can stand in front of senior management and explain the hiring numbers with confidence. How to Apply Send your CV to [email protected] (+971522772898) Shortlisted candidates will be asked to talk through recent placements they have made in sales recruitment, including how they sourced the candidate and how long the hire stayed, and to walk us through a recruitment report they have previously prepared for management.

Recruitment delivery: Manage end-to-end recruitment from sourcing and screening through offer, joining and onboarding. Proactively headhunt experienced Retention and Conversion Sales candidates through LinkedIn, referrals, databases, professional networks and direct approach. Conduct candidate screening, coordinate interviews with hiring managers, manage offers and negotiations, and follow through to a successful start date. Build and maintain live talent pipelines for recurring roles so vacancies are filled from a warm pool rather than started from zero. Team leadership: Manage and guide in-house recruiters, allocate vacancies across the team and set clear priorities. Monitor recruiter KPIs and hiring targets, and coach the team on sourcing technique, screening quality and candidate handling. Calibrate with hiring managers so the team screens consistently against an agreed standard. Reporting and data: Maintain recruitment trackers, talent pipelines and source-effectiveness data. Build and present monthly recruitment reports to senior management and the executive team — pipeline volume, conversion by stage, source effectiveness, time to fill, cost per hire and month-on-month movement. Present findings clearly to a numbers-focused audience: lead with the headline figures, show the funnel drop-off, and explain what the data means for hiring decisions. Flag where rejection patterns point to a role definition, market or offer problem rather than a sourcing one, and recommend the fix. HR and onboarding support: Support basic HR administration and onboarding documentation. Coordinate with HR and the PRO on visa, documentation and joining formalities. Ensure new joiners are properly handed over to their department on day one.