Recruiter

• End-to-End Hiring: Manage the full recruitment lifecycle — job postings, sourcing, screening, interviewing, offer negotiation, and closing — for all roles • Global Sourcing: Build and manage a global candidate pipeline; identify and negotiate with international manpower/recruitment agencies to source overseas talent, and coordinate visa and mobilization logistics with relevant internal teams. • Institutional Partnerships: Establish and maintain formal tie-ups with hospitality training institutes, airline customer service training academies, cruise line service training programs, and other relevant vocational institutes to create a steady, pre-trained talent funnel. • Onboarding: Design and run a structured onboarding and induction program so new hires understand brand standards, guest engagement expectations, and floor procedures before they start work. • Stakeholder Coordination: Act as the key liaison between operations managers, branch managers, and the HR/hiring function — translating floor-level staffing and skill gaps into targeted hiring plans. • Pipeline & Bench Strength: Maintain a warm, ready pipeline of candidates for high-turnover front-of house/play area roles so vacancies are filled quickly without compromising quality. • Employer Branding: Build the company's presence on relevant job boards, LinkedIn, institute placement cells, and agency networks to attract stronger applicants consistently. • Reporting & MIS: Track and analyze hiring metrics; report regularly to the HR Manager on pipeline health, sourcing channel performance, and early-tenure performance/attrition trends Compliance: Ensure all hiring and onboarding documentation (contracts, offer letters, visa paperwork coordination, personnel files) is accurate and compliant with UAE labour law. Priority will be given to the candidates from consultancy background and Non-IT hiring experience. Show more Show less

End-to-End Hiring: Manage the full recruitment lifecycle — job postings, sourcing, screening, interviewing, offer negotiation, and closing — for all roles. Global Sourcing: Build and manage a global candidate pipeline; identify and negotiate with international manpower/recruitment agencies to source overseas talent, and coordinate visa and mobilization logistics with relevant internal teams. Institutional Partnerships: Establish and maintain formal tie-ups with hospitality training institutes, airline customer service training academies, cruise line service training programs, and other relevant vocational institutes to create a steady, pre-trained talent funnel. Onboarding: Design and run a structured onboarding and induction program so new hires understand brand standards, guest engagement expectations, and floor procedures before they start work. Stakeholder Coordination: Act as the key liaison between operations managers, branch managers, and the HR/hiring function — translating floor-level staffing and skill gaps into targeted hiring plans. Pipeline & Bench Strength: Maintain a warm, ready pipeline of candidates for high-turnover front-of house/play area roles so vacancies are filled quickly without compromising quality. Employer Branding: Build the company's presence on relevant job boards, LinkedIn, institute placement cells, and agency networks to attract stronger applicants consistently. Reporting & MIS: Track and analyze hiring metrics; report regularly to the HR Manager on pipeline health, sourcing channel performance, and early-tenure performance/attrition trends. Compliance: Ensure all hiring and onboarding documentation (contracts, offer letters, visa paperwork coordination, personnel files) is accurate and compliant with UAE labour law.