Recruiter

A shortlist for a senior analyst role is due tomorrow, three candidates have gone quiet, and the partner needs to know who is worth a conversation before the client call. Somebody has to keep that list moving and keep the notes straight. That is the work of this Recruiter role at Dune Strategy: finding people who can do commercial work in this region and giving the partners a clear read on each one. The role is permanent and full-time, fully remote, working from Dubai, United Arab Emirates. About Dune Strategy We are a management consulting firm based in Dubai, advising international investors, family groups and sovereign-linked entities on commercial decisions across the region. The portfolio of active engagements is kept deliberately small so that partners stay in the conversations where decisions get made. That means the hiring work is small too: fewer roles open at once, each one specific, with no room for a vague shortlist. What You Will Do • Search for candidates across the usual channels, and some less usual ones, for research, analyst and consulting support roles. • Read profiles and CVs closely, then map what a person has done against what a particular engagement needs. • Write the short note a partner reads before an interview: background, relevant work, the questions worth asking. • Keep the pipeline visible and current, so nobody has to ask where a role stands. • Coordinate interview scheduling with candidates and partners, including across time zones. • Keep candidate records organised and confidential, including correspondence and interview feedback. What We Are Looking For • Basic knowledge of how recruitment works, from studies, an internship, a prior junior role or a similar support job. • Clear writing. You can describe a person in a paragraph without padding it out. • Care with detail: names, dates, titles and availability recorded correctly the first time. • An organised way of working, with several searches open and none of them slipping. • Discretion. Candidates share things with you that should not travel further. • Willingness to learn the sectors we hire into and ask questions when a profile is unclear. • A good command of English. Helpful Background These are not requirements. They simply tell us where you might already have useful instincts. • An interest in finance, economics or politics, and a habit of following commercial news. • Arabic, or another language used across the region. • Any exposure to professional services hiring, whether in consulting, law or finance. • Prior research work of any kind, including academic projects or a student society you helped run. • Comfort using a spreadsheet or an applicant tracking tool to keep a list in order. What We Offer • Fully remote work, with the team working from Dubai, United Arab Emirates. • Direct contact with partners who interview the people you shortlist. • A small firm where hiring decisions are made quickly and you see the outcome. • The chance to learn how complex markets and sovereign capital work, from the inside of the hiring process. • Permanent, full-time employment. What Success Looks Like After a year, you should be running a search on your own: shaping the brief with a partner, building a shortlist that holds up, and telling us early when a role is going to be hard to fill and why. You will be able to read a career history and see the commercial logic in it, including where a candidate has been carried by a strong firm rather than by their own work. Partners should trust you with a counterparty on the candidate side, and ask for your read before they decide. You will also have a working knowledge of the sectors we hire into, enough to spot a strong profile without a second opinion.

Basic knowledge of how recruitment works, from studies, an internship, a prior junior role or a similar support job. Clear writing. You can describe a person in a paragraph without padding it out. Care with detail: names, dates, titles and availability recorded correctly the first time. An organised way of working, with several searches open and none of them slipping. Discretion. Candidates share things with you that should not travel further. Willingness to learn the sectors we hire into and ask questions when a profile is unclear. A good command of English.

Search for candidates across the usual channels, and some less usual ones, for research, analyst and consulting support roles. Read profiles and CVs closely, then map what a person has done against what a particular engagement needs. Write the short note a partner reads before an interview: background, relevant work, the questions worth asking. Keep the pipeline visible and current, so nobody has to ask where a role stands. Coordinate interview scheduling with candidates and partners, including across time zones. Keep candidate records organised and confidential, including correspondence and interview feedback.