Senior Recruiter

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Head of Talent Solutions at j. awan & partners | Global Talent Acquisition | Executive Recruitment | Bespoke Recruitment Solutions | Governance, Risk… Job Title :

Senior Recruiter

Reports to :

Group Senior Manager – HRBP

Direct Reports : N / A

Location : Remote – GCC Region

About j. awan & partners j. awan &partners , we believe in “challenging the status quo every day”, delivering seamless excellence to our customers across the world. We challenge the status quo by making tailor‑made solutions to meet the specific requirements of our client’s business interests and delivering our solutions to their needs with effective simplicity. We understand that time is precious and as such our tailor‑made solutions are simple to understand, simple to embed and simple to use.

We are a fast‑growing international Governance, Risk and Compliance (GRC) Consultancy with our headquarters in the Dubai International Finance Centre (DIFC). We also have our own Technology company creating bespoke cutting edge RegTech solutions. Our business presence covers multiple jurisdictions with offices in the UAE, KSA, UK & Ireland, Singapore, Porto, Pakistan and Qatar. We provide Regulatory Governance, Risk, Compliance, Finance, Recruitment and Technology services (the “Services”) to a large number of clients including global, regional and local financial services institutions, governments and other industry partners.

As part of our global expansion, we seek a high‑performing

Senior Recruiter

who will play a pivotal role in building our international talent capability.

Job Purpose The Senior Recruiter will drive end-to-end global recruitment across multiple jurisdictions, serving as a strategic talent advisor to the Head of HR. This role is accountable for attracting, assessing, and securing top‑tier global talent, ensuring alignment with organisational values, growth objectives, and operational excellence.

Key Accountabilities

Partner with Head of HR to define workforce plans, hiring priorities, and success profiles for global roles.

Design and execute innovative sourcing strategies to target high‑performing, diverse talent pools globally.

Build and maintain talent pipelines for critical roles, leveraging digital, social, and relationship‑driven channels.

Recruitment Execution

Lead the full recruitment lifecycle, from sourcing to onboarding, for roles across regions.

Conduct behavioural and competency‑based interviews to evaluate technical fit, cultural alignment, and performance potential.

Manage stakeholder communications, providing regular progress updates and market insights.

Utilise recruitment analytics and KPIs to track sourcing effectiveness, time-to-hire, and conversion ratios.

Recommend process improvements to optimise recruitment workflows and ensure scalability.

Provide market intelligence on international hiring trends, compensation benchmarks, and competitor insights.

Brand & Culture Advocacy

Act as a brand ambassador for

j. awan & partners , representing our culture, mission, and values in all external interactions.

Promote diversity, equity, and inclusion through fair hiring practices and global talent engagement.

Success Measures

Global Talent Acquisition Efficiency – Achieves time-to-fill and quality-of-hire metrics across multiple jurisdictions.

Candidate Experience – Attains 90%+ positive feedback on post‑interview candidate surveys.

Hiring Manager Satisfaction – Demonstrates strong partnership, proactive communication, and alignment with business needs.

Strategic Sourcing Impact – Builds diverse, high‑quality candidate pipelines for senior roles.

Process Effectiveness – Implements measurable improvements in recruitment reporting, and workflow efficiency.

Core Competencies

Strategic Talent Sourcing – Develops innovative sourcing strategies and proactively anticipates future hiring needs.

Influence & Partnership – Builds trust and credibility with leaders; challenges assumptions using data and strategic insight.

Execution Excellence – Manages multiple priorities efficiently across regions, time zones, and business functions.

Cultural Agility – Adapts communication style and approach to effectively engage across diverse cultural contexts.

Analytical Insight – Interprets recruitment data and metrics to drive informed, evidence‑based hiring decisions.

Resilience & Adaptability – Remains composed, agile, and solution‑oriented in fast‑paced and evolving business environments.

Experience & Qualifications

4–6 years of recruitment experience, including at least 2 years in international or multi‑jurisdictional hiring.

Experience recruiting for professional services, consulting, or financial services environments.

Skills

Strong understanding of global talent markets and sourcing methodologies.

Exceptional communication and stakeholder management across senior levels.

Proficient in recruitment technologies.

Knowledge of international labour laws is advantageous.

Committed to delivering a measurable recruitment impact.

Qualifications

Bachelor’s or Master’s degree in Human Resources, Business Administration, or a related field.

Competitive salary and benefits package.

Discretionary performance‑based bonus.

Comprehensive medical insurance cover.

End of service benefits in line with operating jurisdiction requirements.

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