TALENT & HR · 01
Technical Recruitment
Permanent hiring for engineering, data and product roles across the UAE and the wider GCC. Built for organisations who have lost candidates late in the process, or whose internal recruiters cannot judge whether a shortlist is technically sound.
An intake that goes past the job description
Most failed searches start with a specification nobody interrogated. The intake session establishes what the person will build in their first six months, which parts of the stack are genuinely non-negotiable, who they will report to and what the realistic package range is. Where the brief is unfillable at the stated budget, you hear that in week one rather than week nine.
The output is a scorecard with weighted criteria, agreed by everyone who holds a veto. That single artefact removes most of the disagreement that usually surfaces at offer stage.
- Role scorecard with weighted must-haves and nice-to-haves
- Market read on availability and realistic package at that level
- Interview plan with each stage owned by a named person
Where UAE engineering candidates actually are
Three pools exist, and they behave differently. Candidates already in the UAE on a residence visa move fastest and usually serve one to three months of notice. Regional candidates in Saudi Arabia, Qatar and Egypt need relocation planning. Candidates from India, Pakistan, Jordan and the Levant often bring the strongest technical depth for the money but add visa lead time and a family relocation decision.
Our sourcing runs across all three, and every shortlist states which pool a candidate sits in, alongside their notice period and current visa status.
Screened by engineers before you see them
Every candidate on a shortlist has been through a technical conversation with a senior engineer, not a keyword match against the job advert. You receive a written assessment covering what they have actually built, where their depth is real and where it is claimed, so your own interview time goes to the questions only you can answer.
Closing: the offer is a package, not a number
In this market the base salary is one line among several. Housing and transport allowances, schooling support, annual flights, medical cover for dependants and end-of-service gratuity all shape whether an offer lands. Expectations are calibrated with the candidate early and tested again before the offer goes out, which is why most of ours are accepted rather than shopped around elsewhere.
What you get
- Role scorecard and interview plan agreed at intake
- Market map of realistic candidate supply for the role and budget
- Longlist within five working days of intake
- Shortlist of three to five candidates, each with a written technical assessment
- Visa status, notice period and package expectation stated per candidate
- Structured interview scorecards for your panel
- Offer benchmarking and closing support through to signature
- Replacement guarantee if a placement leaves within the agreed period
Typical outcomes
5 days
Intake to first qualified longlist
3-5
Candidates on a typical shortlist
90 days
Standard replacement guarantee period
Questions
A percentage of first-year fixed remuneration, invoiced on the candidate joining, with the rate depending on seniority and exclusivity. Retained searches for senior or scarce roles are staged across the assignment.
A replacement guarantee applies if they leave or are released within the agreed period, normally 90 days. The replacement search is run at no additional fee, and we would rather do that than argue about a refund.
Plan on six to ten weeks from offer for an overseas candidate: notice period, employment visa, medical and Emirates ID all take time. Candidates already resident in the UAE can often start within a month of accepting.
We source UAE national candidates for technical roles where they exist, and they are in high demand, so expect a longer search and a competitive package. Reporting and quota obligations remain with your own HR team, and we work alongside them.
Related
Next step
Start with a 20-minute call.
Tell us the roles you need filled, the system you need built, or both. You will speak to someone who has done the work, and leave the call with a route forward.