Overview
Talent Acquisition Specialist Jobs in Dubai, Dubai, United Arab Emirates at Alfred Holdings
Title: Talent Acquisition Specialist
Company: Alfred Holdings
Location: Dubai, Dubai, United Arab Emirates
Talent Acquisition Specialist – Revenue Growth
Company: Alfred Holdings
Location: Dubai, UAE
Role Overview
Alfred Holdings is looking for an exceptional Talent Acquisition Specialist to support one of the Group’s most important growth initiatives: attracting and hiring high-quality revenue-generating talent.
The role will focus on identifying, attracting and hiring revenue-generating professionals across InsuranceMarket.ae, CreditMarket.ae, HolidayMarket.ae and RealEstateMarket.ae.
This is not a traditional recruitment role.
Talent acquisition is a core growth engine for Alfred Holdings. We look to attract experienced professionals who bring strong industry knowledge, relationships, portfolios and the ability to generate business. Every successful hire has the potential to create significant long-term revenue and profitability for the Group.
We are therefore looking for someone who approaches talent acquisition with the mindset of a business developer and headhunter. The successful candidate must be able to identify high-quality talent, approach passive candidates, create interest in our businesses, pitch the opportunity compellingly and convert conversations into interviews and ultimately successful hires.
The individual will work directly with the Group Managing Director.
Key Responsibilities
1. Proactive Talent Acquisition and Headhunting
• Proactively identify and approach high-quality revenue-generating professionals across relevant industries.
• Build targeted candidate pipelines through LinkedIn Recruiter, job platforms, databases, referrals, industry networks, social media and direct headhunting.
• Focus heavily on passive candidates who may not be actively looking for a new role but could be attracted by the right opportunity.
• Continuously map competitors and relevant industries to identify high-performing individuals and teams.
• Build and maintain a strong database of potential candidates for current and future requirements.
• Develop new and creative sourcing channels rather than relying primarily on incoming applications.
2. Candidate Attraction and Conversion
• Actively pitch Alfred Holdings and its businesses to prospective candidates.
• Clearly articulate the opportunity, growth potential, business model, culture and long-term career proposition.
• Build sufficient interest and trust with prospective candidates to convert initial outreach into meaningful conversations and interviews.
• Understand each candidate’s motivations, current business, career ambitions and reasons they may consider moving.
• Maintain candidate engagement throughout the recruitment process and minimise drop-offs between initial contact, interview, offer and joining.
• Build long-term relationships with strong candidates even where there may not be an immediate opportunity.
3. Commercial Assessment of Talent
• Assess candidates not only from a recruitment perspective but from a commercial and business perspective.
• Understand a candidate’s existing portfolio, relationships, revenue generation capability, industry network and potential contribution to the business.
• Evaluate whether a candidate can realistically build and sustain profitable business.
• Understand compensation structures, revenue economics and the commercial viability of potential hires.
• Present shortlisted candidates with a clear assessment of their commercial potential, strengths, risks and suitability.
4. Candidate Engagement & Relationship Management
• Communicate confidently and professionally with candidates across different levels of seniority and experience.
• Be capable of holding substantive business conversations with experienced professionals.
• Understand the candidate’s existing business model, market, clients, relationships and commercial objectives.
• Represent Alfred Holdings and the Group Managing Director professionally in all candidate interactions.
• Build credibility quickly and become a trusted point of contact throughout the recruitment process.
5. Hiring Across Alfred Holdings
The role will support revenue-generating hiring across:
• InsuranceMarket.ae
• CreditMarket.ae
• HolidayMarket.ae
• RealEstateMarket.ae
The candidate will need to understand the different commercial models, target profiles and talent pools relevant to each business.
Typical talent pools may include insurance professionals, bankers, relationship managers, business development managers, travel professionals, real estate professionals, financial services professionals and other individuals with established books of business or strong revenue-generation potential.
6. Pipeline Management and Accountability
• Maintain a live and structured recruitment pipeline across all businesses.
• Track candidates from sourcing through initial contact, screening, interview, offer, acceptance and joining.
• Maintain clear weekly activity and conversion metrics.
• Track sourcing activity, candidates contacted, responses, qualified conversations, interviews arranged, offers made, offers accepted and successful joiners.
• Identify where candidates are dropping out of the recruitment funnel and take corrective action.
• Maintain visibility over upcoming joiners and expected hiring timelines.
• Provide the Group Managing Director with concise and regular pipeline updates.
7. Market Mapping and Talent Intelligence
• Continuously map relevant competitors and talent pools across the UAE and other target markets.
• Identify high-performing teams and individuals within competing organisations.
• Develop intelligence around compensation structures, incentive models, candidate expectations and market movement.
• Identify potential senior hires who could subsequently attract and build their own teams.
• Proactively highlight talent opportunities rather than waiting for specific hiring requests.
8. Candidate Experience and Closing
• Take ownership of the candidate relationship from first approach through joining.
• Coordinate interviews efficiently and maintain momentum throughout the process.
• Work with relevant stakeholders to structure and communicate offers.
• Manage candidate concerns and objections professionally.
• Negotiate and influence effectively to maximise offer acceptance and joining conversion.
• Ensure candidates understand key employment terms and requirements before the offer stage to avoid late-stage surprises or withdrawals.
What We Are Looking For
The ideal candidate will be commercially minded, highly persuasive and exceptionally strong at building relationships.
This person should be comfortable picking up the phone and approaching someone who has never heard from them before, creating interest in an opportunity and securing a meeting.
They should be equally comfortable engaging with experienced revenue producers, business development professionals and senior industry executives.
Most importantly, they must understand that their role is not simply to fill vacancies. Their role is to identify and attract people who can build businesses and generate profitable revenue for Alfred Holdings.
Skills and Competencies
• Exceptional communication and interpersonal skills.
• Strong headhunting and direct sourcing capability.
• Excellent pitching, influencing and negotiation skills.
• Strong commercial and business acumen.
• Ability to understand revenue models, portfolios and candidate economics.
• Confidence engaging experienced industry professionals.
• Strong knowledge of LinkedIn Recruiter and other sourcing platforms.
• Ability to identify and engage passive candidates.
• Persistent and highly proactive approach to candidate acquisition.
• Strong relationship-building skills.
• Target-driven and comfortable being measured against hiring outcomes.
• Ability to operate independently with a high level of ownership.
• Strong organisation and pipeline management.
• Ability to move quickly while maintaining candidate quality.
Preferred Experience
• 4 to 8 years of experience in talent acquisition, executive search, recruitment consultancy or headhunting.
• Strong preference for candidates from a high-performance recruitment agency or executive search environment.
• Demonstrable experience proactively headhunting rather than relying predominantly on inbound applications.
• Experience recruiting revenue-generating professionals in one or more of the following sectors is highly desirable: Insurance, Banking, Financial Services, Credit Cards, Lending, FinTech, Real Estate or Travel.
• Experience dealing directly with senior candidates and business leaders.
• Established professional network within the UAE is highly desirable.
Success Measures
Performance in this role will be measured primarily on outcomes rather than recruitment administration.
Key measures will include:
• Number and quality of qualified candidates added to the pipeline.
• Interviews generated from proactive sourcing and headhunting.
• Revenue-generating hires completed.
• Offer-to-acceptance conversion.
• Acceptance-to-joining conversion.
• Speed from identification to interview and hiring.
• Quality and commercial potential of hires.
• Development of sustainable talent pipelines across each Alfred Holdings business.
The ultimate measure of success is the ability to consistently attract high-quality, revenue-generating talent who can contribute to the growth and profitability of Alfred Holdings.