Executive and senior search
Leadership roles where the wrong hire costs a year.
- C-suite, VP and director level
- Full market mapping, not a shortlist from memory
- Structured assessment against agreed criteria
- Confidential and replacement searches
Talent Acquisition
Hiring, run like an operation.
Executive search, high-volume recruitment and embedded talent teams across the Middle East, Africa and beyond. Built on AI-native delivery, signed off by a human.
The problem with how this usually works
Most agencies work from an existing database or contact list. You get the candidates they already know, when you need the candidates who actually fit.
Percentage fees reward inflated salaries. In markets like Dubai, that gap gets expensive fast.
The brief is rarely challenged. A weak role definition produces a weak shortlist.
What we run
Volume and multi-country hiring
Scaling teams fast without dropping the bar.
- Multi-role and multi-market campaigns
- Standardised screening and scorecards
- Weekly pipeline reporting
- Built for launches and new market entries
Embedded recruiting
A recruiter inside your team, not an agency sitting on the outside.
- Fractional, part-time or project-based
- Works in your ATS and your process
- Builds your playbooks while hiring
- Hands over a fully operational function
How AI changes the work
Full market
mapped in days, not weeks
Every candidate
screened against agreed criteria
Live reporting
on pipeline and market reality
Human sign-off
on every shortlist, no exceptions
24/7 screening calls
across timezones, full candidate flexibility
The technology widens the funnel. The judgement is still ours.
What you get
- A market map showing who exists, where they sit and what they cost
- 10x speed on top-of-funnel management for faster turn-around and better quality
- A shortlist with written reasoning beyond the CVs
- Interview structure and scorecards, if you do not already have them
- Salary benchmarking grounded in the actual market
- A replacement guarantee on placed hires
Let’s scope the problem.
Thirty minutes, no obligation. Bring the hiring problem or the retention problem. You will leave with a view on how to fix it either way.
Engagements are fractional and project-based. No long retainer lock-in.