Head of Talent Acquisition (Forex)

DB Financial; Dubai; On-site; AED 200,000 - 300,000; Full time

Job summary

A prominent Forex company is seeking a Head of Talent Acquisition to build a high-velocity hiring engine. This leader will develop and execute a talent acquisition strategy focused on scaling teams while ensuring quality and compliance. The ideal candidate will have recent Forex industry recruitment experience, strong leadership skills, and data fluency. You will drive hiring practices using metrics to improve performance and candidate experience. Competitive pay and a flexible work model are offered.

Benefits

Competitive base with performance bonus

Health and wellness coverage

Flexible work model

Learning and leadership development budget

Qualifications

• 3 years of recent experience in Forex talent acquisition.
• 8–12+ years in talent acquisition overall with team leadership.
• Ability to influence senior stakeholders under tight timelines.

Responsibilities

• Define and execute TA strategy aligned with business targets.
• Drive full-cycle hiring for key functions.
• Build proactive sourcing strategies and reduce agency reliance.

Skills

Forex industry talent acquisition experience

High-performance hiring

Data fluency

Job description

Role Summary

We’re hiring a Head of Talent Acquisition to build a high-velocity, high-quality hiring engine for a Forex business. This leader will own the end-to-end TA strategy and execution, with a sharp focus on scaling commercial and specialist teams (Sales, Retention, Dealing/Trading support, Risk & Compliance, Product/Tech where applicable) while protecting quality, speed, and regulatory alignment.

Mandatory: Candidates must have Forex industry talent acquisition experience for the last 3 years (continuous and recent), with direct exposure to hiring in a regulated, performance-driven environment.

Key Outcomes

• Build a predictable hiring machine that consistently delivers against headcount plans.

• Strengthen pipeline health and reduce time-to-fill without compromising quality.

• Improve offer acceptance and retention by elevating candidate experience and fit.

• Embed compliant, structured hiring practices that scale with growth.

Core Responsibilities

Strategy & Operating Model

• Define and execute the TA strategy aligned to business growth targets and workforce planning.

• Build a scalable recruiting operating rhythm (weekly funnel reviews, forecasting, hiring governance).

Delivery Leadership

• Own full-cycle hiring across priority functions, with hands‑on leadership for business‑critical roles.

• Drive structured interviews, scorecards, bar‑raising, and fast decision‑making.

Forex Hiring Expertise (Critical)

• Lead hiring for Forex‑relevant roles such as:

  • Sales (IB/Partners, B2C/B2B Sales), Retention/Account Management

  • Dealing/Trading Operations support, Client Services

  • Risk, Compliance, AML/KYC, Payments/Fraud

  • Marketing/Performance Marketing (where relevant), Product/Tech/Analytics (optional scope)

• Understand market talent pools, compensation dynamics, and competitor landscapes in Forex.

Sourcing & Pipeline Generation

• Build proactive sourcing strategies (talent mapping, competitor mapping, referral programs, talent communities).

• Reduce agency reliance and improve cost‑per‑hire through in‑house capability.

Stakeholder Management

• Partner with leadership and hiring managers as a trusted advisor—aligning role design, leveling, and hiring priorities.

• Implement interview training to increase signal quality and consistency.

Analytics & Optimization

• Build dashboards and lead decisions using TA metrics: time‑to‑fill, time‑to‑hire, offer acceptance, pipeline conversion, quality signals, attrition insights.

• Run post‑hire quality reviews and continuously improve funnel performance.

TA Tech Stack & Process Excellence

• Own ATS/CRM usage, automation, and data hygiene; standardize workflows, SLAs, and candidate communications.

Employer Brand

• Strengthen EVP and messaging for Forex talent markets; partner with Marketing/Comms on targeted hiring campaigns.

What Success Looks Like (First 90–180 Days)

• Deliver against priority hiring plan with clear weekly forecasting and pipeline visibility.

• Standardize structured interviews, scorecards, and hiring SLAs across functions.

• Build talent maps for top competitor clusters and launch proactive sourcing motions.

• Reduce time‑to‑fill and improve offer acceptance through optimized process and messaging.

Compensation & Benefits

• Competitive base + performance bonus

• Equity/long‑term incentive (where applicable)

• Health & wellness coverage

• Flexible work model (role‑dependent)

• Learning & leadership development budget

Must-Have Requirements

• Last 3 years of Forex industry Talent Acquisition experience (mandatory).

• 8–12+ years in TA overall, including 3–5+ years leading TA teams.

• Demonstrated success hiring at scale in high‑performance, KPI‑driven environments.

• Strong understanding of regulated hiring contexts (Compliance, AML/KYC, Risk, Payments, Fraud).

• Proven ability to influence senior stakeholders and drive alignment under tight timelines.

• Strong data fluency: ability to set KPIs, build reporting, and run funnel governance.

Preferred / Nice‑to‑Have

• Multi‑country hiring exposure (EMEA/MENA/Asia).

• Experience building TA functions in high‑growth environments (0→1 or 1→n scaling).

• Strong network in Forex/CFDs/FinTech talent markets.

• Experience optimizing ATS/CRM and implementing automation.