Talent Acquisition Officer

BD SELECT; Remote; AED 120,000 - 200,000; Full time

Job summary

A leading recruitment agency is seeking a Talent Acquisition Officer in Dubai. This full-time remote role revolves around sourcing candidates, screening applications, and creating shortlists for various managerial roles in the Retail, Hospitality, and Perfume sectors. Ideal candidates will have a minimum of 2 years of sourcing experience and exceptional communication skills. The role requires remote working capability while managing multiple searches simultaneously, offering a great opportunity for someone well-versed in recruitment processes.

Qualifications

• Minimum 2 years experience in sourcing/recruitment (agency preferred).
• Strong sourcing skills with LinkedIn and niche job boards.
• Excellent telephone screening and written communication abilities.
• Capacity to manage multiple searches concurrently in a remote setting.
• Based in Dubai or able to work Dubai hours.

Responsibilities

• Build targeted search strategies for roles.
• Execute sourcing campaigns via LinkedIn and job boards.
• Conduct CV screenings and validation calls.
• Engage passive talent with tailored messages.
• Collaborate with hiring managers to refine briefs.

Skills

Sourcing skills

Telephone screening

Communication skills

Attention to detail

Remote work management

Tools

LinkedIn Recruiter

ATS

Boolean tools

Job description

About the job Talent Acquisition Officer

Position type: Full-time (remote)

Role overview

This role is focused on candidate identification, talent mapping, screening and producing high-quality shortlists for hiring managers and senior recruiters not full end-to-end ownership of hiring. You'll use research, data tools and targeted outreach to create pipelines of relevant, well-assessed profiles across Retail, Hospitality, Perfume and related sectors.

Core responsibilities

Advanced sourcing & talent mapping

• Build targeted search strategies per role: define keywords, boolean strings, platforms and ideal company/sector lists.
• Execute multi-channel sourcing campaigns: LinkedIn, niche job boards, industry forums, alumni networks, social media, CV databases and passive search.
• Conduct talent mapping, identify potential profiles.
• Develop and maintain talent pools by specialism (retail ops, store management, sales, perfumery, hospitality F&B, corporate functions).

Rigorous screening & shortlisting

• Perform structured CV screening with a focus on skills, sector relevance, stability, mobility and cultural fit indicators.
• Conduct focused screening calls (20/30 mins) to validate experience, motivation, notice period, salary expectations and non-negotiables.
• Create shortlists of qualified, pre-assessed candidates per role with scoring, risk notes and recommended next steps for hiring managers.

Candidate engagement & passive attraction

• Craft tailored outreach messages and candidate value propositions to engage passive talent.
• Manage candidate communication during screening: set expectations, answer questions about the role/company and maintain rapport to reduce drop‑out.
• Re‑engage past candidates and nurture talent pools through periodic check‑ins and targeted updates.
• Provide a professional and positive candidate experience, timely feedback and clear next‑step guidance.

Stakeholder support & concise reporting

• Collaborate with recruiters and hiring managers to refine briefs, clarify must‑haves and prioritise search focus.
• Present concise candidate info and highlight potential red flags or risks.
• Deliver daily search updates: pipeline status, outreach metrics (contacts, replies, interviews set), and market observations.
• Track and record sourcing sources and outcomes in the ATS.

Administration & tools

• Keep accurate candidate records and activity logs in ATS and other platforms.
• Use recruitment tech (LinkedIn Recruiter, ATS, boolean tools, byteSpark.ai or similar) to automate sourcing, screening where appropriate and measure channel effectiveness.
• Maintain searchable talent maps and tagged candidate databases for repeat hires.

Candidate types & role levels

• Mid-level to junior management across Retail, Hospitality, Perfume & related areas: store managers, area managers, retail supervisors, sales leaders, visual merchandisers, perfumers assistants, front‑of‑house hospitality roles and corporate support functions.

Requirements mandatory

• Minimum 2 years experience in sourcing / recruitment (agency preferred) with a proven track record of delivering quality shortlists.
• Strong sourcing skills and experience with LinkedIn, boolean search and niche job boards.
• Excellent telephone screening and written communication skills.
• Comfort working remotely and managing multiple searches concurrently.
• Good organisation, attention to detail and follow-through.
• Based in Dubai or able to work Dubai hours.

Preferred

• Experience in Retail, Hospitality or Perfume/luxury sectors.
• Familiarity with ATS and recruitment automation tools.
• Experience producing talent maps and market intelligence reports.
• Knowledge of GCC/UAE hiring practices and employment market.