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. Youll 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 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.