Summary
Ziina is hiring a Talent Specialist in Dubai to manage full-cycle recruiting from role intake through accepted offer. The role includes outbound sourcing, partnering with hiring managers and interviewers, improving candidate experience, and tracking pipeline metrics. The specialist will maintain recruiting systems and workflows, manage external recruitment partners, and contribute to employer brand and hiring process improvements. Ziina seeks someone with 3+ years of full-cycle recruiting experience, including startup experience, and a record of building scalable talent processes.
The posting
As published on ziina.com. Pulled from the employer's site and shown as they wrote it.
We're looking for a Talent Specialist to join our team at Ziina. This is a hands-on, full-cycle recruiting role: you'll own your pipelines from first outreach to accepted offer, working with teams across the business. You'll run outbound-first searches in competitive markets, with AI tooling built into every step of the process. This is an exciting opportunity for someone who thrives in a growing startup environment, brings strong talent acquisition and operational excellence, and is energized by contributing to a modern, forward-thinking talent function.
As a Talent Specialist at Ziina you will:
Run end-to-end recruiting for assigned roles, from intake to accepted offer, with a consistent, high-quality process across every team you hire for
Deliver a candidate experience we're proud of at every stage
Partner with hiring managers to understand what their team actually needs and turn it into a clear, realistic role profile
Help hiring managers and interviewers evaluate well: clear scorecards, useful feedback, calibrated decisions
Contribute to recommendations for senior leadership and cross-functional stakeholders
Track your pipeline metrics, notice what is not working, and improve your own hiring outcomes based on data
Keep recruiting systems accurate and up to date (ATS, automations, workflows), and when you see something not working in our recruiting setup, even outside your own roles, propose a solution
Manage job boards, agencies, and other external recruitment partners day to day, and track whether they deliver value
Look beyond your own roles: bring ideas on employer brand, candidate experience, and how we hire as a company, even where you don't own the outcome
To succeed in this role, you likely:
Have 3+ years of full-cycle recruiting experience, including experience in a startup environment
Are a strong sourcer, comfortable when outbound is the main channel
Are comfortable using data and analytics tools to drive insights and decisions
Understand various TA systems and have supported process optimization, including ATS management and recruitment automation tools
Have experience collaborating with cross-functional teams, including engineering, product, and operations, to align recruitment strategy with business priorities
Operate with a detail-oriented mindset and can manage competing priorities in a fast-moving, cross-functional environment
Have significantly contributed to a Talent Acquisition function from the ground up, establishing processes, playbooks, and scalable systems
What would amaze us
You've closed senior or niche roles through outbound sourcing, in markets where inbound doesn't work
AI tools are already part of your daily sourcing and screening work, and you know where the human judgment stays
You've built a dashboard, report, or process improvement that your team actually adopted and still uses
Ownership is your default: when something blocks your work, you fix it or find the person who can, without waiting to be asked