Talent Acquisition Officer

Position type: Full-time (remote) Role overviewThis 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. Key Skills Illustration,Defence,HVAC,AJAX,Drafting,Customer Development Employment Type : Full Time Experience: years Vacancy: 1