Orange Wheels (OW) and Orange Hub (OH) need a dedicated, high-volume recruiter who can consistently source front-of-house and guest-facing talent with a genuine service mindset. OW/OH floor roles demand the same polish, presentation, and guest-handling instincts found in hospitality, airline cabin/ground service, and cruise liner crew — and the fastest, most reliable way to find that talent is through a recruiter who already knows those industries inside out. The jobholder will own end-to-end recruitment for OW and OH, building a continuous pipeline of well-matched, service-trained candidates sourced from hospitality, airline, and cruise recruitment networks, so branches are staffed with people who are guest-ready from day one.

• End-to-End Hiring: Own the full recruitment lifecycle — job postings, sourcing, screening, interviewing, offer negotiation, and closing — for all OW and OH roles.
• Specialist Sourcing: Actively source candidates with prior experience in hospitality (hotels, F&B, guest services), airlines (cabin crew, ground staff, guest relations), and cruise liners (crew, guest services) — the primary talent pool for this role.
• Agency & Institute Network: Build and maintain relationships with recruitment agencies and manpower suppliers who specialize in hospitality, airline, and cruise placements, plus relevant training institutes, to keep a steady candidate funnel.
• Multi-Branch Travel: Travel regularly to OW/OH branches across Abu Dhabi, Dubai, and other emirates for walk-in drives, on-site interviews, branch manager coordination, and hiring events.
• Pipeline & Bench Strength: Maintain a warm, ready pipeline of pre-screened, service-trained candidates so vacancies at any branch are filled quickly without compromising quality.
• Stakeholder Coordination: Act as the key liaison between branch/operations managers and the HR function — translating floor-level staffing needs into targeted hiring plans.
• Onboarding Handoff: Ensure every new hire is properly briefed on brand standards and guest engagement expectations before their first day.
• Employer Branding: Build OW/OH's presence on relevant job boards, LinkedIn, and hospitality/airline/cruise recruitment communities to attract stronger applicants consistently.
• Reporting & MIS: Track and report hiring metrics — time-to-hire, sourcing channel performance, and pipeline health — to the HR Manager on a regular cadence.
• Compliance: Ensure all hiring documentation (contracts, offer letters, personnel files) is accurate and compliant with UAE labour law.

Section Four: Candidate Profile — Qualifications & Experience

• Experience: 8 – 10 years of experience purely in recruitment / talent acquisition — non-negotiable. Candidates must come from a pure recruitment background, not a generalist HR background.
• Industry Specialization: Substantial, demonstrable recruitment experience specifically within the hospitality, airline (cabin crew/ground staff), or cruise liner industries. This is a mandatory requirement, not a preference.
• Education: Bachelor's degree in HR, Business Administration, or a related field.
• Profile: Young, energetic, self-driven professional who is comfortable working at a fast pace across multiple branches and travelling frequently.
• Personality: A genuine “people person” who builds rapport easily with candidates, agencies, institutes, and internal stakeholders.
• Tools & Knowledge: Working knowledge of ATS/job portals (LinkedIn Recruiter, Bayt, Indeed, GulfTalent, Naukri etc.) and hospitality/airline/cruise-specific recruitment channels; familiarity with UAE labour law and visa processes preferred.
• Mobility: Must be based in or willing to relocate to Abu Dhabi, with a valid UAE driving license preferred given the multi-branch travel requirement.

Section Five: Deliverables & KPIs

• Time-to-Hire: Fill open OW/OH positions within agreed turnaround time (e.g., 15–20 days for standard roles).
• Specialist Sourcing Mix: % of hires sourced directly from hospitality, airline, or cruise recruitment backgrounds/networks.
• Agency & Network Partnerships: Formalize and grow a minimum number of active partnerships per quarter with hospitality/airline/cruise recruitment agencies and institutes.
• Pipeline Health: Maintain a functioning bench of pre-screened candidates ready to deploy to any branch within days, not weeks.
• Probation Pass Rate: % of hires successfully passing probation — a direct measure of sourcing/screening quality.
• Early Retention: % of new hires retained at 90 and 180 days.
• Cost-per-Hire: Maintain hiring cost within approved budget per hire/per channel.

Section Six: What Success Looks Like in 6 Months

• A functioning, active network of hospitality/airline/cruise recruitment agencies and contacts consistently feeding qualified candidates.
• A ready bench of pre-screened, service-trained candidates deployable to any OW/OH branch within days.
• Noticeably improved new-hire quality and reduced early attrition on the floor at OW and OH branches.
• A trusted, go-to relationship with branch/operations managers across Abu Dhabi, Dubai, and other emirates for all staffing needs.