attraction campaigns · run as a project · global reach
A global attraction campaign, scoped and run as a defined project inside Hyring, with specialists doing the work and one person accountable to you throughout. For the roles where a job advert and a local search will not produce a shortlist, because the shortage is structural rather than a sourcing failure.
One point of contact. Campaign strategy, creative, media, screening and shortlist, delivered as one project rather than four suppliers.
A campaign is the right instrument when the people you need exist in volume somewhere else. The work is in building a proposition strong enough to move them and putting it in front of them where they actually are, which is a different discipline from searching a market that does not hold the skill.
the worked example
The clearest structural shortage in this market right now, and the one we are asked about most. It is worth setting out because it shows exactly when a campaign beats a search.
ADGM and DIFC operate common law regimes sitting alongside UAE Central Bank civil law. The scarce person is not a compliance officer, it is one who can work across both. That combination is genuinely rare, and no amount of local advertising creates it.
At Head of Compliance and MLRO level most of the credible market is employed and not looking, so approaches compete against a counter-offer rather than a vacancy. confirm figures before publishing any
Attract from London, Singapore, Hong Kong and Dublin, where the same regulatory grounding exists in volume, and make the case for relocating. That is a campaign, not a search: it needs a proposition, reach and a funnel, not a phone list.
The same shape applies to RegTech and financial crime technology, where the requirement is regulatory knowledge and engineering capability in one person, and to Emiratisation at senior regulatory level, where the intersection of domain expertise, seniority and UAE national status is the tightest pool in the market. market conditions researched August 2026, confirm before quoting figures externally
what a campaign includes
Most organisations assemble this from an agency, a creative shop, a media buyer and their own team, then spend the project managing the seams. We run it as one piece of work.
Why someone senior in London or Singapore would move for this. Package, progression, the work itself, and the honest version of what living here is like. If the proposition does not stand up, the campaign will not either, and we would rather find that out in week one.
The campaign itself: messaging, assets, landing experience, and the careers content that has to hold up when a candidate goes looking. Under your brand throughout.
Paid, organic, professional networks, sector communities and targeted outreach in the specific cities where the skill sits. Media planned against where the people actually are rather than where the impressions are cheapest.
Screening, assessment against the criteria agreed at intake, and a shortlist with the working shown. A campaign that generates applications and no hires is a marketing exercise, and we are not running one of those.
The specialists doing this are on the bench, not subcontracted out. Employer brand and attraction specialists, market-specific recruiters in the cities you are attracting from, and an assessment specialist where volume justifies one. You meet them, and you have one point of contact across all of it.
how it runs
Roles, volume, the markets we are attracting from, and what success looks like in numbers. Usually one workshop.
The offer to the market, the channels, the creative approach and the measurement. Agreed with you before anything is spent.
Reach, applications, quality and cost per qualified candidate, in the portal. Including the weeks it underperforms, because a campaign you cannot correct mid-flight is money spent rather than invested.
Assessed against the criteria you agreed, submitted in-portal, and the record of what the campaign taught you about your market stays with you afterwards.
Media spend is quoted separately from our fee, so you can see exactly what you are paying us and exactly what is reaching the market.
campaign questions
A planned effort to bring a defined group of candidates to you from a market where they exist in volume, rather than searching for them in a market where they do not. It combines a proposition, creative, paid and organic reach, and a screening funnel. It is used where the shortage is structural, such as regulatory and compliance roles in ADGM and DIFC, where the qualified pool locally is small and largely employed.
An advert asks people who are already looking to apply. A campaign makes the case to people who were not looking, in cities where the skill is common, and gives them a reason to consider relocating. The work is in the proposition and the targeting rather than the listing.
Specialists from the Hyring bench: employer brand and attraction specialists, recruiters based in the markets being targeted, and an assessment specialist where the volume justifies one. You have one point of contact across all of them, and the work is coordinated as a single project rather than handed between suppliers.
Scoped and priced per campaign, and agreed in writing before anything starts. Our fee for running it and your media spend are quoted separately, so you can see what each is.
It stays with you. Everyone who engaged, what worked in which market, cost per qualified candidate by channel, and what the market told you about your own proposition. That intelligence is usually worth more than the campaign, because it is what makes the next one cheaper.
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