Everything people ask us before they post a brief.

Hyring is a tech-led marketplace that connects organisations with vetted human capital professionals, on demand. That covers ten disciplines: recruitment and executive search, human capital and employee relations, fractional CHROs, organisation design, coaching, learning and development, employer branding and recruitment technology. You post a brief, the platform matches it against the whole bench and a senior person at Hyring validates the result before you see it, so you meet two or three verified specialists rather than a list, and you engage them embedded, fractionally or per project. Hyring is headquartered in the UAE and serves Abu Dhabi, Dubai, the wider GCC and clients in more than 50 countries.

There are three real gaps, and Hyring sits in the middle of all of them.

First, there is nothing between an expensive agency and a permanent in-house hire. A company hiring five to fifteen people a year is too small to justify a permanent talent function and too price-sensitive to hand every role to an agency. Nothing in the market served that middle properly, so those companies overpaid or the founder did it themselves badly.

Second, the freelance human capital market is large, growing and completely unstructured. Experienced recruiters, human capital partners, employee relations specialists, coaches and organisation designers have gone independent in significant numbers, but there was no trusted route to them. Clients could not tell a genuinely excellent independent from a confident LinkedIn profile, so most defaulted back to agencies out of caution.

Third, the GCC was being ignored. The comparable platforms globally are built for United States technology hiring. They have effectively no presence in the UAE, Saudi Arabia or the wider region, and they do not understand nationalisation targets, local labour law, or how hiring actually happens in Abu Dhabi and Dubai. That is the market Hyring was built for first.

Not in the traditional sense, but we do not pretend there is no overlap. Like a good agency, we take responsibility for your outcome and we use human judgement to decide who works your assignment. Unlike an agency, the specialist is an independent professional you choose and deal with directly, you are not paying a percentage of first-year salary, you get your money back if we do not deliver, and the same marketplace covers HR, employee relations and CHRO-level work rather than recruitment alone. The shorthand we use is: the judgement of a good agency, the economics of a marketplace.

No. Hyring, at hyring.ai, is an independent, UAE-headquartered human capital marketplace serving Abu Dhabi, Dubai, the GCC and global markets. We have no affiliation, ownership link or commercial relationship with hyring.com or any similarly named service. If you are looking for on-demand recruiters and human capital experts in the UAE, KSA and beyond, hyring.ai is the right place.

It means two separate things, and both matter.

The specialists are independent professionals. They are not Hyring employees and not agency staff. They run their own practices, set their own rates, choose which briefs to take, and keep the majority of what they earn. You engage the actual person who does the work, which is why you get to choose them.

Hyring itself is independent. We are not owned by, funded by or contracted to a recruitment agency group, and we do not operate a preferred supplier list that pays us to be recommended. Nobody buys their way onto the bench and nobody buys a better position on your shortlist. When we tell you a particular specialist is the right fit, our commercial interest is identical whichever one you pick, so the recommendation is worth something.

Both, and you decide which in your brief. There is no default we impose.

Embedded assignments are frequently onsite or hybrid, particularly in Abu Dhabi and Dubai, where being physically present with the hiring managers is usually what makes the assignment work. A typical embedded pattern is two or three days a week in your office for the duration.

Fractional and project work is more often remote or hybrid, because a fractional CHRO or an ER specialist is usually working on documents, cases and leadership conversations that do not require a desk in your building.

Specialist searches into other markets are often deliberately remote, because you want a recruiter who is physically in the talent market you are hiring from, which may be London, Riyadh or Bengaluru rather than your own office.

Tell us the working pattern you need and we match to specialists who can genuinely meet it, including those already resident in your emirate with valid visas and the right to work onsite.

Yes, where the mandate requires it, and on government work that is routine. Tell us the level and the issuing authority when you post the brief. We match you to specialists who already hold that clearance or who are eligible and willing to go through your entity's process, which grants and verifies it rather than us.

Where formal clearance is not needed but the mandate is sensitive, the brief can run without naming your entity until you choose to disclose it.

Yes. Language and nationality are matchable criteria in a brief, alongside sector and seniority. Arabic-speaking specialists matter for a great deal of GCC work, and Emirati or GCC-national specialists are frequently the right choice for nationalisation mandates, government engagements and roles where local network depth is the whole point. Say so in the brief and it becomes part of the matching decision.

Two ways. The specialists on the bench are experienced in building diverse, high-performing teams and in widening candidate pools beyond the obvious networks, which is where most diversity outcomes are actually won or lost. And because the platform records outcome data across assignments, diversity of slate and of hire is something we can measure and report on rather than assert. If it is a priority for your organisation, tell us in the brief and it becomes an explicit part of the mandate.

It depends which side you are on, and the split is deliberate. Companies never need the app. Posting a brief, reviewing shortlists, approving milestones and paying all happen on the web, with no download and no account setup, because a buyer should never face an app install before they can talk to us.

Human capital specialists and job seekers do need the Hyring app. For specialists it is the working tool for receiving briefs, managing live assignments, submitting milestones and getting paid. For job seekers it is how you build and maintain the profile that keeps you visible to vetted recruiters. Both are free to download.

Every brief is read and matched by the platform, then validated by one of our people before it reaches you. The technology does the searching: it reads your brief against the entire bench on skills, sector, seniority, market and genuine current availability, consistently and without overlooking a specialist who would be a strong fit.

A person at Hyring then checks the specialists it picked and signs off on them. Is this right for this client, this sector, this stage? Nobody is put in front of you unchecked. You receive two or three genuinely relevant specialists with a short explanation of why each one, rather than a filtered directory to work through yourself.

Once you choose your specialist, the candidate shortlist is theirs. They source it, assess it and put their name to it. We are accountable for who works your brief, and they are accountable for who they put in front of you. Consistency at scale is a technology problem. Judgement is not, and neither is deciding who is good enough to be on the bench in the first place.

Tech-led means software does the work software is better at, and people do the work people are better at, and we say plainly which is which. The platform reads every brief against the whole bench, produces the matches, scores candidates against the criteria you agreed using arithmetic you can see, and records how long every submission sat with each side. It does not decide. A person validates every match before it reaches you, the recruiter owns the candidate shortlist, and you choose who works your search.

Yes, and we are specific about where. The platform does the finding: it reads every brief against the whole bench on skills, sector, seniority, market and availability, consistently and without overlooking a specialist who would be a strong fit. Inside our own CRM, a language model reads public news and flags organisations that look likely to be hiring, and one of our people confirms or discards every flag before it counts for anything.

What AI does not do is decide who gets a job. The shortlist score is arithmetic rather than a model: each criterion carries a weight you agreed, the specialist scores the candidate 1 to 5 against it with written evidence, and the percentage is the weighted total, which you can recalculate by hand. A must-have scoring below 3 stops the submission whatever the total says. Nothing about the person is scored: not age, nationality, gender, marital status or a photograph. A person at Hyring validates every match before it reaches you, and the recruiter owns the shortlist and puts their name to it.

The reason is practical. A selection decision that cannot be explained cannot be defended, and clients in regulated sectors are eventually asked to defend one. A model can tell us where to look; it does not get to tell you who to hire.

Briefs are typically matched within days rather than weeks, because we are selecting from a bench whose current availability we already know. Speed then depends on how niche the requirement is. A fintech recruiter in Dubai or an HR business partner in Abu Dhabi can often start within a week. A defence-cleared specialist in a new market, or a mandate requiring a clearance process, will take longer, and we will tell you that at the point of matching rather than after you have committed.

Tell us early and we replace them. The point of vetting the bench and validating every shortlist is that this should be rare, but when it happens we treat it as our problem rather than yours. Because engagements are structured in milestones or day rates rather than a single percentage-of-salary fee, unwinding an assignment that is not working is straightforward, and you are not left having paid for an outcome you did not get.

Often, yes, and we would rather have that conversation openly than pretend it never happens. Some specialists are committed independents who have no interest in going back to a permanent role. Others would consider the right one. If you want to convert an embedded specialist into a permanent hire, tell us and we will agree fair terms with you and with them. Nobody is contractually trapped on either side.

Yes. The Hyring client portal is web based and shows your live briefs, the validated shortlists waiting on your review, engaged specialists and days used against budget, milestone approvals, invoices and documents, and market rate benchmarks drawn from platform data. No download is required for any of it.

Every engagement is priced individually and agreed in writing before anyone starts work. The number depends on the experience the brief actually needs, how difficult the search is, the seniority of the role, the market, and how long the engagement runs. There is no list price because a list price is set for the hardest version of the job and then charged to everyone, which means a straightforward search ends up subsidising a difficult one.

What we can tell you before you speak to anyone is the shape. You pay a day rate, a fixed cost for a fractional window, or a success fee, agreed per brief. You never pay a percentage of first-year salary, you are never charged more because the person you hired turned out to be senior, and if we do not deliver you get your money back.

It is not a long sales process. Describe the problem and you get a number within 48 hours.

Difficulty, and we will tell you which parts of your brief are driving it. Prices go up with seniority and scarcity of the profile, confidentiality where we cannot advertise the role, security clearance or nationalisation requirements, a thin candidate pool in your market, and speed where you need someone in weeks rather than months.

They come down with volume, which is why we would usually put you on a fractional window rather than a series of single hires, and with clarity: a success profile you have already agreed internally, and a hiring process that gives feedback quickly, both make the search shorter and therefore cheaper.

If something in your brief is making it expensive and does not need to be, we would rather say so at intake than quietly price it in.

You get your money back in full. That is the whole answer, and it is deliberately short.

The meaningful difference from traditional retained search is that retained search takes money up front which you do not see again whether or not anyone is hired, so the risk of a failed search sits entirely with the client. Here it sits with us, because we are the party that controls the search.

Traditional recruitment agencies in the UAE charge 20 to 30 percent of first-year salary per hire. On a senior salary of AED 350,000 that is AED 70,000 to AED 105,000 for a single role, and it is charged again on the next one.

Hyring does not price as a percentage of salary. You agree a day rate, project fee or success fee with the specialist for the brief in front of you. For companies hiring several people, or needing HR and ER work rather than pure recruitment, this is materially cheaper, and the saving grows with volume. Our largest client engagement replaced agency fees running into the millions.

Four, and you can mix them. Fractional, meaning a senior specialist for a day or two a week on an ongoing basis. Embedded, meaning a specialist working inside your team on your systems and employer brand for a fixed period. Per project, meaning one defined piece of work such as a single search or a policy build. And success fee, where the fee is contingent on the hire being made. We will advise which fits your situation, and the advice does not change our economics.

Through the platform, on milestones you approve. Work is broken into agreed milestones or billing periods, you approve each one in the portal, and Hyring invoices and collects against those approvals. Hyring holds the collected funds and pays the specialist monthly, so specialists get paid on time without ever needing to chase your finance team, which is one of the main reasons good ones join the bench. You get a clear audit trail with no surprise invoices at the end of a search.

UAE VAT applies where required under Federal Tax Authority rules, and this is shown clearly on quotes and invoices rather than added silently at the end. Treatment differs for services delivered to entities outside the UAE and inside designated zones. Your engagement documentation will set out exactly what applies to your contract.

Abu Dhabi and Dubai are the home markets and where the bench is deepest. We also work across the wider UAE, Saudi Arabia and the rest of the GCC, and we place specialists into and out of more than 50 countries, with particular depth in the United Kingdom, wider Europe, South Africa and parts of Asia. If you are hiring into a market where you have no presence, the point of the model is that we match you to a specialist who is already in it.

Yes, and it is one of the most common reasons GCC organisations come to us. We match to specialists with direct, evidenced experience of nationalisation hiring, which is a genuinely distinct skill: it requires deep local networks for mid to senior national talent, an understanding of the compliance framework and reporting obligations, and the patience to work with government hiring processes. See the government and public sector page for how these mandates are typically structured.

Mandate information is shared on a need-to-know basis and only after confidentiality terms are in place. Every specialist on the bench signs Hyring's confidentiality and data handling terms as a condition of joining, and we will put your own entity-specific non-disclosure agreement in place on top of that whenever you require it, which is standard for government, regulated and pre-announcement work.

Confidential searches are supported as a matter of routine. If you are replacing an incumbent, hiring ahead of a public announcement, or working on something commercially sensitive, we can run the brief without naming your organisation until you choose to disclose it.

Specialists engage as independent professionals under contract, with the engagement documented through the platform so responsibilities on both sides are explicit rather than assumed. Where an assignment requires a specific structure, for example onsite presence in a free zone, a particular visa position, or an entity's own contractor framework, we work to that structure rather than forcing ours onto you. Tell us the constraint in the brief and it becomes part of the match.

A verified profile that keeps you visible to vetted specialist recruiters across the GCC, so you are considered for roles that are filled through recruiter networks rather than advertised. Direct conversation with a human recruiter who works your discipline rather than an application disappearing into an applicant tracking system. Market and salary benchmark information for your function and region. And a private visibility setting so you can be discoverable without broadcasting that you are looking. See the job seekers page for detail.

Download the Hyring app on iOS or Android, build a verified profile covering experience, discipline, seniority and target markets, then set your visibility. It takes about ten minutes and registration is free. The app is where profiles, visibility controls and recruiter conversations are managed. Companies, by contrast, never need the app and work entirely on the web.

No, and anyone promising otherwise is not being straight with you. What Hyring gives you is visibility to specialist recruiters who are actively working mandates in your discipline, and a real conversation instead of silence. Whether a role follows depends on the market, your field and what you do with the conversations that come from it.

Start on the specialists page. You apply, you complete an online screening assessment in your specialism, and a senior person at Hyring interviews you before you are added to the bench. We are deliberately selective, because the entire proposition to clients rests on the bench being genuinely vetted rather than merely large.

There is no fee to apply or to stay on the bench. Hyring takes a platform margin on completed work and you keep the majority of what you earn, which is the fundamental difference from an agency desk where the split typically runs heavily the other way. Rates are agreed per brief, and you decide which briefs you take.

Yes, and it is protected by the milestone structure rather than by goodwill. Work is broken into milestones the client approves in the portal, and payment is released against that approval. Chasing invoices is one of the worst parts of independent work and removing it is one of the main reasons experienced specialists join.