human capital marketplace · abu dhabi · dubai · gcc · global
Hyring is a tech-led marketplace that connects organisations with vetted human capital professionals, on demand. Post a brief in five minutes. Every brief is read and matched by the platform, then validated by one of our people before it reaches you. Engage a specialist for a fractional window and hire as many people as you need inside it, embed them in your team, or scope a project. You pay for the work, not a percentage of somebody's salary.
Companies post on the web in five minutes. No app, no account setup. If we do not deliver, you get your money back.
Hyring has three sides. Companies that need hiring capability. Independent recruiters and human capital specialists who supply it. Senior professionals who want to stay visible to both.
what you actually get
Same bench, same vetting, four commercial shapes. If you are not sure which fits, describe the problem in the post a brief section and we will tell you.
Engage a specialist for two to three months and hire as many people as you need inside it. The cost is the window, not the headcount. Hire two people or hire eight and the price does not move, so your cost per hire falls with every hire you make. A percentage fee does precisely the opposite.
Best for: almost anyone hiring more than one person how the window worksA specialist works within your team for a defined period, on your systems and employer brand. Day rate or monthly rate agreed up front. They work as part of your team, not as a supplier.
Best for: sustained hiring over three to twelve monthsYou need one role filled and nothing behind it. Match with a recruiter who works that exact market, agree the fee before they start, and pay on placement. If there is a second role coming, say so and we will price you a window instead.
Best for: a critical one-off outside your usual patternEmployee value proposition work, hiring process redesign, an assessment framework, an employee relations case, a talent strategy. Scoped, priced and delivered.
Best for: work with an end point rather than a headcount targetWe lead with the fractional window because it is the only one of the four where our incentive and yours point the same way. Nobody here is paid more for finding you an expensive person, and nobody has a reason to stretch a search out. If you are hiring more than one person this quarter, it is almost certainly the shape you want.
how matching works
Neither half works alone. Matching by hand does not scale and quietly misses people. Matching by algorithm alone scales beautifully and occasionally produces something confidently wrong. The platform does the matching. The Hyring team vets the talent and validates the result. That is the combination we are building, and it is why the standard holds as the bench grows.
Reads your brief against the whole bench on skills, sector, seniority, market and who is genuinely available right now. Consistent, fast, and it does not forget a specialist who would be perfect.
One of our people checks the specialists the platform picked, before you see them. Is this the right person for this client, this sector, this stage, this personality? Nobody is put in front of you unchecked.
A short list of specialists with a short explanation of why each one. Not a filtered directory for you to work through yourself.
Then the split that matters most, and the one worth reading twice. Hyring is accountable for who works your brief. Your recruiter is accountable for who they put in front of you. Once you have chosen your specialist, the candidate shortlist is theirs: they run the intake, agree the criteria with you, source the market and put their name to every profile that reaches you. A shortlist owned by a named professional who has to answer for it is worth considerably more than one assembled by a system with nobody's reputation attached.
The platform does the finding. It reads every brief against the whole bench on skills, sector, seniority and market, so the right specialists surface rather than the ones with the right words on a profile.
AI does not do the deciding. The shortlist score is arithmetic you can recalculate: weights you agreed, scores 1 to 5 with written evidence, a must-have below 3 stopping the submission outright, and nothing about the person scored at all. A person validates every match before it reaches you. The reason is practical rather than philosophical: a selection decision that cannot be explained cannot be defended. The full definition is in the glossary.
what "vetted" means
Most recruitment sites assert vetting and never define it. Here is exactly what a specialist goes through before they can take a single brief.
Every applicant completes a structured screening assessment before anyone at Hyring spends time on them. It tests what they say they know inside their stated specialism, and a generalist claiming to be a cyber recruiter does not get past it.
A senior person at Hyring interviews every specialist who clears the screening, and makes the final call. Not a profile review and not an automated approval. A conversation, then a decision by someone whose name is attached to it.
Once they are working, every assignment runs through the platform, so client ratings, response times and delivery against milestones accumulate against their record. This is the part most vetting claims skip entirely.
We do not take references. Plenty of companies say they do and then accept a written letter the candidate supplied themselves, which proves nothing. We would rather tell you exactly what our standard is than imply a check we are not making. The screening assessment tests capability, the interview tests judgement, and the outcome history tests whether both were right. That last one is the only evidence that cannot be curated.
Vetting is a starting gate, not a badge you keep forever. Because every assignment runs through the platform, outcomes are recorded, and the bench is managed on that evidence rather than on how long someone has been listed. See the full vetting criteria in the FAQ.
why hiring stalls
From a first hire to a board-level mandate, organisations of every size reach the same point. It always comes back to people.
Building fast with no talent function, and too early to justify a full-time hire.
Hiring beyond family and trusted contacts, with no HR function or playbook across the group.
A transformation, regional build or nationalisation target the internal team cannot absorb alone.
Engage them for a day a week, a single project or a short surge, and pay only for the slice you use. On Hyring, every professional can work this way: recruiters, HR business partners, employee relations specialists and CHROs. See how fractional works.
who we work with
Pre-seed to Series B, hiring without a talent function.
read moreMid-market, corporate and professional services, adding capacity not headcount.
read moreGroups and holdings: discreet senior searches and succession hiring.
read moreNationalisation, clearance, and process built for public scrutiny.
read morewho is on the bench
Most organisations have a route to recruiters and no route at all to the other three. That is the gap the marketplace closes.
Find, attract and engage the right people, fast and on demand, in your exact market and discipline.
embedded recruitingBuild the people function: org design, onboarding, structure, policy, performance and faster time to productivity.
fractional HRConflict, grievance, investigations, restructuring and compliance, handled by ER specialists who have done it before. The situations no generalist should carry alone.
how ER support worksBoard-level people strategy, governance, succession and workforce risk. A slice of a senior leader, without the executive salary.
fractional CHROproven in the field
We publish what Hyring delivered, not what the client was aiming for. Where a figure needs client permission before it goes public, it is not here yet.
technology group · abu dhabi
A leading global technology group was hiring at scale across its cybersecurity division and needed to bring down agency fees substantially. Hyring deployed four dedicated freelance recruiters over six months, working inside the team. More than 100 hires were completed. The engagement continues on an as-needed basis.
proptech scale-up · uae
Freshly funded and scaling quickly, this UAE PropTech did not want the cost of a permanent talent leader. Hyring embedded a senior freelance recruiter from day one. Five key hires were made and a twelve-month talent plan was built, without adding permanent headcount.
what it costs
A recruitment agency in the UAE typically charges 20 to 30 percent of first-year salary, per hire, every time. Here is what that means in practice, and how Hyring is structured differently.
| Hiring three people on AED 350,000 | Recruitment agency | Permanent in-house recruiter | Hyring |
|---|---|---|---|
| How the fee is calculated | 20 to 30% of first-year salary, per hire | Fixed annual salary plus benefits and end of service | Day rate, project fee or success fee, agreed per brief |
| Cost of three hires | AED 210,000 to AED 315,000 | AED 250,000 to AED 400,000 a year, whether you hire three or thirty | You pay for days worked, not a share of the salary |
| If the search fails | What you paid up front usually stays paid | Not applicable | Your money back in full |
| A quiet quarter costs you | Nothing, but full rate again next time | The full salary regardless | Nothing. Scale to zero, then back up |
| How Hyring earns | Agencies keep the margin between the fee and the recruiter's salary or commission | A transparent platform margin on completed work. The specialist keeps the majority | |
Agency percentages are the commonly quoted UAE market range. source needed In-house range reflects typical mid to senior talent acquisition salaries in the UAE. verify Your Hyring rate is agreed per brief with the specialist, so compare against your actual quote rather than a list price.
Because a price list would be a worse deal for you. A published rate is set for the hardest version of the job and charged to everyone, so a straightforward search subsidises a difficult one. We price each engagement on what it actually takes, which means a clean brief in a market our specialist already knows costs less than a confidential search for a role nobody has filled in the region before.
What that does not mean is a long sales process. Describe the problem and you get a number within 48 hours, in writing, before anyone starts work.
Seniority and scarcity of the profile. Confidentiality, where we cannot advertise. Security clearance or nationalisation requirements. A market with a thin candidate pool. Speed, where you need someone in weeks rather than months.
More than one hire, which is why we would put you on a fractional window. A brief we have delivered against before. A defined success profile you have already agreed internally. A hiring process with fast feedback, because the search costs less when it runs shorter.
A percentage of anyone's first-year salary. A fee that goes up because the person you hired turned out to be senior. Money you do not get back if we fail to deliver. Those three are structural, not negotiable, and they are the whole reason the model exists.
who is behind this
Hyring was built by operators, not by technologists who read about recruitment. This section is not vanity. A corporate buyer wants to know who is accountable.
A global headhunter and entrepreneur with thirty years in the industry, across the United States, the United Kingdom and most recently four years in MENA. Founder of Hyring. Personally led embedded recruitment onsite at a sovereign-backed technology group, delivering over one hundred hires in six months. That delivery standard is what the vetted global network was built around.
Fourteen years in the UAE, based in Abu Dhabi. Global experience across talent attraction, talent acquisition, change and transformation, partnerships and marketing, leading global teams in Fortune 100 companies and in start-ups.
Biography to be added: career background, the markets covered, and the commercial experience behind how Hyring engagements are structured and priced. awaiting copy
Biography to be added: the engineering background, and how the platform, the app and the data spine are built and run. The technology positions on this site, matching validated by a person, arithmetic a client can recheck, an audit trail on every engagement, are this seat's to deliver. awaiting name and copy
Ten disciplines of vetted specialist: recruitment and executive search, human capital and employee relations, fractional CHROs, organisation design, coaching, learning and development, employer branding and recruitment technology. Each verified against the criteria above before they take a brief.
Backed by operators rather than funds. The angels behind Hyring came from sovereign investment, from technology leadership in this region, from a senior product role inside a major UAE technology group, and from a chief people officer seat. They invested because they had lived the problem from one side of it or another. The round is raised and deployed, into engineering, the platform and runway. confirm what may be said publicly, and whether investors are named
the platform
Recruitment is one slice. The platform covers the whole people lifecycle and turns every assignment into market intelligence.
Recruitment is one slice. The platform covers the whole people lifecycle.
Any company with a people need. Post a brief on the web in five minutes.
Specialists across ten disciplines, from recruitment and executive search to organisation design, coaching and employee relations, working on their terms with protected milestone payments. Specialists work through the Hyring app.
Every match makes the platform smarter, packaged as a product in its own right.
The marketplace infrastructure already exists: briefs, matching, vetted supply, milestone payments. We can white-label it as your branded job board or talent portal, for corporates, government entities and industry bodies that want their own front door without building the plumbing.
Companies never need the app. Post briefs, review shortlists, approve milestones and pay entirely on the web. Human capital specialists and job seekers do need the app, because it is the working tool for taking briefs, managing assignments, and staying visible to recruiters. That is a deliberate split: the buyer should never face a download before they can talk to us.
questions, answered plainly
Hyring is a tech-led marketplace that connects organisations with vetted human capital professionals across 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 bench, one of our people checks the match, and you engage the specialist you choose on a single hire, a fractional window or a defined project. From that point the specialist runs the work and owns the candidate shortlist.
If you are a company, no, and you never will. Posting a brief, reviewing shortlists, approving milestones and paying all happen on the web. The Hyring app is required for human capital specialists and for job seekers, because it is the working tool for taking briefs, managing live assignments and staying visible to recruiters. We deliberately keep the download on the supply side rather than putting it in front of a buyer.
Every brief is read and matched by the platform, then validated by one of our people before it reaches you. The technology reads your brief against the whole bench on skills, sector, seniority, market and genuine current availability. A person then checks the specialists it picked and signs off on them, because consistency is a technology problem and judgement is not.
Once you choose a specialist, the candidate shortlist is theirs. They source it, they assess it, they put their name to it and they answer for it. We are deliberate about that split: we are accountable for who works your brief, and they are accountable for who they put in front of you.
Vetted means two things happened before a specialist could take a single brief. They completed a structured online screening assessment inside their stated specialism, and a senior person at Hyring interviewed them and made the final call. After that, every assignment runs through the platform, so client ratings and outcome history build on the record, and a specialist who under-delivers does not stay on the bench.
What it does not include, stated plainly: we do not take references. We would rather publish the standard we actually apply than imply a check we are not making.
Job seekers register free on the Hyring app, build a verified profile and set their own visibility, which makes them discoverable to vetted specialist recruiters working live mandates in their discipline. They are not applying into an applicant tracking system, they are being found by a named human who works their market. See the job seekers page for detail.
ready when you are
Post your brief on the web in five minutes, or email letsgo@hyring.ai. A person comes back to you within 48 hours.