Single search
You need one role filled properly. Matched to a recruiter who works that exact market, fee agreed before they start.
Best for a critical hire outside your usual patternhome › recruitment
recruitment · abu dhabi, dubai & the gcc
Recruiters matched to your brief. And you can see why.
Hyring connects you with vetted specialist recruiters, engaged for a single search, embedded in your team, or a day a week. No percentage of first-year salary. Your money back if we do not deliver. And every candidate scored against criteria you agreed before anyone was approached, with the working shown.
Five minutes on the web, no app. Matched by the platform, checked by one of our people, delivered by a recruiter who owns your shortlist.
Embedded
A recruiter inside your team, on your systems and employer brand, for a fixed period on a day rate.
how embedded worksFractional
A senior recruiter for one or two days a week. Enough to run your pipeline properly without a permanent salary.
fractional and CHROtransparent matching
Every match score shows its working.
Most platforms give you a percentage and no explanation. Ours is a weighted score against criteria you set with your hiring manager at intake and confirmed before we approached anyone. Here is a real scorecard from a live brief.
Cloud security architecture in a regulated environmentmust have · technical panel, scenario walkthrough
30%5/5
Hands-on with your primary cloud platformmust have · practical exercise
20%5/5
Been through a regulated auditmust have · structured interview, evidence questions
15%5/5
Influences engineering without formal authoritypreferred · hiring manager interview
15%4/5
GCC regulatory familiaritypreferred · structured interview
10%4/5
Mentoring and standards-setting track recordpreferred · hiring manager interview
10%4/5
Weighted match, against your criteria93%
you set them
The criteria are yours
Agreed with your hiring manager at intake, written up as "what we heard from you", and confirmed by you before a single candidate is approached.
evidence, not opinion
Every score is backed
The recruiter records what the score is based on. You can interrogate any number on the card and get an answer.
no black box
Plain arithmetic
A weighted average, nothing more. No learned model, no hidden term, and nothing scored on personal characteristics.
A must-have criterion scoring below three blocks the submission entirely. You should never be sent someone who fails your own essential test, and you should never have to work that out from a CV yourself.
what it costs
You pay for the work, not a share of a salary.
A UAE agency typically charges 20 to 30 percent of first-year salary, on every hire, every time. Hyring does not price on salary at all.
| Three senior hires at AED 350,000 | Recruitment agency | Hyring |
|---|---|---|
| How the fee is set | 20 to 30% of first-year salary, per hire | Day rate, project or success fee, agreed per brief |
| Cost of three hires | AED 210,000 to AED 315,000 | You pay for days worked, not a share of three salaries |
| If the search fails | What you paid up front usually stays paid | Your money back in full |
| Who does the work | Whoever is on the desk | The named specialist you chose from a validated shortlist |
| Whose brand candidates see | The agency's | Yours, on embedded engagements |
Agency percentages are the commonly quoted UAE market range. source needed Your Hyring rate is agreed per brief with the specialist, so compare against your actual quote. The full comparison against an agency.
how it runs
Brief to shortlist, with a clock on every step.
You can see where a search actually is at any moment, and crucially who is holding it up. Usually that conversation is guesswork. Here it is a number.
2.9dheld by Hyring, average
7.5dheld by the client
4awaiting your decision
1withdrew, citing speed
Brief to first submission6.0d
Submission to your open2.2d
Your review to decision7.5d
Decision to interview7.4d
Interview to outcome6.1d
Illustrative figures from the prototype. Shown to both sides, always.
We show you the numbers that make us look slow too.
Time to first submission is on that chart, and it is ours to own. A diagnostic that only ever blames the client is a sales tool, not a diagnostic. This one is shared, and it is why it gets acted on. See the client portal.
who does the recruiting
Vetted means verified, not asserted.
Most recruitment sites use the word and never define it. Here is exactly what a specialist goes through before they can take one of your briefs.
identity
Verified, not claimed
Identity and right to work confirmed. Employment and assignment history checked against what they told us.
screening
Taken by us, by phone
A structured online assessment inside the specialism claimed, then an interview with the Hyring team. We do not take references and we do not pretend to.
specialism
Evidence in the discipline
Proof of results inside the specialism they claim. A generalist positioning as a sector expert is the problem we exist to fix.
ongoing
The record keeps building
Client ratings and outcomes from every completed brief. A specialist who under-delivers does not stay on the bench.
recruitment questions
Frequently asked
How is the match percentage calculated?
It is a weighted average against the criteria agreed with your hiring manager at intake. Each criterion carries a weight you set, totalling 100. The recruiter scores the candidate one to five on each, recording the evidence behind the score. The match percentage is the weighted total. There is no model, no hidden term and nothing scored on personal characteristics. A must-have criterion scoring below three blocks the submission entirely.
Who sets the criteria, you or us?
You do, at the intake call, and we write them up and send them back for your confirmation before approaching anyone. If our read of the market differs from your brief, for example if the salary band will not reach candidates meeting your must-haves, we tell you at that point rather than after four rejections.
What does a recruitment engagement cost?
You agree a day rate, a fractional window or a success fee per brief. Hyring does not charge a percentage of first-year salary. If we do not deliver, you get your money back in full. Traditional retained search takes money up front that you do not see again, so the risk of a failed search sits with the client. Here it sits with us.
Can I choose which recruiter works my brief?
Yes. The platform matches your brief against the bench, one of our people checks the match, and you see two or three specialists with verified track records and pick. That is different from an agency, where you are allocated whoever is on the desk that quarter. The person you pick is then the person who owns your shortlist, start to finish.
What happens if the recruiter is not working out?
Tell us early and we replace them. Because engagements run on day rates or milestones rather than one contingent fee, unwinding an assignment that is not working is straightforward and you are not left having paid in full for an outcome you did not get.
Do you cover more than recruitment?
Yes. The same bench covers human capital partners for org design and policy, employee relations specialists for conflict, investigations and restructuring, and fractional CHROs for board-level people strategy. Many clients start with one recruiter and add an HR partner once the hires land.
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Related pages
ready when you are
Post a brief and see the shortlist for yourself.
Five minutes on the web. A person checks the match and comes back with two or three specialists, and the reasoning behind each.