Recruitment Services
Recruitment Services
Recruitment Case Study UAE: New Manufacturing Facility in JAFZA, Dubai
Recruitment Case Study UAE: New Manufacturing Facility in JAFZA, Dubai
Building a Skilled Team from the Ground Up
Building a Skilled Team from the Ground Up
Background
The client, a multinational manufacturing company, engaged us to build the workforce for its new facility in JAFZA, Dubai. The project launched in April 2025 with 16 vacancies at the beginning, later expanding to 24 hires in total as trust deepened and scope grew.
Challenges
- Many of the roles were junior-level positions with limited budgets, requiring careful market navigation to balance candidate expectations with the client’s financial limitations.
- The client activated several roles simultaneously, demanding smart prioritization and close coordination to ensure consistent delivery across all requisitions.
- Sourcing profiles with warehousing and manufacturing backgrounds proved difficult, as many were not active on LinkedIn. This required broader outreach and direct sourcing methods.
- Job titles, structures, and expectations shifted throughout the project, which meant maintaining flexibility and quickly adapting the search strategy.
- The client preferred face-to-face interviews, but scheduling was challenging with employed candidates and stakeholders traveling from Europe who were only available in Dubai for limited timeframes.
- The JAFZA location made attraction more challenging. We prioritised candidates based nearby and highlighted the benefits of joining a reputable multinational with clear long-term growth prospects.
Project Goals
What We Did & How We Delivered It
Built a targeted pipeline and filled roles under tight constraints
01
01
We conducted a multi-channel search to staff the new JAFZA facility, combining LinkedIn ads, direct outreach, and our internal database to target hard-to-find warehousing/manufacturing talent. For each role, we delivered curated shortlists of 10–15 screened candidates (up to 20 in tougher markets), with clear profiles and progress reports. As requirements shifted mid-project, we held realignment calls, adjusted titles and salary bands, and re-prioritised open requisitions. We also coordinated face-to-face interviews around the limited availability of European stakeholders in Dubai and supported offers and start dates. Despite location and budget constraints, the approach delivered 130+ qualified profiles shared, ~3 weeks average time-to-fill, and 24 hires across technical and operational roles.
Targeted sourcing & market mapping
02
02
We developed a tailored sourcing strategy for both junior and specialised technical roles. Alongside LinkedIn sourcing and direct outreach, we leveraged our internal database, job boards, and referrals to reach talent that wasn’t actively searching.
This channel mix strengthened coverage across the warehousing and manufacturing talent pool, particularly for profiles not visible on LinkedIn, and maintained a steady pipeline of qualified candidates within budget and location constraints.
Structured screening & clear reporting
All candidate profiles were reviewed and presented in a structured format, with clear summaries covering key qualifications, salary alignment, and availability. We delivered shortlists of 10–15 screened candidates per role, expanding up to 20 for harder-to-fill positions when needed.
To maintain transparency, we provided regular progress reports outlining pipeline status and client feedback. This gave the client clear visibility across multiple active requisitions and supported faster, better-informed decisions.
03
03
Stakeholder alignment & agile reprioritization
Midway through the project, a new client stakeholder joined, and role expectations shifted. We set up realignment calls to recalibrate role definitions, update titles and structures, and re-prioritise open requisitions based on urgency and business impact.
This kept delivery on track while multiple vacancies progressed in parallel. Regular communication and a consultative approach reinforced trust and ensured a consistent process through the changes.
04
04
Face-to-face interview coordination
The client preferred face-to-face interviews for most roles, which added scheduling complexity—especially for employed candidates and Europe-based stakeholders in Dubai for short windows. We coordinated interview days around these visits, aligned candidate schedules, and ensured decision-makers met the right profiles during their time on-site.
We captured feedback quickly, refreshed shortlists where needed, and rescheduled efficiently to avoid delays. This kept the interview process smooth and maintained candidate engagement through to decision and offer.
05
05
Offer negotiation & smooth onboarding
Budget constraints meant offers often required careful negotiation to close gaps between client bands and candidate expectations. We advised on title alignment, salary positioning, and package structure against market benchmarks, while staying within budget.
We also supported onboarding by coordinating start dates and confirming expectations on both sides. This hands-on approach helped secure 24 hires in total and maintain a pipeline for additional specialised roles critical to the facility’s long-term success.
Service Delivery: We combined multi-channel sourcing, structured reporting, and close client coordination, running online collaboration alongside on-site interviews in Dubai.
06
06
Results
qualified profiles shared with the client
total vacancies at launch
profiles shared for the most challenging roles
weeks average time-to-fill per role
total hires delivered
specialized technical and operational positions covered
additional requisitions added
average candidates per shortlist for a role
Our Team
The following people were responsible for the overall success of the project on our side: