Recruitment Services in Dubai Across Every Sector

Fees depend on the engagement model. Contingency recruitment typically ranges from 10–20% of the candidate's annual salary, charged only on successful placement. Retained executive search usually carries a higher fee of 20–33%, paid in stages, reflecting the depth of research and headhunting involved. At Guildhall we offer both models — retained search for senior leadership hires and contingency for mid-level permanent roles. There are no upfront costs on contingency mandates.

Retained search is an exclusive, research-driven engagement where Guildhall is contracted to fill a specific role — typically C-suite, VP, or director level. We dedicate a named consultant, produce a long-list through direct headhunting, and provide market mapping. Contingency recruitment is non-exclusive: we source and present qualified candidates, and you only pay when someone accepts the offer. Contingency works well for mid-level roles where speed matters. Many clients use both depending on the seniority and sensitivity of the hire.

We operate across eight core sectors: Executive Search & Headhunting, Digital & Technology, Engineering, Real Estate & Energy, Construction, Healthcare & Life Sciences, Private Equity & Finance, Education, and Executive Assistants. Each desk is run by consultants with genuine industry experience — not generalists reading a brief for the first time.

Yes. We have an active Saudi Arabia desk supporting Vision 2030 giga-projects, private sector growth, and Saudization requirements across Riyadh, Jeddah, NEOM, and the Eastern Province. We understand the nuances of KSA hiring — including GOSI, Nitaqat compliance, and the complexities of relocating international talent into the Kingdom. Our Dubai headquarters also covers Abu Dhabi, Sharjah, and all major UAE free zones.

For contingency mandates we typically present a vetted shortlist within 5–10 working days. Retained executive searches take longer by design — usually 4–8 weeks from brief to offer — because they involve market mapping, direct approach, and multiple interview stages. Timelines also depend on notice periods, which in the UAE can run up to three months for senior hires. Free zone employers such as those in DMCC or DIFC may have different contractual terms that affect release dates. We always provide a realistic timeline at kick-off so there are no surprises.

Recruitment Process Outsourcing (RPO) is when you hand over all or part of your internal recruitment function to an external partner. Guildhall embeds consultants within your HR team, manages your applicant pipeline, and reports against agreed KPIs — essentially acting as your in-house talent acquisition department. RPO works best for companies scaling quickly, launching a new UAE entity, or running 10+ open roles at once. It reduces cost-per-hire and time-to-fill while maintaining quality and employer branding consistency.

We don't process visas directly, but our consultants understand the practical implications of UAE and KSA immigration policy on hiring decisions — including which visa categories apply, free zone vs. mainland employment, nationality quotas, and the documentation timeline. For official guidance, the Ministry of Human Resources and Emiratisation (MOHRE) publishes current employment regulations. We advise clients on offer structuring so that visa processing doesn't become a bottleneck, and we can connect you with trusted PRO services for the actual filing. This is particularly important for roles that require specific qualifications attestation or professional licensing.

Every permanent placement comes with a replacement guarantee. If a candidate leaves or is let go within the guarantee period, we re-run the search at no additional fee. The guarantee length depends on the role level and engagement type — retained searches typically carry a longer window than contingency placements. It's our way of standing behind the quality of our shortlists. We'd rather do the work twice than leave a client exposed.