About Sarmad Sarmad is building the financial infrastructure layer for MENA—delivering AI-powered, regulatory-native platforms across investment, lending, and insurance. Our mission is to equip financial institutions with modern, compliant, and scalable digital capabilities. Role Overview We are seeking a Global Talent Acquisition Lead to build and execute Sarmad’s international hiring strategy across engineering, product, and financial services domains. This role goes beyond recruitment execution—it requires strategic talent mapping across geographies, balancing quality, cost, and availability, while ensuring hiring aligns with Sarmad’s ambition to build world-class financial infrastructure. Key Responsibilities 🌍 Global Talent Strategy - Design and execute a global hiring strategy across key regions (e.g., Eastern Europe, MENA, Latin America, Asia) - Map talent markets based on: - Cost vs quality trade-offs - FinTech and engineering expertise availability - Time-zone alignment with Saudi operations - - Build hiring pipelines for critical roles (engineering, product, AI, financial domain experts) 🎯 Recruitment Execution - Own full-cycle recruitment: - Job scoping & structuring - Writing high-quality, conversion-optimized job descriptions - Sourcing and outreach (LinkedIn, platforms, agencies, networks) - Screening and interviewing - Offer management ⚙️ Systems & Process - Implement and optimize ATS systems and hiring workflows - Design structured evaluation frameworks: - Scorecards - Competency-based interviews - Technical and domain assessments - Build data-driven hiring processes (time-to-hire, funnel conversion, quality of hire) 🧠 Candidate Quality & Selection - Evaluate candidates across: - Technical depth - Financial domain knowledge - Cultural and execution fit - Partner with leadership to ensure high hiring bar and consistency 🤝 Stakeholder Collaboration - Work closely with founders and product/engineering leaders - Translate business needs into clear hiring plans and role definitions - Advise leadership on talent availability, compensation benchmarks, and hiring feasibility 🚀 Employer Branding & Talent Pipeline - Position Sarmad as a top destination for FinTech and AI talent - Build long-term talent pipelines and relationships globally

About Sarmad Sarmad is building the financial infrastructure layer for MENA—delivering AI-powered, regulatory-native platforms across investment, lending, and insurance. Our mission is to equip financial institutions with modern, compliant, and scalable digital capabilities. Role Overview We are seeking a Global Talent Acquisition Lead to build and execute Sarmad’s international hiring strategy across engineering, product, and financial services domains. This role goes beyond recruitment execution—it requires strategic talent mapping across geographies, balancing quality, cost, and availability, while ensuring hiring aligns with Sarmad’s ambition to build world-class financial infrastructure. Key Responsibilities 🌍 Global Talent Strategy - Design and execute a global hiring strategy across key regions (e.g., Eastern Europe, MENA, Latin America, Asia) - Map talent markets based on: - Cost vs quality trade-offs - FinTech and engineering expertise availability - Time-zone alignment with Saudi operations - - Build hiring pipelines for critical roles (engineering, product, AI, financial domain experts) 🎯 Recruitment Execution - Own full-cycle recruitment: - Job scoping & structuring - Writing high-quality, conversion-optimized job descriptions - Sourcing and outreach (LinkedIn, platforms, agencies, networks) - Screening and interviewing - Offer management ⚙️ Systems & Process - Implement and optimize ATS systems and hiring workflows - Design structured evaluation frameworks: - Scorecards - Competency-based interviews - Technical and domain assessments - Build data-driven hiring processes (time-to-hire, funnel conversion, quality of hire) 🧠 Candidate Quality & Selection - Evaluate candidates across: - Technical depth - Financial domain knowledge - Cultural and execution fit - Partner with leadership to ensure high hiring bar and consistency 🤝 Stakeholder Collaboration - Work closely with founders and product/engineering leaders - Translate business needs into clear hiring plans and role definitions - Advise leadership on talent availability, compensation benchmarks, and hiring feasibility 🚀 Employer Branding & Talent Pipeline - Position Sarmad as a top destination for FinTech and AI talent - Build long-term talent pipelines and relationships globally

Company Description Jadeer is hiring a Talent Acquisition Specialist on behalf of one of Future Group companies. It is a global Business Process Outsourcing (BPO) provider specializing in multilingual customer experience, interpretation, and translation services. The company supports businesses worldwide with language solutions, customer support, and back-office services to help them communicate effectively across international markets. Job Description Job Description 🌏 Location: Remote – Open to candidates based in Asia (Philippines, Thailand, Malaysia, Indonesia, Vietnam) ⏰ Working Hours: 9 AM – 6 PM Days: Monday to Friday Are you an experienced Talent Acquisition Specialist with a passion for the BPO sector and a deep understanding of the Southeast Asian talent market? Join a global leader in Business Process Outsourcing (BPO), delivering multilingual customer experience, interpretation, and translation services to clients worldwide. We are looking for a dynamic and results-driven Talent Acquisition Specialist to lead recruitment efforts across Asia. Accelerate Your Talent Acquisition Career in the BPO Industry You will be at the forefront of sourcing, assessing, and onboarding exceptional talent across multiple locations in your region. Enjoy the autonomy to innovate, the support of a collaborative team, and genuine opportunities to influence the future of our organization’s workforce. Key Responsibilities – Regional Talent Acquisition Specialist (BPO Recruitment) - Lead end-to-end recruitment processes for all BPO-related roles, from job requisition and sourcing to offer acceptance and onboarding. - Develop region-appropriate talent pipelines, leveraging local networks, online platforms, and partnerships to attract a diverse pool of candidates. - Collaborate closely with BPO business units, HR, and management to understand hiring needs and deliver effective staffing solutions. - Source, Screen, interview, and evaluate prospective candidates, ensuring the highest standards in candidate experience and selection quality. - Contribute to employer branding initiatives and represent the company at career fairs, industry events, and on social media channels. - Track, analyze, and report on recruitment metrics, continuously optimizing processes and strategies to increase efficiency. - Champion best practices in diversity, equity, and inclusion (DEI) throughout all stages of the hiring process. - Ensure compliance with local labor laws, company processes, and data privacy guidelines in all recruitment activities. Qualifications Essential Skills, Experience & Qualifications – BPO Talent Acquisition - Bachelor’s degree in Human Resources, Business Administration, or related field. - +1 year of experience in talent acquisition, with a strong focus on recruiting for the BPO sector. - Proved Experience in using ATS is a MUST. - Excellent communication, relationship building, and negotiation skills. - Ability to work across diverse cultures, manage high requisition volumes, and thrive in a fast-paced, target-driven environment. - Strong understanding of BPO recruitment challenges and success strategies. - Fluency in English, both written and spoken; additional language skills are advantageous. - Commitment to upholding a fair, inclusive, and respectful recruitment process at all times.

• Partner with business leaders and managers on team effectiveness, performance management, and day-to-day people decisions. • Translate business goals into people actions across hiring, engagement, performance, and workforce planning. • Support employee relations matters and performance conversations with sound judgment and practicality. • Contribute to workforce planning, headcount tracking, and people data analysis in partnership with Finance and HR leadership. • Support talent initiatives including onboarding, career development, internal mobility, and learning programs. • Use people data and feedback to identify trends, surface risks, and recommend improvements. • Operate across multiple geographies and business contexts, adapting approaches as needed.