Head of Talent Acquisition (Forex / CFD Brokerage)

Location: Dubai (preferred) / Cyprus / Hybrid
Type: Full-time
Reporting to: CEO / Head of HR
Department: People & Culture / Talent Acquisition
Industry: Forex / CFDs / Fintech / Brokerage

Role overview

We’re hiring a Head of Talent Acquisition to build and scale a high-performance recruiting engine for a fast-growing forex/CFD brokerage. This role owns the full talent acquisition lifecycle—strategy, execution, tooling, employer brand, and stakeholder management—across commercial and operational hiring (Sales, IB/BD, Marketing, Product/Tech, Compliance, Risk, Dealing, Operations).

You’ll operate as a strategic business partner: translating growth targets into workforce plans, building predictable pipelines, and ensuring hiring quality while protecting speed, compliance, and cost efficiency.

Key responsibilities

• TA Strategy & Operating Model: Design and execute an end-to-end TA strategy aligned to business growth plans (GEO expansion, new desks, new products).

• Hiring Planning & Forecasting: Own headcount planning, intake process, role calibration, and hiring prioritization with executives and department heads.

• Recruiting Execution (Hands-on leadership): Personally lead hiring for critical roles (senior BD/IB, Dealing/Risk, Compliance, Product/Engineering, Country Heads).

• Pipeline Building for Forex-specific roles: Build repeatable sourcing channels for:

  • IB/BD (Forex experience mandatory)

  • Retention/Sales (regulated contexts, multi-lingual)

  • Dealing / Risk / Treasury / Operations

  • Compliance (AML/KYC), Payments, Crypto (if applicable), Product/Tech

• Team Leadership: Build, coach, and performance-manage an internal recruiting team + external vendors; set KPIs and enforce SLA discipline.

• Employer Brand & Talent Marketing: Position the company to attract A-players in a competitive market; optimize LinkedIn strategy, events, referral programs, and content.

• Tools & Process Excellence: Own ATS/CRM, scorecards, structured interviews, SLAs, dashboards, and hiring governance.

• Stakeholder Management: Influence senior stakeholders; drive hiring manager capability (interview training, calibration, decision quality).

• Quality & Compliance: Ensure recruitment practices align with internal compliance standards, confidentiality, and regulatory expectations typical of financial services.

• Analytics & Continuous Improvement: Track funnel metrics (time-to-fill, conversion rates, quality-of-hire proxies, offer acceptance, source ROI, attrition in first 90 days) and implement improvements.
  

Success metrics (first 6–9 months)

• Hiring engine delivering predictable monthly fills for BD/IB and core ops roles.

• Reduced time-to-fill on priority roles without compromising quality.

• Strong offer acceptance rate through better pitch, compensation benchmarking, and candidate experience.

• Clear TA dashboards and a consistent intake-to-offer governance process.

• Improved 90-day retention for commercial hires through better selection and onboarding alignment