Senior Manager- Talent AcquisitionLocation: UAE · Type: Full-time · Reports to: Group Head of HRAbout usnoon is the Middle East's homegrown digital champion- a multi-billion-dollar ecosystem. From a standing start, we've become one of the most-used digital platforms across the UAE, KSA, and Egypt, serving millions of customers every day.

Our businesses span every moment that matters: e-commerce, quick commerce, food delivery, fashion, fintech, and more- all carried by our frontline heroes. And through our in-house labs, we're constantly incubating what comes next.

Today, we're 10,000+ people, growing fast, with the ambition to deliver to every door every day.

The rolenoon’s next phase of growth depends on hiring exceptional people into the roles that matter most. This role owns that work.

You’ll lead executive and critical hiring across noon Group — finding the leaders, specialists, and high-impact operators who can solve the company’s hardest problems and build what comes next. These won’t always be straightforward searches. The talent may be difficult to find, the role may still be taking shape, and the market may not yet understand why noon is the opportunity.

Your job is to bring clarity, pace, and judgment to every search. You’ll work directly with Group Leadership, business CEOs, and functional leaders to define what great looks like, map the market, engage exceptional candidates, and drive the process through to close.

This is not a role for someone who waits for applications or outsources the search. You’ll build the market intelligence, originate the talent, challenge assumptions, and stay close to every detail. You’ll know the strongest people in the market — and ensure the strongest people know noon.

You’ll also help raise the standard of executive hiring across the Group: sharper briefs, stronger assessment, better candidate intelligence, and decisions grounded in evidence rather than familiarity or instinct.

What you’ll ownExecutive hiring. Lead senior and leadership searches across noon Group, from defining the mandate through to assessment, offer, and close.

Critical talent. Own high-priority searches for roles where the business cannot afford an average hire or a slow process.

Talent mapping. Build live maps of exceptional talent across priority functions, sectors, and markets — before a vacancy exists.

Search strategy. Turn an ambiguous business need into a clear role mandate, candidate profile, target market, and search plan.

Direct sourcing. Originate and engage candidates personally. Build trusted relationships with senior talent rather than relying on inbound applications or agencies.

The hiring bar. Partner with leaders to define what exceptional looks like, challenge weak briefs, and prevent compromise hires.

Assessment. Build rigorous, role-specific interview and evaluation processes that test capability, judgment, leadership range, and fit for noon’s operating environment.

Market intelligence. Give leadership a clear view of talent availability, competitor teams, compensation, candidate motivations, and market constraints.

Candidate conversion. Tell noon’s story with clarity and credibility, manage candidate concerns, and close high-value talent in competitive situations.

Search governance. Keep every critical search moving with clear ownership, disciplined reporting, and direct escalation when decisions stall.

Talent pipelines. Build long-term relationships with people noon may want to hire in six, twelve, or eighteen months — not only those ready to move today.

The candidate experience. Ensure senior candidates experience noon as decisive, thoughtful, and ambitious at every stage.

What you’ll bring
We’re open on the path that got you here.
You may have built your career in executive search, led senior hiring inside a fast-scaling company, or developed deep functional talent expertise before moving into broader leadership hiring.
What matters is your judgment, credibility, and ability to find and close exceptional people.A strong track record of delivering executive, specialist, or business-critical hires in demanding environments
Deep direct-sourcing capability — you know how to identify and engage talent that is not actively looking
Strong business fluency — you understand what the company is trying to achieve before defining who it needs to hire
The confidence to partner with group leadership, CEOs, and senior executives, while constructively challenging their assumptions
Excellent talent judgment and the ability to distinguish a compelling profile from someone who will genuinely deliver
Sharp research and market-mapping skills, with a structured approach to building talent intelligence
Strong assessment capability across leadership, commercial judgment, technical depth, and operating style
The ability to turn an unclear requirement into a focused and executable search
Commercial confidence in compensation discussions, offer design, negotiation, and candidate closing
High ownership, discretion, and attention to detail when managing sensitive senior searches
Comfort operating at speed, across multiple businesses and markets, without allowing urgency to lower the bar
A builder’s mindset — willing to create the process, tools, and intelligence needed rather than wait for them to exist
Bonus points: Middle East market experience
executive search background
fast-scaling tech or e-commerce exposure
experience hiring across multiple countries
an established network across product, technology, commercial, operations, finance, or leadership talent.

Who’ll excelWe want people with high standards who know that hard work matters. You’re relentlessly resourceful, commercially sharp, and comfortable pursuing people others cannot reach. You move with urgency but don’t confuse speed with compromise.

You’re credible with senior leaders, compelling with candidates, and disciplined enough to keep complex searches moving. You’re motivated by the quality and impact of the people you bring into the company — not simply the number of roles you close.

If you want to help shape a regional champion by hiring the leaders and critical talent who will build its next chapter, there are very few roles like this one.