Executive & Specialist Recruitment
Fill the role. Keep the intelligence behind the hire.
We map the market, headhunt and assess candidates, and benchmark your offer. You receive a shortlist of interested candidates within your salary range, interview reports, our recommendations and the research behind them.
How a search works
Brief, map, headhunt, assess. Then recommend, and discuss the offer.
The work behind the shortlist, step by step. Your brief becomes weighted criteria; we map the market, headhunt the talent and hear what they say; then we recommend who to meet, and why.
The brief becomes the criteria
Chief Financial Officer · RiyadhA family group preparing to list on Tadawul. Reports to the CEO. Team of 25.
- IFRS reporting
- IPO or capital markets
- Saudi regulation
- Led a team of 20 or more
The bar Recommend at a weighted score of 4.0 or more. Budget: SAR 90,000 base a month, plus housing (25% of base) and transport (10% of base).
The market, mapped
120 people · 34 companies120 people at 34 companies in 7 countries meet the must-haves.
Replies change the approach
46 approached- 46approached
- 31replied
- 17interested
- Target start moved to Q2, so three-month notice periods fit
- Salary range confirmed in the first call
Finalists, scored against the criteria
14 interviewed · scores 1 to 5Finding Six finalists. 4 clear the bar of 4.0.
- ACandidate A · RiyadhTook a family group through its Tadawul listing.4.80
- BCandidate B · DubaiThe strongest leader. Has not yet led a listing.4.45
- CCandidate C · LondonStrong on IFRS and capital markets. New to Saudi rules.4.20
- DCandidate D · AmmanThe earliest start and the lowest cost. Needs a visa.4.10
- ECandidate E · CairoBelow the bar overall: capital markets and leadership scored 3.3.65
- FCandidate F · New YorkBelow the bar overall: new to Saudi rules, and no Arabic.3.55
Who to meet first, and why
Your shortlistMeet A and B first. Keep C and D in reserve: C if your team can cover Saudi regulation, D if an early start matters most.
- ARiyadh · notice 3 monthsTook a family group through its Tadawul listing.4.80weighted
- BDubai · notice 2 monthsThe strongest leader. Has not yet led a listing.4.45weighted
- CLondon · notice 3 monthsStrong on IFRS and capital markets. New to Saudi rules.4.20weighted
- DAmman · notice 1 monthThe earliest start and the lowest cost. Needs a visa.4.10weighted
Not recommended: E and F, below the bar of 4.0.
The package to discuss with A
SAR a month, unless marked a year- Base
- 95,000
- Housing, 25% of base
- 23,750
- Transport, 10% of base
- 9,500
- All-in, a month
- 128,250
- Base, a year
- 1,140,000
Proposed A base of SAR 95,000 for A: 5,000 a month above your base budget, 6,750 a month above it all-in. For you to decide: no offer has been made.
Invented figures, not market data.
The full assessment grid: six finalists, five criteria
Scores from 1 to 5 in structured interviews, against the criteria and weights agreed in the brief. The bar for a recommendation is a weighted score of 4.0.
What you receive
The shortlist. And the evidence behind it.
Every search ends with the shortlist and the documents behind it, which your business keeps for the decision and the next hire.
- The shortlistInterested candidates within your salary range, each assessed against your brief, with notice periods and expectations.
- Recruitment research summaryWhere the talent is, how we approached it and what the market revealed.
- Interview reports and assessmentsEach finalist scored against your brief, with the evidence for every score.
- Salary benchmark for the roleSurvey ranges, advertised pay and candidate expectations, kept apart, with sources and dates.
- Recommendation noteWho to meet first and why, the tradeoffs, and the package to discuss.
- Interview recordings, transcripts or highlightsAgreed interview material your panel can review.Where agreed, with candidate consent
Your business keeps the research, reports, assessments and recommendations we deliver, to use again. Candidates' personal data stays protected by privacy law and their consent, and licensed third-party data by the terms of its licence.
Scope and questions
One role, agreed before we start.
How is the fee agreed?
A fee per role, agreed before we start.
How do you assess candidates?
Against criteria agreed in the brief and weighted with you. Every score in an interview report comes with its evidence.
What do we keep after the search?
Your business keeps the research, reports, assessments and recommendations we deliver, to use again. Candidates' personal data stays protected by privacy law and their consent, and licensed third-party data by the terms of its licence.
We hire every month. Is one search right for us?
The Hiring Desk is built for ongoing hiring: recruitment for your agreed roles, with market research reviewed with you each month, for a monthly fee.
Start
What are you hiring for?
Tell us about the role or the ongoing recruitment support you need.
- 1Agree the brief. The roles, priorities and research you need.
- 2Deliver the work. Recruitment and the agreed research.
- 3Review the findings. What they mean, and what to do next.
Prefer email? hire@boundless.hr