Senior Talent Acquisition Associate

Mnzil is building the infrastructure for workforce housing across Saudi Arabia and the quality of the team we build will determine how far and how fast we go This role sits within the People amp Culture function and owns the full recruitment lifecycle across multiple business functions from understanding what a great hire looks like to closing candidates who genuinely want to build something meaningful You will be a close partner to hiring managers a sharp evaluator of talent and a constant improver of how Mnzil finds and attracts exceptional people

• Own end-to-end recruitment for assigned functions from intake through offer acceptance with high quality and low time-to-fill
• Partner with hiring managers to deeply understand role requirements, team dynamics and what differentiates a great hire from a good one
• Build and execute proactive sourcing strategies across Linked In, referrals, communities and unconventional channels to reach candidates who are not actively looking
• Screen and assess candidates with structured, consistent frameworks that evaluate capability, ownership and culture fit not just credentials
• Drive a strong candidate experience from first touch to final decision ensuring every candidate leaves with a positive impression of Mnzil regardless of outcome
• Use data to track pipeline health, identify bottlenecks and make evidence-based recommendations to improve hiring speed and quality
• Continuously improve recruitment processes, templates, scorecards and tools leaving every system better than you found it

• 4+ years of end-to-end recruitment experience, ideally across multiple functions such as engineering, product, operations, or commercial
• Demonstrated track record of hiring strong talent at high-bar companies startups, tech, proptech, fintech, marketplaces, or similarly competitive environments
• Experience working closely with senior stakeholders and hiring managers, translating ambiguous business needs into clear talent strategies
• Strong sourcing skills with evidence of building pipelines from scratch, not just managing inbound applications
• Familiarity with the Saudi Arabia or GCC talent market, including local hiring norms, candidate expectations, and sourcing channels
• Structured thinker who can design and apply consistent assessment frameworks and communicate hiring recommendations clearly with supporting rationale