Founder / Managing Director – Blue-Collar Recruitment

Confidential Company

Position Overview

This is a senior, founder-level executive role responsible for the establishment, licensing, operational launch, and scalable growth of a blue-collar recruitment and manpower agency in the United Arab Emirates. The role requires full end-to-end ownership, with direct accountability to shareholders/investors for regulatory compliance, financial performance, and operational execution.

Strategic Mandate

The Managing Director will design and execute the business strategy, establish governance frameworks, and build all operational capabilities from inception. This includes decisions related to UAE mainland versus free zone setup, service scope, regulatory approvals, and long-term scalability.

Business Setup & Legal Structure (Mainland vs Free Zone)

• Evaluate and recommend optimal setup (UAE Mainland vs Free Zone) based on manpower supply eligibility, MOHRE requirements, and target client base.

• Lead trade license issuance, MOHRE classification, and manpower quota approvals.

• Establish banking relationships, VAT registration, accounting systems, and payroll/WPS compliance.

• Define governance policies, delegation of authority, and audit readiness frameworks.

Operational Build-Out (Zero Infrastructure)

• Design and implement end-to-end recruitment and manpower delivery processes.

• Develop SOPs covering sourcing, screening, hiring, onboarding, mobilization, and replacements.

• Select, configure, and deploy ATS/CRM systems and reporting dashboards.

• Personally oversee early-stage execution until operations stabilize.

Recruitment & Workforce Mobilization

• Build large-scale blue-collar recruitment pipelines across facilities management, security, logistics, construction, and services sectors.

• Establish ethical recruitment practices and overseas sourcing channels where applicable.

• Oversee visa processing, medicals, Emirates ID, onboarding, accommodation coordination, and deployment.

Compliance, Labour Law & Risk Management

• Ensure strict compliance with UAE Labour Law, MOHRE regulations, visa rules, and manpower supply obligations.

• Implement worker welfare, accommodation, transport, and payroll compliance frameworks.

• Manage inspections, audits, and regulatory reporting.

Client Acquisition & Commercial Development

• Develop market entry strategy, client targeting, pricing models, and SLAs.

• Personally lead business development, contract negotiations, and key account management.

• Build long-term relationships with government entities and large private-sector employers.

Team & Organizational Development

• Design organization structure and recruit core leadership and operational teams.

• Define KPIs, incentive schemes, performance management, and training programs.

• Build a scalable organizational culture aligned with compliance and service excellence.

Financial Oversight & Investor Reporting

• Prepare budgets, hiring cost models, margin analysis, and cash-flow forecasts.

• Ensure financial discipline in a high-volume manpower business.

• Provide regular performance and risk reporting to shareholders/investors.

Scaling & Growth Strategy

• Expand service offerings, sectors, and geographic reach within the UAE.

• Develop long-term growth roadmap aligned with investor expectations.

• Position the company as a credible manpower partner comparable to established UAE market leaders.

Governance & Accountability

This role reports directly to the Board/Investors and carries full P&L, compliance, and reputational accountability for the business.

Role Reality & Expectations (Critical)

This role requires direct, hands-on execution during the first 6–12 months of the business. The Managing Director will personally lead company setup, licensing, client acquisition, recruitment delivery, visa coordination, and early operational execution before a full team and infrastructure are established.

This is not a strategic oversight or advisory position. Candidates must be prepared to operate in a zero-infrastructure environment with full accountability for outcomes.

Who This Role Is Not Suitable For

• Candidates whose experience is limited to mature, fully established organizations.

• Pure HR professionals without direct recruitment or manpower business setup experience.

• Leaders who rely primarily on delegation rather than personal execution.

• Individuals without deep, hands-on knowledge of UAE mainland manpower licensing and MOHRE processes.

Success Criteria (First 12 Months)

• Successful establishment of the legal entity and full regulatory compliance.

• Acquisition of anchor clients and signed manpower/recruitment contracts.

• Operational recruitment delivery with measurable hiring volumes.

• Implementation of scalable processes, systems, and compliance frameworks.

• Clear reporting, financial discipline, and investor confidence.