Connect with Apricity

We follow a thorough process of talent mapping and screening candidates which starts from targeting relevant organizations. We approach a minimum of 10 potential candidates whose profiles/CVs are aligned to your vacancy’s requirement. Our recruiters screen them through audio/video meetings or in-person (when needed) where they are vetted on both aspects of technical & behavioral skills (to gauge culture fit & leadership skills) followed by a test/case study/presentation if needed.

The complete process of mapping, sourcing, screening, interviewing takes place in 24-48 hours and you will receive a batch of 3 top notch candidates.

Apricity has its own massive recruitment database of versatile candidates and our talent acquisition specialists source new candidates on a daily basis. We have dedicated qualified recruiters for every industry/discipline carrying decades of experience recruiting in their respective industry. Our recruiters are also freshly trained on industry knowledge, technical aspects and real life learnings every month.

We visit your office and meet your HR/hiring team with a dual purpose: to get a sense of your company culture, and with hopes of better understanding your pain points and true needs behind filling your vacancy.

At first we assess the reason for the failure. Post the assessment, we offer a replacement (best fit) free of cost within our standard frame of delivery of 24-48 hours.

Our recruiters prepare a batch of candidates who meet all of your requirements on paper, then they technically assess them followed by behavioral, motivational and leadership skill set through either tests or in person/virtual interviews.

We have both, we leverage our massive talent pool that is frequently updated and we also source new candidates to ensure you don’t miss out on any relevant talent.

A batch of highly potential candidates are shared in 24-48 hours, however we continue the search and keep a 2nd batch on standby. Our team is available 24/7 to answer your queries or help you with anything you may need from us. If we do commence a new search, the delivery of candidates will be in the same timeframe without compromising on quality talent.

When clients explicitly inform us that a vacancy is confidential, in such cases we do not reveal the company name until your HR/hiring team shortlisted our presented CVs. Before the candidate interviews, we disclose your company name and prep them on all the necessary information.

Each of our recruiters carry expertise & experience in their respective industry across disciplines. Our talent acquisition specialists are well aware of the challenges and will gladly help you with talent market knowledge, salary standards and other crucial aspects of recruitment in your industry.

Being one of the best recruitment agencies in Dubai for finance talent, our recruiters specialize in financial services- corporate/retail banking, capital markets, stock exchanges, and FS. They have gained a vote of confidence with our long standing clientbase for having placed successful candidates in the first attempt making us their go-to agency for global recruitment.

Our recruiters are constantly trained on technical aspects of finance jobs and standards. Furthermore, they carry thorough financial expertise through their years of experience hiring regionally & globally.

Yes, upon request our recruiters will gladly share detailed case studies and testimonials from our existing clients of whom we have consecutively helped them fill their finance vacancies with the smoothest experience to both candidates and clients.

Yes, multiple successful placements are made every day. To name a few recurring ones: Finance Director, Financial Controller, CFO, Director of Equities, Trade Finance Senior Associate, M&A Analyst, Strategy Manager-FS, Chief Economist, Executive Director NBFI, Structured Finance Head, Corporate Finance Senior Manager, Executive Director Sovereign Wealth Funds, Senior Treasury & Investments Manager, Asst Finance Manager, Head of Asset Management, Executive Director Global Transaction Banking, VP Trading, AML Compliance Head, Head of Client Services- Wealth Management, Senior Surveillance Manager, Senior Associate- FIG/FI, Senior Manager Sales Capital Markets, Head of Senior Wealth Portfolio Manager, Chief Accountant, Credit Senior Associate Director- Middle East, Senior Tax Consultant, FP&A Associate and more.

We follow the below steps: 1-Get talent sourcing right by covering all bases. 2-Apricity’s internal recruitment tool qualifies all the relevant candidate profiles by scanning their CVs. 3-Once found qualified, our expert recruiters assess the candidate’s technical skill set with a specific focus on the job’s requirements and preferences. 4-The candidates are highly vetted and are only send across when they meet your requirements Our focus is on long term partnership so each of our recruiters aim to fill your vacancies at the very first attempt.

Our recruiters from the Consulting space carry experience of multiple successful placements by working with several Tier 1, Tier 2 and Tier 3 consulting firms globally.

Yes, upon request our recruiters will gladly share detailed case studies and testimonials from our existing clients to showcase our success.

We use our regularly updated massive databases and approach candidates that usually aren’t available or looking for jobs. Our recruiters convince the relevant candidates to see what your brilliant company can offer and help them achieve a better stage of their career and cater to any qualms they may have, that’s how we are experts in converting passive talent to active talent.

We efficiently map, screen, source, assess, interview and present high-caliber candidates within 24 to 48 hours of receiving the role briefing.

Yes, at Apricity we use our own set of tools to assess the candidates, their track records, and projects to make sure they not only fit in your company culture but also add value to it.

Our technology recruiters come with a long line of tech experience and work with most renowned Technology firms regionally & globally. They are not simply recruitment professionals, they carry academics or experience in Technology, engineering or similar disciplines. This gives them an advantage at comprehending technical jobs which inturn helps in assessing candidates.

Yes, leveraging our technology recruiters vast understanding, they continuously engage in training, webinars and industry trends such as AI, cloud computing cybersecurity enhancements, quantum computing and more.

Through Apricity’s psychometric tests and other internal tools.

We assess candidates' understanding and application of coding standards through technical interviews and coding assessment. Our team of technical experts conducts manual code reviews to assess the quality and readability of candidates' code. During these reviews, we evaluate factors such as code efficiency, modularity, scalability, and maintainability.

We do so by assessing the candidates’ past and current work experience leading a team. Also if needed we cross check reviews by their colleagues.

We consider candidates who hold relevant certifications or have undergone specific training programs related to FDA regulations or GCP guidelines. Certifications such as Regulatory Affairs Certification (RAC) or Certified Clinical Research Professional (CCRP) demonstrate a commitment to regulatory compliance.

When assessing candidates' proficiency in laboratory techniques, we consider their educational background, certifications, and practical experience in laboratory settings.

For evaluating candidates' knowledge of medical device regulations, we assess their work with companies that follow relevant regulatory frameworks such as the Food and Drug Administration (FDA) regulations and international standards governing medical devices.

Get in touch with one of our Healthcare Recruiters and they will brief you on our hiring practices, case studies, industry learnings and testimonials from renowned clients in the healthcare space.

When the client communicates that the vacancy is confidential, Apricity will take utmost care to maintain the confidentiality of the company name and key details, even if the candidate is being assessed remotely. After the client shortlists the candidates, our recruiters will then disclose the details to those select candidates prior to their meeting with you.

We conduct in-depth technical interviews where candidates are asked specific questions related to the designated role. Our recruiters go through the candidate’s technical history and probe questions related to their already completed projects to assess their level of involvement and to gauge their expertise. Additionally, we may also give them assignments to judge their skills. Our goal is to cover as many probable questions the hiring manager may question. These questions cover key concepts, principles, and practices within the respective sector.

Review candidates' portfolios, if available, to assess their previous work in their respective sector. Look for projects, research papers, or practical experiences that demonstrate candidates' expertise in the required areas. Pay attention to the complexity of the projects, the level of innovation, and the candidate's role and contributions.

Our manufacturing recruitment team of specialists carry extensive knowledge of their assigned industry, through constant training, learning, and having spoken to umpteen well rounded candidates, understanding their technical skills and job role. The combination of this experience and knowledge gives our recruiters an upper hand in interviewing and judging candidates. Furthermore, we contact references provided by the candidates to verify their technical skills and experiences in their respective sector. Ask specific questions related to candidates' performance in previous roles, their technical competencies, and their contributions to projects and initiatives.

We conduct a thorough screening which includes evaluating the candidate’s past work experiences, certifications, and training related to safety protocols. Additionally, we prep them on specific interview questions and scenarios to assess their understanding and commitment to safety practices in a manufacturing environment.

The rapidly evolving technology has led to new automation, machines and systems across various manufacturing plants, which poses a challenge to find individuals with already acquired skills or knowledge to use the new technologies. We address this issue by seeking individuals who have completed courses or certifications in emerging technologies. Additionally, our recruiters also look for candidates from regions where these technologies are already widely adopted.

We have a team of experienced recruitment professionals who excel in mapping both active and passive talent from potential companies, then these candidates are approached strategically, screened and interviewed to assess their skills, motivations and validate mutual benefit for both the employer and candidate. By this approach, when you receive a batch of candidates from Apricity, your HR/hiring team will save time as these shortlists have already been screened, accepted/rejected by our technical recruiters to the best of our knowledge.

There have been instances where our recruiters successfully placed candidates within a week of discussing the job requirements with the respective hiring manager/HR team. We achieve this by sending a batch of candidates within 24 hours, followed by two rounds of interviews that the hiring team conducts during the same week, leading to job offers. Our recruiters typically send a shortlist of candidates within 24 to 48 hours. However, the overall timeline to fill a vacancy depends on the organization’s processes, the hiring team’s availability for interviews, internal approvals, and any other onboarding requirements.

At the very first stage of screening candidates, our recruiters judge their motivations, reasonings and interest level to join your organization. If there are any instances where the candidate has been proficient in skills, well experienced but shows questionable interest, we do not present them to your organization.

We understand that with many global organizations or conglomerates, the onboarding process or even sending our an offer may take longer than usual, in such cases our assigned recruiter stays in constant contact with the candidate with much transparency to maintain the best of relationships to avoid any last minute withdrawals or loss of interest.

For each assigned role while it is mandatory for our team to practice a thorough technical and behavioral assessment, Apricity focuses on presenting highly skilled candidates who would also reap the benefits of joining your organization in maximum possible aspects- financially, culturally, position wise, their career prospects, etc or any other aspect that the candidate prioritizes which your organization can provide. We believe that, in the long run, happy employees are key to a great work culture and maximizing performance.

We conduct technical interviews where candidates are asked specific questions related to the energy sources they claim expertise in. For example: For solar energy: we ask about photovoltaic cell technology, solar panel efficiency, installation practices, and grid integration challenges. For wind energy: We inquire about wind turbine design, wind resource assessment methods, turbine siting considerations, and grid integration issues. For hydroelectric energy: We discuss hydroelectric power plant components, dam construction, turbine types, environmental impacts, and licensing procedures. For fossil fuels: We explore topics such as extraction methods (e.g., drilling, mining), refining processes, environmental concerns (e.g., emissions, pollution), and regulatory frameworks.

We review candidates' work experience to verify their involvement in projects related to specific energy sources. Look for roles or projects where candidates have demonstrated hands-on experience, such as designing, implementing, or managing renewable energy installations, fossil fuel extraction operations, or hydroelectric facilities.

During interviews, we ask targeted questions related to exploration techniques, extraction methods, and mineral processing technologies. We evaluate candidates' understanding of geological principles, mining equipment, and ore processing methods to gauge their proficiency in mining operations.

As senior hires are expected to drive the company’s/team's performance. So when assessing potential candidates for senior positions, we look beyond the technical expertise, we focus on the candidate’s leading abilities such as: growing the team’s performance, motivating employees to keep them consistent in their endeavors.

The job market for clean energy is evolving and is full of opportunity. The growing demand for renewable energy sources has led to increased job openings across various sectors, requiring diverse skill sets. Technological advancements and government policies further drive this growth, creating roles in areas like energy storage and sustainable infrastructure.

Yes, with a large UAE National database and a proven track record of successful Emirati placements across various industries, we are committed to helping you build a diverse and inclusive workforce that reflects the cultural diversity of the UAE while meeting your business objectives.

Through targeted outreach, networking, and collaboration with local institutions, we ensure access to the best UAE National talent that align with your requirements and contribute to your organization's success.

Most UAE nationals do receive substantial benefits from government companies, but by emphasizing opportunities for career growth, competitive compensation packages, work-life balance, dynamic company culture, meaningful impact, training and development, and exposure to international markets and networks their interests are captured.

Being the best recruitment agency in Dubai operating in the UAE, we leverage our extensive network and negotiation skills to facilitate mutually beneficial agreements. Our approach involves conducting comprehensive market analyses to ensure competitive compensation packages that align with industry standards while meeting expectations.

The UAE government encourages nationals to pursue education abroad, and even local colleges now offer proficient English language instruction, leading to a high level of English fluency among most locals. Besides this, our team of recruiters does evaluate speaking proficiency of each candidate regardless of the requirements.

In response to globalization, an increasing number of Saudi nationals have pursued education abroad and established careers with valuable technical expertise, often residing outside of the Kingdom. At Apricity, we specialize in identifying and engaging these highly skilled individuals. Our team effectively showcases the unique opportunities and benefits offered by your organization, highlighting what sets you apart in the marketplace. By doing so, we can compel these talented professionals to consider joining your team, ultimately helping to close the skills gap in critical technical job roles.

We promote your company culture, brand and career progression you offer. By showcasing the investment in employee development and continuous learning, we demonstrate the commitment of private sector companies to supporting career growth and progression.

We leverage our extensive network and negotiation skills to facilitate mutually beneficial agreements between employers and Saudi talent, ensuring that both parties achieve their objectives effectively.

We specialize in helping companies navigate Saudization recruitment initiatives. We conduct comprehensive talent mapping and market analysis to identify skilled KSA nationals within industries facing talent shortages. We then follow- talent sourcing, assessment, and development programs, to attract and retain qualified Saudi candidates for our clients.

Apricity recruitment operates in KSA, closely collaborating with private sector clients to develop competitive compensation packages and employee benefits that rival those offered by the government sector. We also highlight the unique opportunities for career growth, professional development, and workplace culture that private sector organizations can offer.

While your internal HR team may have the knowledge of your vacancies, our specialized recruiters bring extensive expertise in hiring for specific industries, boasting a proven track record of successful placements within their niches. Additionally, our continually expanding candidate database is diligently updated daily by dedicated researchers and advanced tools. Furthermore, Apricity excels in showcasing your company as an attractive destination for top-tier talent through our recruiters' selling skills.

As a practice, Apricity’s recruitment team visits your company office to better understand your company and to get a feel of the culture to find the best fit. We host a meeting where our respective researchers and recruiters ask all the necessary questions related to the hiring manager’s preferences, reason of the newly formed vacancy or the cause of a replacement, expectation from the job. By being well informed with all the information we commence the search, screen, interview and deliver the right fit in 24-48 hours.

The hiring process will be followed as per your company policy. Apricity's purpose is to build a long term partnership with you which involves complete transparency into our process. If our clients wish to contact our presented candidate directly then they may do so, should they need our help in scheduling interviews we will do so. The decision of selection of candidates is always in the hands of the client. Our specialists provide all the necessary information of the pre-screened and pre-interviewed candidates.

After our meeting with your hiring and HR team, Apricity provides you with an analysis of your requirements with potential challenges identified in the job requirement. This ensures clear communication between both parties, we also designate a single point of contact who provides daily updates on the changing stages of recruitment process to the client. Apricity follows a defined hiring process, which will also be outlined in our brochure. Additionally, we will maintain open lines of communication to address any further needs you may have.

We engage in comprehensive initial consultations, establish transparent communication channels, and develop detailed job briefs that outline the role requirements. By setting clear metrics and conducting regular check-ins, we can assess progress and address any discrepancies. Additionally, we remain adaptable to evolving needs, ensuring alignment with client expectations throughout the recruitment process.

Recruiters lack the capacity to review every applicant for their advertised positions. Recently, job postings serve two purposes: (1) Some companies adhere to traditional hiring methods, relying on job posts. Which isn’t practical as in this digital era people do not have the time to review thousands of applicants they receive, out of which 90% are irrelevant to the job. Although your CV may have been pertinent, it may not have been reviewed due to the high volume of applicants, many of whom were deemed irrelevant. Consequently, yours may have been unintentionally overlooked as well. (2) Companies use job postings to demonstrate activity, growth, and attract attention. Solution "Don't be too harsh on yourself if you're not securing interviews after applying for jobs. Instead, explore the option of reaching out to specialized recruiters who may have connections with the company you aspire to work for. Alternatively, compile a list of target companies and directly reach out to hiring managers in the departments that align with your interests.

Please refrain from using 'as per market standards' as it may indicate that you are currently underpaid, which does not bolster your position. Instead, always be aware of your role’s monetary worth by visiting a salary guide to get an idea of the standard remuneration. By presenting a range you demonstrate that you are well-informed and confident in your expectations, while also dispelling any doubts regarding your knowledge or seniority. If you are concerned about potentially missing out on the opportunity, consider providing a wider range but not ambiguous.

This is your chance to provide a concise summary of your professional history and personal interests pertinent to the position. Keep it succinct and centered on highlighting why you're well-suited for the role. Refrain from talking about your complete employment or personal history.

When discussing strengths, emphasize skills directly applicable to the job and illustrate them with examples of past utilization. When addressing weaknesses, maintain honesty while also outlining efforts made to enhance those areas.

Conduct thorough research on the company and spotlight particular facets that capture your interest, such as their mission, values, or corporate culture. Articulate why you perceive yourself as a suitable match for the company and elucidate on how you could positively impact its achievements.

We work closely with the company's leadership team to understand their vision, values, and strategic goals, which guides our approach to identifying and evaluating potential candidates. We do the following- Extensive Research and Networking, Thorough Screening and Assessment, Negotiation and Offer Management, Post-placement Support.

We conduct competitor analysis to identify key players in the market and understand their organizational structures, leadership teams, and talent strategies. This analysis reveals insights into the types of candidates competing firms are targeting for C-level positions and the strategies they employ to attract and retain top talent.

360-Degree Feedback: Gathering feedback from peers, subordinates, and supervisors through a 360-degree feedback process provides a well-rounded assessment of candidates' leadership capabilities. Also, by asking candidates to provide specific examples of how they have demonstrated leadership traits such as vision, decision-making, communication, and team-building, we gain insights into their leadership style

Other candidate evaluation methods include personality and psychometric assessments.

Apricity’s successful C-level hires have often brought valuable industry experience and networks that enabled our clients to seize new opportunities and manage challenges effectively. Our strategic C-suite recruitment has proven essential for bringing innovation, ensuring operational excellence, and achieving long-term business objectives for our clients.