Hiring that holds after the offer letter.
Kore runs recruitment end to end, from role definition and sourcing to assessment, offer and onboarding, and builds the hiring system you keep using after we step back.
The problems we are usually called in for.
If two or more of these sound familiar, Recruitment is the right place to start.
- Roles stay open for months and the team covers the gap until someone burns out.
- Candidates look strong in interview and leave within ninety days.
- Every hiring manager runs their own process, so nobody can compare candidates fairly.
- Agencies send volume, not fit, and the cost per hire keeps climbing.
Every role runs through the same six stations.
The same structured process for every hire, so candidates are compared fairly and nothing depends on one manager’s instinct.
Define the role before anyone is contacted.
Responsibilities, success measures, pay range, deal-breakers and the profile that succeeds in this business, agreed with the hiring manager.
Shorter time to hire on priority roles.
Scope of work.
Who it is for
- Companies scaling a sales, operations or support team quickly
- Real estate brokerages hiring agents and team leaders in volume
- Founders hiring senior or specialist roles they have never hired before
- Businesses that want an in-house recruitment process instead of permanent agency reliance
Hiring
- Role scoping and job descriptions
- Sourcing and direct headhunting
- Screening, interviews and assessments
- Offer management and closing
Strategy
- Workforce and hiring plans
- Talent market mapping
- Compensation benchmarking input
- Volume hiring campaigns
Systems
- Interview scorecards and structured interviews
- Recruitment process and approval flow
- Applicant tracking set-up
- Onboarding programme
What you receive.
- A scoped role brief agreed with the hiring manager before sourcing starts
- A screened shortlist with interview notes and a clear recommendation
- Structured interview guides and scorecards for each role family
- A documented recruitment process your team can run without us
- An onboarding plan that covers the first ninety days
- Weekly pipeline reporting: activity, stage conversion, time to hire
How the engagement runs.
Assess.
We map the roles, the hiring history and why previous hires stayed or left.
Design.
We define each role, the profile that succeeds in it and the assessment that tests for it.
Implement.
We source, screen and present candidates, coordinate interviews and manage offers through to the start date.
Support.
We onboard, check in through probation and refine the process with each round of hiring.
What changes.
- Shorter time to hire on priority roles.
- Higher retention through probation.
- One hiring standard across every manager.
- Lower dependence on agency fees over time.
Three ways to engage Kore. on Recruitment.
Paid assessment
One to three weeks
Interviews, document review and a written diagnosis: what to fix, in what order, and what it will take. It stands on its own.
Request an assessmentProject
Defined scope and dates
A restructure, a hiring campaign, an SOP library, a training academy or an automation build, delivered with your team.
Discuss a projectFractional retainer
Set days each month
Kore. runs HR, recruitment or operations alongside your people and reports to you every month.
Discuss a retainer
Questions.
Do you recruit for all industries?
Kore recruits across sales, operations, administration, HR and management roles, with deep experience in UAE real estate. For highly technical roles we will tell you honestly whether we are the right partner.
Can you handle volume hiring?
Yes. In one four-month engagement the Kore team hired 80 people for a UAE real estate business, with 90% of new hires retained.
Do you guarantee a hire?
We commit to what we control: the pipeline, the quality of screening and the speed of the process. Final hiring decisions and offer terms stay with you.
Can you recruit confidentially?
Yes. We regularly advertise and headhunt for roles without naming the client until a candidate reaches the right stage.
