Job Description

Read this first.

This role is not for traditional HR professionals. It is not about CV forwarding, ticking boxes, or hiring for the sake of headcount.

This role exists to build a hungry, high-standards, sales-driven team that is proud to represent Veer & Sant in Dubai and globally.

If you've never recruited salespeople who live and die by performance, this won't be for you.

The Mission

Your role is simple in principle, hard in execution:

Attract, screen, and select ambitious sales talent who earn the right to be at Veer & Sant and remove those who don't.

We are building a brokerage of

50-100 elite brokers

, not a room full of average ones.

Culture, standards, attitude, and hunger matter more to us than experience or CVs.

What You'll Be Responsible For Talent Attraction.

Build Veer & Sant into a

place ambitious people want to belong.

Attract candidates globally (UK, Europe, South Africa, India, Australia). Sell identity, culture, growth, and standards, not just commission. Use LinkedIn, referrals, networks, and direct outreach (not just job boards).

Screening & Selection

Run structured, high-quality screening interviews. Filter for:
1. Hunger
2. Discipline
3. Coachability
4. Ethics
5. Sales mindset

Comfortably reject 90%+ of applicants Identify people who want to build a career*, not chase Dubai hype.

Trial & Proving Period (Critical)

Manage a

60-day proving period

for new hires Set small but meaningful targets Track:
1. Activity
2. Attitude
3. Coachability
4. Visibility (social media comfort is essential)

Make clear keep/exit recommendations without emotion.

Pipeline Building

Always be recruiting even when we're not hiring. Build and maintain a warm global talent pipeline. Reduce desperation hiring completely.

Who This Role Is For

You are likely someone who:

Has recruited

salespeople

, not just corporate roles. Understands commission psychology and sales pressure. Has worked in:
1. Real Estate
2. Finance / Wealth
3. High-ticket sale
4. SaaS sales
5. Brokerage or trading environments

Is comfortable challenging candidates -- and leadership Enjoys standards, pace, and accountability
You are calm, direct, and not easily impressed

Who This Role Is NOT For

Traditional HR professionals CV-forwarders or agency-style recruiters People obsessed with number of hires Anyone uncomfortable rejecting people Anyone who avoids confrontation or accountability

Location

Dubai-based

Compensation

Competitive fixed salary Performance-based upside tied to

quality of hires

, not volume Long-term growth opportunity as the company scales

Why Veer & Sant

Fast-growing boutique brokerage Strong leadership visibility High standards, zero politics Opportunity to build something meaningful from the ground up Your work directly shapes the future of the company

Final Note

This role has influence.

You will help decide

who belongs here

and who doesn't.

If that responsibility excites you -- we want to hear from you.

Job Types: Full-time, Permanent

Application Question(s):

In one paragraph, explain how you would attract high-performing sales talent to a brokerage without leading with commission. What percentage of applicants do you believe should realistically pass first-stage screening for a high-performance sales role? Why? Describe a time you rejected a candidate who looked strong on paper but didn't meet your standards. What was missing? How would you assess hunger, discipline, and coachability in a sales candidate within the first two conversations? Are you comfortable rejecting 90%+ of applicants and recommending exits when someone isn't right even under pressure to hire? Yes or No with short explanation. * Why this role & why Veer & Sant?