To hire a head of department in Dubai, start by defining what the role must achieve in its first year, set a realistic package before the search begins, and look beyond job adverts, because most strong senior candidates are not actively applying. Then assess every finalist the same way, check references properly, and plan for notice periods, which can add one to three months before your new leader starts.
A wrong senior hire is expensive. It costs the salary, months of lost progress and often the team members who leave under the wrong manager. The steps below help you get it right the first time.
1. Define what the role must achieve
A job title is not a brief. Before you speak to any candidate, agree with the business owner or CEO:
- The three or four results the new head of department must deliver in the first 12 months
- The team they will lead: size, current strengths and gaps
- Who they report to and how much authority they will have over budget and hiring
- The non-negotiables: sector experience, licences, languages or market knowledge the role genuinely requires
This brief keeps everyone involved in the decision aligned, and it gives candidates a clear reason to take the role seriously.
2. Set the package before you search
Senior candidates in Dubai usually compare the full package, not only the basic salary: housing and transport allowances, annual bonus, medical insurance for the family, school fees, flights and leave.
Benchmark the role against the UAE market for similar positions before you start. A package that is below the market slows the search and leads to late rejections. One that is well above it creates problems with the rest of your team. If you are unsure where to set it, a salary benchmarking review gives you an evidence-based range.
3. Choose how to find candidates
| Route | Works best when |
|---|---|
| Promoting from within | You have a strong internal candidate who is ready for the step up |
| Your own network and referrals | The role is well known in your sector and confidentiality is not an issue |
| Job adverts | The role is mid-senior and many qualified people are actively looking |
| Executive search | The role is senior, specialist or confidential, or the best people are not looking |
For most head of department roles, the strongest candidates are already doing well in another company. They rarely read job adverts, so they are found through research and direct, discreet approaches. That is how executive search works.
4. Assess every finalist the same way
Senior interviews often turn into friendly conversations that reveal little. A structured process is fairer and more reliable:
- Competency-based interviews: ask for real examples of results they delivered, teams they built and problems they solved.
- A short business case or presentation: for example, their first 90-day plan for your department.
- Meeting the people they will work with: the leadership team and, where appropriate, key members of their future team.
- References: speak to previous managers directly, with the candidate's permission, and ask specific questions about results and leadership style.
Use the same questions and the same scoring for every finalist, so the decision is based on evidence rather than first impressions.
5. Make the offer and plan the start
Senior candidates often receive counter-offers from their current employer. Keep in close contact between the offer and the start date, and make sure the written offer matches everything discussed.
Plan the timeline realistically. Under UAE labour law, notice periods are agreed in the employment contract and are typically between 30 and 90 days, so a head of department may not join for one to three months after accepting. As the employer, you also arrange the work permit and residence visa where needed, so start that process as soon as the offer is accepted.
6. Onboard your new leader properly
The first 90 days decide whether a senior hire succeeds. Agree clear objectives, introduce them to the people who matter, and schedule regular check-ins with their manager. A good onboarding plan protects the time and money you have invested in the search.
How NextGen HR can help
NextGen HR Consultancy is a licensed recruitment and HR consultancy in Dubai, with over 18 years of combined HR and recruitment experience, predominantly in the UAE. We help employers find heads of department, senior managers and specialists through a confidential search, and we can benchmark the package and plan the role before the search starts.
See our executive search service or send us your brief.
This article is general guidance, not legal advice. For questions about employment contracts or visas, speak to a qualified UAE legal adviser or the relevant authority.