HR Solutions

Build, Hire and Manage High-Performing Teams

A complete HR function without building an internal department: we handle sourcing, hiring, onboarding, performance management and reporting, and hand you a team that runs on clear KPIs.

  • Vetted shortlists in days, not months
  • Flexible engagement models: per role, per team, or the whole function
  • A monthly dashboard covering performance, attendance and turnover
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Overview

An HR function sized to your company

Mid-sized companies in the Gulf sit between two expensive options: build a full HR department before the company size justifies the cost, or let hiring and performance run informally out of the GM office until growth stalls.

We offer the third option: run the function with us and pay only for the part you need. That might be one hard-to-fill role, a full team, or the entire function from sourcing through to monthly reporting.

The practical difference is that we do not forward CVs and call it a service. We screen, run the first interview, check references, manage onboarding through the first ninety days, and stay accountable for performance after the hire.

Discuss your case with our team

HR Solutions

  • Recruitment & Talent Acquisition
  • HR Outsourcing
  • Performance Management
  • Employee Onboarding
  • Dedicated HR Support
  • HR Consulting
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We reply within one business day.

Services

An HR function sized to your company

Each service below can be bought on its own or bundled. Open the full details to see deliverables and KPIs.

Recruitment & Talent Acquisition

From the job description to the signed offer: active sourcing, screening, first interviews and reference checks.

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Benefits

  • Shorter time to hire
  • Vetted shortlists instead of CV dumps
  • A guarantee period on each hire

Features

  • Outcome-based job descriptions, not task lists
  • Active sourcing beyond inbound applicants
  • A practical assessment tied to the role

Deliverables

  • Three to five vetted candidates
  • An assessment report per candidate
  • A comparison summary to support the decision

Process

  1. 01Role and outcome definition session
  2. 02Sourcing and screening
  3. 03Interviews and assessment
  4. 04Offer and start

KPIs

  • Time to hire
  • Shortlist acceptance rate
  • Six-month retention
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HR Outsourcing

Running the whole HR function on our side: records, policies, attendance, reviews and monthly reporting.

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Benefits

  • A fixed, known cost
  • No dependence on one person inside the company
  • Better policy compliance

Features

  • A structured employee file per person
  • A written policy handbook
  • A recurring review cycle

Deliverables

  • A complete records system
  • An approved policy handbook
  • A monthly management report

Process

  1. 01Audit the current state
  2. 02Build policies and records
  3. 03Monthly operation
  4. 04Quarterly review

KPIs

  • Record completeness
  • Policy compliance
  • Request turnaround time
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Performance Management

Realistic KPIs per role and review cycles that end in a decision: develop, promote or exit.

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Benefits

  • Clear expectations per employee
  • Decisions grounded in numbers
  • Fewer disputes about appraisals

Features

  • A KPI card per role
  • A short monthly review and a deeper quarterly one
  • A performance improvement plan when needed

Deliverables

  • An approved appraisal template
  • A performance report per person
  • A written recommendation per case

Process

  1. 01Define KPIs with department heads
  2. 02Run the first cycle
  3. 03Review and calibrate
  4. 04Performance decisions

KPIs

  • Review completion rate
  • Post-plan performance improvement
  • Voluntary turnover
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Employee Onboarding

A ninety-day plan that turns a good hire into actual performance, instead of leaving new joiners to work it out alone.

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Benefits

  • Faster productivity
  • A professional first impression of the company
  • Lower early attrition

Features

  • A pre-day-one checklist
  • A role-linked training path
  • Checkpoints at 30, 60 and 90 days

Deliverables

  • A standard welcome pack
  • A ninety-day plan per role
  • A probation outcome report

Process

  1. 01Pre-joining setup
  2. 02A structured first week
  3. 03Role training
  4. 04End-of-probation assessment

KPIs

  • Time to productivity
  • Probation pass rate
  • New-joiner satisfaction
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Dedicated HR Support

A dedicated HR specialist for your company, full or part time, working inside your team and following your procedures.

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Benefits

  • One accountable person
  • Daily response to employee requests
  • Lower cost than a direct hire

Features

  • Agreed working hours
  • Backup cover during absence
  • A short weekly report

Deliverables

  • A named specialist
  • A monthly work plan
  • A closed request log

Process

  1. 01Define the scope
  2. 02Nominate and select the specialist
  3. 03Procedure handover
  4. 04Operation and follow-up

KPIs

  • Request closure time
  • Manager satisfaction
  • Monthly plan adherence
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HR Consulting

A review of structure, pay bands and career paths, delivered as an execution plan rather than a theoretical report.

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Benefits

  • A structure that fits your growth stage
  • Internal pay fairness
  • A clear path that reduces top-performer attrition

Features

  • Current structure analysis
  • Market pay benchmarking
  • Career path design

Deliverables

  • A proposed org structure
  • A grade and pay table
  • An execution plan with a timeline

Process

  1. 01Data gathering and interviews
  2. 02Analysis and benchmarking
  3. 03Recommendation review
  4. 04Implementation support

KPIs

  • Recommendation adoption rate
  • Pay gap versus market
  • Top-performer turnover
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Recruitment process timeline

These durations are realistic for a mid-difficulty role. Specialist or leadership roles take longer, and we say so before we start, not after.

  1. Day 1 to 2

    Role definition

    A session with the hiring manager to turn the job description from a task list into the outcomes expected in the first six months.

  2. Day 3 to 7

    Sourcing and screening

    Active search across our database and the wider market, a first screening call with each candidate, and early rejection of poor fits.

  3. Day 8 to 12

    Interviews and assessment

    A structured interview and a practical, role-linked assessment, then a shortlist of three to five candidates with a comparison report.

  4. Day 13 to 18

    References and offer

    Checking at least two references, supporting the offer negotiation, and locking the start date.

  5. Day 19 to 90

    Onboarding and follow-up

    A ninety-day plan with checkpoints at 30, 60 and 90 days, plus a replacement guarantee under the agreed terms.

Positions we recruit

We focus on the commercial, operational and administrative roles that repeat across Gulf companies, because that is where our candidate pool has real depth.

Sales & Business Development

  • SDR
  • BDR
  • Account Executive
  • Sales Manager
  • Business Development Officer
  • Partnerships Officer

Customer Service & Operations

  • Customer Service Rep
  • Technical Support
  • Operations Coordinator
  • Project Coordinator
  • Quality Officer
  • Data Entry

Admin & Support

  • Accountant
  • HR Officer
  • Executive Assistant
  • Procurement Officer
  • Digital Marketing Specialist
  • Data Analyst

Engagement models

Pick the model that matches the size of the need. You can move between models later without rebuilding the relationship from scratch.

Per role

Best forA company that needs one or two roles a year

Includes

  • An outcome-based job description
  • A vetted shortlist
  • An assessment report per candidate
  • A guarantee period on the hire

Commercial modelA fee per successful hire, agreed before we start

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Dedicated team

Best forA company that wants a full team running one function

Includes

  • Team selection and training
  • A dedicated supervisor
  • Monthly KPIs
  • Fast replacement when needed

Commercial modelA monthly subscription based on team size

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Full function outsourcing

Best forA company that wants to hand over HR entirely

Includes

  • Complete policies and records
  • A performance and appraisal cycle
  • Monthly management reporting
  • A quarterly review

Commercial modelAn annual contract with agreed deliverables and service levels

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HR dashboards

Everything we run shows up in one dashboard delivered monthly, so you know where your team stands without asking.

  • Open vacancies and the average age of each
  • Time to hire per role against target
  • Shortlist acceptance rate by hiring managers
  • Attendance and schedule adherence per team
  • Probation pass rate and 30/60/90 checkpoint results
  • Voluntary and involuntary turnover
  • Appraisal cycle status and completion rate

The dashboard is built on your data. We do not show sample figures or market averages in place of your real numbers.

How it works

How we start with you

The same sequence in every engagement, whether it is one role or the whole function.

  1. 01

    We audit

    A session with management to understand the current structure, the roles and the real gaps before proposing anything.

  2. 02

    We design

    We choose the right model, write the roles, outcomes and KPIs, and agree the timeline.

  3. 03

    We execute

    Sourcing, screening, hiring and onboarding, with a weekly update on the status of every vacancy.

  4. 04

    We manage and measure

    Ongoing performance management, a monthly dashboard, and a quarterly review to change what is not working.

Why 4LeadGen

Why outsource HR to us

Speed a small department cannot match

A team dedicated to sourcing and screening means shortlists in days, where an internal team juggling other work needs weeks.

Materially lower cost

You pay for the function, not for the salaries, benefits and tooling of a full department you may not need full time.

A deep Arabic-speaking talent pool

Direct access to trained Jordanian and Arab talent, including graduates of the 4LeadGen Academy.

Continuity that does not rest on one person

A holiday or a resignation in your HR seat does not stop the work, because the process is documented on our side.

Decisions grounded in data

A monthly dashboard turns performance conversations from impressions into numbers you can audit.

Flexibility to scale up or down

Add capacity in peak season and reduce it after, without the complications of direct hiring and exits.

Measurement

What we measure in HR

0

business days targeted to close a mid-difficulty role

0

vetted candidates maximum on the shortlist

0

days of onboarding and follow-up after joining

0

references minimum verified before the offer

These are the metrics we commit to measuring and reporting. Target levels are agreed in writing before work starts.

Industries

Industries we serve

We work across B2B sectors in Saudi Arabia and the GCC. Pick yours to see how the message and method change.

Technology & SaaS Real Estate & Development Healthcare & Clinics Education & Training Logistics & Supply Chain Financial Services & Fintech Manufacturing & Industrial Professional Services & Consulting Retail & E-commerce Contracting & Construction
FAQ

Frequently asked questions

Do you hire inside Saudi Arabia or only from Jordan?

Both. We hire inside the Saudi market for roles that need local presence, and we provide talent working remotely from Jordan for roles that do not. We show you the cost and operating difference before you decide.

What is the guarantee period on a hire?

The guarantee period and replacement terms are set in the contract before the search begins and vary by seniority. We do not give verbal promises on this point.

Do you handle payroll and social insurance?

We manage payroll calculation and the associated records within the outsourcing scope. Statutory obligations inside Saudi Arabia remain with your legal entity, and we work alongside you and your accountant to keep everything consistent.

How many candidates do we see per role?

Three to five vetted candidates. We see far more, but forwarding twenty CVs is not a service, it is moving the work back onto you.

Can we start with a single role to test you?

Yes, and it is the most common starting point. Begin with one hard-to-fill role, judge the result, then expand to a team or the full function.

How do you handle employee data?

Candidate and employee data is treated as personal data: access limited to need, no sharing with third parties without your permission, and handover or deletion at the end of the engagement, whichever you choose.

Start with one role, or the whole function

Tell us which role is blocking your growth right now, and we come back within one business day with a hiring plan and a realistic timeline.

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