Monarc Group

New roles just in and these are worth a look.

Heres our latest roles:

– Head of People | London (hybrid)
– Senior Talent Partner (Tech) | New York (on-site)
– HR Director | Dubai (on-site)
– People Operations Manager | Berlin (hybrid)
– Operations Director (High Growth) | Toronto (hybrid)
– Technical Program Manager | Austin (remote)
– HR Business Partner | Singapore (on-site)
– Business Operations Manager | Melbourne (hybrid)

If you’re looking, or even just curious about what’s out there, drop us a message and one of our experts will talk you through them properly, not just send a JD and disappear.

And if it’s not for you, share it.

Good people know good people.

Send your CV to: [email protected]

Some people don’t just “do recruitment” they change the experience of it.

Amira is one of those people.

If you’ve ever worked with her, you’ll know it doesn’t feel transactional. She doesn’t push CVs. She doesn’t rush outcomes. And she definitely doesn’t disappear once a role is filled.

She stays in it.

She understands something a lot of recruiters miss, talent acquisition isn’t about filling a vacancy. It’s about responsibility. You’re dealing with someone’s career, their next move, sometimes even their confidence.

And she treats it like that.

At Monarc, we’re picky about who represents us globally. Not because of titles or years on paper, but because of how people actually operate when things get difficult, not just when it’s easy.

Amira consistently shows up with calm, clarity and ownership. She asks the right questions early, challenges when something doesn’t feel right, and most importantly, she keeps both the candidate and the business honest throughout the process.

That’s rare.

We’ve all seen what happens when recruitment becomes rushed or purely target-driven. People get placed into environments that don’t fit, expectations aren’t aligned, and everyone pays for it later.

That’s exactly what we don’t do here.

Amira represents what we’re building at Monarc globally, people-first, commercially aware, and unapologetically selective about what “good hiring” actually looks like.

If you’ve worked with her, you already know.

And if you haven’t yet, you probably will.

[email protected]

We built Monarc in the UAE, but we were never building small.

From day one it was about people, not geography.

Today we work across regions, placing talent globally, but here’s the part most people don’t expect…

We’re selective.

Not just with candidates. With companies.

We’ve seen what happens when people take roles that look good on paper but fall apart in reality, poor leadership, no structure, no direction. And we won’t be part of that.

So no, we don’t work with everyone.
And no, we don’t push roles just to fill them.

If we represent you, it’s because we believe in where we’re placing you.

And if we partner with a business, it’s because they understand that hiring isn’t just about filling a gap, it’s about building something properly.

If you’re looking for your next move, we’ll be honest with you. Even if that means telling you it’s not the right one.

That’s how we work.

That’s Monarc.

[email protected]

People think HR is policies, paperwork and ticking boxes.

Let us tell you what an average week actually looks like:

– A manager who left a performance issue for months and now wants it “fixed quickly”
– An employee who’s completely lost confidence because of how feedback was handled
– A leadership team unsure why engagement is dropping but avoiding the real conversations
– A business that knows something isn’t right but can’t quite see where it started

None of this is solved by a policy.

It’s solved by better leadership, earlier intervention and actually listening to what’s in front of you.

HR isn’t admin.

It’s people, behaviour and decisions… usually when it’s already uncomfortable.

Not every role is worth moving for.

So we don’t flood the market. We don’t post for the sake of it. And we don’t work roles we wouldn’t stand behind.

These are the ones we’re backing right now across Tech, HR & Operations - Australia, UK and US:

– Senior HR Business Partner | London (hybrid)
– Talent Acquisition Lead (Tech) | New York (on-site)
– Head of People & Culture | Sydney (hybrid)
– Operations Manager (Scaling SaaS) | Austin (remote)
– HR Director | Manchester (hybrid)
– Technical Program Manager | San Francisco (hybrid)
– People Operations Lead | Melbourne (on-site)
– Head of Operations | Chicago (on-site)

Different markets. Same standard.

We’re working with businesses that actually care about how they hire, how they lead and what people walk into — not just the job title.

If you’re actively looking, or even just starting to think about your next move, don’t rush into the wrong role because it looks good on paper.

And if you’re hiring and struggling to find the right people — there’s usually a reason.

We’ll tell you what it is.

Drop us a message with your CV if one of these feels right, or if you want to understand what’s really going on in your market.

📩 [email protected]

What leaders think they’re saying:
“I’m just giving feedback.”

What actually lands:
“You’re not good enough and I’ve been thinking it for a while.”

The gap between intention and impact is where most leadership goes wrong.

We have seen managers deliver “feedback” off the back of frustration, in the wrong moment, with no structure… and then be surprised when the person shuts down.

Feedback isn’t just about what you say.
It’s when you say it, how you say it, and whether you’ve built any consistency before that moment.

If the only time your team hears from you is when something’s wrong, don’t call it development.

Call it what it is.

Too late.

Great businesses are built on operations.

Talent.
Processes.
Logistics.

If one area fails, growth slows.

Monarc works with companies to optimise operations and deliver results.

Welcome to our Global Transport Solutions - monarc-group.com

Operations move businesses.

But logistics challenges cost time and money:

• delays
• inefficiencies
• capacity issues
• customer impact

When transport doesn’t work, everything slows down.

Solutions matter.

Monarc supports operational businesses in the UAE and Europe with practical solutions that keep things moving.

Reach out to our experts with other 40 years experience helping business manage there fleet operations: [email protected]

Most SMEs treat HR like paperwork.

Until something goes wrong.

A dispute.
A disciplinary issue.
A documentation gap.

Then it becomes expensive.

HR isn’t bureaucracy.

It’s structure.

Policies and frameworks that protect businesses and people.

Monarc HR solutions make it easier.

The best talent rarely applies.

They’re already employed.
They’re performing.
They’re not scrolling job boards.

That’s why headhunting matters.

Targeted outreach.
Discreet conversations.
Finding people others can’t.

Monarc connects businesses with exceptional talent.