Advisory · People
Recruitment & HR Advisory — Organisation Design, Role Scorecards and KPI Systems
Everyone should be able to answer: what am I accountable for, and how is it measured?
We are not a general HR outsourcing firm. We work on the part of HR that owners feel in the numbers: a structure that fits the strategy, roles with clear accountabilities, a performance system that is actually used, and senior hires that do not have to be repeated a year later.
Symptoms
Signs the structure, not the people, is the problem
Everything escalates to the owner
Managers have titles but no decision rights, so every approval travels upward.
Two people own the same result
Or nobody does — sales blames operations, operations blames purchasing.
Good people leave after a year
No clarity on what is expected, how they are measured or where they can grow.
Headcount grows faster than sales
Roles are added to fix problems that a clear process would have solved.
Appraisals are an annual formality
Forms filled in December, the same increment for everyone, no link to results.
Hiring is rushed and repeated
The vacancy is filled quickly with the wrong person, and reopened within months.
Organisation design
A structure designed for the business you are building
Organisation charts in growing companies are usually history, not design: roles created around people, reporting lines that reflect who joined first. We start from the strategy and the work to be done.
- Current-state review: spans of control, duplicated roles, gaps and single points of failure
- A target structure with reporting lines, grades and headcount
- Role charters — purpose, accountabilities, decision rights and KPIs for each position
- A transition plan that is fair to the people involved and compliant with UAE labour law
- Shared-services design for groups: one finance, one HR, one IT serving all entities
Performance
A KPI and performance management system that survives the first quarter
We build and run monthly performance scorecards for heads of department, so this is a working method rather than a theory.
Cascade
Company targets become department KPIs, then branch and individual measures — no more than five or six each.
Define
Each KPI gets a formula, a data source, a target and an owner. If it cannot be measured from existing data, it is not used yet.
Score
A one-page monthly scorecard per manager: result against target, trend, and short written feedback.
Review
A fixed monthly meeting. Good performance recognised, gaps turned into actions, and pay or bonus linked where you choose.
Recruitment
Recruitment support for key hires
The wrong senior hire is one of the most expensive silent costs in a business. For finance, operations and management roles we run the process with you.
Role scorecard
The outcomes the person must deliver in the first year — written before the job description.
Sourcing and screening
Advertising under our brand or yours, CV screening against the scorecard, and first-round interviews.
Assessment
Structured interviews, a practical case or technical test for finance and operations roles, and reference checks.
Offer and onboarding
Offer structure benchmarked to the market, and a ninety-day plan so the new hire succeeds.
Documents
Role scorecards and job descriptions that mean something
For each position we write a one-page role scorecard — the purpose of the job, the four or five outcomes it must deliver this year, how each is measured, and the competencies needed — and a job description that follows from it. The same document is used to recruit, to set KPIs, to appraise and to decide pay. Recruitment for clients in Sharjah, Dubai and Ajman is advertised under the Fireflies brand or yours, as you prefer, and candidates are screened against the scorecard rather than against a list of keywords.
Common questions
Questions owners ask
What is a role scorecard and how is it different from a job description?
How many KPIs should a manager have?
Do you handle visas, payroll and day-to-day HR administration?
Which roles do you recruit for?
How are recruitment fees charged?
Can you help link pay to performance?
Who does the work
Every engagement is led personally by our principal advisor — a CISA-certified, MBA-qualified finance and audit professional with 15+ years inside UAE retail, F&B, manufacturing and construction groups. The person who diagnoses your business is the one who fixes it.
About →Related services
Often engaged together
SOPs, Policies & Governance
Authority matrices, policies and SOPs written to be used — not filed.
Explore →Strategy & Planning
A written three-year strategy, an annual operating plan and the rhythm to deliver it.
Explore →Outsourced CFO & Owner's Cockpit
A fractional CFO and a live dashboard of sales, cash, costs and receivables.
Explore →Is your structure helping or fighting the strategy?
Share your organisation chart on WhatsApp — we will come back with three observations.