Welcome to our new monthly feature “Inside j. awan & partners”, where we bring you closer to the leaders shaping our firm’s impact across the financial services landscape.

Each month, we sit down with a different Head of Department to explore how they are building client trust, leading with purpose, and driving innovation in their field.

For our inaugural edition, we speak with Susan Pickup, Head of Talent Solutions — a function that has become increasingly vital as firms navigate an evolving hiring environment shaped by regulation, relocation, and rising expectations.

With a background spanning midwifery, funds management, and cross border recruitment, Susan brings a refreshingly human approach to an often transactional industry. We sat down with her to learn more about her journey, the realities of hiring in regulated markets, and what is next for talent acquisition in financial services.

From Midwifery to Mandates: A Unique Career Journey

Susan’s professional path has been anything but linear — and it is that diversity of experience that defines her leadership today.

“I doubt many people have taken a more unique and varied journey into recruitment than I have,” she begins with a smile.

Having studied business and compliance, Susan built her early career in funds management in Australia and Ireland. But it was her time working in midwifery — after having three children of her own — that instilled the empathy and resilience she applies today in talent acquisition.

“Life events like childbirth or changing jobs require a supportive, human approach. They are often stressful and personal, so it is critical to listen, understand, and reassure. That perspective shaped my belief that recruitment should never be purely transactional.”

The Talent Solutions Model: People First Meets Regulatory Depth

So what makes the Talent Solutions practice at j. awan & partners different?

“We combine deep market knowledge with a personal touch — and we are backed by a consulting firm with regulatory and compliance expertise that is second to none,” Susan explains.

Her team supports firms of all sizes across multiple jurisdictions, from start up fintechs to established financial institutions. What truly sets them apart is the hybrid model: leveraging advanced technology to scale and source, while preserving a hands on, candidate centric approach that builds trust.

“We are efficient, but we never compromise on human connection. Clients value that — and candidates do too.”

Meeting the Market Where It Is: Today’s Hiring Realities

In regulated markets like the UAE and Saudi Arabia, recruitment challenges go beyond finding talent. There is a complex backdrop of legal and operational requirements — from work permits and hiring quotas to residency based role mandates.

“Many firms are not aware of what roles require internal appointment versus those that can be outsourced,” Susan notes. “That is why we spend time upfront giving clients the regulatory clarity they need to structure hiring correctly.”

She also highlights the competitive nature of attracting international talent in transient regions like the Middle East.

“A salary alone will not secure great candidates. Firms need a compelling story — from growth potential and benefits to cultural fit and onboarding experience.”

What Is Shaping the Future of Recruitment?

From digital onboarding to AI powered sourcing, recruitment is rapidly evolving — and Susan is at the forefront of this transformation.

“Technology has commoditised parts of the process — but that means recruiters must bring even more value where it counts: insight, advisory, and human judgement.”

Susan sees continued demand in roles related to cyber security, project management, and third party risk. She also points to rising competency standards in compliance, alongside the emergence of more flexible work models driven by visa reform and regulatory updates.

“Whilst the concept of a gig-economy has been around for some time, visa allowances and regulatory changes are quickly aligning to support these more flexible working arrangements. For example, Dubai has introduced freelance visas to attract relevant talent, with the ADGM in Abu Dhabi recently updating its employment regulations to expand the definition of ‘employee’ to enable employers to hire remote employees and to allow for more flexible working arrangements.”

Relocation and Global Mobility: Advice for Firms and Candidates

With increasing cross border hiring, Susan plays an active role in supporting both sides of the table.

For candidates, her advice is personal and practical:

“Research the cost of living, understand relocation support, and make sure the lifestyle suits your family. I have made the move myself and I share my own experiences to help others avoid common pitfalls.”

For firms, her counsel is clear:

“Understand how your offer stacks up globally. Tailor job descriptions to resonate with international candidates, and build onboarding plans that reflect your culture. It is not just about hiring — it is about retention and integration.”

Final Thoughts: Why Recruitment Still Comes Down to Trust

In an industry often measured by numbers, Susan never loses sight of the people behind every placement.

“Whether it is a junior analyst relocating to Dubai or a seasoned CRO seeking a new challenge, everyone deserves honesty, respect, and guidance. Building trust is what makes this work meaningful — for the candidate and the client.”

Looking to Hire or Relocate Talent with Confidence?

Whether you are expanding into a new jurisdiction or seeking top tier talent for your compliance, risk, or advisory teams, our Talent Solutions practice is here to help.

Contact our Talent Solutions team to start the conversation.