Read Full Magazine Here. In a rapidly evolving insurance and reinsurance landscape, securing top-tier talent has never been more crucial. AUREN Talent Acquisition—the latest strategic expansion by ELAM Insurance Group—designed to bridge the gap between unparalleled industry expertise and executive recruitment.
As the dedicated recruitment and executive search arm of ELAM Insurance Group, AUREN focuses exclusively on the insurance and reinsurance sectors throughout the MENA region.
Core Services:
• Executive Search: Identifying and recruiting C-level and senior leadership roles
• Mid-level Recruitment: Sourcing talent across underwriting, claims, actuarial, broking, risk, and compliance
• Confidential Searches: Ensuring discreet and effective leadership transitions.
AUREN partners with risk carriers, brokers, TPAs, and adjusters, delivering customized recruitment solutions that align with both business goals and industry challenges. The firm also offers insurance professionals career opportunities, nurturing a vibrant ecosystem of talent and expertise. AUREN’s mission is crystal clear: to provide industry-specific talent acquisition services addressing the unique demands of the insurance and reinsurance sector. Whether through C-level executive searches or mid-level recruitment, AUREN is dedicated to delivering transformational hiring solutions that drive business success.
Auren is uniquely positioned to support Lebanon’s reform agenda. With the new administration mandating the return of overseas Lebanese professionals, Auren leverages the nation’s rich cultural and academic heritage alongside global expertise. By recruiting trusted, high-caliber leaders and reforming practices—such as aligning pay scales with international standards—Auren aspires to transform Lebanon’s corporate sector and guide the nation toward a dynamic, modern future.
Built on a robust foundation of expertise in executive search, risk management, underwriting, claims, actuarial, broking, and compliance, AUREN is poised to redefine talent acquisition within the industry. Leading the charge is Managing Partner Hala Mohanna, whose wealth of experience ensures that AUREN becomes the go-to firm for organizations and professionals alike.
Hala Mohanna, a seasoned professional, has worked closely with global firms, boards, and executive committees. Renowned for her ability to identify standout talent that aligns with corporate strategy and vision, her deep industry knowledge and extensive network across the MENA region and globally position AUREN as a trusted partner for specialized recruitment solutions. With a rich blend of academic excellence and hands-on professional experience, Hala has carved a unique path in executive search. Her rigorous training in business management, leadership, and human capital strategy laid a solid analytical foundation and cultivated an innovative mindset. Early in her career, Hala played a pivotal role at leading firms by transforming recruitment practices and mentoring future leaders. Over the past 17 years, she has continually expanded her influence across the insurance and reinsurance sectors in the MENA region, seamlessly integrating scholarly insight with practical expertise to align exceptional talent with visionary organizations.
In a rare interview with BUSINESS LIFE in Beirut, Hala Mohanna, Managing Partner at AUREN Talent, discussed the company’s current and future endeavors. She explored how the firm collaborates with Lebanese professionals both locally and abroad, as well as with contacts in the GCC countries and the Levant. Each question in the interview is meticulously designed to delve into the strategic, operational, and visionary aspects of AUREN and Hala Mohanna’s leadership—offering audiences insightful industry perspectives and inspiring career guidance.
This cover interview with Hala Mohanna in BUSINESS LIFE encapsulates not only the strategic expansion and industry evolution that underpin AUREN Talent Acquisition’s growth but also highlights the forward-thinking approach that is redefining executive recruitment in the MENA region. The insights shared underline a commitment to excellence, the integration of advanced digital tools, and a deep understanding of local dynamics—all crucial elements driving the future of talent acquisition in the insurance and reinsurance sectors.
BL: Could you elaborate on the strategic rationale behind ELAM Insurance Group’s decision to expand into executive search and recruitment through its partnership with AUREN Talent Acquisition?
Hala Mohanna: At ELAM Insurance Group, we identified a significant talent gap not only within the insurance and reinsurance fields but also in broader business domains. This realization came from our close collaboration with companies and industry leaders. Because our core ethos is to deliver comprehensive solutions for our clients, expanding into executive search and recruitment evolved naturally. Ultimately, businesses are people-driven, and by offering bespoke talent acquisition services, we empower our clients to access high-caliber professionals aligned with their strategic goals. Our objective is to deliver exceptional, tailored solutions that integrate seamlessly with our clients’ visions for success.
BL: Could you discuss the evolution of the insurance and reinsurance recruitment landscape in the MENA region and explain why AUREN Talent Acquisition stands out as the strategic partner in sourcing the right talent for the industry?
Hala Mohanna: Over the past two decades, the recruitment landscape in the region has experienced a remarkable transformation. We have witnessed a significant move toward enhanced professionalism and specialization, with talent now focusing on niche areas such as underwriting, claims, and risk management. This evolution is a clear indication of the region’s maturation and its commitment to excellence. At AUREN Talent Acquisition, we combine deep industry knowledge with refined analytical capabilities and an extensive network to connect companies with precisely the right talent. Our intimate understanding of the industry nuances positions us as a trusted partner in securing top-tier professionals.
BL: How do you focus on distinguishing factors—whether in service approach, methodology, or network—that set AUREN apart from other recruitment firms?
Hala Mohanna: As a boutique firm, AUREN works closely with companies through a personalized approach. We engage on a one-on-one basis to deeply understand each company’s culture, environment, and specific hiring needs that will drive them toward success. We customize every search based on the unique requirements of the business and actively engage with the market to identify talent that precisely matches the agreed profile. Our process is never templated or duplicated; every search is a fresh collaboration from which both AUREN and our client learn from the market and its candidates. This approach ensures that our clients experience genuine and tailored collaboration throughout the recruitment process.
BL: What are the common challenges employers face when seeking top-tier industry talent, and how are these challenges being addressed?
Hala Mohanna: Often, the realization of needing a specific role comes when a business faces profit challenges. This urgency is compounded by budget constraints, as the need arises even before appropriate funds are allocated—the proverbial “heat is on.” Meanwhile, in-house HR professionals, engaged deeply in day-to-day operations, may not have the time to address these urgent demands. Moreover, HR departments tend to follow templated policies and procedures, which can limit creative approaches to identifying niche talent. Our role is to bridge this gap by providing the agility and specialized insight required to source the right candidates swiftly working closely with the concerned parties as hand-in-hand partners.
BL: How does AUREN ensure that its candidates not only have the right skill sets but also align with the strategic vision and culture of their partner organizations?
Hala Mohanna: With many years of experience in talent identification across diversified industries, AUREN excels in matching candidates with the unique strategic missions of our clients. We act as the liaison ensuring that companies engage with the appropriate talent to drive success and achieve key objectives. This success hinges on our acute understanding of the business challenges and strategy, and we are equally committed to seeing candidates evolve into positions that propel their careers forward.
BL: How does technology shape modern talent acquisition, and how does AUREN leverage digital tools to streamline and enhance its recruitment processes?
Hala Mohanna: Technology is, without a doubt, a partner to everyone in this field. While our work began manually, the integration of digital platforms and enhanced communication tools has become indispensable in expediting service delivery and ensuring continuous innovation. The effective use of social media channels and other digital communication platforms provides substantial added value and streamlines our executive search processes considerably.
BL: What are the critical factors driving bulk hiring and team buildouts, particularly for new market entrants and companies in their growth phase?
Hala Mohanna: Although bulk hiring is not our primary focus—since there are entities that specialize in this area—it remains a task that is both straightforward and challenging. For instance, when hiring technicians, it is not guaranteed that all candidates will align with the company’s criteria or possess the professional communication skills that reflect the client’s culture. This necessitates that the recruiting entity provides candidates who are the best match for the agreed job description. Similarly, for new entrants, appropriate assessment and onboarding are crucial to mitigate the risk of high turnover. The key lies in meticulous filtering, screening, and assessing to forge a long-term fit between the candidate and the company.
BL: What criteria and strategies drive executive searches for C-level roles in the insurance sector, and what qualities define a transformational leader in this industry?
Hala Mohanna: In any industry, a transformational leader must embrace “openness to new thinking” to remain competitive, learn from past market downfalls, and innovate effectively. Beyond innovation, the defining trait of a transformational leader is humility—staying connected to the team, genuinely listening to diverse opinions, and driving performance that culminates in success and profitability.
BL: What emerging trends and future influences do you believe will shape talent acquisition in the insurance and reinsurance industry?
Hala Mohanna: I foresee that as the industry emphasizes a stronger focus on products and sales, it will increasingly rely on AI and technological support to handle routine tasks, such as ongoing risk assessments. This shift will allow professionals to concentrate on more strategic functions and innovations.
BL: How do the unique regional dynamics of the MENA area specifically influence recruitment strategies, talent availability, and market-specific challenges?
Hala Mohanna: The MENA region is on an upward trajectory of prosperity, with new business ventures, mergers, acquisitions, and entrepreneurial activities fueling talent attraction. This trend encourages both locals to return to their homeland and attracts subject matter experts to bring their best practices. However, there is also a challenge in the form of “localizing” talent— which is beneficial for each country because of the culture understanding and expectations. Therefore talent requirement will be for subject experts who have the local contexts and bring forth the best practices learning. Ultimately, companies must invest in talent to ensure that it aligns with their strategic goals and sustains their long-term achievements.
BL: Could you share your career advancement advice for insurance professionals striving to distinguish themselves in a competitive market?
Hala Mohanna: Success in the insurance and reinsurance sectors depends on specialization and an unwavering commitment to excellence. This industry embraces a wide range of disciplines—from underwriting and claims to broking and risk management. My advice for professionals is to cultivate deep expertise in a particular niche. By demonstrating mastery and consistently delivering value, professionals not only enhance their reputation but also unlock doors to advanced roles and leadership opportunities. Continuous learning and skill development are paramount in maintaining a competitive edge.
BL: What is your vision for AUREN’s future, and how do you anticipate the firm will impact the industry?
Hala Mohanna: Under the ELAM umbrella, AUREN is positioned to be the definitive hiring partner for every insurance and reinsurance company in the region. ELAM’s extensive industry know-how, coupled with AUREN’s expertise in identifying and attracting the right talent, ensures that we can secure successful agreements for both parties. This integrated approach will undoubtedly reshape the industry landscape.
BL: How are emerging digital platforms and data analytics reshaping traditional executive search methodologies? Could you share a case study demonstrating how precise C-suite placements have driven strategic business turnarounds?
Hala Mohanna: Traditionally, recruiters relied primarily on telephonic outreach, which often limited their ability to connect with busy C-suite executives and gather comprehensive candidate data. Today, digital platforms and advanced data analytics furnish recruiters with detailed candidate profiles—including work histories, organizational structures, and compensation details—facilitating a much more precise evaluation of potential candidates. For instance, by employing sophisticated data tools, our team recently identified a transformation leader whose unique blend of multinational and local market expertise proved to be exactly what a struggling company needed. His appointment standardized corporate processes and ignited a comprehensive business turnaround. This case underlines that strategic, data-informed C-suite placements are essential to driving long-term business success.
BL: Could you walk us through your professional journey—from your early beginnings to your current role—and share what continues to drive your ambition?
Hala Mohanna: My professional journey began with an early fascination with people, communication, and human behavior. I embarked on my career at Tarek Noor Communications, where I engaged in innovative advertising, direct mail campaigns, and thematic exhibitions that pushed creative boundaries in the Middle East. My academic focus on Middle East studies deepened my understanding of history and its effects on contemporary challenges. Later, I joined Dar Al Handasah —a leading engineering firm—where I was tasked with preparing tenders and proposals. My path then led me to the United States, where I earned a certification in loan processing working with a top real estate investment company in the west coast – Newport Pacific Funding – processing loans for tenant approvals for home purchasing. Upon returning to the Middle East, Hala Mohanna joined the UN in its Economic and Social Commission for Western Asia (ESCWA). Hala Mohanna was the Projects Coordinator for an ad-hoc set-up – the Iraq Task Force (ITF) requested by then ESCWA Executive Secretary and Kofi Annan representative – Her Excellency Mervat El Tallawy. After 6 years working with Iraqi governate officials and ministerial bodies in the rehabilitation of Iraq social and economic infrastructure after the downfall of the regime the ITF passed a resolution which sought approval to turn ITF into a sustained department in the ESCWA. The resolution passed and approved and today exists a department – ECRI (Emerging and Conflict Related Issues) which attends to all ESCWA countries conflicts. A brief tenure with Unilever in Lebanon further enriched my understanding of how multinational systems seamlessly integrate with localized business operations. All these experiences have culminated in my current leadership role at Auren Talent Corporation, where I merge creative insight with pragmatic business solutions. I firmly believe that a deep understanding of people and diverse markets is crucial for pinpointing the talent that drives transformative business growth, making strategic executive search a cornerstone for lasting success.
BL: What continues to drive your ambition?
Hala Mohanna: From a young age, I was captivated by how people behave, communicate, and connect. This passion directed me to my inaugural role at Tariq Noor Communications, an innovative advertising agency that pioneered direct mail campaigns and thematic exhibitions across the Middle East—melding creativity with practical business insights. My academic pursuit in Middle East studies further honed my perspective, instilling the belief that understanding history is vital for addressing modern challenges. I later built on this foundation at David & Anderson, where I prepared tenders and proposals for a premier engineering firm. My journey further expanded in the United States as I earned a loan processing certification while working with real estate investment companies, immersing myself in the intricacies of financial evaluation and risk assessment. Returning to the Middle East, I contributed to a United Nations-advised project in Iraq on post-regime economic and social rehabilitation—an initiative that eventually evolved into a dedicated department at ESCWA. A subsequent brief experience with Unilever in Lebanon offered further insights into integrating multinational systems with localized business functions. All of these experiences have led me to my current role at Auren Talent Corporation. What continually fuels my ambition is the drive to merge creative insight with practical business solutions. I strongly believe that understanding people and the markets they operate in is fundamental to identifying the talent that catalyzes transformative growth. In today’s competitive environment, strategic executive search isn’t solely about matching skills—it hinges on culture, chemistry, and vision.
BL: How does your team approach executive search differently from the traditional database driven model?
Hala Mohanna: Our methodology is highly customized. While we do maintain a robust database, we never rely on it exclusively for new assignments. Instead, with each search, we launch fresh market explorations by engaging in proactive “cold calls” and tapping into a multitude of channels. Whether a candidate’s profile is sourced online, through referrals, or via specialized websites, we take great care in rigorously filtering and vetting every prospect. Our process goes well beyond aligning qualifications with job specifications—we thoroughly review complete career histories, examine the motivations behind job transitions, and assess each candidate’s mindset and market due diligence. The real match, beyond skills and experience, is found in the chemistry between the candidate and the company’s culture. This thorough and tailored process bridges the gap between talent availability and strategic needs, ensuring our placements drive tangible business impact. To affirm our commitment, we include a warranty clause: if a candidate does not meet agreed expectations, we restart the search—a measure that, in my 17-year career, has only been invoked once, underscoring our dedication amid the complex challenges of internal corporate dynamics and hidden agendas. In markets like the Gulf, where executive search was once seen as a commodity service, our proactive and nuanced approach has redefined client expectations, particularly as family businesses transitioned into corporatized models that demand strategic, tailored talent acquisition.
BL: How do you ensure that you find not only the right technical match but also the cultural fit essential for leadership roles?
Hala Mohanna: Our process transcends the evaluation of technical qualifications. We engage directly with candidates—scrutinizing their career trajectories, understanding the motivations behind each role transition—to ensure that their personality, drive, and strategic planning align with the company’s vision. Such a comprehensive and transparent approach ensures both technical excellence and the right cultural fit, integral for leadership.
BL: What unique challenges and transformations have you observed in the Gulf region regarding executive search?
Hala Mohanna: The Gulf market has undergone significant evolution. In cities like Dubai and Qatar, the early days of executive search resembled a rudimentary “grocery store” model, typical of family-run enterprises. However, since around 2007, as these businesses shifted towards more corporatized models, the demand for global talent has increased, along with a growing appreciation for meticulous and strategic search processes. This transformation has highlighted the importance of understanding internal dynamics and executive politics, aligning regional practices with global standards.
BL: How do boutique executive search firms differ from the large “top four” global players in serving MENA region companies?
Hala Mohanna: While large firms often rely on standardized, Western service templates, boutique firms like ours emphasize a highly personalized approach. We work directly with owners or founders, enabling us to establish trust quickly and leverage our deep regional insight. This fusion of global best practices with a nuanced understanding of local business cultures allows us to deliver talent that genuinely aligns with each company’s vision and strategic objectives.
BL: What distinguishes your process in selecting candidates for leadership roles?
Hala Mohanna: Our candidate selection process strikes a careful balance. We utilize international benchmarks to evaluate academic and professional credentials, while simultaneously placing strong emphasis on local cultural nuances—such as courtesy, personal rapport, and market familiarity—that are crucial in the MENA region. By probing deeply into a candidate’s career history and the rationale behind every career move, we capture not only structural competence but also the right mindset for success. This refined process distinguishes us from many Western firms, which may sometimes overlook these essential local insights.
BL: How is the recruitment landscape in the MENA region evolving with digital transformation and globalization?
Hala Mohanna: The recruitment landscape in the MENA region is undergoing a profound dual transformation. Companies are increasingly blending international standards with local insights, largely powered by digital tools that streamline and modernize traditional recruitment practices. Simultaneously, long-established family-run businesses are embracing modernization, while emerging hubs like Lebanon are rising as centers of digital innovation with a global outlook. This evolution demands that companies invest strategically in talent—ensuring it not only meets but also drives long-term strategic objectives.
BL: Could you share some insights from your experience working in Saudi Arabia, especially regarding the evolution of leadership strategies under MBS?
Hala Mohanna: Drawing on almost 15 years in Saudi Arabia—and close involvement with a think tank for MBS prior to his role as crown prince—I witnessed early diversification efforts away from oil dependence. MBS actively sought expert advice from sectors as varied as healthcare and the arts to build a more varied economy amid regional challenges like the Arab Spring and border tensions. These experiences underscored the need to balance traditional business practices with innovation, a philosophy that still shapes our approach to executive recruitment.
BL: In what ways did MBS’s leadership transform Saudi Arabia’s business landscape under his tenure as Crown Prince?
Hala Mohanna: Under MBS’s leadership, a rigorous drive to modernize the Kingdom’s economy was initiated. By enforcing that major companies contribute to the Public Investment Fund (PIF)—which underpins every mega-project with strict specifications, organizational structures, timelines, and global auditing standards—MBS ensured that every venture aligned with Vision 2030. This systemic approach reformed established practices and realigned the business landscape for strategic growth.
BL: What challenges arise in managing executive teams for large-scale projects such as NEOM, and how are these being addressed?
Hala Mohanna: Managing mega-projects like NEOM requires flawless coordination from the start. Every detail—from electrical layouts to ventilation design—must meet international standards. The challenge is compounded when executive teams change, calling for the right blend of domestic leadership and global expertise. To address this, companies rely on comprehensive operational manuals and constant reviews, ensuring that all executives adhere to established criteria and quickly rectify any missteps to safeguard the project’s success.
BL: How have evolving business practices in the MENA region been influenced by Western transparency and communication styles?
Hala Mohanna: “The transformation is notable. Whereas Middle Eastern executives were once reticent about sharing personal details like compensation or complete career profiles, today they actively engage on platforms such as LinkedIn. This enhanced transparency promotes a direct, pragmatic business culture where measurable deliverables reign. For executive search firms, this means carefully balancing candidate aspirations with companies’ strategic expectations, ensuring that compensation and benefits remain competitive while fostering clear communication.”
BL: What is your perspective on the evolving differentiation between roles such as sales, marketing, finance, and accounting in today’s organizations?
Hala Mohanna: There is a growing need for clearly delineated responsibilities. For instance, while sales and marketing must work closely, their roles differ—marketing drives creative vision, whereas sales converts this vision into numeric results. Similarly, finance professionals (focused on planning and strategy) are distinct from accountants (tasked with precise record-keeping). This clear separation, influenced by Western practices, enhances professionalism and operational efficiency, ensuring every function contributes optimally to the organization’s strategy.
BL: How do you see Auren fitting into the new changes in Lebanon given our new president and the conditions imposed by the IMF and World Bank to secure Western support?
Hala Mohanna: I see a unique opportunity for Auren and its partners amid Lebanon’s ongoing reforms. The government is now actively recruiting top talent, with a specific mandate for Lebanese professionals overseas to return. Lebanese talent is valued for its blend of cultural sophistication, global exposure, and deep expertise—qualities honed despite decades of conflict. Under the current reform agenda that demands modernized pay scales and business practices to attract Western support, Auren is perfectly positioned to facilitate this transition. Our approach goes beyond mere recruitment; we are committed to reshaping key aspects of the business environment by aligning global best practices with local market nuances to drive a dynamic and reformed corporate future.
