Ocean Growth Security employs security guards, cleaning teams, CCTV operators, event staff and supervisors across Dubai and the wider UAE. This page explains who works here, how they are recruited and vetted, and why we treat keeping them as seriously as hiring them.
Who works here
Our teams are drawn from a range of backgrounds: former military and police personnel, experienced security and hospitality staff, and people who have built careers in facility services in the UAE. What they have in common is the part of the job that cannot be trained — reliability, the ability to talk to people, and the judgement to know when a situation needs calming rather than escalating.
Our teams are multilingual, which matters more in Dubai than in most markets. A building’s residents, visitors, contractors and delivery drivers rarely share a first language, and a guard who can greet someone in their own language de-escalates a situation that a guard who cannot might turn into a confrontation.
Recruitment and vetting
Everyone we deploy is vetted before their first shift: identity verification, background checks and reference checks, in addition to the licensing requirements that apply to security roles. Vetting is not a formality — it is the reason clients allow our staff into their buildings, and it applies to cleaners and supervisors as much as to guards.
Staff are directly employed rather than drawn from a labour supply chain. That is a deliberate choice: it costs more, but it means we control who is on a site, how they are trained and how they are supervised.
Training before deployment
No one works a site unsupervised before being inducted on it. Site induction covers the layout, the post or scope of work, the hazards specific to the building, the emergency procedure and the escalation route. Role-specific training follows — see training and development for detail.
Supervision
Every contract has a named supervisor who visits on a set cycle, checks that the post order or cleaning standard is being followed, and is the client’s first point of contact. Staff always have someone to escalate to who is not a phone number in an office.
Why retention matters
High staff turnover is the single biggest destroyer of service quality in this industry, and it is largely invisible on a monthly report. A guard who has worked a building for a year knows which door is usually locked, which resident is unwell, and which contractor should not be admitted without a call. A guard on their second shift knows none of it.
We keep the same staff on the same sites wherever the schedule allows, and we treat retention as an operational measure rather than a human resources statistic.
Progression
People move up from posts into supervisory and control room roles, and several of our supervisors started on a door or a lobby. Training, licensing support and clear shift patterns are all part of making that possible. See careers for current opportunities.
Frequently asked questions
Are your staff directly employed?
Yes. The guards and cleaners working your site are our own employees, vetted and supervised by us.
Will we get the same people each visit?
Wherever the schedule allows, yes. Consistency is one of the main reasons clients stay with a contractor.
Do you provide female security staff?
Yes, where a site needs a female presence for searches, a ladies’ area or a specific post.
How do you cover holidays and sickness?
We hold a relief pool trained on each site, so an absence does not leave a post uncovered or a building cleaned by someone who has never been there.