MENA Recruiters Adapt to Shifting Talent Market

The recruitment setting in the MENA region is shifting as digital transformation, market demand and a stronger focus on diversity and sustainability reshape hiring practices across technology, finance and trading sectors.

Salary trends reveal a mixed outlook

According to a recent GCC Market Report and Salary Guide released by Halian, job openings dipped modestly in mid‑2023 amid various economic pressures and global events. The report notes that salary growth is now driven largely by two factors: performance and job changes. About 33 percent of raises are linked to employee performance, while a further 25 percent stem from workers moving to new roles.

Transparency remains a concern. In both Saudi Arabia and the United Arab Emirates, roughly half of respondents – 45 percent and 49 percent respectively – said their firms do not clearly explain how pay increases are decided. The lack of clear compensation policies can lead to disengagement and, potentially, talent loss.

Sector‑specific demands heighten pay pressures

Industry leaders point to rising demand for specialized talent. Vikram Malhotra, Managing Director for MENA at Outsized, observes that finance and technology consulting are seeing a surge in demand for skilled professionals, which pushes compensation upward, especially for roles that require niche expertise. He adds that flexible pay structures, such as milestone and performance‑based bonuses, are becoming more common.

In the tech arena, Dicle Ture Cetinkaya, founder of Tech Talent Hub, emphasizes that career progression now outweighs salary alone. She notes that “Tech Talents are seeking purposeful, challenging, interesting opportunities where they can leverage their strengths or develop new skill sets.” Companies that provide skill‑based career paths and robust training programs are better positioned to attract and retain talent.

Within trading, Manu Sharma, HR manager at Dahbashi Engineering, reports that compensation is tied to specialization, experience and seniority. Employees who can adapt to market shifts and bring specialized knowledge see more favorable pay trends.

These sector insights suggest a broader pattern: as companies in the region adopt more varied compensation models, employees are increasingly evaluating offers based on growth opportunities and the clarity of pay structures.

DEI and ESG become hiring criteria

Both Malhotra and Sharma stress that Diversity, Equity and Inclusion (DEI) and Environmental, Social and Governance (ESG) considerations are gaining traction in recruitment. Employers are integrating these principles into hiring strategies, seeking to enhance corporate reputation and meet ethical standards. Dahbashi Engineering, for example, actively recruits from diverse backgrounds while aligning its hiring practices with sustainability goals.