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Targeted Emirati search
Dedicated sourcing of UAE nationals across universities, professional bodies, government transition programmes, and our Emirati alumni network. Not a filter on a database.
Emiratisation & Nationalisation
Meet your Nafis targets with hires that actually stick.
A dedicated Emirati and GCC-national talent practice — built around career progression, not quota compliance. We help private-sector employers hire UAE, Saudi, and wider GCC nationals into roles where they will grow and stay.
Why this matters
Emiratisation done well is not a numbers exercise.
MOHRE targets and the Nafis programme have reshaped hiring plans across the UAE. But meeting the target on paper, only to lose the hire within twelve months, costs more than it solves. Our work focuses on placements that hold — roles matched to real ambition, and onboarding that treats Emirati hires as leaders in training, not headcount.
Where we help
Four ways we support private-sector nationalisation.
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Nafis-compliant onboarding
Guidance on Nafis programme registration, salary support eligibility, pension enrolment, and documentation so HR teams can process the hire without chasing updates.
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Retention and development
Structured 30 / 60 / 90 check-ins with each placement, and optional six-month mentoring support. Retention data reviewed with you at each milestone.
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Wider GCC national sourcing
For Saudisation, Qatarisation, Omanisation, and Bahrainisation mandates, we draw on the same methodology — local partners, cultural fit, and long-term fit, not just quota tick.
Our approach
Five principles we run every Emiratisation mandate by.
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Role design before sourcing
We start with the job, not the CV. If the role is a seat-warmer, we say so and recommend a redesign. Emirati talent is increasingly selective and deserves roles with real scope.
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Honest compensation benchmarking
UAE-national compensation has its own market. We benchmark against Nafis data, public sector baselines, and our own placement library — not Western market comps.
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Cultural onboarding, both ways
We brief the hiring manager on what a strong first 90 days with an Emirati hire looks like, and we brief the candidate on the business culture. Mismatches are usually cultural, not technical.
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Private-sector translation
Many strong Emirati candidates come from government or semi-government roles. We help both sides translate what that experience really means in a KPI-led private environment.
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Retention over placement
We measure our success on 12-month retention, not offer acceptance. Our standard Emiratisation engagements include a structured replacement clause if retention targets slip.
“They didn't just bring us candidates to hit a number. They brought us people who wanted the job — and who were still with us eighteen months later.” Chief HR Officer, UAE Financial Services Group
Start a conversation
Tell us about your Emiratisation plan.
Whether you are starting fresh or rescuing a programme that has stalled, a partner will come back to you within one working day with a proposed approach.