By Cathy Farley, CEO of Talent Higher

When I launched Talent Higher, I expected the UAE to be a market that moved fast. What continues to surprise me is just how quickly it shifts. As we move through September 2025, the recruitment landscape here is firmly an employer-driven one. Businesses hold the balance of power. Candidates, while ambitious, are navigating a market where supply outstrips demand in many sectors, and where employers are setting the terms.

In this article, I want to share how that dynamic is playing out across industries, what it means for both sides of the table, and where the opportunities still lie.

Employers in Control

Unlike the candidate-driven years that followed the pandemic, today the picture looks very different. The UAE’s booming population and steady inflow of expatriates mean the talent pool is deeper than ever. Emiratisation has also increased the number of UAE nationals entering private sector roles. This abundance of talent has shifted the balance.

For employers, it means more choice and stronger negotiating positions. Salary expectations are tempered, candidates are less able to insist on flexibility, and job security has become the top priority for many professionals. For candidates, it means competition is fierce and the need to differentiate has never been greater.

Sectors Leading the Way

The economy remains resilient, but growth is uneven. Finance, real estate, logistics, and technology are still major hiring engines. Abu Dhabi’s property market has fuelled a rise in real estate hires, and Dubai’s financial hubs continue to draw investment, creating steady demand for professionals in banking and fintech.

Tourism and hospitality, however, are experiencing the sharpest upswing. Hotels and airlines are recruiting continuously to meet record demand from visitors. These roles come with high turnover, but for employers, the ability to fill vacancies quickly has been made easier by the number of candidates on the market.

Energy and healthcare remain strong, though hiring here has matured. Employers are hiring fewer but more specialised professionals, reflecting a focus on productivity and long-term strategy rather than rapid expansion.

The Roles Employers Value

The surge in available talent does not mean all skills are equal. Employers remain highly selective, and certain roles continue to command attention.

• Digital and AI expertise: Companies across all industries are embedding AI and automation into their operations. Candidates with practical experience applying digital tools are still in short supply, making them the exception in an otherwise employer-driven market.
• Compliance and regulatory roles: With corporate tax now established and regulatory frameworks tightening, finance and legal teams are expanding. Employers are prioritising candidates who can keep pace with these evolving requirements.
• Graduate and junior talent: Many firms are funnelling investment into young professionals, particularly Emiratis. With structured development programmes in place, organisations can shape these hires while controlling costs.

What we see daily is that while there may be hundreds of applications for a single vacancy, only a handful truly meet the standard employers expect. The challenge is no longer about sourcing CVs, but about filtering quickly and making confident decisions.

How Recruitment Looks in Practice

Technology has changed the way employers manage this abundance of applications. AI-powered platforms now sit at the heart of most recruitment processes. They allow businesses to shortlist efficiently, cut through the noise, and focus on quality.

Video interviews and digital onboarding remain widespread, but the tone has shifted. Where candidates once saw virtual processes as a sign of employer flexibility, they are now a necessity in managing volume. Employers can afford to be efficient rather than accommodating.

At Talent Higher, we see our role as making sure the best candidates rise to the top of that process. In a crowded market, representation and preparation matter more than ever.

Candidate Expectations Versus Reality

It would be wrong to say candidates no longer care about salary, flexibility, or purpose. They do. But in today’s market, those expectations have to be balanced against reality. Employers hold the upper hand.

Hybrid working, for example, is no longer the default. Some firms offer it, but many do not, and candidates accept this as part of the deal. Salary growth has slowed, with businesses able to control costs more easily. Jobseekers are often willing to compromise on package in exchange for stability.

Where candidates are still pressing is on career development. Even in a tough market, the best talent wants to see a path forward. For employers, that means investing in structured progression and training remains a competitive advantage, even if the rest of the package is standard.

The Impact of Policy

Emiratisation remains the single biggest policy driver shaping hiring. The requirement to increase Emirati representation in skilled roles has placed a strategic emphasis on graduate recruitment and development. Employers are investing in training programmes and long-term career paths to meet both compliance and business needs.

At the same time, visa reforms have made the UAE more attractive for global talent. Golden and Green visas offer expatriates longer-term stability. The result is a talent market that is both highly competitive and internationally diverse, giving employers greater leverage but also more choice to get it right.

What Employers Should Do Now

In an employer-driven market, it might be tempting to think the challenge has disappeared. It has not. The volume of candidates has increased, but so has the need to be disciplined. Three areas stand out for employers:

1. Invest in process: With more candidates per role, structured recruitment processes are vital to avoid overlooking the best people.
2. Differentiate your brand: While you may have choice, top candidates with specialist skills will still select employers who stand out. Employer brand continues to matter.
3. Think long-term: The current advantage may not last. Building pipelines of junior and Emirati talent now will pay dividends when the market inevitably shifts again.

Closing Thoughts

As CEO of Talent Higher, I see daily how quickly this market moves. Right now, it is employers who have the upper hand, but that should not mean complacency. The most successful businesses are those using this moment not simply to fill roles cheaply, but to build resilient, future-ready teams.

For candidates, the message is to focus on differentiation. In an employer-driven market, skills, preparation, and adaptability make the difference between being one CV among hundreds and being the one who gets hired.

The UAE labour market will continue to evolve, as it always does. Our role as recruiters is to bridge these dynamics, helping employers use today’s opportunities wisely and guiding candidates to position themselves effectively. That balance is what keeps this market challenging, rewarding, and, above all, exciting.