What Every Business Leader Should Know About Hiring in the UAE Right Now

By Cathy Farley, CEO, Talent Higher

We’re still in the thick of summer, but already, the signs of movement are starting to show.

Hiring conversations are picking up. Budgets are being finalised. And whether you’re ready or not, the end-of-year talent race is about to begin.

But 2025 isn’t like previous years. There’s a shift happening in the UAE job market, one that’s being shaped by economic momentum, new policies, global mobility, and changing workforce expectations. If you’re leading a business here, it’s worth taking a closer look now before the market gets crowded.

Here’s what I’m seeing, and what I believe senior leaders should be thinking about as we move into Q4.

1. Hiring will accelerate…but not without challenges

Come September, we’ll see a strong uptick in recruitment. Companies are gearing up for Q4 delivery, and many are also planning for 2026 growth. But while the appetite to hire is there, so are the complications.

There’s a growing mismatch between what companies want and what the market is offering.

The influx of junior expat talent is steady, but competition for experienced professionals with UAE market knowledge remains intense. Meanwhile, Emiratisation targets are rising, and employers are under pressure to hit new thresholds before year-end.

In other words, it’s busy but  it’s not straightforward. Hiring today requires more strategy and more foresight than it did even two years ago.

2. Emiratisation is becoming more embedded

Most leaders I speak to are well aware of the Emiratisation targets. What’s changing now is how they’re responding.

Gone are the days of last-minute hires to tick a compliance box. Smart businesses are integrating Emirati hiring into their long-term workforce plans. That means investing in entry-level training programmes, fast-tracking high-potential Emiratis, and ensuring roles have real responsibility and growth paths.

It also means understanding what this talent pool wants. Many young UAE nationals are ambitious and purpose-driven. They want to grow. And if you can’t offer that, someone else will.

3. The skills gap is widening

The conversation around skills has evolved. It’s no longer just about what someone has done, it’s about what they’re capable of doing next.

We’re seeing sustained demand for:

• Digital and tech talent, especially in AI, cloud, and cybersecurity
• Professionals with ESG and sustainability knowledge
• People who bring strong leadership, adaptability, and emotional intelligence

Technical skills matter. But so do soft skills, especially in client-facing or fast-scaling environments. The best candidates combine both. And increasingly, they’re choosing employers who value learning and development as part of the job.

4. Flexibility isn’t a trend, it’s an expectation

The UAE has been proactive in enabling remote work, freelance visas, and hybrid arrangements. It’s one of the reasons global talent continues to relocate here.

For employers, this presents opportunity. You can access talent you wouldn’t have considered before, part-timers, contractors, remote contributors  and build teams that are agile and scalable.

But flexibility also comes with responsibility. It means being clear on expectations, outcomes, and culture. Hybrid doesn’t work if the team is confused. Remote doesn’t work if leadership isn’t aligned.

Now is a good time to review your policies and make sure they reflect how your business actually operates, not how it used to.

5. Pay is steady,  but value matters more

Salaries across the UAE have remained relatively stable this year. Most employers are offering modest increases. And in many industries, there’s enough talent supply to keep those numbers from rising too quickly.

But money isn’t the only factor anymore.

Professionals are looking at the full picture, flexibility, leadership, training, wellbeing, and long-term growth. In high-demand sectors, the best candidates will still have options. And they’re more likely to choose the employer who offers a meaningful, supportive environment over one that just throws in a slightly higher base salary.

If you’re not sure what your offer looks like from the outside, now’s a good time to ask.

6. This is the calm before the hiring storm

August might still feel quiet. But if you’re planning to hire this side of the year, now is the moment to get organised.

Waiting until September puts you in direct competition with every other company that’s woken up after the break. And if the last two years have shown us anything, it’s that great talent doesn’t stay available for long.

Take this time to revisit your hiring strategy. Ask yourself:

• Do we have a clear picture of who we need and why?
• Are our job descriptions aligned with today’s skills market?
• Are we set up to attract both Emirati and expat talent?
• Have we made space for flexible model, and do we know how to manage them?

Final thought

The UAE remains one of the most dynamic and attractive talent markets globally. But it’s evolving. Fast.

Hiring in 2025 isn’t just about speed or volume  it’s about clarity, adaptability, and long-term thinking. It’s about building teams that reflect the future of your business, not just its current needs.

As we move out of summer and into the most active hiring season of the year, the companies that are prepared will be the ones that win.

And that preparation starts now.