UAE Salary Guide 2022: Insights on Finance, Tech, HR and More

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STICSGUIDEG
LLSAND HIRING INSIGHTSSA
FINANCE MARKETING UNITED ARAB EMIRATES SAL
ARYGUIDE 2022C
Part of PageGroup
www.michaelpage.ae
Contents About this Guide
About this Guide .............................................. 3 The Michael Page Salary Guide and Hiring Insights
is developed as a reference for hiring managers and
Foreword from Jon Ede.................................... 4 job seekers to make informed employment decisions.
Below is what we cover:
About Us............................................................ 5
Ķ Outlook of job applicants on key topics like remote
working and relocation, mental health and well-
The Job Applicant Sentiment........................... 6 being and skills and training
Ķ Salary benchmarks, in-demand positions, key skills
Skills and Training and/or experience, as well as recommendations to
Remote Work and Relocation talent/hiring challenge(s) facing the sector
Mental Health and Wellbeing
Disciplines covered:
Career Strategies and Retraining
• Banking and Financial Services
• Consultancy, Strategy and Change
Salary Guide ............................................. 14-47 • Data
• Digital
Banking and Financial Services
• Engineering and Manufacturing
Consultancy, Strategy and Change
• Finance and Accounting
Data • Healthcare and Life Sciences
Digital • Human Resources
Engineering and Manufacturing • Legal
Finance and Accounting • Oil and Gas
Healthcare and Life Sciences • Procurement and Supply Chain
Human Resources • Property and Construction
Legal • Retail
Oil and Gas • Sales and Marketing (B2B and B2C)
Procurement and Supply Chain • Secretarial and Support

• Technology
Property and Construction
Retail
Sales and Marketing (B2B and B2C)
REPORTING METHODOLOGY
Secretarial and Support Our job applicant outlook is developed from insights
Technology received from quarterly surveys we run with our candidates
throughout the year. Data for the salary benchmark is derived
from our proprietary database capturing job advertisements
Additional Resources .................................... 48 and placements throughout 2021. It is supplemented with
insights from our consultants validated by their interactions
Get in Touch ................................................... 49 with employers and job applicants in the region.
3
Foreword About Us Foreword About Us Job Applicant Salary & Hiring Additional Get in
Sentiment Insights Resources Touch
PAGEGROUP
Jon Ede 37
network
25
specialist
PageGroup is a world-leading
Regional Director - Middle East
of countries businesses
specialist recruitment company
with over four decades of
PageGroup expertise. With 6,500+ employees 6,500+ 139
employees offices
and operations in 37 countries,
PageGroup provides
recruitment on a local, regional 40+ years FTSE 250
recruitment experience publicly listed company
and global level.
With the very successful launch of the long-awaited Expo 2020, coupled with the UAE’s overall positive
handling of the pandemic and other government initiatives, a significant return in market confidence has led to
a strong recovery in the UAE job market. MICHAEL PAGE MIDDLE EAST
A catalyst for change, the pandemic has cemented a long-term impact on the world of work as we knew
it. Never has it been more important to understand what attracts, motivates and helps retain talent – Operating in the Middle East Offices in Dubai Our brands: Page Executive,
understanding these aspects should influence any organisations’ hiring management strategy moving forward. and Abu Dhabi Michael Page, Page Personnel
since 2006, the business has
and Page Outsourcing
As usual, our guide provides up-to-date, detailed salary benchmarking, along with hiring insights from each of established a strong position
our market leading specialist teams. For this edition however, we have gone a step further to include valuable in the market and is led by a Over 600,000
management team with over 100 Full regional
insights from our job applicant surveys throughout 2021 on some key topics including skills and training, coverage
candidates in our regional
remote working and location, mental health and wellbeing, career strategies and re-training. Interesting years of combined international database
highlights include 85% of candidates sharing that their role’s tasks and responsibilities can be done remotely, and regional recruitment
only 41% feeling they have found the right type of opportunity and don’t need a change, and 20% who are in experience.
50+ specialist
the process of changing jobs.
recruitment consultants
I am confident that this guide will be a practical and valuable resource for both companies and candidates alike
and should help to shape your talent acquisition strategy or job search activity for 2022.
On behalf of Michael Page UAE, I hope you enjoy the read and wish you all the very best for the year ahead.
REASONS TO PARTNER WITH US:
Ķ Access to leading edge platforms, so we can guarantee the visibility of our customers’ vacancies and engage
with quality candidates before our competition can
Ķ Truly inclusive recruitment and candidates fully vetted against all requirements
Ķ Reduced time to hire with our targeted approach
OUR RECRUITMENT EXPERTISE:

• Banking and Financial Services • Finance and Accounting • Procurement and Supply Chain
• Consultancy, Strategy & Change • Healthcare and Life Sciences • Property and Construction
• Data • Human Resources • Retail
• Digital • Legal • Sales
• Emiratisation • Marketing • Technology
• Engineering and Manufacturing • Office Support
• Executive Search • Oil and Gas
4 5
The Job Applicant Sentiment Foreword About Us Job Applicant Salary & Hiring Additional Get in
Talent drives business growth and success. Organisations can attract candidates with the right skills and retain top talent only if they have an
effective talent management strategy in place. So, it’s important to understand how they feel about aspects related to their work-life and career. is fairly important – 20% say the content is more important than the An average of 18% of job applicants want professional feedback given by
At Michael Page, we consider a large part of our role to be conducting market research to understand not only what’s going on in different provider. an instructor, highlighting that the personal touch is very important to job
sectors in the UAE, but given the current environment, also to understand how job applicants feel on various relevant topics such as skills, So, how would our candidates like to learn? We split our question into applicants, and a great way for employers to offer what candidates want.
training, remote working, relocation, as well as mental health and wellbeing. Our survey insights in this guide can help you feel the candidate three blocks of technological skills, social skills, and cognitive skills, Beyond what candidates want, which soft skills do job applicants think
pulse and determine how this information might affect your recruitment plans in the next 12 months. and then asked how they would like the training delivered. Overall, their potential future employers are looking for? The top skill Michael
job applicants want any kind of training delivered with remote, live Page’s job applicants in the UAE selected is communications, with 66%
sessions. 28% want technological skills sessions like this, with 27% putting that first. Following this closely is team spirit/teamwork, with
wanting social training the same way, and 25% also wanting cognitive 48%, and rounding out the top three is problem solving skills, on 44%.
JOB APPLICANT SENTIMENT ON SKILLS AND TRAINING skills lessons delivered the same. Classroom settings were the second
favoured style of Learning & Development delivery.
These soft skills highlight that candidates think potential employers
are looking for good communicators who work well in a team and can
readily solve problems. Is that the candidate you are looking for today?
Improve and develop skills for today and tomorrow
SURVEY PERIOD: What were the reasons behind Michael Page’s job applicants taking the
training? In general, our respondents took training to improve their current
January - March 2021 skills (66%), develop new skills related to their role (58%), or to prepare
RESPONDENTS: for better roles in the future (48%). These reasons are all very practical SINCE THE BEGINNING OF THE COVID-19 WHAT WERE THE AIMS OF THE TRAINING
and show that many of our job applicants are satisfied in their sector for CRISIS, CANDIDATES HAVE… OR WEBINARS?
821 job applicants in the UAE the moment, as only 18% are learning new skills for a sector change.
57%
40% of respondents used their time to gain knowledge on interesting Improve your existing skills
98%
52%
topics not related to their expertise, perhaps to make themselves seem
66%
more rounded when interviewing for a new role. 11% of our applicants 31% 34%
developed new skills not related to their role, supporting the view that Develop new skills, related to your role
17%
some candidates are trying to build up a well-rounded profile for the
current job market. Only 10% learnt new skills for certification or exams 10% 58%
related to their role. of job applicants Prepare for better roles in the future
To share development or not to share, that is the think they have the
Participated in Taken any
skills they need for 48%
question webinars training course
today’s job market!
And the candidate answer is, in general, to share development through Yes, as I usually do Yes, because of the No
their CV (56%), with their manager (35%), or on social media (26%), Covid crisis
with a surprising 11% of applicants not sharing their development at all DID CANDIDATES SHARE THEIR DEVELOPMENT WITH OTHERS? WHAT MADE CANDIDATES REALISE THEY
with other people.
NEEDED TO IMPROVE THEIR SKILLS?
24% shared their development with their HR department. Why does the
The pandemic had a huge impact on employment, the economy, and sharing of skills development seem so fractured? It could come from From reflecting about your career
the world as we knew it. Most people began to work from home, many where the realisation of their skills gap came from, and a recruitment 56% 35% 26% 24% 11% 84%
for the first time. Some industries, such as hospitality and tourism were consultancy like Michael Page can help companies identify people with
hit quite significantly. Recruitment slowed down considerably, for both the skills they are looking for, through our assessment processes. When comparing your skills to job ads
candidates and their potential employers. But hiring did not stop entirely, On your CV With your On social HR No sharing 43%
84% of Michael Page’s job applicants found their skills gap through manager media department
and candidates certainly did not stop thinking about their careers, their
self-reflection in the context of the job market. This idea is supported Reading posts on professional social media
skills, and their future. We surveyed our job applicants in UAE to discover
by the 43% of respondents who upgraded their skills after comparing 40%
their thoughts on their skill sets, training & development, and on what HOW IMPORTANT IS THE REPUTATION OF THE
themselves to the market. 20% 60%
they think are the top soft skills employers are looking for.
INSTITUTION PROVIDING THE TRAINING?
It shows that candidates today are capable and happy to judge 0.2%
Candidates are confident in their skills themselves against the market, and that they feel they have the skills Very important Fairly important Not important
One statistic that stands out is a very simple one. We asked our job they need to be successful. When we asked our job applicants how their at all 4%
applicants if they thought they had the skill set they needed for today’s last manager talked about training, only 35% recommended regular Content more WHAT SOFT SKILLS DO CANDIDATES THINK
important than Not very important
market, and even though 45% are currently unemployed, 98% think training, and just 13% required training once or twice a year. 15% ARE MOST IN-DEMAND FOR COMPANIES AND
provider
they have the skills they need. HIRING MANAGERS?
With 27% of our job applicants’ last managers not talking at all about
Why is this? We cannot give you an exact answer, but what we can tell training, and 25% considering it optional, it seems as though candidates HOW DID THE CANDIDATES’ MOST RECENT MANAGER TALK ABOUT TRAINING? Communication
you is that this generation of job applicants takes training seriously. take their learning and development seriously and are willing to change 66%
52% of applicants participated in a webinar and a huge 57% took roles to change this.
a training course since the start of the pandemic – but not because
How, when, and where do job applicants want
35% 27% 25% 13% Team spirit / teamwork
of the pandemic, because they usually take trainings. 17% of our 48%
respondents participated in a webinar and 10% took trainings because to learn? Problem solving
of the crisis, with 32% of applicants explaining they did not take any For job applicants, the quality of the training is a key consideration. 60% They recommended They did not They consider it They required training
regular training talk about it optional once or twice a year 44%
training or attend webinars at all. say the reputation of the training provider is very important, 15% say it
6 7
JOB APPLICANT SENTIMENT ON REMOTE WORKING AND RELOCATION MAIN REASONS FOR (CONSIDERING) A RELOCATION
22%
47% 43% 37%
SURVEY PERIOD:
March - May 2021 of job applicants have already relocated To live and work in a To reduce living To improve quality
RESPONDENTS: since the outbreak of the pandemic more economically costs of life
dynamic area
425 job applicants in the UAE
THIS IS WHAT CANDIDATES WOULD DO IF THEY RELOCATED
When the pandemic struck in early 2020, millions of professionals Most respondents (47%) said they are considering a relocation to work
wondered how they’d cope working from home. Fast forward, and it’s a and live in a more economically dynamic area. 43% want to relocate to
They would look for a job in a different industry 43%
different story. reduce their living costs. 37% shared they would relocate to improve
Look for a job in the same industry 30%
Before we label this the “remote work revolution,” a note of caution. their quality of life (e.g. improved access to healthcare, community
Not everyone wants to work from home, and many organizations spaces, etc.). 30% would like to be closer to family and loved ones. Relocate for an equivalent role 29%
believe in offices and other shared workplaces, believing that they A similarly complex picture of post-COVID aspirations emerged when
foster in-person collaboration and strong team morale. Likewise, the we asked respondents how relocation would change their employment Start their own company 20%
dream of relocating to some scenic locale with a laptop and an internet conditions. 43% of those polled said they would look for a job in a
connection is just one aspiration among many. Plenty of professionals different industry. Comparatively, 30% said they would relocate and look
are happy where they are, while those who plan to relocate have for a job in the same industry. Only 29% said they would only relocate
HOW JOB SEEKERS THINK A RELOCATION COULD IMPACT
diverse reasons for doing so. for an equivalent role. Nearly 61% said relocation would boost their
salaries. Others weren’t looking for a promotion or even a new job,
THEIR SALARIES
To dig deeper, we surveyed our candidates to understand how work and
85%
lifestyle expectations are changing in the new normal. including 20% who said they would start their own company and 18%
who would be prepared to reenter education or long-term training. 37% of job seekers feel their role’s
Remote working: a successful experiment? No impact tasks and responsibilities can be
In the coming years, we should have a better idea of whether relocation done remotely (part or full time)
If a professional’s ability to relocate depends on their ability to work aspirations are a short-term reaction to the stresses of COVID or a
remotely, our survey has good news for anyone contemplating a move. long-term consequence of the remote working boom. In the meantime, 51%
More than 8 out of 10 of the Michael Page candidates polled believed
50%
this survey suggests that quality of life and career development Positive impact
they could fulfill their tasks or responsibilities remotely. For their part, considerations drive relocation just as much as flexible working of job seekers have seen an
it seems that employers are increasingly comfortable working with practices do. 12% increase in the number of roles
dispersed teams, with 50% of respondents reporting a spike in the advertised with remote work
Negative impact
number of roles advertised with remote work as part of the package.
Questioned as to whether remote work would impact salaries and
benefits, a majority (41%) felt they did not see a connection
between benefits, salaries, and remote work. 32% respondents
predicted that home workers would receive more targeted benefits like THE POTENTIAL FOR REMOTE WORK IMPACTS CANDIDATES’ PREFERENCE FOR
internet supplier and electricity subsidies. The other 27% saw the glass
as half empty, highlighting perks and benefits home workers would lose,
Flexible working
such as lunch allowances and company cars. 47%
A workforce on the move Potential commute time
38%
How does the explosion in flexible working opportunities align with
Job location
relocation rates? Nearly 21% of respondents said they had relocated 33%
since the start of the pandemic. Almost 10% claimed they were planning
a move — within the next 12 months and 39% sometime in the future. DUE TO THE COVID CRISIS…
That compares with 30% who said they had no intention of leaving their
current location.
Does more flexible working mean more relocation? The survey suggests of temp or interim candidates of perm candidates would of perm candidates
that’s too simplistic. People don’t only consider relocation because 97% would consider a permanent
position
39% consider an interim/
contracting position
12% would consider a
temporary position
technology allows them to. Perhaps the experience of COVID has made
them reevaluate their lifestyle priorities?
8 9
JOB APPLICANT SENTIMENT ON MENTAL HEALTH AND WELLBEING TO RECOVER FROM THE DIFFICULT TIMES, CANDIDATES WANT
COMPANIES TO:
53% 1st 50% Improve communication with managers to better

control time and task planning
In 2020, many professionals struggled as the lockdown, isolation from
working remotely, job insecurities and health scares took its toll. And
SURVEY PERIOD: since there’s no vaccine against mental health challenges, you need 2nd 49% Be more flexible regarding work arrangements
May – July 2021 to make sure that as a business, you have a supportive culture and of job applicants think that companies’ well-
wellness-first policies in place if you want to attract top talent. being/mental health initiatives will impact or
RESPONDENTS: define their job search in the future 3rd 48% Create some well-being initiatives/events
To help you meet those goals, Michael Page surveyed job applicants to
1,332 job applicants in the UAE find out how they have coped since the outbreak of the pandemic and
how they think employers should support staff going forward. THIS IS HOW CANDIDATES FEEL TODAY SINCE THE COVID-19 CRISIS STARTED, CANDIDATES
How candidates coped with the pandemic HAVE FACED THE FOLLOWING SITUATIONS
It’s not all doom and gloom — when asked to sum up their mood in a Hopeful 24% Weight loss or gain 20%
single word, almost six in ten candidates responded positively. “Hopeful”
Focusing and decision-
was the most popular choice, followed by “motivated”, suggesting that making have become 15%
many professionals are putting the tough times behind them. Motivated 23%
harder
Significant reasons behind the optimism could be the partial or complete Sleep quality has 11%
Confident 17% worsened
return to the office. Only 13% of candidates say they experience a sense
of isolation whilst working from home. 33% feel that their manager has Feeling of being alone 11%
shown empathy and understanding towards their mental health. 32% do Higher levels of stress/ 10%
not report a change in their work-life balance. However, 20% say they anxiety
are really feeling a greater sense of pressure during these times.
Candidates have also shared coping strategies that have worked best for WHEN IT COMES TO MENTAL HEALTH AT WORK, SURVEYED JOB APPLICANTS AGREE TO THE FOLLOWING STATEMENTS:
them: exercise (55% of respondents), maintaining contact with friends
and loved ones (53%) and healthy eating (50%).
Building back better
With some employees feeling under pressure, what are companies doing 20% 18% 15% 11%
to address mental health challenges? 55% of respondents said their
present or last company communicated about mental health, and 56%
reported that their employers set up actions or policies to address the I feel under more pressure I feel I get less I feel that my work-life I feel that my manager is
issue. during these times credit for my work balance has worsened neglecting my mental health
Are candidates willing to talk about mental health? 24% of candidates
polled said they felt confident to talk about mental health with their
managers. They were far more likely to raise the subject with family TOP 5 AREAS JOB APPLICANTS HAVE PAID EXTRA ATTENTION TO IN ORDER TO MAINTAIN A GOOD MENTAL HEALTH
members (38% of respondents), friends (35%) and doctors or mental OR TO REDUCE ANY ASSOCIATED RISKS:
health professionals (38%). 23% said they felt confident to talk about
mental health with their HR department, suggesting that there’s still 54% 50% 49%
some stigma attached to this in the workplace. 42%
34%
Finally, job seekers have some advice for employers on building an
organisational culture that prioritises mental health. Majority of our
respondents believe that companies should lean in more strongly on
flexible work patterns, as well as launching “well-being” initiatives. Other
Exercising Keeping in contact with Eating healty Keeping professional Developing self-esteem
popular ideas include better communication with managers to control friends and loved ones focus
time and task planning (50%) and employee recognition programmes
(37% of respondents).
HOW CONFIDENT DO JOB APPLICANTS FEEL DISCUSSING THEIR MENTAL HEALTH WITH THE FOLLOWING PEOPLE/DEPARTMENTS?
We at Michael Page understand the importance of finding the
right match between employer and employee based not just on a
competence, experience, and skills, but also in ensuring the cultural fit
and working dynamic works for both parties.
38% 38% 35% 24% 23%
Doctor or mental health Partner, relatives or Friends Manager HR department
10 professional family members 11
JOB APPLICANT SENTIMENT ON CAREER STRATEGIES AND RETRAINING OUR APPLICANTS HAVE MADE THE FOLLOWING
CHANGES SINCE THEY STARTED WORKING:
MOST JOB APPLICANTS CONSIDER IT’S TIME FOR A NEW JOB
AFTER 3-5 YEARS IN THEIR COMPANY:
Consider changing 14%
1st 57% after 3 years
How many jobs make up a career? Received a promotion Consider changing 5%
SURVEY PERIOD: Changing career paths takes time and energy and not all employees are after 4 years
motivated to move on.
July - September 2021 Around 41% of respondents are convinced they’ve found the right job and
2nd 40% Consider changing 11%
Moved up a level in another company after 5 years
RESPONDENTS: see no need for change. However, that figure is dwarfed by those who
1,672 job applicants in the UAE think they will have two (19%), three (12%) or four (4%) different jobs in
40%
Say it depends on 35%
their career, with 5% believing they will need five or more jobs. 3rd the dynamics of the
Moved to a different sector company
Many candidates are in a hurry. Around 35% of candidates have either
already made a career change or are in the process of doing so (20%).
Only 24% of respondents say they have never thought about changing THE SURVEYED JOB APPLICANTS EXPECT BIG CHANGES ON THEIR CAREER PATH, MEANING MOVING TO COMPLETELY
their professional path. Of these, 41% are convinced their current job is
DIFFERENT JOBS:
a perfect match for them, while 9% of candidates say they have thought
about switching careers but don’t know if they will do so. Finally, around 41%
7% think changing careers sounds too complicated or risky.
35%
Motivations for moving
What are people looking to find in a new job or career? Over half (66%) of
respondents are ready and willing to learn new things, while 64% see the 20%
potential for opening up more opportunities and a better career path.
However, professional growth is far from the only priority for today’s job 12% 10%
seeker. Many candidates yearn for a sense of fulfilment in their working
Traditionally, following a career path meant starting at the bottom and lives. Almost 58% want to work for a company with a strong purpose,
slowly working your way to the top. There was nothing unusual about while 50% of candidates are looking to achieve a better work/life balance
working in the same sector, and often at the same company, for the in their new career. 41% are looking for better compensation. Think they have found Are willing to change but Think they will have Are in process of Have made a career
the right type of haven’t done so yet 2-3 important career changing change already
whole of your professional life. In today’s dynamic job market, you would think that making a career position, no need to paths changes
Today’s job market is much more dynamic, and many people relish the change is rarely a snap decision, however, around 45% said the change change
opportunity to explore different career options. Hopping from job to job was spurred based on an opportunity that came up. 31% of candidates
and sector to sector is often seen as a mark of success. The most skilled say that it took them several months or years to make up their minds ACCORDING TO OUR JOB SEEKERS, THESE ARE THE MAIN JUST BECAUSE A CANDIDATE WANTS TO SWITCH CAREERS
candidates can rise speedily through the ranks — if that’s what they about a career change, against 22% who were spurred on by a specific DRIVERS FOR CHANGING THEIR CAREER PATHS: DOESN’T MEAN THEY CURRENTLY HAVE THE SKILLS TO DO SO:
want. For some, other factors are a bigger priority, such as maintaining a event, such as being impacted by a company’s culture or structure (23%),
good work-life balance. suffering a COVID crisis (14%), or losing a job (14%).
People’s career strategies are changing. But how is this working out Upskilling for success
66%
44%
for them in practice? To find out, Michael Page surveyed 1,672 UAE
Just because a candidate wants to switch careers doesn’t mean they
candidates from mid-July through September. The results will interest you.
currently have the skills to do so. Around 44% of those polled said they Want to learn new things
Today’s career paths are dynamic needed extra training to facilitate their move, against 24% who did not.
Among the former, 13% had to quit their jobs to focus on retraining.
The days when a successful career was mostly defined by its stability –
Around 41% of all respondents completed a skills assessment or received
start in an entry-level position and work your way up – are not yet gone.
57% of the candidates we polled said they had received a promotion in
some guidance from professionals. 64% of polled candidates needed extra training to
facilitate their move
the same company. 40% of the respondents said they had moved up a Employer branding makes the difference Want to have better professional opportunities
level in another company.
Organisations can draw inspiration from our findings, which show that
When is it time to move on? candidates gravitate towards employers who foster professional growth
and an employee-friendly culture. Contact us today to learn how Michael
We asked candidates how long they would stay in the same position 58%
before considering a move. 10% of candidates chose a duration
between three to five years, with three years the most popular answer.
Page can help you position yourself to attract the talent you need in the
Middle East. Want to work for a company with a strong purpose 41%
On the other hand, 35% said that it depended on the dynamics of the
company, suggesting that a flexible mindset is a must-have skill when
mapping career paths. 53%
completed a skills assessment or got
Looking for a better fit for my skills and interests guidance from a professional
12 13
13
Banking and Financial Services
Foreword About Us Job Applicant Salary & Hiring Additional Get in
MARKET OVERVIEW & HIRING INSIGHTS

BANKING AND FINANCIAL SERVICES BANKING AND FINANCIAL SERVICES
POSITIONS IN DEMAND Categorised by Function From Average To Categorised by Function From Average To
WHOLESALE BANKING RISK
1. Investments Associate 4. Compliance Manager Head of Wholesale Banking (EVP) 98 147 177 Chief Risk Officer 60 95 165
Head of Corporate Banking (SVP) 75 95 107 Head of Risk 35 67 85
2. Finance Manager - Investments 5. Corporate Development / Investments Head of Unit 37 60 73 Manager 25 35 48
3. Institutional Sales - Director, - Manager / Director Senior Relationship Manager 28 40 46 Senior Analyst 15 27 35
Relationship Manager 20 30 37 Analyst 12 18 25
Associate 6. Fund Finance Manager Relationship Officer / Assistant Relationship
11 18 25 COMPLIANCE
Manager
Head of Compliance / Chief & MLRO 45 65 98
RETAIL BANKING VP Compliance, MLRO 30 35 50
Head of Consumer Banking (EVP) 92 157 198 Compliance Manager 25 30 35
MOST IN-DEMAND SKILLS OR EXPERIENCE
Head of Retail Banking (SVP) 75 97 138 Compliance Associate 17 26 30
Head of Assets / Sales 47 75 112
Analyst - AML / Fraud / Regulatory /
Financial Modelling an excellent knowledge of local regulations (both ADGM Senior Manager Products / Sales 40 60 92 Compliance
10 17 20
Financial modelling remains a key skill-set FSRA and DFSA). Additionally, as most organisations are Manager Products / Sales 25 40 55
INSURANCE
employers are looking for given changes in constantly seeking to improve their compliance controls, Officer / Assistant Manager; Products / Sales 10 20 28
Managing Director 42 97 152
organisations’ capital structures (e.g. the restructure frameworks and policies; any candidates who have INVESTMENT BANKING – M&A / DCM / ECM / LEV FIN Senior Vice President / Senior Director 37 60 82
or refinancing of debt) and an impetus in investment explicit experience in leading projects of this nature will Managing Director 87 155 185 Vice President / Director 22 45 62
activity with cash-rich investment firms and groups be at an advantage.

Executive / Senior Director 27 100 123 Senior Associate 18 28 37
Director 42 80 95
willing to pick up well-priced assets. Vice President 35 65 75
OPERATIONS
COO 72 82 122
Financial Control & Commercial Finance Associate 28 47 57
CHALLENGE: Analyst 18 25 35
Head of Operations 47 60 77
At the back of two challenging years 2020 and Assistant Manager / Manager 26 35 42
2021, organisations are keen to tighten financial PRIVATE EQUITY / INVESTMENTS Officer / Analyst 15 27 33
A decreased influx of international talent over Managing Director 77 126 185
controls and have professionals who are better able
the past 18 months has resulted in a talent Senior Vice President / Senior Director 55 111 132
to manage & raise finances - those who come with
shortage of various specialised skillsets within Vice President / Director 37 78 92
strong banking relationships are preferred.
the local market. Senior Associate 30 53 65
Institutional Sales / Fund-raising Associate 20 47 53
With the enhanced stability and mega-events closer Recommendation: Organisations should remain Analyst 15 25 35
to taking place in the region, investor sentiment is open, where possible, to internationally-based
high across regional and global VC, Real Estate, candidates who are open to relocating to the
Private Equity and Equities - this has resulted in a UAE ; they should also consider candidates with
year-on-year increase in fund-raising roles. transferable skills who are based locally. Candidates
should present better their technical skills which are
Compliance
transferable and demonstrate objective rationale for
Compliance continues to be an area in high switching functions/ industries.
demand across the region. The main drivers for this
sustained demand include a number of new entities
opening up across the key financial centres (DIFC
and ADGM), as well as the constant evolution of
compliance frameworks, controls and processes.
*Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
14
As such, employers are prioritising candidates with 15
Consultancy, Strategy and Change

PMO, STRATEGY & TRANSFORMATION
POSITIONS IN DEMAND Categorised by Role Entry

Experienced/
Manager
Senior
Leadership
Corporate Strategy & Planning 20 - 28 30 - 60 65 - 120
Industry Roles External Consulting PMO 15 - 25 30 - 55 50 - 100
1. Corporate Strategy & Planning 1. Public Sector Project & Programme

Management 12 - 22 20 - 45 40 - 80
professionals 2. Tech & Digital Process Improvement &

18 - 24 30 - 55 50 - 80
2. Business Project & Transformation Business Excellence
Change & Transformation 15 - 25 25 - 55 50 - 90
professionals Strategic Partnerships & 18 - 30 35 - 55 60 - 100
3. Strategic Partnership / JV / BD Business Development
professionals
MANAGEMENT / STRATEGY CONSULTING

MOST IN-DEMAND SKILLS OR EXPERIENCE CHALLENGE:
Categorised by Role From To
Partner 65 185
Director 55 120
Corporate and Business Unit Strategy Businesses seeking talent with a strong
Senior Manager 38 80
Post 2020, most previous strategic initiatives balance of top-tier academic background, Manager 30 65
and plans have had to be revised. Many with exceptional technical abilities and proven Senior Consultant 20 53
industries are recovering quickly, so there is Middle East experience often find themselves Consultant 15 40
now a big drive to adjust to the new normal, competing with a large number of attractive Analyst / Associate 12 25
and corporate strategy functions are proving to employers. Candidates coming from more
be pivotal in developing initiatives. sophisticated markets who possess the skills
and experience come at a premium and will
Project Management / Implementation always have a variety of options to choose
As organisations continue to implement plans from, even in challenging markets.
focussed on the ‘new normal’, business
changes will need to be made, be governed Recommendation: Hiring Managers
and led appropriately. Not only are organisations should be more focussed on the quality of a
looking for professionals to help define the professional’s deliverables and their potential
strategic plans, they are also looking for ability to transition into a new business, rather
individuals with hands-on implementation than only looking for a seasonsed sector
experience to help deliver the projects. expert (for example) with minimal development
opportunities and less chances of bringing a
Growth Strategy
fresh perspective. Giving an exceptional prospect
Some organisations are in recovery mode, a strong professional development opportunity
whilst others are looking to capitalise on the brings a better future pipeline of talent, as well
market conditions. We continue to see an as improving employee engagement and loyalty.
increasing demand for growth agendas rather Employers should focus on improving their
than damage-limitation protocols. employee experience and introduce innovative
methods to attract and retain top talent. *Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
16 17
Data and Analytics

DATA LEADERSHIP
POSITIONS IN DEMAND Chief Data Officer 80 - 90 120 - 140
Head/Director of Data Analytics 55 - 60 80
Industry Roles Data Science Head/Director of Data Science 55 - 60 80
1. Data Engineering professionals 1. Predictive Analytics focused Head/Director of Data Management/

Engineering
50 80
2. Industry specific Analytics professionals Head/Director of Governance 40 70

professionals 2. Statisticans
3. Senior leadership across Data
Analytics & Science
DATA
Data Analytics Manager 40 55
Data Governance Manager 40 50
Data Engineering Professionals Executive Data leaders aim to drive data-driven decision Data Engineering Manager 40 50
As organisations in the region looked to adopt making by educating on the advantages and reality of the use Digital/Product Analytics Manager 35 45
data-driven decision making via analytics of Data, eventually scaling towards data monetisation. Data Architects 30 45
Consumer & Market Insights Professionals 25 35
& insights over the last few years, they’ve
Business Intelligence Professionals 20 45
now realised they first need to invest in Data
Data Scientist 25 45
Engineering talent to build the right infrastructure Big Data Engineer 20 35
to collect, manage, and convert raw data into CHALLENGE:
Machine Learning/AI Engineers 20 35
usable information for the Data Analytics & NLP professionals 20 30
Science professionals to intepret. As this appetite of investing in talent and Data Analyst 15 35
Data Scientists technologies within Data increases in the Data Engineer 15 35

Data Quality Professionals 15 30
The appetite for investing in Data Scientists has region, organisations are still unclear on how to
significanty increased in the region. This is no get started.
surprise as Data Scientists are known to be math
wizards with strong business acumen, hence it is Recommendation: Organisations need to
sensible to utilise their skills across technology and start by assessing the reality of their current
social science to uncover solutions to real-time technology infrastructure and ensure it
business challenges. supports the tools and capabilities critical
for Data professionals to be successful. Data
Senior Leadership Roles across all Data
candidates are in demand in the region and will
Categories
definitely want to understand the organsiation’s
A majority of data or analytics-related capability readiness to focus on data. Any shortfall
for organisations in the region are new-look would have candidates looking to join other
departments that require much needed direction to businesses that perhaps have a more clear and
build a vision and culture of data in the business. advanced vision for data. *Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
18 19
Digital

DIGITAL
Categorised by Function From To
POSITIONS IN DEMAND DIGITAL MARKETING
Head of Digital Marketing 40 60
1. User Experience Design 4. Digital Transformation Project Senior Digital Marketing Manager 30 40
Growth Hacker 20 40
2. Growth-focused Digital Marketing Management Digital Marketing Manager 18 35
3. Product Development 5. E-commerce Leadership Social Media Manager 15 30
Advertising Operations Manager 15 25
CRM Manager 15 30
SEO / SEM Manager 12 22
Account Manager 12 18
MOST IN-DEMAND SKILLS OR EXPERIENCE Digital Marketing Executive 12 18
USER EXPERIENCE AND DESIGN
User Experience hires in times where every marketing dollar spent is at a UX Director 50 70
Online platforms, enterprise software systems premium. With more companies building new products and Head of User Experience 40 55
and mobile apps and websites have been services, there is also an emphasis on start-up experience. Product Designer 20 35
UX/UI Designer 15 25
scaled or created from scratch to meet the Visual Designer 12 22
growing demand for digital interfaces, services DIGITAL TRANSFORMATION AND STRATEGY
and products. Companies have gone beyond CHALLENGE: Chief Digital Officer 50 90
aesthetics and are now focusing on E2E Head of Digital 35 70
customer journey interacting with product The demand for digital talent has increased Digital Transformation Manager 35 65
or service to achieve business goals. User on a global scale and across borders. Post the
Agile Lead 30 45
Scrum Master 30 40
Experience skills are in high demand to facilitate pandemic, candidates prefer working remotely Digital Strategist 25 35
this on-going theme. whilst organisations are looking for talent to Digital Project Manager 20 30
Product Managers / Owners be locally-based. Thus relocating top talent PRODUCT AND E-COMMERCE
Managing the process when a business needs into the region is still presenting challenges to Product Director 45 60
to pivot, build and release a new digital route to employers across the Middle East. Head of E-Commerce / Omnichannel 35 50
Head of Product 35 45
market in an efficent and timely manner is an
Product Manager 20 35
in-demand skill. Adaptable project management Recommendation: Organisations should
E-Commerce Manager 22 30
professionals are needed to facilitate the be flexible allowing candidates to on-board E-Commerce Specialist 18 22
on-going digital transformation and product remotely and then join on-site when logistically
development happening across all industries. possible. The Digital industry is well-adapted
There has been a shift from Project Management to working remotely and the smart play is to
to Product Management due to companies capitalise on the shift to remote work and tap
lauching new digital products and services. into a global talent pool.
Growth Hacking and Data-Driven Marketing
Digital marketers who can clearly demonstrate
a tangible return on investment (via measurable
results across core metrics associated with
revenue and growth), are viewed as valuable *Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
20 21
Engineering and Manufacturing

ENGINEERING & MANUFACTURING
POSITIONS IN DEMAND Categorised by Function From Average To
COO 60 80 100
1. COO 4. Business Excellence Manager General Manager 50 60 85
2. General Manager 5. R&D Manager Managing Director 60 80 90
3. Plant Manager Business Excellence Director 60 72 80

Business Excellence Manager 42 50 60
Global Manufacturing Director 40 60 75
Manufacturing Director 40 55 65
Factory / Plant Manager 30 40 50
MOST IN-DEMAND SKILLS OR EXPERIENCE CHALLENGE: Production Manager 20 22 37
Production Supervisor 12 15 18
Lean Manufacturing The pandemic has made companies rethink Production Engineer 8 10 12
Maximising efficiency and minimising waste the skills and roles needed that will help them Quality Director (QA / QC) 35 38 55
grow. Quality Manager (QA / QC) 20 25 35

are key focuses for businesses looking to Quality Engineer (QA / QC) 8 13 15
increase their profit margins. Due to the Maintenance Manager 20 22 35
pandemic, the manufacturing industry has Recommendation: It is critical to have an Maintenance Supervisor 12 15 18
been forced to reconsider the efficiency of overall clear business strategy that can be Maintenance Engineer 8 10 12
their production processes, not only through reviewed every quarter and amended according HSE Manager 20 30 40
digitisation, but companies are also looking at to the market changes, the company’s USPs and HSE Supervisor / Coordinator 10 15 18
how best to utilize their assets. profitability. This would help companies make HSE Engineer / Officer 8 12 15
the right decisions to hire the right talent for the R&D / NPD Director 40 55 80
Leadership 25
right roles. R&D / NPD Manager 25 40
Top-down management is out of fashion. Senior R&D / NPD Technologist 14 18 22
Instead, in the engineering & manufacturing R&D / NPD Technologist 8 10 14
sector as well as other sectors, there is a need Lab Manager 20 25 35

Regulatory Affairs Director 40 50 65
for a more democratic form of leadership that
Regulatory Affairs Manager / Associate 20 30 35
is better aligned with the new generation of
Regulatory Affairs Engineer 12 15 18
employees. In the current context, where most Continuous Improvement Manager 25 30 40
of the companies are eager to reorganise and Continuous Improvement Engineer 12 15 18
optimise their business, transformation leaders Project Director 45 60 90
are in need to define and implement change. Project Manager 35 40 45
Project Engineer 10 18 25
Customer-led / Customer-centric Design
Design Manager 15 20 30
Consumers have demonstrated decreased
brand/product loyalty in the post-pandemic
market, perhaps due to factors such as
lowered purchasing power and job insecurity.
Hence, companies are ramping up their
customer centricity to attract new audience and
retain their existing market share through new *Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
22 product development and innovation. 23
Finance and Accounting
MARKET OVERVIEW & HIRING INSIGHTS FINANCE AND ACCOUNTING

Categorised by Function From
SME
Median To From
MNC
Median To
SENIOR FINANCE
Group / Regional CFO 70 85 120 100 130 200
CFO 60 70 100 80 90 120
POSITIONS IN DEMAND FP&A Director 50 55 60 55 60 70
Finance Director 50 55 70 60 65 80
Financial Controller 30 35 50 35 40 45
1. Regional Head of Finance / 3. Credit Manager / Controller Finance Manager 25 35 40 30 40 45
Finance Director 4. Internal Audit / Risk Manager FP&A Manager 30 30 45 35 35 45
2. Tax Managers (Direct & Indirect) 5. FP&A Manager / Senior Analyst CONTROLLING ROLES
Senior FP&A Analyst 28 30 32 30 33 35
Finance Analyst / Associate 18 21 25 20 25 28
Credit Manager 28 32 35 35 45 50
Financial / Management
18 20 22 18 20 25
Accountant
MOST IN-DEMAND SKILLS OR EXPERIENCE CHALLENGE:
Business Controller / Finance
25 30 35 25 30 40
Business Partner
Finance Transformation Businesses are amalgamating multiple roles with Credit Controller 18 20 22 20 23 27
Companies have realised the need to be more specific skillsets and in this aspect, the current ACCOUNTING ROLES
adaptive to new technology and transform market is candidate-driven but sometimes a General Ledger Accountant 10 13 15 15 17 20
their finance function to facilitate new working skills-deficient one. This is due to an oversupply Junior Accountant (General) 10 12 15 12 15 18
models. of candidates for skill sets which are not AR / AP Manager 18 20 25 25 30 35

necessarily in demand. Moreover, relocation AR / AP Accountant 8 12 15 15 15 20
Taxation - Direct, Indirect, Transfer Pricing of candidates to the Middle East continues to Assistant Accountant 9 11 12 10 15 17
Payroll Manager 18 20 22 20 20 25
The tax landscape in the Middle East is be challenging due to the changing travel and
undergoing major changes. Therefore, MNCs border restrictions due to the pandemic. AUDIT
and Regional Groups in GCC are scaling Chief Audit Officer 60 70 80 70 100 140
Head of Internal Audit 40 50 60 60 70 80
their Tax function to be prepared for these Recommendation: Hiring Managers should
Audit Manager 22 25 30 30 35 40
changes. invest in training and development of their Senior (Internal) Auditors 18 20 25 20 25 30
Treasury Restructuring - Cash and Credit employees to prepare for a ‘bounce back’ of the (Internal) Auditors 16 18 22 20 22 30
economy.
Depending on the financial health of the TREASURY
company, Credit and Debt restructuring are in Treasurer 60 65 80 70 130 150
demand for multiple businesses. Head of Treasury 50 60 70 70 80 120
Treasury Manager 35 40 50 35 40 55
Compliance - Risk and Internal Control Treasury Analyst 18 20 25 22 25 30
Risk Managers who can business partner TAX
with credit, tax, internal controls and finance Tax Director 55 65 70 70 85 100
function are in demand. Tax Manager 40 45 50 45 55 60
Senior Tax Analyst / Associate -
22 25 30 28 33 35
(Direct Tax)
Indirect Tax / VAT Manager 25 30 35 30 35 45
Indirect Tax / VAT Accountant 18 20 22 20 23 28
24 25
Healthcare and Life Sciences
MARKET OVERVIEW & HIRING INSIGHTS HEALTHCARE AND LIFE SCIENCES

Categorized by Function From Average To
SALES
General Manager 60 75 90
POSITIONS IN DEMAND Sales Director / Regional Director 50 65 80
Healthcare Life Sciences Regional Sales Manager 30 45 55
1. Nurse 1. Regional Sales Manager Business Development Manager / Area

Sales Manager
25 30 40
2. Laboratory Technician 2. Marketing Manager Clinical Application Specialist 20 26 30

3. Doctor / Physician Business Development Executive 14 20 25
Sales Engineer / Account Manager 12 15 20
MOST IN-DEMAND SKILLS OR EXPERIENCE MARKETING

CMO 65 75 100
Regional Sales Project Management Head of Marketing / Marketing Director 50 65 80
Marketing Manager / Group Product

It is vital that profiles within the salesforce of a The COVID-19 pandemic pushed healthcare companies Manager
30 40 50
business are able to generate and close sales across (hospitals and laboratories) to design, implement, and
Senior Brand Manager 25 30 35
a wider region to ensure diversity in the P&L. execute new projects in a short period of time.
Brand Manager 20 25 28
Distributor Management Market Access
REGULATORY AND MEDICAL AFFAIRS
Being able to control and influence distribution/ With the healthcare system becoming more Regulatory Affairs Director 45 55 70
principle partners can positively impact sales, complex in the region with multiple stakeholders, the Regulatory Affairs Manager 30 40 50
inventory and topline revenue. pharmaceutical companies are looking for people MEDICAL SCIENCE
capable to communicate with the authorities and Medical Director 50 70 85
support them in defining the right prices. Senior Medical Manager 42.5 55 70
Medical Manager 35 45 50
Medical Science Liaison 25 30 40
CHALLENGE: HEALTHCARE
Chief Executive Officer 80 115 150
Healthcare: Due to the Covid-19 pandemic, Healthcare Life Sciences: Expansion and market penetration remain
Chief Medical Officer 70 90 120
organisations have had to rapidly change their operations, address the focus for most Pharmaceutical/Medical Device
large patient flows and testing as well as manage the backlog of companies within the Life Sciences sector. The MEA region Chief Operation Officer 50 70 90
elective surgeries. As a result, healthcare institutions are constantly remains a key growth area for most companies and we are Head of Department 50 65 90
looking to hire more nurses creating a shortage in the UAE and starting to see organisations move to a growth mindset. Chief Nursing Officer 50 65 80
competitive hiring. This has resulted in an increase in regulations as well as the Doctor / Physician (Surgeon) 60 100 160
Organisations are also now looking to grow and expand their fields need for strong candidates in Sales/Business Development
Doctor / Physician (Consultant) 60 85 150
of therapeutic coverage to increase revenue streams which means and Market Access and Regulatory Affairs who are required
to efficiently work with the authorities whilst staying ahead Doctor / Physician (Junior) 40 60 80
it is now as important as ever to secure top talent both locally and
of the competition. With many companies looking to retain Nurses-in-charge 18 22 30
internationally. Many companies are also looking to hire in large
volumes which presents a challenge to find licensed professionals their current talent, there is a challenge sourcing candidates Nurse 6 11.5 15
within the UAE or people who can become licensed in UAE quickly. locally, pushing many businesses to look internationally.
LABORATORIES
Recommendation: Speed and agility is key at the moment Recommendation: Planning and preparation is required Laboratory Director 40 55 70
if you want to bring in strong talent from local or international to identify the right candidate within the local market. It is Laboratory Manager 30 40 50
markets. Healthcare professionals will also be highly sought after, important to ensure to have a clear road map for candidate Quality Manager 35 42.5 50
so organisations need to ensure they have competitive salaries, growth and competitive packages to attract candidate from
Laboratory Technician 8 11.5 15
benefits and a stable onboarding program to ensure they are able other companies in the region.
to attract and more importantly, retain employees. Companies are
also being more flexible on license status for nurses, accepting
home country license and bringing them in as “assistant nurse” for *Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
26 a slighty lower salary whilst taking them through the UAE licensing. 27
Human Resources

HUMAN RESOURCES
Categorised by Role From Average To
POSITIONS IN DEMAND GENERALIST

VP HR / CHRO 65 75 90
1. Talent Acquisition & Recruitment Manager/Specialist HR Director 50 65 75
Head of HR 45 55 65
2. Regional HR Manager (ideally with exposure to Saudi Arabia) Regional HR Manager / HR Business Partner 33 40 48
3. Talent & Performance Management Specialist HR Manager 28 33 40
HR Coordinator / Specialist 15 20 25
RECRUITMENT / TALENT ACQUISITION

Head of Talent Acquisition / Director 50 58 65
Talent Acquisition Manager 30 35 40
MOST IN-DEMAND SKILLS OR EXPERIENCE Talent Acquisition Specialist 20 25 28
LEARNING & DEVELOPMENT / TRAINING

Talent Acquisition Nationalisation Head of Learning & Development / Director 45 50 60
We are seeing unprecedented demand for The demand for Emirati nationals continues to Learning & Development / Training Manager 30 35 45
experienced recruiters who can not only grow especially in the private sector, an outcome Learning & Development / Training Officer 20 25 30
manage the end-to-end recruitment process from the increased focus by the government to REWARD
but also develop pipelines of talent, create create a diverse workforce. Head of Reward / C&B 50 58 65
candidate experience policies and work with Compensation & Benefits Manager 35 40 45
senior stakeholders on market insights and Compensation & Benefits Officer / Analyst 20 28 35
trends of candidate availability in specific

functions and locations.
CHALLENGE:
Employee Engagement & Wellbeing
Post the pandemic, we are still seeing a Talented HR professionals are now in demand,
significant trend towards creating an engaged with a renewed focus on candidates experienced
workforce across new hybrid working models in formulating and implementing strategies
and a bigger emphasis on launching employee around employee engagement, welfare and
wellbeing initiatives especially around mental workplace culture. Experience in these aspects
health support and work/life balance. This can be challenging to reflect in CVs.
is often led by HR and examples of creative
initiatives are sought out by employers when Recommendation: Focus your CV on
reviewing CVs of candidates. quantifiable & qualitative achievements related
HR for Startups to employee engagement, workplace culture
There are a lot of growing startups or SMEs and performance management. Add web links to
looking to create a HR function and EVP, your CV if there are initiatives you have created
and therefore the demand has increased for that are in the public domain and can align with
candidates with experience in building a HR the employer brand.
function from scratch.
28 29
Legal

LEGAL
POSITIONS IN DEMAND
IN-HOUSE
General Counsel 80 95 130
1. Regulatory Development Lawyer 4. Construction / Major Projects Head of Legal / Legal Director 65 70 80
2. Corporate Associate 5. Public Sector Senior Legal Counsel 50 62 65
3. Fintech / E-payments / Legal Counsel 35 40 45
Junior Counsel 22 26 30
Cryptocurrency Paralegal 20 25 30
PRIVATE PRACTICE
Partner 90 125 180+
Counsel 72 78 85
MOST IN-DEMAND SKILLS OR EXPERIENCE CHALLENGE: Senior Associate 52 63 70
Associate 34 35 50
Newly Qualified 30 37 45
Ability to liaise with senior stakeholders As business confidence returns, the Legal
Paralegal 22 25 33
in government authorities and ministries recruitment market is the busiest it has been
Legal Secretary 18 22 24
In an ever changing regulatory landscape, for a very long time. Organisations are looking
lawyers are required to monitor changing to make key hires or replace leavers from the
legislations. last 12-18 months. Competition for talent is the
toughest it has been in recent times.
Increasing demand for cross-border
knowledge and experience, rather than
Recommendation: Companies must provide
just local market expertise
a strong candidate hiring experience (and
As the economic recovery from the employee engagement experience for retention
pandemic continues, businesses are purposes) and provide appropriate incentives to
returning to larger levels of involvement with attract top talent to join the business.
more cross-border activities. For instance,
cross-border M&A activity has gone up to
almost pre-Covid levels.
Hybrid skillset
Businesses are now looking to draw two
skills from one resource. And due to this,
there is a rising demand for talent with
dual function capability. E.g., ‘Legal and
Compliance’ or ‘Legal and Risk’ or ‘Legal
and HR’ experience.
30 31
Oil & Gas

OIL AND GAS
Average
POSITIONS IN DEMAND Categorised by function
Operations Manager
From
40 45
To
50
Commissioning / Decommissioning Manager 28 35 40
1. Operations Manager 4. Design Manager Construction / Installation Manager 35 40 50
2. Project Manager 5. Estimating / Cost Manager Downstream Operations Management 30 38 45
3. Commissioning / Drilling Manager 35 40 55

Electrical Manager 30 35 45
Decommissioning Manager Estimating / Cost Manager 30 35 42
Geoscience Management 35 42 50
Health & Safety Manager 25 35 40
LNG Manager 38 42 50
Logistics Manager 20 28 35
MOST IN-DEMAND SKILLS OR EXPERIENCE CHALLENGE: Manufacturing / Instrumentation Manager 30 35 40
Marine / Naval Manager 32 35 45
Artificial Intelligence (AI) The Oil & Gas industry is facing a challenge Mechanical Manager 30 35 40
Traditional control systems are being replaced in attracting and retaining talent. Petrochemicals Manager 35 42 50
Piping Manager 25 35 45
the Oil & Gas industry. Companies are investing Process (Chemical) Manager 30 37 45
more and more in cloud-based data platforms Recommendation: With fluctuating oil
Production Management 30 38 45
and AI machine learning which will help to prices and the growing urgency for moving Project Controls / Project Management 32 36 45
increase productivity. away from fossil fuels, the industry is facing Quality Assurance / Quality Control (QA / QC) Manager 26 30 35
recruitment challenges, especially with fresh Reservoir / Petroleum Engineering Manager 36 45 55
Diversified skills and experience
talent. Organisations should recognise that Structural Manager 28 35 45
Oil and Gas companies are looking for employees innovation and digital transformation will be Subsea / Pipelines Manager 40 45 58
who have a wide range of skills and backgrounds critical to increasing efficiency and accelerating Management salaries by company type From Average To
to help them become more differentiated as new sustainability, and can be used as key employer Contractor 32 38 45
business strategies and new innovations emerge. branding pillars to attract and retain talent. Consultancy 32 40 45
EPCM 24 35 42
Sustainability
Super Major 35 50 52
Oil & Gas companies are shifting their focus Operator 35 48 56
on reducing greenhouse gas emissions as the Oilfield Services 25 32 41
conversation around climate change has become
more urgent and intense globally.
32 33
Procurement and Supply Chain

PROCUREMENT
Role From Average To
POSITIONS IN DEMAND Chief Procurement Officer 75 85 150
VP / Executive Director of Procurement 45 65 100
1. Technology Procurement Manager 4. Customer Service & Logistics Procurement Director 40 40 55
2. 3PL / Transport Manager Specialist Procurement Manager 20 25 35

Category Manager 18 23 32
3. Customer Service Project 5. Procure to Pay Manager Category Specialist 12 14 20
Manager Buyer / Procurement Specialist / Purchasing Officer 10 12 15
Assistant Buyer 7 11 13
CHALLENGE: SUPPLY CHAIN

Building functions which are well-defined Chief Supply Chain Officer 85 120 165
VP of Supply Chain 65 80 100
in terms of process, yet agile in the face of
Supply Chain / Logistics Director 40 50 60
uncertainty and volatility - data should be at the
Supply Chain Manager 25 30 35
heart of the operation. Operations Manager 25 30 35
Demand Planning Manager 20 25 32
Recommendation: Look out for and hire Customer Service Manager 19 24 28
proactive candidates with versatile and data- Distribution Manager 22 26 30
centric backgrounds; identify professionals who Supply Planning Manager 22 26 30
MOST IN-DEMAND SKILLS OR EXPERIENCE specialise yet are keen and able to extend their Logistics Manager 22 24 30
responsibilities when necessary. Fleet / Transportation Manager 18 24 30

Warehouse Manager 15 20 28
Data-centricity Warehouse Supervisor 13 17 18
Procurement & supply chain professionals Demand / Supply / Inventory Planner 13 16 20

Logistics Executive / Coordinator / Specialist 7 12 18
increasingly base their decisions on empirical
Supply Chain Coordinator 10 12 18
data of increasing complexity and frequency.
Sales and Influencing
The ability to convince management catalyzes
the Procurement and Supply Chain function’s
elevation to the Board level. This soft skill is
non-negotiable for enhancing one’s career in this
discipline.
Network & Route Design
Transport businesses across the region are
upgrading their services in light of significant
projects, often coupled with a revamped user
experience along with customer service teams. *Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
34 35
Property and Construction

PROPERTY AND CONSTRUCTION
POSITIONS IN DEMAND CLIENT SIDE
1. Project Director 4. Leasing Project Director 60 70 80
Project Manager 35 45 52
2. Project Manager 5. Facilities Management Development Director 65 70 80
3. Real Estate Asset Management Development Manager 45 50 60
Facilities Director 50 62 75
Facilities Manager 20 23 30
Asset Manager 40 44 50
Leasing Manager 25 35 40
MOST IN-DEMAND SKILLS OR EXPERIENCE CHALLENGE: CONTRACTING

Project Director 60 70 75
Project Delivery More candidates are accepting roles and
Project Manager 35 40 45
Organisations are expanding their business relocating to Saudi Arabia for higher salaries,
Commercial / Contract Director 50 65 75
development strategy to include neighbouring additional benefits and to be part of larger Commercial / Contract Manager 35 40 52
countries for real estate project delivery so as to scale project pipelines. This has left UAE Quantity Surveyor 15 20 25
diversify risk of a thinning project pipeline locally. businesses short of skilled talent in the Property Civil Engineer 15 18 25
There has been an observed increase in demand & Construction industry. Architect 20 25 32
for experienced project delivery staff to support

such projects. Recommendation: Organisations must
work on making their benefits, incentives and
Cost Control / Commercial
remuneration attractive enough to retain top
Cost planning and pre-construction Commercal talent. While salaries may never match up to
Managers are in demand as more projects are those offered in Saudi Arabia, be open to meet
entering site delivery stage. at least the local market salary benchmarks as
Real Estate Asset Management well as find other ways to ensure employees
Organisations are looking to enhance their feel valued and will be loyal.
real estate portfolio and in particular focus on
maintenance and tenant satisfication to retain
occupancy. Property management and Real
Estate Asset Managers are in demand to support
this within operational and development real
estate projects.
36 37
Retail
MARKET OVERVIEW & HIRING INSIGHTS RETAIL

RETAIL OPERATIONS
CEO 70 95 120
POSITIONS IN DEMAND Managing Director / General Manager 65 82.5 100
Retail Director 35 50 60
1. Trainers 4. Buyers for Online Channels Sales Director 35 45 55
2. Store Managers 5. Contract Sales Staff Sales Manager 18 27 35
3. Marketers (with e-commerce Operations Manager 20 35 55

Retail / Area Manager 25 32 40
experience) Training Manager 18 25 35
Trainer 15 22 30
Wholesale Manager 25 30 35
Key Account Manager 18 22 25
MOST IN-DEMAND SKILLS OR EXPERIENCE CHALLENGE: Store Manager – Luxury 30 40 50
Store Manager – Value to Mid-Range 15 20 25
Developing Online Capabilities Coming out of the pandemic, Retail has seen Assistant Store Manager – Luxury 20 25 30
The year 2020 saw a dramatic shift in consumer high levels of innovation compared to other Assistant Store Manager – Value to Mid-Range 10 14 18
industries. This trend will continue given the Sales Associate – Luxury 10 12 15
shopping habits with a transition from shopping Sales Associate – Value to Mid-Range 5 10 15
instore to online. Brands that were quick to build shift in consumer mindset, buying patterns and
their online direct-to-consumer presence or their emotional affiliations towards brands. The MARKETING & COMMUNICATIONS
through e-retailers were able to benefit from new GCC has been a well-performing market for Marketing Director 35 50 70
a lot of the local and multinational players, so Marketing Manager 25 35 45
revenue streams. Businesses now equipped with PR Manager 20 30 45
the right talent will incoporate more teams to businesses will continue their evolution towards
Trade Marketing Manager 20 27 35
be a part of building and enhancing their online moving online (and building tools to support
Brand Manager 25 27 35
channel(s). the transition) whilst also managing their brick- PR Executive 15 17 20
and-mortar investments as having a physical Marketing Executive 14 17 20
Store Experience presence is still extremely relevant in the Middle
BUYING & MERCHANDISING / PLANNING
The GCC response to the pandemic benefitted the East and this is evident with multiple online Merchandise / Buying Director 50 65 80
retail industry. In 2022, more stores are expected brands opening physical stores in the region. Head of Merchandising / Buying 40 50 60
to open, and brands will focus on hiring the right Merchandise Manager / Buying Manager 27 33 40
leaders at the store-level so as to drive an overall Recommendation: Hiring a good Senior Merchandiser / Buyer 15 22 30
collaborative omnichannel experience. e-commerce team has helped a lot of Merchandiser / Buyer 12 18 25
Training & Development businesses enter the right channels and VISUAL MERCHANDISING
The luxury retail market has seen a decrease navigate their way through the online world. Head of Visual Merchandising 30 35 40
in brand loyalty, and it is now harder than ever Having said that, businesses that have Visual Merchandise Manager – Regional 20 24 28
to maintain a consistent client base. So, when invested in a well-structured, omnichannel Visual Merchandise Manager – Local 10 15 20
consumers are shopping, it is essential that setup are better protected from deficiencies In store Visual Merchandiser 10 13 15
sales staff have the best product knowledge, in one channel versus the other and thereby DESIGN
understand the values of the brand and are diversifying revenue streams. To get to this Head of Design 25 30 35
comfortable in cross-selling/upselling. As a lot point, businesses need to invest in training Fashion Designer 20 23 25
of retailers have ‘the product’, luxury brands their key functions to maintain a balance Designer 15 23 30
particularly must focus on differentiating between the online and offline world, as well
themselves by providing excellent customer as investing in structures that support a well-
experience - therein the need for trainers. established omnichannel experience. *Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
38 39
Sales and Marketing - Consumer

SALES AND MARKETING (CONSUMER)
Categorised by Function From Average To
POSITIONS IN DEMAND SALES
1. Marketing Manager General Manager 60 80 120

VP of Sales / Commercial Director 75 90 110
2. Commercial Director Head of Sales / Sales Director 45 58 70
3. Business Development Manager / Regional Sales Manager Country Manager 40 48 55
Regional Sales Manager / GCC Sales Manager /
Business Development Manager 30 43 55
Key Account Manager / National Account

Manager 17 26 35
Key Account Executive 10 15 20
Pioneership and Entrepreneurial Thinking upskilling themselves in order to deliver beyond MARKETING
With the surge of creative thinking and in the normal scope of the job. Chief Marketing Officer 65 90 120
Head of Marketing / Marketing Director 45 60 75
response to increased competitive activity, Distribution Efficiencies
Marketing Manager / Group Product Manager /
businesses are required to identify key strengths A changing market landscape has required Category Manager 30 45 55
and focus on becoming pioneers in elements of sales candidates in distribution management Senior Brand Manager 30 38 45
their offering. This is tied into the rise in strategic roles to step in and rethink channel and market Brand Manager 18 25 33
long term planning, after a period of ‘on the penetration strategies. Assistant Brand Manager / Marketing Executive 14 18 22
spot’ thinking and activation with the outbreak of
TRADE MARKETING
the pandemic. Needless to say, entrepreneurial
Head of Trade Marketing 45 53 60
thinking is a highly sought after capability. CHALLENGE:
Trade Marketing Manager / Shopper Marketing
Strategic Thinking Manager (Regional Role) 22 33 45
With an increasing confidence in the marketplace
While 2021 saw businesses predominantly
and 2022 giving way to the light at the end of the Trade Marketing Manager / Shopper Marketing 15 25 30
dealing with the continued ripple effects of the Manager (Country Specific)
tunnel, companies will need to unlock what it is
pandemic, 2022 will see the industry moving into Trade Marketing Executive 10 15 20
that will drive their competitive advantage. More
a state of increased confidence. This mindset
strategic and creative thinking is required to drive CONSUMER INSIGHTS
would allow room for strategic thinking and
the benchmark up in the industry. Consumer Insights Director 40 50 60
planning for the sustained growth of business. Consumer Insights Manager 20 28 40
Growth Marketing Recommendation: Pioneership and strategic Consumer Insights Executive 15 17 20
The consumer industry has started to catch up thinking are going to be imperative, and will
with the world of startups and this is no different reflect in the recruitment of talent. Businesses
when it comes to marketing. There is a growing will be looking at demonstrating ‘out-of-the-
need in the region for marketing professionals box’ thinking as well as identifying stronger
who have growth marketing capabilities and not and more sustainable USPs. This calls for
just brand building/development experience. professionals to expand on their skills sets
and also stay informed of the cultural context.
Flexibility and Adaptability Entrepreneurial attitude, creative thinking and
There is a need for professionals to stay informed initiative-taking should take precedence over
of dynamic market conditions by constantly traditional hiring criteria. *Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
40 41
Sales and Marketing - B2B

B2B SALES AND MARKETING
Categorised by Function From Average To
POSITIONS IN DEMAND SALES
CEO/Managing Director 70 90 120
1. Sales Director 4. Business Development Manager General Manager 50 75 90
2. Account Manager 5. Customer Success Manager Regional Sales Director 40 50 60
3. Sales Team Leader Regional Sales Manager 30 40 45

Business Development Manager 25 35 45
Country Sales Manager 25 30 35
Project Sales Manager 20 30 40
Key Account Manager / Area Sales Manager 18 29 40
MOST IN-DEMAND SKILLS OR EXPERIENCE CHALLENGE: Pre Sales Manager 15 25 30
Business Development Executive 10 15 20
Sales Engineer / Specification Specialist /
Social Selling Product / Technology / Vendor Knowledge Account Manager 10 15 22
In the post-COVID era, professionals have to

Recommendation: Be open to neighbouring MARKETING
dedicate some effort towards enhancing not only CMO 70 95 120
their company brand but also their personal brand technologies that are used with the same
Regional PR / Comms / Lobbying Director 40 60 80
online to generate leads. end-users/customers or consider relocating
PR / Comms / Lobbying Manager 30 45 60
the right people from markets where that
Industry Expertise / Knowledge Regional Head of Product 40 60 80
technology has been championed already. Marketing Manager / Group Product Manager /
Those professionals who are on top of the latest Category Manager 35 45 55
trends in their industry and demonstrate their Bid Director 30 45 60
expertise, have a strong network and drive Bid Manager 20 28 35
revenue are credible and will be sought after by Manager - Sales Analytics 25 35 45
employers. Marketing Research 12 24 35
Solution Selling
Candidates should demonstrate their potential/
capability to be able to creatively bundle up
existing product/service offerings for the benefit
of end users, in order to occupy market share and
ultimately increase customer satisfaction.
Channel / Distribution Management
The knowledge of sector/industry-specific channel
partners and value-added distributors can help
candidates stand out in the hiring process.
New Market Creation
Employers are increasingly looking for candidates
with the experience of launching product/service
offerings in new territories to increase market
share. *Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
42 43
Secretarial and Office Support

SECRETARIAL AND SUPPORT
POSITIONS IN DEMAND Categorised by Function From Average To

FINANCIAL SERVICES AND MANAGEMENT CONSULTANCIES
1. Office Manager and Executive 4. Office Manager / Executive Assistant Receptionist 9 11 12
Assistant (client onboarding or compliance General Administration 11 13 15
Personal Assistant 20 23 27
2. Executive Assistant (with Team experience) Team Assistant 14 16 18
Assistant responsibilities) 5. Executive Assistant (with RFP Executive Assistant 20 23 27
3. Office Administrator / Team Assistant experience) Office Manager 22 26 28

PRO 8 11 13
GOVERNMENT / SEMI GOVERNMENT

Receptionist 10 12 15
MOST IN-DEMAND SKILLS OR EXPERIENCE General Administration 13 15 16
Senior Administration 18 21 25
Flexibility Support/secretarial candidates are expected to provide Legal Secretary 19 23 27
Flexibility has always been a crucial soft skill for solutions to complex requests and lighten personal Team Assistant 16 22 24
secretarial/support candidates. The importance of responsibilities of their senior stakeholders so they Executive Assistant 23 27 33
can focus on core activities. Requests can vary from Office Manager 22 26 33
this skill has never been greater, given the diverse
work conditions (post pandemic) and demanding managing a complex travel itinerary to collating SME
nature of the role, businesses are looking for information from key stakeholders for reports/projects. Receptionist 7 8 10
candidates that are highly adaptable and will not Businesses grow candidates based on results, for General Administration 7 10 13
support candidates this would act a great qualitative Personal Assistant 15 17 22

restrict themselves to the Job Description. Support/ Executive Assistant (EA) 12 15 17
secretarial roles involve working very closely with factor and reflect their value to the company.
Office Manager 17 18 23
senior stakeholders (internally and externally) and
MNC
thus, being flexible and agile with their requests
CHALLENGE: Receptionist 10 13 15
can lead to a successful run with the business. General Administration 10 14 18
Business EA / PA Ambiguous job descriptions are often the reason
A Business EA/PA is one that is happy to get for loss of candidate interest in opportunities. Job MNC LEGAL FIRMS
involved with corporate responsibilities, this Receptionist 11 12 14

expectations and scope need to be clear in order for
Legal Secretary 17 24 27
entails client onboarding and compliance to recruitment projects to be successful.
project management depending on the nature
of the company. Businesses are now looking for Recommendation: It is common among
support candidates that are eager to learn and secretarial candidates to multitask and go
assist with the core business expectations instead above and beyond the job description, however,
of just providing administrative support. This is it is crucial for employers to be clear about
a step forward in providing support candidates their expectations from the role. This avoids
with the opportunity for growth and progression. miscommunication during the hiring process and
Companies consider this as a cost benefit. candidates can make a well-informed decision
with regards to pursuing the opportunity. A well-
Problem Solving skills
structured role reflects positively on the company
The dynamic market has now recognised support image, resulting in a highly engaged recruitment *Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
44 candidates as a necessity as opposed to a luxury. process achieving a higher success rate. 45
Technology

TECHNOLOGY TECHNOLOGY
Categorised by Function From To Categorised by Function From To
POSITIONS IN DEMAND
EXECUTIVE / LEADERSHIP CLOUD, DEVOPS, & ARCHITECTURE
1. Front End Developer 4. Cloud Architect / Engineer Chief Information Officer (CIO) 70 130 Head of Enterprise Architecture 50 75
2. Full Stack Developer 5. IT Project Management Chief Technology Officer (CTO)

Chief Information Security Officer (CISO)
50
60
120
110
DevOps Lead 30 45
DevOps Engineer 20 30
3. Head of Software Engineering IT Director 40 80 Solutions Architect 30 50
Head of IT 30 75 Site Reliability Engineer 18 25
IT Manager 20 50 Cloud Architect 25 60
ENTERPRISE APPLICATIONS Enterprise Architect 35 60
MOST IN-DEMAND SKILLS OR EXPERIENCE CHALLENGES:
Applications Director 40 80 DEVELOPMENT
Business Applications Manager 25 55 Head of Development 45 55
Software Development Certain roles have recently had a high turnover Technical / Functional Consultant 20 40 Development Manager 35 45
The demand for strong technical software rate, because of the market demand for ERP Project Manager 22 35 Lead Developer 25 35
development professionals is rapidly increasing candidates. ERP Consultant 18 25
Blockchain Developer 20 30
ERP Business Analyst 18 22
with a lot of companies in the Middle East Recommendation: Build a good talent Back End Developer 18 25
ERP Support Analyst 10 14
digitising their processes. In the past, most of pipeline by nurturing inactive candidates Senior Back End Developer 25 40
and keeping them interested. Additionally, BUSINESS ANALYSIS & PROJECT MANAGEMENT Full Stack Developer 20 35
the demand we saw were from highly regulated
PMO Leadership (Head / Manager) 35 70 iOS Developer 18 25
sectors and software development outsourcing constantly investing in growing the employer
IT Business Partner 35 55 Android Developer 18 25
companies, however recently we have seen an brand will always help in attracting and
Programme Manager 35 80 Front End Developer 12 22
increase in start-up and scale ups looking to retaining top talent. Project Manager 20 55 Senior Front End Developer 22 38
employ their own talent. The shortage of skilled Sometimes, interview processes can become Senior Business Analyst 25 45 .Net Developer 15 28
talent in this space is a growing problem globally. unnecessarily protracted risking a loss in Business Analyst 15 30 Java Developer 15 28
Cloud momentum. INFRASTRUCTURE Python Developer 20 35
More and more businesses in the Middle East Recommendation: Creating an efficient Infrastructure Head / Director 40 80
CYBERSECURITY / INFORMATION SECURITY
(similar to the rest of the world) are adopting cloud and streamlined recruitment process with the Infrastructure Manager 25 50
Cybersecurity Architect 35 60
candidate experience in mind is important Infrastructure Engineer 15 35
solutions which has resulted in a rise in demand Network Engineer 14 23
IT Security Manager 30 55
for this skillset. This was already underway, in a competitive talent landscape. This IT Security Engineer 20 40
Infrastructure Specialist 20 35
however the pandemic had a major impact in instils confidence in the candidate about the Security Analyst 15 25
Service Delivery Manager 30 50
expediting this to achieve business continuity. career decision they are about to make and SOC Manager 25 38
TECHNICAL SERVICES
ensures that employers do not lose skilled SOC Engineer 12 20
Technology Consulting Technical Support Manager 20 40 Penetration Tester 18 40
professionals to competition.
IT Support Engineer 12 28
Demand has increased for Consulting The global rise of the remote working model
Application Security Specialist 15 35
Application Support Analyst 13 27
professionals with skills and experience gained means that employers are competing for talent
Security Consultant 25 60
Information Security Manager 25 45
in mature markets as a result of organisations on an unprecedented level.
TESTING
Test Manager 25 35 Information Security Engineer 15 25
wanting to adopt a more measured and structured
Recommendation: Where possible, remote Test Lead 20 25 Governance, Risk & Compliance (GRC)
approach towards technology transformation. 25 40
working and hybrid models should be QA/Test Analyst 15 20 Manager
explored, whilst traditional compensation and

benefits packages must also be reviewed to
ensure employees are receiving attractive, yet
fair incentives. *Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
46 47
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SSALARYDIG

Procurement and Supply Chain • Secretarial and Support

OUR RECRUITMENT EXPERTISE:

THIS IS WHAT CANDIDATES WOULD DO IF THEY RELOCATED

53% 1st 50% Improve communication with managers to better

MARKET OVERVIEW & HIRING INSIGHTS

activity with cash-rich investment firms and groups be at an advantage.

MARKET OVERVIEW & HIRING INSIGHTS

POSITIONS IN DEMAND Categorised by Role Entry

1. Corporate Strategy & Planning 1. Public Sector Project & Programme

professionals 2. Tech & Digital Process Improvement &

MANAGEMENT / STRATEGY CONSULTING

MARKET OVERVIEW & HIRING INSIGHTS

1. Data Engineering professionals 1. Predictive Analytics focused Head/Director of Data Management/

2. Industry specific Analytics professionals Head/Director of Governance 40 70

Data Scientists technologies within Data increases in the Data Engineer 15 35

MARKET OVERVIEW & HIRING INSIGHTS

MARKET OVERVIEW & HIRING INSIGHTS

POSITIONS IN DEMAND Categorised by Function From Average To

3. Plant Manager Business Excellence Director 60 72 80

grow. Quality Manager (QA / QC) 20 25 35

sector as well as other sectors, there is a need Lab Manager 20 25 35

MARKET OVERVIEW & HIRING INSIGHTS FINANCE AND ACCOUNTING

models. of candidates for skill sets which are not AR / AP Manager 18 20 25 25 30 35

MARKET OVERVIEW & HIRING INSIGHTS HEALTHCARE AND LIFE SCIENCES

Healthcare Life Sciences Regional Sales Manager 30 45 55

1. Nurse 1. Regional Sales Manager Business Development Manager / Area

2. Laboratory Technician 2. Marketing Manager Clinical Application Specialist 20 26 30

MOST IN-DEMAND SKILLS OR EXPERIENCE MARKETING

Regional Sales Project Management Head of Marketing / Marketing Director 50 65 80

Marketing Manager / Group Product

MARKET OVERVIEW & HIRING INSIGHTS

POSITIONS IN DEMAND GENERALIST

RECRUITMENT / TALENT ACQUISITION

LEARNING & DEVELOPMENT / TRAINING

trends of candidate availability in specific

MARKET OVERVIEW & HIRING INSIGHTS

MARKET OVERVIEW & HIRING INSIGHTS

3. Commissioning / Drilling Manager 35 40 55

MARKET OVERVIEW & HIRING INSIGHTS

2. 3PL / Transport Manager Specialist Procurement Manager 20 25 35

CHALLENGE: SUPPLY CHAIN

responsibilities when necessary. Fleet / Transportation Manager 18 24 30

Procurement & supply chain professionals Demand / Supply / Inventory Planner 13 16 20

MARKET OVERVIEW & HIRING INSIGHTS

MOST IN-DEMAND SKILLS OR EXPERIENCE CHALLENGE: CONTRACTING

for experienced project delivery staff to support

MARKET OVERVIEW & HIRING INSIGHTS RETAIL

3. Marketers (with e-commerce Operations Manager 20 35 55

MARKET OVERVIEW & HIRING INSIGHTS

1. Marketing Manager General Manager 60 80 120

Key Account Manager / National Account

MARKET OVERVIEW & HIRING INSIGHTS

3. Sales Team Leader Regional Sales Manager 30 40 45

In the post-COVID era, professionals have to

MARKET OVERVIEW & HIRING INSIGHTS

POSITIONS IN DEMAND Categorised by Function From Average To

3. Office Administrator / Team Assistant experience) Office Manager 22 26 28

GOVERNMENT / SEMI GOVERNMENT

support candidates this would act a great qualitative Personal Assistant 15 17 22

involved with corporate responsibilities, this Receptionist 11 12 14

MARKET OVERVIEW & HIRING INSIGHTS

2. Full Stack Developer 5. IT Project Management Chief Technology Officer (CTO)