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2024
UAE SALARY
GUIDE
Key insights into recruitment trends and salary benchmarking
 Contents
An introduction from Jon Ede.......................................................... 1

About us................................................................................................. 2

Candidate sentiment.......................................................................... 3

Salary Guides

Banking and Financial Services ....................................................5-6

Consultancy, Strategy And Change ����������������������������������������������7-8
Data and Analytics.......................................................................9-10
Digital..........................................................................................11-12
Engineering and Manufacturing.................................................13-14
Finance and Accounting.............................................................15-16
Healthcare and Life Sciences.....................................................17-18
Human Resources......................................................................19-20
Legal and Policy (In-House).......................................................21-22
Legal (Private Practice)...............................................................23-24
Procurement And Supply Chain.................................................25-26
Property and Construction.........................................................27-28
Retail...........................................................................................29-30
Sales and Marketing (B2B).........................................................31-32
Sales and Marketing (Consumer)...............................................33-34
Secretarial and Office Support...................................................35-36
Technology.................................................................................37-36

Additional resources............................................................. 39

Get in touch........................................................................... 40

2 3
 An introduction from
About us
Jon Ede
Regional Director – United Arab Emirates, PageGroup PAGEGROUP

37 25
network of countries specialist businesses
PageGroup is a world-
leading specialist recruitment
Recruitment in the UAE remained strong throughout 2023. The UAE’s non-oil-based sectors company with over four
driving growth continue to benefit from a positive business outlook, and organisations decades of expertise. With 139 8,000+
offices employees
continue to demonstrate constant enthusiasm for attracting and retaining high-quality talent 8,000+ employees and
to support their strategies for 2024 and beyond. operations in 37 countries,
PageGroup provides
The UAE’s attractiveness as a place to live and work continued to play an essential role in recruitment on a local,
attracting and retaining high-quality candidates from abroad. Our latest research shows that regional and global level.
FTSE 250 40+ YEARS
publicly listed company recruitment experience
almost three-quarters (73%) of candidates plan to remain in the country for at least five years,
citing career opportunities, safety, and living conditions as their main priorities. However,
according to our same research, salary is the biggest driver for a job move, showing that
compensation is still vital when attracting top talent.
Our guide includes the most up-to-date salary comparison and hiring trends. You’ll also find MICHAEL PAGE UNITED ARAB EMIRATES
insightful data and trends about why candidates are moving, how they perceive their current
work environment, how long they intend to stay in the country, and the roles we’re seeing
growing demand in across the market sectors. We trust this guide provides valuable insights, Operating in the Middle East
helping you spark meaningful discussions about talent management and guiding your since 2006, the business has
strategies or job search activity in 2024. established a strong position Offices in Dubai 50+ specialist
and Abu Dhabi recruitment consultants
in the market and is led by
a management team with
over 100 years of combined Full regional Over 600,000 candidates
coverage in our regional database
international and regional
recruitment experience.

REASONS TO PARTNER WITH US

Tailored search Truly inclusive Reduced time

to your specific recruitment and to hire with
needs, using our candidates fully our targeted
extensive database vetted against all approach
of best-in-class requirements
candidates

1 22
 Candidate sentiment
WHEN ASKED THEIR TOP THREE REASONS FOR LOOKING FOR A NEW HOW DO RESPONDENTS FEEL THEIR WORK SITUATION WILL CHANGE IN THE
OPPORTUNITY, RESPONDENTS SAID: NEXT 12 MONTHS?

74% 79%
Better salary package
Positive about current job market situation Positive about future job market
Lack of career development opportunity

Want more responsibility

Despite economic challenges globally, the hiring sentiment remains positive across the UAE. Over 74% of
respondents to our recent survey say they are “positive” about the current and future market situation, with over
Looking for a better work/life balance 90% and 70% of respondents anticipating their skills development and work-life balance - respectively - will
improve in the coming year.
Want more recognition

Want a different company culture SKILLS DEVELOPMENT WORK/LIFE BALANCE

Change of industry or sector 1.8% Don’t know 6.1% Don’t know
Relocating or moving soon
83% 1.1% Worse 3.2% Worse
Require more training

Contract ends soon

5.3% Same 16.9% Same
of respondents said they could secure
Other
a new role within three months

Current role at risk

91.7% Better 73.8% Better

HOW SATISFIED ARE RESPONDENTS WITH ELEMENTS OF THEIR CURRENT HOW LONG DO RESPONDENTS PLAN TO STAY IN THE UAE AND WHY?
WORK SITUATION?
The candidate sentiment for moving to and working in the UAE has shifted over
the last decade, which is the result of how the UAE market and businesses
It’s interesting to see how the market continues to shift in candidate sentiment and package preference.
Previously, we saw work/life balance as a leading factor for candidates moving jobs. However, we’ve seen this
73% have developed collectively. Candidates are now looking to move and work in
decline compared to previous years, with salary returning as the main driving force for candidates switching roles. the country more long-term, viewing the location as an opportunity for further
career development as organisations develop what they offer as a package and
This is an unsurprising shift, given the economic changes we face as the cost of living increases. What is progression than ever before.
interesting is, despite this, over 80% candidates remain confident they will secure a role within three months, said they will stay in the UAE
demonstrating there are still opportunities in the market despite external and economic factors, and this is a for the next five years or more
positive sentiment businesses should takeaway.
53.6% Career prospects

44.5% Safety
35.7% 36.4%
34% Living conditions

27.5% 29.6% Salary

Dissatisfied
19.8% Economic context
19%
Neutral
Tax environment

Satisfied Geographical situation

SALARY COMPANY CULTURE OPPORTUNITY FOR PROMOTION

Cost of living
3 44
 Banking and Financial Services
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

CATEGORISED BY FUNCTION FROM AVG TO CATEGORISED BY FUNCTION FROM AVG TO FINANCIAL MODELLING, VALUATION & DUE DILIGENCE (INVESTMENT
ROLES)
WHOLESALE BANKING CONTROL FUNCTIONS
Head of Wholesale Banking (EVP) 100 160 200 COMPLIANCE
Head of Corporate Banking (SVP) 80 95 120 Financial modelling, valuation and the ability to critically run exhaustive
Chief Compliance Officer & MLRO 58 75 115
due diligence remains key for looking at roles on the buy-side. CHALLENGE
Head of Unit 45 60 75 Compliance Manager/VP & MLRO 38 50 65 Candidates are consistently challenged with case studies which serve
Senior Relationship Manager 40 47 55 Compliance Officer & MLRO 32 40 50 as a barrier to entry; only those with strong skills (as a consequence of Lack of a continued on-the-job
Relationship Manager 30 35 45 Compliance Associate 16 24 30 practice or additional training) are typically able to succeed. environment has meant that
Relationship Officer / Assistant Analyst - AML/Fraud/Regulatory 12 18 22 professionals, especially those in
20 25 32
Relationship Manager their early-to-mid careers, have
RISK FUNDRAISING
RETAIL BANKING
not had the benefit of extensive
Chief Risk Officer 70 95 165
on-the-job training and coaching
Head of Consumer Banking (EVP) 100 160 200 Head of Risk 40 67 85 The increase in new asset managers has created liquidity in roles
in their roles. There is a gap in
Head of Retail Banking (SVP) 80 90 120 for fundraising professionals, with an increase in demand for well-
Manager 30 35 48 terms of client expectations
Head of Assets / Sales 50 75 100 networked professionals, especially with those who either have family
Senior Analyst 15 27 35 versus candidate skills which is an
offices or institutional relationships in the GCC.
Senior Manager Products / Sales 42 50 60 Analyst 13 18 23 ongoing challenge.
Manager Products / Sales 27 35 42
OPERATIONS (INVESTMENTS/ FUNDS) SENIOR STRATEGIC FINANCE / CFO
Officer / Assistant Manager; Products/
17 22 25
Sales COO 70 82 125
Head of Operations 45 60 75 There has been strong demand for mid-to-senior level finance RECOMMENDATION
INSTITUTIONAL SALES
professionals who can go beyond standard ‘Accounting’ duties.
Operations - Middle Office (Private Organisations should remain
Managing Director 110 150 220 20 28 35 Firms have specifically been seeking finance professionals who have
Equity, Listed Equities, Hedge Funds)
Head of Distribution 60 85 130 extensive backgrounds in partnering with senior-level stakeholders and open, where possible,
Operations - Back Office 12 18 26 can add tangible value by influencing the decision-making process. to internationally-based
Director 60 75 100
Vice President 40 55 70 FINANCE & ACCOUNTING (INVESTMENTS/ FUNDS) candidates who are open to
Associate 28 30 35 CFO 70 95 160 COMPLIANCE relocating. They should also
Finance Director 50 72 90 consider candidates with
Client Services Officer 15 20 25
Financial Controller 40 48 62 Compliance remains an extremely competitive and candidate-led transferable skills who are
INVESTMENT BANKING – M&A / DCM / ECM / LEV FIN based locally and demonstrate
Finance Manager 26 34 42 market across the UAE. Sustained high demand and low supply of
Managing Director 90 130 185 highly qualified and experienced Authorised Compliance Officers has an ability and willingness to
Senior Accountant 17 23 27
Executive / Senior Director 65 85 120 created significant competition between firms looking to hire within upskill. Candidates, on the
Accountant (Qualified) 14 20 24
Director 50 70 85 this space. There also remains strong growth of new firms setting up other hand, should invest time
Fund Accountant 16 24 30
Vice President 40 55 75 across ADGM and DIFC, putting pressure on the demand for strong in improving their technical
compliance professionals operating in the UAE. skills and gain expertise in their
Associate 30 40 55 Salaries are shown per month in thousands of (AED) - basic, housing
Analyst 20 25 35 and transport. domains to be able to excel in
FUND ACCOUNTANT technical interviews.
PRIVATE EQUITY / INVESTMENTS
Managing Director / CIO 80 120 160
Positions in demand Fund Accounting has been a dynamic and evolving landscape,
Senior Vice President / Senior Director 65 80 100 with an increase in firms hiring and utilising in-house teams. This, in
1 Investments: Senior Analyst / Associate / conjunction with the high volume of new funds establishing themselves
Vice President / Director 55 65 75
Senior Associate; Growth Venture Capital & in the region, has created a strong and sustained demand for fund
Senior Associate 35 50 60 accounting professionals over the past 12 months.
Private Equity
Associate 30 38 45
Analyst 20 25 30 2 Project & Structured Finance
VENTURE CAPITAL / INVESTMENTS
Managing Director 80 100 130
3 Compliance Officer
Senior Vice President / Senior Director 50 70 90
4 Fund Accountant
Vice President / Director 45 55 70
Senior Associate 35 45 55 5 Fundraising & Institutional Sales
Associate 27 30 40
Analyst 20 22 28 6 Finance Manager - Investments
INSURANCE
Managing Director 70 103 160
Operations - Middle Office (Private Equity,
7
Listed Equities, Hedge Funds)
Senior Vice President / Senior Director 50 65 90
Vice President / Director 40 50 65
8 Private Banking & Wealth Management -
Senior Associate 25 35 40 Coverage
55 6
 Consultancy, Strategy and Change
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

STRATEGIC PLANNING & DELIVERY

PMO, STRATEGY AND TRANSFORMATION

Entities have well established visions and CHALLENGE
EXPERIENCED/ SENIOR objectives already in place. However, there
CATEGORISED BY FUNCTION ENTRY is an increasing need for experienced Creating and maintaining a positive candidate
MANAGER LEADERSHIP
strategy professionals to plan, execute and experience throughout the hiring process. This
FROM TO FROM TO FROM TO adapt the corporate strategy in line with encompasses elements like process speed,
the changing needs of the business, while communication, updates, interview structure, and
FINANCIAL SERVICES AND MANAGEMENT CONSULTANCIES putting in place best practice guidelines for assessments, and has become an important factor
designing new strategies in the future.
Corporate Strategy & Planning 20 28 30 65 65 120 in candidates’ decision-making.
PMO 15 25 30 60 50 100
RECOMMENDATION
Project & Programme Management 12 22 20 55 40 80
ORGANISATIONAL EXCELLENCE & PROCESS
Process Improvement & Business Excellence 18 24 30 55 50 80 IMPROVEMENT Companies ought to establish a clear framework
Change & Transformation 15 25 25 55 50 110 and a well-defined approach for their recruitment
procedures. This management should encompass
Strategic Partnerships & Business Development 18 30 35 55 60 100
Holistic 360 assessment of business all stages, starting from the application phase and
transformation initiatives has become a extending through the selection or rejection phase.
key requirement for entities across the Effective communication and mutually agreed-upon
MANAGEMENT CONSULTING AND STRATEGY CONSULTING region. There is an increased demand for timelines should be regarded as indispensable
experienced organisational excellence components of any such process.
and process improvement professionals
CATEGORISED BY FUNCTION FROM TO
to create efficient frameworks and
governance structures for successful
Partner 65 185
implementation of transformation
Director 55 120 objectives.
CHALLENGE
Senior Manager 45 90 Due to the unique and fast-paced nature of
Manager 35 65 mandates in the region, hiring managers place
MIDDLE EAST EXPOSURE significant emphasis on consulting professionals
Senior Consultant 20 50
with Middle East experience, creating a situation of
Consultant 15 40 high demand and short supply.
Given the dynamic transformation agenda
Analyst / Associate 12 30 in the region, a significant number
of international strategy consulting
Salaries are shown per month in thousands of (AED) - basic, housing and transport. professionals are increasingly viewing RECOMMENDATION
Middle East as an ideal environment for
career development. When interacting Companies should consider candidates with deep
with clients, there is a growing demand understanding of sectors from within industry that
for individuals who have demonstrated are actively looking for new opportunities in the
Positions in demand successful execution of consulting region, as well as offer support with their seamless
mandates in the region. integration into their organisations.
Industry Roles External Consulting

1 Transformation Management 1 Public Sector

Business Excellence & Process 2 Leisure & Tourism

2
Improvement
3 Energy
3 Corporate Strategy & Planning
professionals 4 Tech & Digital

77 8
 Data and Analytics
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

DATA DATA STRATEGY & ADVISORY

CATEGORISED BY FUNCTION FROM TO

A dedicated internal Data strategy professional can effectively enable
DATA LEADERSHIP the development of well-defined data-driven strategies, fostering CHALLENGE
Chief Data Officer 80 120 efficient data management and aligning data initiatives with overall
business objectives. Their guidance ensures organisations can A consistently applied one-size-
Head/Director of Data Analytics 55 80 harness data effectively by utilising the right talent and tools. fits-all approach has resulted in
a diminishing business case for
Head/Director of Data Science 55 80
leadership and organisations to
Head/Director of Data Management/Engineering 50 70 continue investing in data. It is now
ADVANCED ANALYTICS & INSIGHTS
Head/Director of Governance 50 70 more crucial than ever to establish
and deliver a return on investment
DATA in the shape of actionable insights
An advanced analytics / insights professional can unlock valuable for organisations.
Data Analytics Manager 40 55
data-driven insights, enabling the organisation to make informed
Digital/Product Analytics Manager 35 45 decisions and optimise its operations. This expertise, if applied, can
lead to enhanced competitiveness, cost savings, and revenue growth. RECOMMENDATION
Data Science Manager 40 55

Data Engineering Manager 40 50 Organisations should refine

their data strategy to align
Data Architect/Manager 35 55 with their specific goals, while
DATA ENGINEERING PROFESSIONALS
Data Governance Manager 40 50 customising data analytics
to address precise business
Data Product Owners 30 50
needs. This requires investing in
Data Scientist/Statistician 35 50 Scientific concepts and research with a practical focus are combined the right tools and people that
in the fields of data engineering to produce systems and procedures can continuously and effectively
Market Intelligence & Insights 30 50 that open up new avenues for advanced analytics. Because of this communicate the value and
Machine Learning/AI 30 50 integration, data engineering is essential for effective data innovation.
success of data-driven insights
Big Data Engineer 20 40 to stakeholders.

Data Engineer 25 35

Data Quality 20 30

Business Intelligence Professionals 20 35

Data Analyst 20 35

Salaries are shown per month in thousands of (AED) - basic, housing and transport.

Positions in demand

1 Data Strategy & Advisory

2 Advanced Analytics & Insights

3 Data Engineering Professionals

99 10
 Digital
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

WEB ANALYTICS TOOLS

CATEGORISED BY FUNCTION FROM TO CATEGORISED BY FUNCTION FROM TO

DIGITAL MARKETING DIGITAL TRANSFORMATION AND STRATEGY CHALLENGE

The increased dependency of data and the
Head of Digital Marketing 35 60 growing complexity of products and campaigns Lack of awareness of digital roles. Many
Chief Digital Officer 60 120
have made the knowledge of web analytics an businesses, especially those in traditional
Senior Digital Marketing Manager 30 50 in-demand skills. The tools help businesses industries, may not fully understand the scope
Head of Digital 45 75
Growth Hacker 20 40 understand their users behaviours, conversion and importance of digital roles, creating a
Digital Transformation Manager 35 65 rates, click rate, ROI, all of which help the digital challenge to identify and recruit appropriate
Digital Marketing Manager 18 35 team to make informed data driven decisions to professionals. This lack of awareness can lead
Agile Lead 35 50 improve their campaigns and products.
Social Media Manager 15 30 to misaligned job descriptions and ineffective
Scrum Master 25 40 recruitment strategies.
Advertising Operations Manager 15 25

CRM Manager 15 30 Digital Strategist 25 40 RECOMMENDATION

USER EXPERIENCE
SEO/SEM Manager 12 22 Digital Project Manager 25 45 Businesses should look to partner with industry
Account Manager 12 18 experts to understand the impact of digital on
PRODUCT AND E-COMMERCE their business success (or not), gain insights
Digital Marketing Executive 12 18 on latest trends, and support their existing
Product Director 45 60 workforce in upskilling or reskilling, or create
Online platforms, enterprise software systems
USER EXPERIENCE AND DESIGN and mobile apps and websites have been targeted digital roles based on requirements to
Head of E-Commerce/Omnichannel 35 60
scaled or created from scratch to meet make use of the investment and contribute to
UX Director 50 60
Head of Product 30 50 the growing demand for digital interfaces, the growth.
Head of User Experience 35 55 services and products. Companies are gave
Product Manager 20 35 gone beyond aesthetics and now focusing
Product Designer 20 35 on E2E customer journey interacting with
E-Commerce Manager 22 30 product or service to achieve business goals.
UX/UI Designer 18 30
User Experience, skills are in high demand to
Visual Designer 12 25 E-Commerce Specialist 18 22 facilitate this on-going theme.
CHALLENGE
Difficulty in assessing digital skills. Evaluating
Salaries are shown per month in thousands of (AED) - basic, housing and transport.
digital skills can be challenging due to the
evolving nature of digital technologies and the
DIGITAL PROJECT MANAGEMENT subjective nature of some digital skills.

Positions in demand Digital initiatives have risen in importance

across most industries in the Middle East in the
last couple of years. Given the complexity of
1 Product Manager
multiple streams, stakeholders, technologies
in most complex digital projects, professionals
assessments, subject matter expert involvement,
who are agile and adaptable, with an
2 UI/UX Designer
understanding on user journey and have
managed multiple technology streams to deliver
a product are in demand.
3 Digital Marketing Specialist
RECOMMENDATION
Effectively assessing digital skills requires
a combination of methods, including
clear competency frameworks, hands-on
and behavioural interviews. Utilise AI tools,
practical exercises, and feedback from multiple
sources to make informed hiring decisions that
align with your digital transformation goals.

4 Digital Project Manager

5 Account Manager

1111 12
 Engineering and Manufacturing
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

NEW TECHNOLOGIES / AUTOMATION

CATEGORISED BY FUNCTION FROM AVG TO

VP 92 120 148
As we enter the Fourth Industrial Revolution, automation, robotics,
CEO 80 100 120 and new technologies are becoming increasingly important in the
COO 75 92 110 workforce. We are witnessing the importance of understanding how to CHALLENGE
implement and manage automated systems to enhance productivity Diversity in the
Managing Director 70 85 100
and reduce production costs. manufacturing facilities.
General Manager 60 80 90
Global Manufacturing Director 55 65 75
Business Excellence Director 45 55 65 QUALITY MANAGEMENT AND ASSURANCE

Business Excellence Manager 40 50 60

RECOMMENDATION
Operations Director 55 62 70 Experience with quality management systems (QMS) and regulatory
Manufacturing Director 45 55 65 compliance are also becoming more and more valuable to the value Achieving gender diversity
Factory / Plant Manager 35 40 50 chain in the GCC. Employers are looking for talents with the expertise
within the manufacturing
of quality control methodologies such as Six Sigma, and Lean
Production Manager 25 30 35 Manufacturing. workforce has remained
Production Supervisor 12 15 18 a challenge in the region.
However, we have observed
Production Engineer 8 10 12
companies working towards
Quality Director (QA / QC) 40 48 55 CONTINUOUS IMPROVEMENT MINDSET
creating an inclusive
Quality Manager (QA / QC) 25 32 38 workplace culture and
Quality Engineer (QA / QC) 8 13 15 implementing diversity
Sustainability Manager 32 38 45 We have witnessed a heavy focus on continuous learning, process recruitment strategies since
Maintenance Manager 25 28 35 optimisation, and staying updated with the latest industry trends it has became increasingly
and technologies is crucial for driving innovation and maintaining a important for attracting a
Maintenance Supervisor 12 15 18 competitive edge in the production sector. broader talent pool.
Maintenance Engineer 8 10 12
HSE Manager 25 30 35
HSE Supervisor/Coordinator 12 15 20
HSE Engineer / Officer 8 12 15
R&D / NPD Director 45 57 70
R&D / NPD Manager 25 30 35
Senior R&D / NPD Technologist 15 18 22
R&D / NPD Technologist 8 10 15
Lab Manager 20 25 35
Regulatory Affairs Director 45 50 65
Regulatory Affairs Manager / Associate 22 30 35
Regulatory Affairs Engineer 12 15 18
Continuous Improvement Manager 30 35 40
Continuous Improvement Engineer 12 15 18
Project Director 45 60 90
Project Manager 35 40 45
Project Engineer 10 18 25 Salaries are shown per month
in thousands of (AED) - basic,
Design Manager 15 20 30 housing and transport.

Positions in demand
1 CEO 4 Operations Director

2 General Manager 5 Quality Manager

3 Manufacturing Director

1313 14
 Finance and Accounting
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES
SME MNC
CATEGORISED BY FUNCTION FROM AVG TO FROM AVG TO
SENIOR FINANCE FINANCE STRATEGY
Group / Regional CFO 70 85 100 100 140 180
CFO 60 75 90 80 100 120
Financial modelling, valuation, and the ability to critically run exhaustive
FP&A Director 45 52.5 60 55 62.5 70 due diligence remains key for those looking at roles on the buy-side. CHALLENGE
Finance Director 50 60 70 60 67.5 75 Candidates are consistently challenged with case studies which serve
Financial Controller 30 37.5 45 38 46.5 55 as a barrier to entry; only those with strong skills (as a consequence of Due to the over-supply of
practice or additional training) are typically able to succeed. candidates available in this region,
Finance Manager 25 30 35 30 37.5 45
clients are making their key
FP&A Manager 25 31.5 38 32 38.5 45
selection criteria extremely narrow
CONTROLLING ROLES INTERNAL AUDIT
and specific. As a result, they are
Senior FP&A Analyst 22 25 28 25 28.5 32 ending up with like-for-like hires
The increase in new asset managers has created liquidity in roles for
Finance Analyst / Associate 18 21.5 25 22 25 28 (candidates from the same industry
fundraising professionals. This has brought an increase in demand for
Credit Manager 28 31.5 35 35 40 45 well networked professionals, especially with those who either have and similar level of experience).
Financial / Management Accountant 18 20 22 20 22.5 25 family offices or institutional relationships in the GCC. This makes it challenging for clients
Business Controller / Finance Business Partner 28 31.5 35 30 37.5 45 to engage, motivate and retain
Credit Controller 18 20 22 20 23.5 27 BUSINESS CONTROLLING
talent. This approach also stifles
ACCOUNTING ROLES
innovation and the new ideas that
other industries could offer.
General Ledger Accountant 12 15 18 15 17.5 20 There has been strong demand for mid-to-senior level Finance
Junior Accountant (General) 10 12.5 15 14 16 18 professionals who can go beyond standard ‘Accounting’ duties.
AR / AP Manager 18 21.5 25 22 26 30
Firms have specifically been seeking Finance professionals who have
extensive backgrounds in partnering with senior-level stakeholders and
AR / AP Accountant 12 14 16 14 16 18
can add tangible value by influencing the decision-making process. RECOMMENDATION
Assistant Accountant 8 10 12 10 13 16 Hiring candidates from a
Payroll Manager 18 20 22 20 23 26 different ancillary industry has
TAXATION
AUDIT two-way benefits; it brings fresh
Chief Audit Officer 50 60 70 70 100 130 perspective which can help the
Head of Internal Audit 40 48 56 60 72.5 85 Compliance remains an extremely competitive and candidate-led business in decision-making
Audit Manager 28 31.5 35 32 38 44 market across the UAE. Sustained high demand and low supply of and it improves candidate
Senior (Internal) Auditors 18 21.5 25 20 25 30 highly qualified and experienced Authorised Compliance Officers has engagement by offering a
created significant competition between firms looking to hire within this learning curve. Businesses also
(Internal) Auditors 16 19 22 18 22.5 27
space. As we have also seen last year, there remains strong growth of need to offer a competitive jump
TREASURY new firms setting up across ADGM and DIFC, again putting pressure from the candidate’s current pay
Treasurer 60 70 80 75 102.5 130 on the demand for strong compliance professionals operating in the to improve retention rate.
Head of Treasury 45 55 65 60 75 90 UAE.
Treasury Manager 35 40 45 40 46 52
Treasury Analyst 18 21.5 25 25 27.5 30
TAX
Tax Director 60 65 70 70 90 110
Tax Manager 35 40 45 40 49 58
Senior Tax Analyst / Associate - (Direct Tax) 25 30 35 28 31.5 35
Indirect Tax / VAT Manager 25 30 35 30 37.5 45
Indirect Tax / VAT Accountant 18 20 22 18 23 28

Salaries are shown per month in thousands of (AED) - basic, housing and transport.

Positions in demand
1 Head of Finance/ Finance Directors/ 4 Head of Internal Audit/Risk/ Compliance
SME CFO’s

2 Commercial Finance Managers / FP&A 5 Tax Managers

Managers
3 Business Controllers
1515 16
 Healthcare and Life Sciences
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

SALES & MARKETING

CATEGORISED BY FUNCTION FROM AVG TO CATEGORISED BY FUNCTION FROM AVG TO

Sales and marketing skills are in high demand
within the pharmaceutical and medical devices
SALES MEDICAL SCIENCE
sectors due to new companies in the region,
CHALLENGE
General Manager 70 90 110 Medical Director 50 70 90 increased competition, regulatory changes, The healthcare industry faces key challenges
technological advancements, and the need to that include meeting the growing demand
Regional Sales Director 50 70 90 Medical Manager 35 42.5 50
educate and engage culturally diverse populations. for healthcare services, ensuring quality
Regional Sales Manager 40 50 60 Medical Science Liaison (MSL) 25 30 35 Skilled professionals are essential for product healthcare delivery, managing healthcare
promotion, partnerships, and market growth. infrastructure development, and addressing
Area Sales Manager 30 45 60
HEALTHCARE (HOSPITALS / LABORATORIES / CLINICS) workforce needs. Healthcare is evolving
Clinical Application Specialist 20 25 30
Chief Executive Officer (CEO) 90 135 180 DIGITAL HEALTHCARE at a rapid rate and so organisations are
Sales Representative 15 20 25 facing challenges in finding the right talent
Chief Medical Officer (CMO) 80 100 120 and calibre of candidates that match their
Field Application Specialist 18 21.5 25
Chief Operation Officer (COO) 80 100 120 This new trend in recruitment is due to the expectations. As for the life sciences sector
patient’s and healthcare professional’s rapid i.e., pharmaceutical and medical devices
MARKETING Head of Department (HoD) 90 110 130
adoption of healthcare technologies. With a focus industry, challenges include regulatory
Chief Marketing Officer (CMO) 70 85 100 Chief Nursing Officer (CNO) 80 100 120 on telemedicine, electronic health records, and compliance, pricing and market access,
health data analytics, skilled professionals in these combating counterfeit products, and
Marketing Director 50 70 90 Doctor / Physician (Surgeon) 90 105 120 areas are in high demand to improve patient ensuring quality. The sector is competitive,
Regional Marketing Manager 30 45 60 Doctor / Physician (Consultant) 60 80 100 care, enhance healthcare efficiency, and meet the with an emphasis on local manufacturing
evolving healthcare needs of the population.
Regional Marketing Specialist 15 20 25 and innovation.
Doctor / Physician (Specialist) 25 42.5 60
Product Specialist 15 20 25
Nurse 6 10.5 15
LEADERSHIP IN HEALTHCARE
REGULATORY AFFAIRS Laboratory / Quality Director 40 55 70
RECOMMENDATION
Regulatory Affairs Director 50 60 70 Laboratory / Quality Manager 30 40 50
The demand for leadership skills in healthcare is Addressing challenges effectively is vital. When
Regulatory Affairs Manager 30 40 50 Medical Scientist 30 40 50
driven by the sector’s growth, the need for quality, hiring talent, seek individuals with adaptability,
Regulatory Affairs Associate 20 23.5 27 Medical Laboratory Technician 10 12.5 15 talent management, adherence to regulations, a deep understanding of healthcare trends in
adoption of technology, patient-centric care, and the region, and a commitment to quality patient
the pursuit of international standards. Skilled care to meet industry demands effectively.
Salaries are shown per month in thousands of (AED) - basic, housing and transport.
healthcare leaders are crucial to navigate these Companies must adapt to evolving market
challenges and lead the way in the country’s
trends and supply chain demands while
healthcare development.
navigating the complex regulatory landscape.

Positions in demand

Healthcare Life Sciences

1 Physician 1 Sales Representative

2 Leadership role - CXO 2 Clinical Application Specialist

3 Business Development Manager 3 Sales and Marketing Director

1717 18
 Human Resources
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

PEOPLE & CULTURE

CATEGORISED BY FUNCTION FROM AVG TO

As the employee market becomes increasingly sophisticated and
GENERALIST
competitive, employers are reflecting internally on ways to attract
and sustain leading talent in the region. Placing heavy emphasis CHALLENGE
VP HR / CHRO 70 85 100 on creating and fostering a collaborative, inclusive, diverse and HR continues to be an ever-
progressive working culture with strong foundations tied to their evolving function for most
HR Director 60 70 80 values; these initiatives are becoming clear priorities on the
businesses in the region.
human capital agenda for most small to large sized organisations.
Head of HR 50 60 70 Accreditations like ‘Great Place to Work’ are becoming increasingly Due to this, defining the
important metrics and thus specialists in the People & Culture space objective for HR professionals
Regional HR Manager / HR Business Partner 35 45 55 have experienced increased demand in the employee market. within is becoming critical
to the tangible results that
HR Manager 30 38 45
organisations are trying to
HR Coordinator / Specialist 18 25 30 REGIONAL/GLOBAL HR MANAGERS attain. Unclear objectives
or scope of responsibilities
are diluting the successful
RECRUITMENT / TALENT ACQUISITION As the region has experienced impressive growth, global footprints
have expanded for many businesses across a multitude of industries. attraction of talent.
Head of Talent Acquisition / Director 50 60 65 Increased operations have meant generalist HR managers with
international geographical remit, ideally multiple different territories/
Talent Acquisition Manager 30 40 45 countries and/or entities have become highly sought after. This ‘global’
exposure and blend of white and blue collar employee population
Talent Acquisition Specialist 20 25 30
experience is becoming pressingly important.
RECOMMENDATION
LEARNING & DEVELOPMENT / TRAINING
HR FOR BUSINESS’ MOVING HQ TO REGION
Head of Learning Development / Director 50 60 65 As an organisation looking to
hire, measurable objectives
Learning & Development / Training Manager 35 40 45 for the HR professional are
The Middle East economy continues to attract international investors
and business owners who are setting up their head quarters in the critical in the defining phase
Learning & Development / Training Officer 20 25 30
region; continuing to drive the demand for HR professionals who of the role. Aligning these
can help set up HR policies and process as well as drive recruitment needs across the business
REWARD campaigns to establish/compliment the workforce. and prioritising the key
prerequisites will ensure you
Head of Reward/C&B 60 70 80
are targeting the correct skill
Compensation & Benefits Manager 40 45 55 HR DIRECTORS set within the HR spectrum.
Pockets of specialism are
Compensation & Benefits Officer / Analyst 25 30 38 forming more prominently in
Workplaces are undergoing significant transformations for a multitude
of reasons including; restructures, growth, upskilling of talent. As the region, thus the availability
Salaries are shown per month in thousands of (AED) - basic, housing and transport. a result, organisations are seeking senior HR experts who can of specialist talent is more
guide them through these transitions and solidify short to long term widespread. This in turn
strategies. The need for senior experts who are not afraid to roll their means HR is becoming less
sleeves up and get involved at an operational level too seems to be generalist and more specialist.
highly sought after. For generalist HR positions;
Positions in demand the identification of strategic
ORGANISATIONAL DEVELOPMENT vs operational responsibility
1 People & Culture Specialists continues to be the key
definer of the best talent for
With some of the key trends highlighted above, organisational your organisation.
development at top level has become more important than ever. With
2 Regional HR Manager (with multi-country exposure)
an increase in the focus and sophistication of Talent Management and
Development initiatives and drives, organisational development has
3 HR Director become a non-negotiable part of the higher HR strategy in ensuring
the long term sustainability of people in growing organisations across
the region.

1919 20
 Legal and Policy (In-House)
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

CROSS-BORDER, MULTI-JURISDICTION EXPERIENCE

CATEGORISED BY FUNCTION FROM AVG TO

IN-HOUSE Businesses in the region continue to seek expansion and

diversification of their portfolio outside of their core country CHALLENGE
General Counsel 90 110 130 operations. As a result, the knowledge and experience of cross-
border transactions has become highly desirable. 2023 saw a sharp rise in demand
Head of Legal / Legal Director 70 85 95
for junior and mid-level counsels.
Senior Legal Counsel 60 75 85 The key challenge in recruiting
such talent is attracting more
Legal Counsel 35 40 55 HYBRID SKILLSET
junior candidates to an in-house
Junior Counsel 30 35 40 environment, which may be
Paralegal 25 30 35 perceived as slower-paced with
Businesses are increasingly looking to maximise their internal more limiting exposure. Employers
resources. Employees with the ability to offer holistic Legal advice place high value on regional
POLICY that encompasses not only Legal risk but also commercial viability experience, increasing the demand
and impact of legal agreements.
CATEGORISED BY FUNCTION FROM TO of candidates who possess this.

PRIVATE SECTOR
ABILITY TO LIAISE WITH SENIOR STAKEHOLDERS IN GOVERNMENT RECOMMENDATION
Public Affairs/Regulatory Affairs Manager 65 90 AUTHORITIES AND MINISTRIES
Companies should ensure they
Policy Head 45 80
have a clear path for growth
Policy Expert/Advisor 40 70 and progression for those
In an ever-changing regulatory landscape, in-house lawyers are
Policy Manager 30 45 required to monitor changing legislations, and liaise with local and employees joining earlier in their
international authorities to understand the impact of this on the career, making the move to a
Policy Specialist 25 35 company and its business. This is to reduce reliance on external more commercially focused
counsel and consultancies to advise on internal policy change. in-house environment more
PUBLIC SECTOR
appealing. The competition
Policy Head 65 80 for quality talent is higher
SPECIALIST CONTRACT SUITES than ever and companies
Subject Matter Expert 45 70
need to streamline their hiring
Policy Expert/Advisor 40 70 process for local candidates,
Policy Specialist 25 35 Businesses are seeking specialists in various fields who can draft to avoid losing to competitors.
bespoke contracts without relying on pre-existing reference material. Employers in the UAE should
Salaries are shown per month in thousands of (AED) - basic, housing and transport. Ensuring contracts are specific to the needs of the business and all also strongly consider relocating
parties involved mitigates the risk of disputes and the associated candidates from other global
costs. jurisdictions to broaden the pool
of available talent.

Positions in demand

1 Private Equity / Asset Management

2 Emerging Tech / Fintech

3 Corporate / M&A

4 Commercial Contracts

5 Regulatory Compliance

2121 22
 Legal Private Practice
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

INCREASING DEMAND FOR CROSS-BORDER

CATEGORISED BY FUNCTION FROM AVG TO KNOWLEDGE AND EXPERIENCE, RATHER THAN JUST
LOCAL MARKET EXPERTISE
CHALLENGE
Partner 110 130 180+
Candidate-driven market
Counsel 75 85 110
RECOMMENDATION
Legal Director 65 75 95
The Middle East is a candidate-driven
Senior Associate 50 65 85 As the UAE continues to solidify its position market and, in some sectors, the number of
as a global business hub and is attracting a vacancies is outweighing the number of people
Associate 34 40 50 diverse array of multinational corporations and searching for new roles. This shift has given
investors, the complexities of international lawyers a distinct advantage as organisations
Newly Qualified 30 37 45 commerce and cross-border transactions
compete to attract and retain top talent. The
have become more prevalent. For that reason,
Paralegal 22 25 33 imbalance between supply and demand has
the demand for cross-border legal expertise
is becoming a cornerstone of the UAE Legal led to enhanced benefits, more competitive
Legal Secretary 18 22.5 27 compensation packages, and a heightened
Market. As such, legal professionals with
a keen understanding of international legal emphasis on creating appealing workplace
Salaries are shown per month in thousands of (AED) - basic, housing and transport. dynamics are increasingly sought after and environments to entice prospective candidates.
valued. Law firms are also having to look at other non-
financial incentives such as flexible working with
current trends including allowing employees
Positions in demand to work from their home countries for a certain
period of time and hybrid working with the aim
1 Corporate / M&A / Private Equity of offering prospective employees a better work-
life balance.
FINANCIAL KNOWLEDGE
2 Banking and Finance / Islamic Finance

3 Projects CHALLENGE
The expectation for flexible working

In 2023, the demand for legal professionals RECOMMENDATION

with strong financial knowledge and
experience is surging in the UAE.
The UAE’s ongoing transformation into a
global economic powerhouse is giving rise
to increasingly intricate financial regulations,
transactions, and compliance requirements.
This shifting landscape underscores the need
for a profound understanding of financial
markets, investment structures, and regulatory
frameworks. For that reason, lawyers endowed
with financial acumen are in high demand
across various sectors, including banking,
investment, real estate, and corporate law.
Most candidates are looking for roles that offer
a degree of flexibility, this can relate to both
the location of the role or the number of hours
worked. The more flexible an employer can be,
the greater the number of candidates who will
be attracted to a vacancy. Therefore, law firms
are having to adapt and accept that hybrid
working is a trend and the ability for employees
to do this needs to be articulated as a key
selling point as the flexibility of the opportunity
can become a deciding factor between a
candidate accepting one role over another.

2323 24
 Procurement and Supply Chain
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

PROCUREMENT
ERP SUPERUSERS

CATEGORISED BY FUNCTION FROM AVG TO

The majority of organisations across industries are focusing on
Chief Procurement Officer 70 80 150 hiring ERP superusers for junior and mid-level hiring. This follows on
from prior investments in supply chain software solutions with the CHALLENGE
VP / Executive Director of Procurement 50 70 100 goal of improving supply chain department efficiency, efficacy, and Employers face a dual challenge
Procurement Director 40 50 60 automation. of eliminating skill gaps in their
team with respect to technology
Procurement Manager 25 30 40
advancement in supply chain
Category Manager 20 27 35 SALES & OPERATIONS PLANNING (S&OP)
activities, whilst investing in
Buyer / Procurement Specialist / Purchasing Officer 13 15 18 existing talents by upskilling
them for maximal performance,
Assistant Buyer 8 10 12 motivation, and retention.
Companies have demonstrated increased demand for specialised
S&OP professionals within supply chain. These capabilities are
SUPPLY CHAIN supporting the development of S&OP centres of excellence as well as
the integration of supply chain strategy with company strategy.
Chief Supply Chain Officer 85 110 165
RECOMMENDATION
VP of Supply Chain 60 75 100
Employers must actively invest
Supply Chain / Logistics Director 40 50 60 in upskilling their workforce and
CUSTOMER EXPERIENCE MANAGEMENT
Supply Chain Manager 25 35 45
offer them opportunities that will
keep them engaged. Options
Operations Manager 25 30 35 include cross team functional
Demand Planning Manager 20 35 45 opportunities and carving out a
With competition at all-time highs in the shipping and logistics sectors,
clear growth plan. This will need
Customer Service Manager 20 25 30 organisations are focusing on enhancing their customer service to
increase the value they deliver. This focus on “customer happiness” to be balanced with a consistent
Supply Planning Manager 20 35 45 is linked with improved technology deployment to systematise supply inflow of external talent to
chain activities. ensure organisation’s develop in
Logistics Manager 23 25 33
line with best practices.
Fleet / Transportation Manager 18 20 30

Warehouse Manager 18 20 28

Warehouse Supervisor 15 16 20

Demand / Supply / Inventory Planner 15 20 25

Supply Chain Coordinator 11 13 18

Logistics Executive / Coordinator / Specialist 9 12 18

Salaries are shown per month in thousands of (AED) - basic, housing and transport.

Positions in demand

1 S&OP Manager

2 Logistics Manager

3 Category Manager

4 Order-to-Cash / Customer Service Executive

5 Procurement Specialist
2525 26
 Property and Construction
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

REAL ESTATE - ADVISORY & DEVELOPMENT

CATEGORISED BY FUNCTION FROM AVG TO

The demand for Real Estate Consultancy services has witnessed
substantial growth throughout the region, particularly in light of
CHALLENGE
CLIENT SIDE the unveiling of large-scale projects in both the Kingdom of Saudi The P&C market has experienced robust
Arabia (KSA) and the United Arab Emirates (UAE). Notably, KSA’s growth since 2020, with a pronounced
Chief Development/Projects Officer 120 150 180
demand for these services has exhibited consistent year-on-year focus on the UAE. While the KSA remains
Project Director 70 80 90 expansion, prompting a corresponding surge in activity among the most active market within the GCC,
major Real Estate consultants, who have been augmenting their the UAE’s year-on-year expansion
Project Manager 40 45 55 local teams to better address the evolving needs of their clients.
has intensified competition within the
Within the UAE, including Abu Dhabi, Dubai, and Ras Al Khaimah
Development Director 70 80 90 (RAK), substantial developments have been announced across industry. This heightened competition
both the private and public sectors. Consequently, the recruitment is characterised not only by a talent
Development Manager 40 50 55 shortage but also by a scarcity of
landscape in this domain has become notably competitive,
Design Director 60 70 80 presenting challenges in the attraction of top talent. consultancies and contractors, all vying
for opportunities in the rapidly developing
Design Manager 40 50 60 KSA market.
DEVELOPMENT
Facilities Director 60 70 80
The talent shortage has posed a
Leasing Director 60 70 80 Over the past two years, there has been significant and sustained persistent challenge in the UAE over the
demand for development professionals at various levels, spanning past two years, prompting organisations
REAL ESTATE CONSULTANT from junior to executive positions. Leading industry players in to adopt a more receptive stance
the GCC region have been strategically leveraging their existing toward recruiting internationally to
Analyst 12 15 18 land assets while actively identifying new landbanks to meet the counterbalance the allure of opportunities
growing demands of their markets. Professionals possessing
Consultant 20 25 30 in KSA. However, there is still some
expertise in feasibility analysis, business plan formulation, and
project initiation have been particularly sought after, demonstrating hesitation due to concerns regarding
Manager 35 40 50 candidates’ lack of regional experience.
high desirability across all organisational tiers

PMCS/ENGINEERING CONSULTANCY

Project Delivery / Commercial - Director 60 70 85

Project Delivery/ Commercial - Manager
Engineer
Architect
Salaries are shown per month in thousands of (AED) - basic, housing and transport.
Positions in demand
1 Project Director/Managers
2 Development Managers/ Director
3 Design Managers/ Directors
4 Real Estate Advisory & Development
5 Facilities Management
DESIGN & ARCHITECTURE RECOMMENDATION
In addition to the upsurge in development activities, there has Significant progress has been made
45 55 60
been a notable increase in the demand for design professionals in the GCC market over the past year
15 20 30 across a spectrum of disciplines, highlighting the dynamism within to address talent shortages. Clients
the market. Design entities, multi-disciplinary consultancies, and have come to the realization that the
15 20 30 Project Management Consultancies (PMCs) have been proactively salary structures that existed before
expanding their design teams to align with the escalating project the COVID-19 pandemic are no longer
requirements emanating from prominent developers, government competitive in today’s job market. This
entities, and boutique clientele throughout the GCC Master awareness has led to the adoption of
planning, urban design, and architectural expertise from junior
more competitive salary packages across
to executive levels have consistently ranked among the most
sought-after proficiencies by clients, reflecting the prevalent trend all project stakeholders. Additionally,
in the market. benefits packages have evolved to offer
greater flexibility, and the conversation
PROJECT DELIVERY around career growth is occurring
with increased frequency. These
developments are positive strides in
As projects progress from the design phase to execution, there is enhancing the region’s competitiveness
a growing demand for seasoned Project Directors and Managers in comparison to KSA. However, there
with a comprehensive understanding of the entire project lifecycle, is still a considerable number of
spanning both the pre-contract and post-contract phases. These companies that need to consider
roles are anticipated to see an increased level of desirability in the transitioning in this direction.
forthcoming year.
Prominent Project Management Consultancies (PMCs) and client- For professionals in the Property &
side organisations are actively involved in initiatives to retain talent, Construction sector who are considering
which includes offering competitive compensation packages and a move to the GCC, the current
benefits in order to attract and keep top professionals in the field. environment presents an opportune
Consequently, a shortage of talent in this domain is expected. moment. For clients involved in
This scarcity of qualified professionals can also be observed in the recruitment within the GCC, it is advisable
current market landscape of the Kingdom of Saudi Arabia (KSA),
to judiciously evaluate both local and
where major client-side organisations are now actively seeking
talent from the international market through headhunting efforts. international talent pools to effectively
address their staffing requirements.

2727 28
 Retail
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

CUSTOMER EXPERIENCE

CATEGORISED BY FUNCTION FROM AVG TO CATEGORISED BY FUNCTION FROM AVG TO

RETAIL OPERATIONS BUYING & MERCHANDISING / PLANNING The retail industry is continuing to experience an influx in interest
CEO 70 120 150 Merchandise / Buying Director 50 65 80 from small and large international players. As a consequence there CHALLENGE
is a tangible shift and focus on improving the customer experience Middle East consumer purchasing
Managing Director / General Manager 60 80 110 Head of Merchandising / Buying 40 50 60 across all touch points (online/in store). Retail houses have placed
power shows significant strength
Retail Director 35 50 65 Merchandise Manager / Buying heavy emphasis on increasing capability of their training teams, thus
25 35 40 compared to the rest of the world.
Sales Director 35 45 60 Manager creating an increase in demand in these professionals. Experience in
designing and executing the training curriculum and ability to influence This has meant the retail landscape
Sales Manager 20 30 35 Senior Merchandiser / Buyer 20 25 30
and increase capability of store teams across the region are key has experienced an increase
Operations Manager 25 40 55 Merchandiser / Buyer 15 20 25 prerequisites. Mobile professionals are highly sought after. in new international players
Retail / Area Manager 30 35 45 and the expansion of existing
VISUAL MERCHANDISING
Training Manager 25 30 40 operations across the region. As
Head of Visual Merchandising 35 45 50 a consequence the demand for
Trainer 15 20 30 FRANCHISE/DISTRIBUTOR MANAGEMENT
Visual Merchandise Manager –
20 30 40
best in class talent across the
Wholesale Manager 25 30 35 Regional board is higher than ever which has
Key Account Manager 20 25 30 Visual Merchandise Manager – Local 20 30 35 continued to create a disparity in
Store Director - Luxury 40 50 60 In store Visual Merchandiser 12 15 20 As we see brands continue to enter the Middle East and existing the salary scale.
Store Director – Value to Mid-Range 20 30 40 ones looking to shift their route-to-market strategy a lot of businesses
DESIGN are in search of senior commercial talent with the strategic expertise
Store Manager – Luxury 25 35 45
Head of Design 25 30 35 to manage external partners across the region whilst also internally
Store Manager – Value to Mid-Range 15 25 30
influencing their teams to provide their external partners with the RECOMMENDATION
Fashion Designer 20 25 30
Sales Associate – Luxury 12 14 15 right support. Commercial talent that can seamlessly manage these Retaining and rewarding
Designer 15 20 30 transitions and have a proven track record and results are in high
Sales Associate – Value to Mid-Range 7 11 15 existing talent is more
demand.
Salaries are shown per month in thousands of (AED) - basic, housing important than ever. Efficient
MARKETING & COMMUNICATIONS and transport. organisational structures are
Marketing Director 40 55 70 becoming critical in the long
Marketing Manager 30 40 45 term profitable success of
STORE ARCHITECTURE/VISUAL MERCHANDISING
PR Manager 25 35 45 retail brands. To achieve this,
Trade Marketing Manager 20 25 35 players who are identifying
senior commercial talent with
PR Executive 15 20 20
With the increased sophistication of the retail market in the Middle strategic capability to redefine
Marketing Executive 18 20 25 East, Global Retail HQ’s are pressed to provide regional teams the these structures and implement
autonomy and ownership to drive localisation strategies for in store
competitive sales incentives
architecture and visual merchandising. With dynamic cultural nuances
are successfully retaining and
becoming increasingly important for the customer experience, there is
an increased need to embed this in the identity of brands in the region attracting best talent across
and at first touch points. Creative senior VM talent are therefore highly the board. Further investing
sought after to drive the strategies that define the long term success of in the upskilling of existing
Positions in demand these brands. talent is critical in driving retail
employee loyalty.

1 Store Director

2 Training Manager

3 Area Manager

4 Store Architecture/Visual Merchandiser

5 Chief Commercial Officer

2929 30
 Sales and Marketing – B2B
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

INDUSTRY / VERTICAL EXPERTISE

CATEGORISED BY FUNCTION FROM AVG TO CHALLENGE

In the B2B world and a constantly maturing UAE
market, sales professionals with some sort of niche Competitive landscape
SALES AND MARKETING
/ expertise across industries or verticals are in high
CEO 90 110 140
demand. If you are a specialist in public sector, RECOMMENDATION
CCO/ Vice President 75 90 110 banking, oil and gas, retail, telco, education etc - it can Ever since 2021, when international businesses
Regional Sales Director 45 65 80 be beneficial to your long term sales career. turned their attention to the Middle East and the
Regional Sales Manager 30 40 50 Saudi market went into over-drive, talent has
been in high demand in the region, particularly in
Business Development Manager 25 35 45 ENTREPRENEURSHIP
the UAE. Hiring processes need to be efficient,
Country Sales Manager 30 40 55
clearly communicated and fast-paced to retain
Project Sales Manager 25 30 40 When new businesses look to setup in the region the interest of candidates. Most candidates have
Key Account Manager/Area Sales Manager 20 30 45 they are often keen on candidates who are looking multiple processes on-going and will naturally
at growth role that cannot be sometimes offered lean towards the most promising and engaging
Sales Engineer 15 25 30
at multinationals with rigid structures. Senior sales
Business Development Executive 10 15 20
employers.
/ regional managers will need to demonstrate their
appetite for risk taking and their business nuance when
MARKETING contesting for such roles.
CMO 70 90 110 CHALLENGE
Head of Marketing/Marketing Director 45 65 85 Loyalty has lost its lustre.
STAKEHOLDER MANAGEMENT
Regional PR/Comms/Lobbying Director 40 60 80
RECOMMENDATION
PR/Comms/Lobbying Manager 30 45 60
The importance of managing relations with The culture of long-term service to a single
Regional Head of Product 40 60 75
stakeholders across levels at the client’s end as company is becoming obsolete. People are
Marketing Manager/Group Product Manager/Category Manager 25 40 55 well as internally has been at an all-time high. With increasingly open to exploring new opportunities,
Bid Director 30 45 60 relationships playing a pivotal role in managing and and job hopping has become the norm. In the last
closing deals, people who’re in close touch with year, 8 in 10 people who started a new job are still
Bid Manager 20 28 35
senior leadership at clients’ side are highly valued and open to new opportunities, demonstrating there
Manager - Sales Analytics 25 35 45 recognised.
will be a greater challenge for employers to retain
Marketing Research 12 24 35
top talent.
BUSINESS STRATEGY/ STRATEGIC THINKING
Salaries are shown per month in thousands of (AED) - basic, housing and transport.
CHALLENGE
The traditional interview process for commercial roles, Demand for Flexibility
which primarily centred on a candidate’s potential client
acquisition, has given way to a more comprehensive RECOMMENDATION
Positions in demand and rigorous recruitment approach. This modernised
process places a greater emphasis on behavioural
People are looking at flexibility in the form of
remote working. Policies such as working from
assessments and culminates with candidates being
home for two or three days a week, three weeks
asked to develop detailed business plans outlining their
1 CCO/Vice President - Sales working from anywhere around the globe, etc.
proposed activities and expected outcomes for the
initial 30, 90, 180, and 360 days of their tenure. have been strong talent attraction / retention
factors in the market.
2 Strategic Account Manager

3 Sales Director

4 Business Development Manager

5 Marketing Manager

3131 32
 Sales and Marketing – Consumer
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

DE&I

CATEGORISED BY FUNCTION FROM AVG TO The global agenda of DE&I is attaining increasing importance in the
region, with organisations actively revisiting their recruitment strategies
SALES
to ensure they are adopting an inclusive approach. So whilst this isn’t
General Manager 60 80 120 necessarily a skill, the diversity of the workforce is a pressing matter on CHALLENGE
global HQ agenda’s, thus reflecting in the demand for talent across the The region has successfully
Sales / Commercial Director 65 80 100 region. In particular, a diverse mix at the Senior Leadership Team level attracted some of the world’s best
is at the forefront of organisations in the FMCG space. talent and in turn created increased
Country Manager 40 48 60
capability across the board. Whilst
PRODUCT & BRAND STRATEGY
Regional Sales Manager / GCC Sales Manager/ Business Development Manager 30 43 55 this has been incredible for the
With increased competitive activity in the market, businesses are industry, it has meant the market is
Key Account Manager / National Account Manager 20 26 35 required to identify key strengths in their product and focus on more candidate driven than ever.
becoming pioneers in their offering. There is a pressing focus on
Key Account Executive 12 15 20
identifying talent with strong capability in developing the product and
brand strategy including NPD, brand positioning, development of
Key Account Executive 12 15 20
the full marketing mix including consumer touchpoints through trade RECOMMENDATION
MARKETING marketing. The need for professionals with existing in-depth consumer In order to attract the best
and market understanding is critical. talent organisations need to
Chief Marketing Officer 70 90 120
place heavy emphasis on the
STRATEGIC THINKING
Head of Marketing / Marketing Director 60 70 80 candidate experience starting at
As we see the industry moving into a state of increased confidence interview stage. It is incredibly
Marketing Manager / Group Product Manager / Category Manager 45 50 60 important to remember that
and growth in 2024, especially with the growing importance of Saudi
Arabia in organisations regional portfolios, there is an ever-increasing as much as candidates are
Senior Brand Manager 30 38 45
demand for senior sales and marketing talent. The upskilling of the being interviewed, in turn
Brand Manager 25 30 35 workforce has become critical in ensuring business’ have competitive organisations are too. Those
offerings across channels and product categories. Therefore talent employers who display efficient,
Assistant Brand Manager / Marketing Executive 16 19 23 with regional experience as well as higher level strategic capability people-centric values and
have become a key prerequisite for sustained growth of business’.
TRADE MARKETING
flexibility for their people are
the ones securing the best
Head of Trade Marketing 45 55 60 DISTRIBUTION EFFICIENCIES
talent in the marketplace.
Regional inflation has meant
Trade Marketing Manager / Shopper Marketing Manager (Regional Role) 25 33 45 An evolving market landscape has placed heavy emphasis on the
salary expectations have risen
efficiency driven through distributor management. Sales talent that
Trade Marketing Manager / Shopper Marketing Manager (Country Specific) 20 25 30 demonstrate strong proven track record in the re-evaluation of significantly beyond the market
distributors based on channel and market penetration strategies average of
Trade Marketing Executive 13 15 20 10-15% for their next move,
are key. Especially those that are able to quickly adapt to change.
Stakeholder management and relationship building is therefore critical. so competitive offers are now
CONSUMER INSIGHTS
Multi channel exposure (Distributors, E-commerce, MT, TT) is now key drivers for a change.
Consumer Insights Director 40 50 60 becoming a non negotiable.

Consumer Insights Manager 20 28 40

Consumer Insights Executive 15 17 20

Salaries are shown per month in thousands of (AED) - basic, housing and transport.

Positions in demand
1 Regional Marketing Manager

2 Brand Manager

3 Senior Sales/ Head of Sales Manager

3333 34
 Secretarial and Office Support
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

MULTILINGUAL PROFICIENCY AND STRONG COMMUNICATION

CATEGORISED BY FUNCTION FROM AVG TO

FINANCIAL SERVICES AND MANAGEMENT CONSULTANCIES The UAE’s diverse population and international business environment
Receptionist 10 12 15 often require office support professionals to be proficient in multiple CHALLENGE
General Administration 11 14 16 languages, especially English and Arabic. Knowledge of other
languages, such as French, can also be highly valuable. Effective The UAE’s competitive job market
Personal Assistant 18 25 30 can make it challenging for
communication, both written and verbal, is a fundamental requirement
Team Assistant 15 18 22 for office support roles. Clear and concise communication is essential employers to attract and retain top
Executive Assistant 20 28 35 for interacting with colleagues, clients, and stakeholders. office support talent. Candidates
may have multiple job opportunities,
Office Manager 25 35 40
leading to increased competition
GOVERNMENT/ SEMI GOVERNMENT
among employers. Providing a
COMPUTER SOFTWARE PROFICIENCY
Receptionist 11 14 16 positive candidate experience is
General Administration 13 15 16 critical in a competitive job market.
Senior Administration 18 21 25
Proficiency in office software like Microsoft Office (Word, Excel,
Legal Secretary 19 24 27 PowerPoint, Outlook) and Google Workspace is typically expected.
Team Assistant 17 22 25 Experience with specialised software or tools used in the industry can
be an advantage. RECOMMENDATION
Executive Assistant 18 28 35
Office Manager 22 30 38 To address these challenges,
organisations in the UAE
SME
KNOWLEDGE OF LOCAL REGULATIONS may need to adapt their
Receptionist 8 10 12
recruitment strategies, invest in
General Administration 7 10 14 technology, focus on employer
Personal Assistant 14 16 22
The UAE has complex regulations that covers various aspects branding, and offer competitive
Executive Assistant 15 18 22 of business operations, employment, and general compliance. compensation packages.
Office Manager 17 20 25 Office support professionals need to be well-informed about these Organisations must also ensure
regulations because their work often involves administrative and their recruitment process is
MNC
documentation tasks related to company licensing, employee efficient, transparent, and
Receptionist 10 13 15 onboarding, legal/compliance and more. The skill is highly sought after, respectful of candidates’ time
General Administration 12 15 18 especially amongst office managers. and effort.
Office Manager 20 25 28
MNC LEGAL FIRMS
Receptionist 11 12 15
Legal Secretary 20 28 30
Office Manager 25 30 35

Salaries are shown per month in thousands of (AED) - basic, housing and transport.

Positions in demand
1 Executive Assistant

2 Office Manager

3 Administration Assistant

4 Legal Secretary

5 Receptionist

3535 36
 Technology
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES

CATEGORISED BY FUNCTION FROM TO CATEGORISED BY FUNCTION FROM TO DEVOPS

EXECUTIVE / LEADERSHIP DEVELOPMENT

CHALLENGE
Chief Information Officer (CIO) 70 130 Head of Development 45 55 DevOps is becoming increasingly
Chief Technology Officer (CTO) 60 140 Development Manager 35 45
important in the UAE as businesses The demand for specialised IT talent is outpacing the supply,
adopt digital technologies and move and it will continue to do so making it difficult for businesses in
Chief Information Security Officer (CISO) 60 120 Lead Developer 25 35 to cloud computing. This is essential the region to find qualified candidates.
IT Director 50 90 Blockchain Developer 30 50 as companies must be able to quickly
Head of IT 40 70 Back End Developer 18 27 adapt to changing customer needs and
IT Manager 20 40 Senior Back End Developer 25 40
market conditions. There are a number RECOMMENDATION
benefits such as faster and reliable
ENTERPRISE APPLICATIONS Full Stack Developer 20 35 software releases, overall reduction One way to stay ahead of the curve is by investing in
Applications Director 50 80 iOS Developer 18 25 of costs, and improved customer upskilling and reskilling your staff. Providing training and
satisfaction which seem to be key development opportunities ensures your employees acquire
Business Applications Manager 25 45 Android Developer 18 25
objectives of most products. the skills necessary to meet the demands of the modern
Technical / Functional Consultant 25 40 Front End Developer 12 22 workplace. Looking internally and investing in internal
ERP Project Manager 30 55 Senior Front End Developer 22 38 recruitment units to leverage technology, employee referrals,
ERP Consultant 25 45 .Net Developer 15 28 DATA-CENTRIC INSIGHTS and proactive identification strategies can also aid in building
a long-term sustainable solution.
ERP Business Analyst 20 30 Java Developer 15 28
ERP Support Analyst 10 18 Python Developer 20 35 CHALLENGE
BUSINESS ANALYSIS & PROJECT MANAGEMENT CYBERSECURITY / INFORMATION SECURITY This ability enables informed decision-
making and problem-solving, and helps The challenge within recruitment processes here often
PMO Leadership (Head/Manager) 35 70 Cybersecurity Architect 35 60 involves inconsistencies and inefficiencies, leading to
align overall IT strategies and solutions
IT Business Partner 35 55 IT Security Manager 30 55 with the business needs and goals. difficulties in identifying and securing the most suitable talent
Programme Manager 40 80 IT Security Engineer 20 40 Expertise in programming languages for specific roles within a business.
Project Manager 25 60 Security Analyst 15 25 like Python, statistical methods, and
data visualisation tools is crucial
Senior Business Analyst 25 45 SOC Manager 25 38
for interpreting and communicating RECOMMENDATION
Business Analyst 20 35 SOC Engineer 12 20 complex information effectively. This
The challenge can be addressed by clearly defining job
INFRASTRUCTURE Penetration Tester 18 40 skillset not only meets the high demand
requirements, establishing a standardised and streamlined
Infrastructure Head / Director 40 70 Application Security Specialist 15 35 in the job market but empowers
interview process across the organisation, ensuring
professionals to add significant value by
Infrastructure Manager 25 50 Security Consultant 25 60 consistency in evaluating candidates, taking feedback from
leveraging data for strategic decision-
Infrastructure Engineer 20 35 Information Security Manager 25 45 candidates in process, and utilising interview scoring metrics
making in any organisation.
to make informed and objective hiring decisions. Additionally,
Network Engineer 15 25 Information Security Engineer 15 25
leveraging technology for applicant tracking and data analysis
Infrastructure Specialist 20 30 Governance, Risk & Compliance (GRC) can further enhance efficiency in the recruitment process.
25 40
Service Delivery Manager 30 50 Manager
STAKEHOLDER MANAGEMENT
TECHNICAL SERVICES
CHALLENGE
Technical Support Manager 20 40 In recent years, technology-based salaries in the UAE have
IT Support Engineer 10 20 Positions in demand As technology advances, so does
the need for effective stakeholder
been increasing rapidly. This is due in part to the region’s
booming economy and its growing reputation as a hub
Application Support Analyst 13 22 management. Today’s businesses for technology and innovation. In some cases it is difficult
CLOUD, DEVOPS, & ARCHITECTURE 1 Systems Administrator operate in a global market, and for employers to remain competitive against the growing
Head of Enterprise Architecture 50 80 they must be able to engage with demands of IT experts.
DevOps Lead 45 70 2 Project/Programme Manager stakeholders across the world. This
requires a deep understanding of RECOMMENDATION
DevOps Engineer 20 40 technology and how it can be used
3 DevOps Engineer While a base salary is essential to attract and retain talent,
Solutions Architect 30 50 to engage with stakeholders, and an
understanding of the different cultures technology companies in the UAE are increasingly offering
Site Reliability Engineer 18 25
4 Cloud Architect and customs that may be involved. benefits that go beyond simply providing a pay check. For
Cloud Architect 30 60 example, some firms offer flexible working to help employees
To be successful, businesses need to
Enterprise Architect 35 60 have a team of skilled professionals balance work and family responsibilities. In addition, many
5 Cybersecurity Specialist
TESTING who can manage these relationships companies offer fitness memberships, and other wellness
effectively. By doing so, they can benefits to help employees stay healthy and productive.
Test Manager 35 50
ensure their business goals are met and By offering these types of benefits, technology companies
Test Lead 25 35 in the UAE are able to attract and retain top talent,
stakeholders are satisfied.
QA/Test Analyst 15 25 even in a competitive market.

Salaries are shown per month in thousands of (AED) - basic,

housing and transport.

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