2024 | Halian GCC Market Report and Salary Guide
For those specifically interested in the Gulf Cooperation Council (GCC) job market, Halian's upcoming GCC Market Report and Salary Guide promises to provide invaluable insights into the region's compensation trends and market dynamics, allowing both job seekers and employers to make well-informed decisions in this dynamic and diverse landscape.
Halian GCC Market Report and Salary Guide 2 0 2 4 www.halian.com
Content Part 01. Part 06. A WORD FROM GCC EMPLOYERS THE CEO SURVEY RESULTS Part 02. Part 07. ABOUT THIS TECHNOLOGY EMPLOYEE REPORT SURVEY RESULTS Part 03. Part 08. COMMERCIAL & FINANCE MAIN EMPLOYEE SURVEY RESULTS OVERVIEW Part 04. Part 09. GCC STATISTICS DIGITAL EMPLOYEE SURVEY OVERVIEW RESULTS Part 05. Part 10. GCC EMPLOYEE USEFUL SURVEY RESULTS RESOURCES
A word from the CEO Introducing Halian’s inaugural GCC Market Report and Salary Guide 2024! I am thrilled to present to you Halian’s first-ever GCC Market Report and Salary Guide. This comprehensive report is not just a reflection of current salary benchmarks but a narrative of the evolving job market trends in this region. In these pages, you’ll find a detailed index on sector-specific salaries like technology, commercial & finance, and digital. In the middle of 2023, we saw a slight dip in job openings influenced by various economic factors and global events. Still, the future outlook is positive, with our survey revealing that 83% of employees in the GCC are planning to change jobs in 2024, and 67% of employers in the region are sure to increase their workforce in 2024. With upcoming projects in the region that include the Saudi Vision 2030 and We the UAE 2031 initiatives, we can expect a surge of opportunities for job seekers in 2024. I would like to take this opportunity to express my gratitude to all who participated in our survey. This market report won’t be possible without your contribution and support. If you require further information about this survey or additional details about our recruitment outsourcing or smart services, please don’t hesitate to contact us at [email protected]. STUART FRY CEO - HALIAN
About this Report In Halian’s GCC Market Report and Salary Guide, we look at in- depth data surrounding the recruitment market in the Gulf Cooperation Council (GCC) region, mainly covering the UAE and Saudi Arabia. This report looks at these primary industries: Technology, Finance, and Digital and explores the latest hiring trends along with current market salaries. Halian’s Approach We designed this survey by gathering data about compensations and benefits within the GCC job market. All the responses were completely anonymised before analysis to safeguard participant privacy, and no individually identifiable information was disclosed in the final report. This salary survey aims to provide comprehensive and up-to-date information on compensation trends within the Middle East. Moreover, it seeks to assist employers, employees, and industry professionals in making informed decisions regarding salary structures and benefits packages. | Halian GCC Market Report and Salary Guide 2024
Main Overview Recruitment Trends and Challenges Pay Rises Across the Region The UAE has demonstrated positive salary trends in The Gulf Cooperation Council (GCC) has been 2023, with more than half (56%) of employees experiencing significant changes in its business reporting a salary increase. However, it’s noteworthy landscape, and companies are adapting to new trends that a similar percentage (55%) received an increase of and challenges in recruitment. With over half of less than 5%, indicating that while salary hikes are organisations (53%) planning to expand to new prevalent, they are not uniformly substantial. Saudi locations, the demand for skilled talent is at an all-time Arabia has also witnessed favourable salary trends, high. In line with this growth, 42% of organisations with 57% of employees reporting an increase. reported an increase in employee salaries this year, Encouragingly, less than half (48%) received an reflecting a recognition of the importance of retaining increase of less than 5%. Even with this number, it can and motivating existing talent in a competitive job suggest that compensation benefits are improving in market. Looking ahead, 91% of companies are planning Saudi Arabia. incremental salary raises, with 73% of organisations offering an increase of less than 5%. Saudi employees exhibit a higher degree of optimism regarding future salary increases. A significant 53% In this region, employers continue to place the highest anticipate a salary increase before the year’s end. In emphasis on revenue growth as their foremost contrast, the UAE follows, with 39% of employees objective. This is followed by priorities such as market expecting an increase. expansion and establishing an international presence, fostering customer satisfaction and loyalty, achieving Salary increases in the GCC are predominantly operational efficiency and optimising costs, innovation influenced by two significant factors: performance and lastly, employee development and engagement. A and job changes. Approximately 33% of salary significant portion of these organisations cited that increments are attributed to employee performance. current economic conditions may limit or prevent Moreover, a substantial 25% of employees reported them from achieving these objectives. This paradox receiving higher salaries due to job transitions, highlights the resilience and adaptability of companies confirming a dynamic job market where opportunities in the face of external challenges. Our survey also for advancement and career growth are prevalent. reveals that 68% of organisations feel confident in possessing the necessary skills to achieve their goals, The GCC job market has exhibited resilience in the face with many of them embracing mentoring methods to of the global pandemic. There has been a notable enhance their workforce’s capabilities further. uptick in employment opportunities, signifying a robust recovery. This resurgence underlines the GCC’s In terms of headcount, companies in the Middle East ability to adapt and rebound in the face of economic reported that 70% of them have expanded their challenges. headcount this year in comparison to the previous year. This trend is set to continue, with 68% expressing their intention to further increase their workforce in 2024. Interestingly, 53% of organisations are planning to hire both permanent employees and contractors, with a notable emphasis on permanent recruitment. It is worth noting that a significant 73% of respondents currently engage or have engaged with contractors. This highlights the continued relevance of contract workers in the Middle East job market, attributed mainly to the prevalence of project-based work that demands specialised skills for specific durations. Furthermore, in alignment with Saudization and Emiratisation policies, companies are actively recruiting Saudi and UAE nationals. Specifically, 17% of companies have onboarded Saudi nationals, 37% have welcomed UAE nationals, and 30% have employed individuals from both nationalities. | Halian GCC Market Report and Salary Guide 2024
Perks and Benefits Work-Life Balance Saudi employees exhibit higher satisfaction rates (47%) While approximately 35% of UAE and 38% of Saudi regarding their salaries and benefits when juxtaposed employees perceive their work-life balance as fair, with their counterparts in the UAE, where 36% nearly half express a desire for more flexibility in expressed similar contentment. This discrepancy may taking breaks. Interestingly, there exists a slight stem from various factors, including differences in cost discrepancy in communication regarding work-life of living, industry sectors, and government policies. It is balance concerns, with 42% of UAE employees being noteworthy that despite variations, a significant portion more cautious compared to their Saudi counterparts of employees in both countries find their compensation at 38%. packages satisfactory. A critical aspect of employee satisfaction and Career Progression engagement revolves around transparency in pay Despite a notable 53% satisfaction rate with their structures. Almost half of the respondents in both current positions, roughly half of these respondents Saudi Arabia (45%) and the UAE (49%) reported that harbour a desire to explore potentially greener their companies lack transparency in how pay raises pastures with alternative companies. Furthermore, are determined. This revelation highlights a substantial Saudi employees exhibit a greater sense of optimism, issue within the corporate landscape, as unclear with 85% expressing confidence in future compensation policies can lead to employee employment opportunities, in contrast to 73% of their disengagement, frustration, and potential talent UAE counterparts, reflecting a positive outlook attrition. considering the prevailing market dynamics. In both the UAE and Saudi Arabia, medical insurance stands out as the foremost and highly valued benefit for employees. It provides essential coverage for healthcare needs and offers a sense of security to individuals and their families. In Saudi Arabia, employees highly appreciate additional benefits such as air ticket allowances and flexible working hours, enabling a better work-life balance. Similarly, in the UAE, air ticket allowances hold significant importance, followed by flexible working hours. These benefits collectively contribute to fostering a positive and supportive work environment, ultimately boosting employee morale and productivity. | Halian GCC Market Report and Salary Guide 2024
Diversity and Inclusion Efforts Our survey showed that there is a pressing need for Furthermore, 70% of those surveyed reported that this enhanced efforts in promoting diversity and inclusion change had no discernible impact on overall in the workplace, and results have shown that a productivity. It indicates that shorter working weeks majority of employees (37%) said that their can be just as effective in maintaining high levels of companies are making commendable actions output and efficiency. The shift towards a lesser regarding diversity and inclusion in the workplace. working week in the UAE exemplifies a commitment to fostering a more balanced and efficient work-life It should be noted that a significant 58% of survey environment. participants recognised the presence of a diversity pay disparity, which disproportionately favoured For the majority still adhering to the traditional certain groups. This issue was particularly noteworthy working week, a staggering 77% expressed a strong among workers in Saudi Arabia, with 57% identifying preference for fewer working days, desiring more this gap, in contrast to their peers in the UAE, where quality time with their families. This sentiment the figure stood at 51%. underscores the growing importance of a balanced work-life equation in the minds of GCC employees, What’s equally noteworthy is that a significant reflecting a broader shift in attitudes towards work in majority (36%) of respondents lacked clarity or the region. awareness regarding their company’s specific diversity and inclusion objectives. Among the However, it is noteworthy that companies still value initiatives in place, diverse hiring practices and the traditional in-office work structure, citing benefits recruitment efforts ranked second at 22%, following such as enhanced collaboration, teamwork, and closely behind employee training workshops on the improved communication and feedback as key reasons subject. for its continuation. Looking at 2024, 48% of companies say that their current working models will These findings highlight the imperative for companies remain unchanged, reflecting a degree of stability in in the GCC to not only set clearer diversity goals but their approach. Interestingly, an equal 48% express also to implement robust policies and practices that concerns about potential dips in employee genuinely foster an inclusive and equitable workplace productivity if they were to reduce the number of environment for all employees. working days. Shorter Working Weeks and Hybrid Work Setups: A Successful Experiment? In response to shifting workplace dynamics, a substantial 62% of companies have adopted a hybrid work model, allowing employees to work from home at least once a week. This flexibility has also yielded positive results, according to employers, with 45% reporting an increase in employee productivity. Demonstrating a continued commitment to employee well-being, 72% of employers prioritise work-life balance, underscoring its significance in allowing remote work options. Work-life balance policies and practices seem to elicit mixed sentiments among employees, with 55% expressing a poor work-life balance. In January 2022, the UAE government has embraced a four-and-a-half-day working week. This progressive move aligns with a broader trend in the GCC region, where 8% of respondents already enjoy the luxury of fewer working days, demonstrating a forward-thinking approach to scheduling. | Halian GCC Market Report and Salary Guide 2024
Future Outlook Amid the prevailing political and economic uncertainties in the Middle East, there is notable resilience among employees, with a striking 77% expressing a positive outlook on future employment prospects. This optimism speaks to an underlying confidence in the region’s ability to navigate and adapt to evolving circumstances. Furthermore, an overwhelming 85% of respondents are buoyed by the potential of Artificial Intelligence, viewing it as a powerful toolset to streamline their work processes and enhance productivity. Looking ahead to the year 2024, a substantial 83% of respondents are contemplating a change in their professional trajectory. Among the key determinants influencing this decision, improved compensation and benefits emerge as the clear frontrunner, demonstrating the value placed on financial security and recognition for one’s contributions. This shift in sentiment towards prioritising holistic remuneration packages reflects an increasingly informed and discerning workforce. In tandem with this forward-looking mindset, an encouraging 68% of employees are actively engaged in pursuing additional education and certification. This proactive approach underscores a commitment to continuous learning and skill development, positioning them for success in an ever-evolving job market. This inclination towards upskilling is particularly pertinent considering the numerous upcoming projects in the region, notably the ambitious Saudi Vision 2030 initiative and other pivotal endeavours in the UAE. These initiatives promise a surge in opportunities across various sectors, aligning seamlessly with the career aspirations and growth trajectories of these proactive employees. These positive indicators paint a promising picture of the economic landscape in the Middle East. The collective optimism, coupled with a strategic approach towards skill enhancement and career development, lays a robust foundation for sustained growth and prosperity in the region. The convergence of these factors suggests that Middle Eastern employees are poised to not only weather the challenges of today but also seize the opportunities of tomorrow with confidence and determination. | Halian GCC Market Report and Salary Guide 2024
Regional Overview: GCC 56% 83% 77% of employees have of employees plan to of employees are optimistic or experienced a salary increase change jobs in 2024. very optimistic about future this year. employment opportunities. 43% 67% 62% of employees have some form of companies are of organisations operate on a hybrid working of hybrid work option. planning to increase their workforce in 2024. model. 44% 52% of businesses say that of companies say that employee productivity has fewer working days are increased after introducing beneficial for their a hybrid working option. company. Medical insurance is the most Employers cite current economic crucial benefit that employees conditions as the main factor that consider in the region, followed by would prevent or limit them from air ticket allowances and flexible achieving their goals. working arrangements. Employers continue to favour full- The region’s employee workforce time in-office work, emphasising considers exploring opportunities increased collaboration and with another company as a primary teamwork as the primary drivers. career goal, followed by obtaining a promotion within their organisation. | Halian GCC Market Report and Salary Guide 2024
SALARY & BENEFITS GCC EMPLOYEE SURVEY RESULTS Did you get a salary increment this year? By how much did your salary increase? 5% or less No Above 10% 44% Yes More than 15% 56% More than 20% 0% 20% 40% 60% Do you expect a salary increase before the year ends? How did you get the salary increment? 2% 1% Performance related 22% Promotion Started a new job 40% Yes 44% Standard annual salary increase No Counter offer 56% Other 25% 10% Are you happy with the salary and allowances that you currently get? Very satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Very dissatisfied 0% 10% 20% 30% 40% | Halian GCC Market Report and Salary Guide 2024
SALARY & BENEFITS EMPLOYEE SURVEY HIGHLIGHTS Is your company transparent on how pay rises are set? Yes, my company is very transparent about how pay rises are set 19% Somewhat, there is some transparency, but it could be improved 21% No, my company does not provide clear information about how pay rises are determined 48% I'm not sure/I don't have enough information to answer this question 11% Which employee benefits do you currently have? Medical insurance Air ticket allowances Flexible working hours/Work from home options Additional vacation days Child education allowance Other Company car Which are the top three most important benefits to you? Medical insurance Air ticket allowances Flexible working hours/Work from home options Child education allowance Additional vacation days Company car Other | Halian GCC Market Report and Salary Guide 2024
CAREER PROGRESSION EMPLOYEE SURVEY HIGHLIGHTS How long have you been in your current role? Less than 6 months 6 months to 1 year 1-2 years More than 3 years 0% 10% 20% 30% 40% How satisfied are you with your current job? Very satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Very dissatisfied 0% 10% 20% 30% 40% 50% What do you consider as your primary career goal at this time? Obtaining a promotion within my current organisation 25% Transitioning to a new role or department 11% Exploring opportunities with a different company 56% Starting my own business 6% Other 2% Which of the following factors do you believe have contributed most to your career advancement? Strong work performance Continued professional development Effective networking Proactive seeking of opportunities Mentorship and guidance Other | Halian GCC Market Report and Salary Guide 2024
CAREER PROGRESSION GCC EMPLOYEE SURVEY RESULTS How would you rate the level of support you receive from What actions would you like to see provided to support your current employer for your career development? your career progression? Excellent Training and development programs Very Poor 8% 43% 12% Mentorship opportunities 11% Leadership coaching Good 14% 32% Clearer paths for advancement Poor 32% 36% Other 1% Fair 12% What would be the main deciding factor for leaving your current job? Do you plan on changing jobs in 2024? Career advancement 23% No Better compensation and benefits 17% 34% Improved work-life balance 14% Alignment with personal values 5% Professional development opportunities 16% Location 5% Yes Other 83% 4% Are you pursuing any further education or professional certifications to advance your career? Yes, actively pursuing additional education/certifications Yes, planning to pursue additional education/certifications No, but considering it in the future No, I am not planning to pursue additional education/certifications 0% 10% 20% 30% 40% 50% | Halian GCC Market Report and Salary Guide 2024
CAREER PROGRESSION GCC EMPLOYEE SURVEY RESULTS How do you stay updated on industry trends and advancements? Attending conferences and workshops Participating in webinars and online courses Reading industry publications and articles Networking with industry professionals Other 0% 10% 20% 30% 40% Do you believe technological advancements like Artificial Intelligence will make your job easier? I believe it will help 85% I don't believe it will be beneficial at all 3% I believe it's just a trend that will die down soon 5% I still believe in my own skill set and don't need the help of AI or any technology to make it easier 8% How do you usually look for new work opportunities? Social media and job boards (LinkedIn, GulfTalent, Indeed, etc.) Newspapers Company career websites Referrals from friends and colleagues Other 0% 25% 50% 75% 100% Considering the current economic climate, how optimistic are you about future employment opportunities? Very optimistic Somewhat optimistic Neutral Not very optimistic Not optimistic at all 0% 10% 20% 30% 40% | Halian GCC Market Report and Salary Guide 2024
WORK-LIFE BALANCE GCC EMPLOYEE SURVEY RESULTS How satisfied are you with your current work-life How often do you find yourself working outside of regular balance? business hours (e.g., evenings, weekends)? Always Very Poor Very rarely or never Excellent 5% 5% Poor 16% 16% Almost always 13% 15% Frequently Good 18% 30% Fair 35% Occasionally 46% Are you able to take breaks during the workday to Do you feel that your workload is manageable within the recharge and relax? standard working week? 15% Yes Yes, I regularly take breaks to recharge Sometimes, but it can be challenging No Sometimes, but not as often as I'd like 46% No, I rarely have time for breaks 39% 0% 10% 20% 30% 40% 50% Do you have flexibility in adjusting your work hours or Have you ever felt pressured to work extra hours beyond location (e.g., remote work) when needed? your regular schedule? No, never Yes, I have a high 26% degree of flexibility Yes, occasionally 40% Yes, to some extent No, I have limited flexibility 0% 10% 20% 30% 40% Yes, frequently 35% | Halian GCC Market Report and Salary Guide 2024
WORK-LIFE BALANCE GCC EMPLOYEE SURVEY RESULTS Does your organisation provide resources or programs to support work-life balance (e.g., wellness programs, flexible work arrangements)? Yes, my organisation provides a variety of resources and programs 22% Yes, but the offerings are limited 31% No, my organisation does not provide resources or programs for work-life balance 47% Have you experienced any negative health effects as a result Do you feel comfortable discussing work-life balance concerns of your work schedule or workload? with your supervisor or management? Yes, I feel comfortable discussing these concerns 39% Somewhat, but I am cautious about it Yes 46% 40% No No, I do not feel comfortable discussing these concerns 54% 21% How satisfied are you with your organisation's What working model best applies to your company? overall work-life balance policies and practices? Fully office-based 6% 46% 13% Very satisfied Hybrid work options (work from home for a couple 14% Satisfied of days a week) 43% Neither satisfied nor dissatisfied Fully remote Dissatisfied 5% Very dissatisfied Completely flexible 33% 6% 34% | Halian GCC Market Report and Salary Guide 2024
DIVERSITY & INCLUSION GCC EMPLOYEE SURVEY RESULTS Do you believe employees of all backgrounds have equal How would you rate the diversity and inclusion efforts of your opportunities for career advancement and salary progression current organisation? at your workplace? Strongly agree Very good Agree Good Neutral Average Disagree Poor Strongly disagree Very poor Prefer not to say 0% 10% 20% 30% 40% 0% 10% 20% 30% Do you feel comfortable discussing diversity and inclusion topics openly with your colleagues and superiors? Very comfortable 27% Somewhat comfortable 26% Neutral 28% Somewhat uncomfortable 11% Very uncomfortable 9% Do you feel that there is a diversity pay gap within your organisation? Yes, it favours certain groups Yes, it disadvantages certain groups No, there is no diversity pay gap Not sure 0% 10% 20% 30% 40% | Halian GCC Market Report and Salary Guide 2024
DIVERSITY & INCLUSION GCC EMPLOYEE SURVEY RESULTS Has your organisation set specific diversity and inclusion goals or targets? Yes 32% Not sure 36% No 32% Do you feel your contributions to your organisation are recognised regardless of your background? Yes, always Sometimes Rarely Not at all 0% 10% 20% 30% 40% Which diversity and inclusion initiatives are practised in your organisation? Employee training and workshops on diversity and inclusion Diverse hiring practices and recruitment efforts Flexible work arrangements to accommodate diverse needs Inclusive policies and procedures in promotions and career advancement Employee resource groups or affinity networks Regular diversity and inclusion assessments or audits Mentorship or sponsorship programs for underrepresented groups | Halian GCC Market Report and Salary Guide 2024
4-DAY WORKING WEEK GCC EMPLOYEE SURVEY RESULTS Has your company implemented a 4-day working week? Yes 8% No 92% Did the new working week change your employee's productivity at work? Very Productive 24% More or less the same 70% It made it worse 6% Will fewer working days be beneficial to you? 0.00% 20.00% 40.00% 60.00% Yes, I can get more time for my family and myself 77% No, it would not work for my current tasks 23% | Halian GCC Market Report and Salary Guide 2024
A Changing Landscape Looking at employers’ survey results revealed an ongoing change in the business landscape within the GCC region. The demand for talent has increased, with businesses saying they are looking to grow in the next couple of years. The results also revealed that organisations in the GCC have mostly given salary increases to their employees, with a significant portion saying that they will also be offering the same in 2024. One of the main focuses of companies is recruiting nationals from UAE and Saudi Arabia, given the increased efforts of their respective local governments to employ more citizens in the private sector. Revenue growth is still the top priority for businesses in the GCC, with many companies saying that they have increased headcount compared to last year and are planning to increase by next year.
BUSINESS STRATEGIES GCC EMPLOYER SURVEY RESULTS What are the current goals that your company aims to achieve? Revenue growth Market expansion and international presence Customer satisfaction and loyalty Operational efficiency and cost optimisation Innovation Employee development and engagement Brand awareness and market positioning Sustainability and corporate social responsibility Technology adoption and digital transformation Given the goals above, what factors do you believe would prevent or limit you from achieving the said goals? Economic conditions Competitive landscape Resource constraints Talent and skills shortage Regulatory and compliance issues Geopolitical instability Cultural and language differences Technological barriers Cybersecurity threats | Halian GCC Market Report and Salary Guide 2024
SALARY & BENEFITS GCC EMPLOYER SURVEY RESULTS Has your organisation's salaries changed this year? Increased 43% No change 55% Decreased 3% For next year, how much do you expect your Regarding transparency, how are you relaying criteria employee's salaries to increase? and targets to achieve a pay rise for your employees? 5% or less We have criteria for our employees to achieve 48% Above 10% We show our employees the current salary banding structures More than 15% 12% Not sure More than 20% 24% Not at all We don't have any of these 15% 0% 25% 50% 75% What is the main factor you consider when agreeing to an employee's salary increment? 73% Employee performance 9% Inflation rate Promotion 9% Market conditions and other economic factors 6% Other 3% Tenure and loyalty 0% 0% Retention considerations | Halian GCC Market Report and Salary Guide 2024
SKILLS & TALENT GCC EMPLOYER SURVEY RESULTS Do you believe your organisation has all the skills to In case your organisation lacks the specific skills to achieve your goals? achieve your goals, how are they tackling this issue? 0% 20% 40% Mentoring 48% No 32% We are not addressing this issue 16% Other (please specify) 16% Internal training certifications 10% Yes 68% 10% Online courses How is the organisation's headcount this year If your headcount has increased, can you specify by compared to last year? how much? 0% 20% 40% 60% 5% or less 70% We have increased our number Above 10% No change at all 17% More than 15% 13% We have decreased our number More than 20% 0% 10% 20% 30% 40% 50% Do you have plans on increasing your manpower in 2024? What roles are you recruiting for in 2024? Other 0% Permanent employees Unsure 27% Contractors and Freelancers No Both 7% Yes 66% 0% 20% 40% 60% | Halian GCC Market Report and Salary Guide 2024
SKILLS & TALENT GCC EMPLOYER SURVEY RESULTS Given the recent Saudization and Emiratisation policies, is your company currently employing citizens of Saudi Arabia Do you currently have temporary employees or and the United Arab Emirates? contractors in your organisation? Yes, we have Saudi nationals No 27% Yes, we have UAE nationals Yes, we have both No 0% 10% 20% 30% 40% Yes 73% WORKING MODELS What does your organisation's working model look like? How is your employee’s productivity impacted by this work arrangement? Fully office based Not sure 17% 34% Decreased Hybrid (work from home options at least once a week) 0% Increased 62% 45% Fully remote 0% Employees have complete flexibility Stayed the same 3% 38% Why do you believe employees should be in the office full-time? Foster collaboration and teamwork Increased communication and feedback Performance monitoring Boost company culture and morale Other Data security and confidentiality Innovation and creativity Supervision and management | Halian GCC Market Report and Salary Guide 2024
WORKING MODELS GCC EMPLOYER SURVEY RESULTS If your working model is hybrid (with an option to work from home), how is your employee’s productivity impacted by this work arrangement? Increased Stayed the same Decreased Not sure 0% 10% 20% 30% 40% 50% Why do you believe employees should be able to work from home at least once a week? Flexibility and work-life balance Retention and employee satisfaction Increased productivity Reduced commute time Increased employee trust and autonomy Reduced environmental impact Cost savings Other Do you see your current working model change or evolve in 2024? Yes, we expect all employees to be fully office-based Yes, we are giving employees more flexibility to work from home or anywhere No, it will remain the same 0% 10% 20% 30% 40% 50% Will fewer working days be beneficial for your company? 0% 20% 40% Yes, our employees can get more days o 52% No, our employees won't be productive 48% | Halian GCC Market Report and Salary Guide 2024
Technology A significant portion of professionals working in the technology sector express satisfaction with their current roles, finding fulfilment in the innovative and dynamic nature of their work. However, a prevailing sentiment is the desire for employers to invest in comprehensive training and development programs. This trend highlights the recognition that in a field as dynamic as technology, continuous learning and upskilling are not only desired but imperative for long-term success. Additionally, most respondents view their work-life balance as fair. While it signifies that the balance between professional and personal life isn’t unsatisfactory, it also suggests room for improvement. Compensation packages get better Professionals in this field have witnessed a notable upswing in their compensation packages, with over half reporting salary increases (57%). However, a noteworthy concern arises as nearly half of tech professionals express dissatisfaction with the transparency and efficacy of their companies’ communication regarding pay raises (47%). This highlights an area where employers can make improvements to foster greater trust and transparency within their workforce. A focus on well-being Prioritising employee well-being has become a paramount consideration, with a robust framework of benefits in place. Medical insurance stands as a fundamental requirement for each job, ensuring that employees have access to quality healthcare. The provision of air ticket allowances signals a significant expat population in the region. Lastly, the embrace of flexible working hours signifies a forward-thinking approach, acknowledging the evolving nature of work. This trend towards remote work empowers employees to customise their schedules, enhancing work-life balance and productivity. These considerations are increasingly viewed as integral components of a competitive compensation package, reflecting a broader trend towards holistic employee well-being and work-life balance. This evolution in benefit preferences indicates a maturation in the expectations of tech professionals, who are not only seeking competitive financial rewards but also a supportive and accommodating work environment. Daniel Marioni Lee Choules Director - Infrastructure | Cloud | P&C Senior Director - Software | Data | Cyber | Halian GCC Market Report and Salary Guide 2024
SALARY & BENEFITS TECHNOLOGY EMPLOYEE SURVEY HIGHLIGHTS Did you get a salary increment this year? By how much did your salary increase? 5% or less No Above 10% 43% Yes More than 15% 57% More than 20% 0% 20% 40% 60% Do you expect a salary increase before the year ends? How did you get the salary increment? 1% Performance related 23% Promotion Started a Yes new job 44% 45% Standard annual salary No increase 56% Counter offer 28% 3% Are you happy with the salary and allowances that you currently get? Very satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Very dissatisfied 0% 10% 20% 30% 40% | Halian GCC Market Report and Salary Guide 2024
SALARY & BENEFITS TECHNOL OGY EMPLOYEE SURVEY HIGHLIGHTS Is your company transparent on how pay rises are set? Yes, my company is very transparent about how pay rises are set 19% Somewhat, there is some transparency, but it could be improved 20% No, my company does not provide clear information about how pay rises are determined 47% I'm not sure/I don't have enough information to answer this question 14% Which employee benefits do you currently have? Medical insurance Air ticket allowances Flexible working hours/Work from home options Additional vacation days Child education allowance Company car Other Which are the top three most important benefits to you? Medical insurance Flexible working hours/Work from home options Air ticket allowances Child education allowance Additional vacation days Company car Other | Halian GCC Market Report and Salary Guide 2024
CAREER PROGRESSION TECHNOL OGY EMPLOYEE SURVEY HIGHLIGHTS How long have you been in your current role? Less than 6 months 6 months to 1 year 1-2 years More than 3 years 0% 10% 20% 30% 40% How satisfied are you with your current job? Very satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Very dissatisfied 0% 10% 20% 30% 40% 50% What do you consider as your primary career goal at this time? Obtaining a promotion within my current organisation 27% Transitioning to a new role or department 17% Exploring opportunities with a different company 46% Starting my own business 9% Other 2% Which of the following factors do you believe have contributed most to your career advancement? Strong work performance Continued professional development Effective networking Proactive seeking of opportunities Mentorship and guidance Other Halian GCC Market Report and Salary Guide 2024 |
CAREER PROGRESSION TECHNOL OGY EMPLOYEE SURVEY HIGHLIGHTS How would you rate the level of support you receive What actions would you like to see provided to from your current employer for your career development? support your career progression? Training and development programs Very Poor Excellent 12% 43% 14% Mentorship opportunities 13% Poor 13% Leadership coaching 11% Clearer paths for advancement Good 31% 33% Other 1% Fair 27% What would be the main deciding factor for leaving your current job? Do you plan on changing jobs in 2024? Career advancement 24% Better compensation and benefits No 23% 37% Improved work-life balance 16% Alignment with personal values 4% Professional development opportunities 11% Location Yes 2% 77% Other 6% Are you pursuing any further education or professional certifications to advance your career? Yes, actively pursuing additional education/certifications Yes, planning to pursue additional education/certifications No, but considering it in the future No, I am not planning to pursue additional education/certifications 0% 10% 20% 30% 40% 50% | Halian GCC Market Report and Salary Guide 2024
CAREER PROGRESSION TECHNOL OGY EMPLOYEE SURVEY HIGHLIGHTS How do you stay updated on industry trends and advancements? Attending conferences and workshops Participating in webinars and online courses Reading industry publications and articles Networking with industry professionals Other 0% 10% 20% 30% 40% Do you believe technological advancements like Artificial Intelligence will make your job easier? I believe it will help 78% I don't believe it will be beneficial at all 4% I believe it's just a trend that will die down soon 9% I still believe in my own skill set and don't need the help of AI or any technology to make it easier 9% How do you usually look for new work opportunities? Social media and job boards (LinkedIn, GulfTalent, Indeed, etc.) Newspapers Company career websites Referrals from friends and colleagues Other 0% 25% 50% 75% 100% Considering the current economic climate, how optimistic are you about future employment opportunities? Very optimistic Somewhat optimistic Neutral Not very optimistic Not optimistic at all 0% 10% 20% 30% 40% | Halian GCC Market Report and Salary Guide 2024
WORK-LIFE BALANCE TECHNOL OGY EMPLOYEE SURVEY HIGHLIGHTS How satisfied are you with your current work-life How often do you find yourself working outside of regular balance? business hours (e.g., evenings, weekends)? Very Poor Always 5% Poor Excellent 5% Very rarely or never 8% 19% Almost always 20% 17% Frequently Fair 13% 36% Good 32% Occasionally 45% Are you able to take breaks during the workday to Do you feel that your workload is manageable within the recharge and relax? standard working week? Yes 17% Yes, I regularly take breaks to recharge Sometimes, but it can be challenging No Sometimes, but not as often as I'd like 49% No, I rarely have time for breaks 35% 0% 10% 20% 30% 40% 50% Do you have flexibility in adjusting your work hours or Have you ever felt pressured to work extra hours beyond location (e.g., remote work) when needed? your regular schedule? No, never Yes, I have a high 27% degree of flexibility Yes, occasionally 43% Yes, to some extent No, I have limited flexibility Yes, frequently 0% 10% 20% 30% 40% 30% | Halian GCC Market Report and Salary Guide 2024
WORK-LIFE BALANCE TECHNOL OGY EMPLOYEE SURVEY HIGHLIGHTS Does your organisation provide resources or programs to support work-life balance (e.g., wellness programs, flexible work arrangements)? Yes, my organisation provides a variety of resources and programs 27% Yes, but the offerings are limited 27% No, my organisation does not provide resources or programs for work-life balance 45% Have you experienced any negative health effects as a result Do you feel comfortable discussing work-life balance concerns of your work schedule or workload? with your supervisor or management? Yes, I feel comfortable discussing these concerns 42% Yes Somewhat, but I am cautious about it 43% 38% No, I do not feel comfortable discussing these concerns No 57% 20% How satisfied are you with your organisation's What working model best applies to your company? overall work-life balance policies and practices? Fully office-based 5% 40% 15% Very satisfied Hybrid work options (work from home for a couple 17% Satisfied of days a week) 48% Neither satisfied nor dissatisfied Fully remote Dissatisfied 8% Very dissatisfied Completely flexible 4% 31% 32% | Halian GCC Market Report and Salary Guide 2024
DIVERSITY & INCLUSION TECHNOL OGY EMPLOYEE SURVEY HIGHLIGHTS Do you believe employees of all backgrounds have equal opportunities for career advancement and salary progression How would you rate the diversity and inclusion efforts of at your workplace? your current organisation? Strongly agree Very good Agree Good Neutral Average Disagree Poor Strongly disagree Very poor Prefer not to say 0% 10% 20% 30% 40% 50% 0% 10% 20% 30% Do you feel comfortable discussing diversity and inclusion topics openly with your colleagues and superiors? Very comfortable 30% Somewhat comfortable 27% Neutral 28% Somewhat uncomfortable 8% Very uncomfortable 8% Do you feel that there is a diversity pay gap within your organisation? Yes, it favours certain groups Yes, it disadvantages certain groups No, there is no diversity pay gap Not sure 0% 10% 20% 30% 40% | Halian GCC Market Report and Salary Guide 2024
DIVERSITY & INCLUSION TECHNOL OGY EMPLOYEE SURVEY HIGHLIGHTS Has your organisation set specific diversity and inclusion goals or targets? Yes 34% Not sure 39% No 27% Do you feel your contributions to your organisation are recognised regardless of your background? Yes, always Sometimes Rarely Not at all 0% 10% 20% 30% 40% Which diversity and inclusion initiatives are practised in your organisation? Employee training and workshops on diversity and inclusion Diverse hiring practices and recruitment efforts Flexible work arrangements to accommodate diverse needs Inclusive policies and procedures in promotions and career advancement Regular diversity and inclusion assessments or audits Employee resource groups or affinity networks Mentorship or sponsorship programs for underrepresented groups Other | Halian GCC Market Report and Salary Guide 2024
4-DAY WORKING WEEK TECHNOL OGY EMPLOYEE SURVEY HIGHLIGHTS Has your company implemented a 4-day working week? Yes 6% No 94% Did the new working week change your employee's productivity at work? Very Productive 24% More or less the same 66% It made it worse 10% Will fewer working days be beneficial to you? 0.00% 20.00% 40.00% 60.00% 80.00% Yes, I can get more time for my family and myself 80% No, it would not work for my current tasks 20% | Halian GCC Market Report and Salary Guide 2024
TECHNOL OGY SALARY GUIDE: CYBER SECURITY UAE KSA POSITION Min. (AED) Max. (AED) Min. (SAR) Max. (SAR) Head of Information Security 28,000 40,000 28,000 40,000 SOC L1 Analyst 9,000 15,000 9,000 15,000 SOC L2 Analyst 16,000 22,000 16,000 22,000 SOC L3/ Lead 20,000 38,000 20,000 38,000 SOC Manager 32,000 50,000 32,000 50,000 SIEM Admin/Engineer 16,000 25,000 16,000 25,000 SIEM Architect 25,000 38,000 25,000 38,000 SOAR Engineer / RE 22,000 38,000 22,000 38,000 Incident Response Consultant 25,000 50,000 25,000 50,000 DFIR Consultant 25,000 40,000 25,000 40,000 Threat Hunter 16,000 22,000 16,000 22,000 Threat Intelligence 30,000 50,000 30,000 50,000 Malware / Threat Researcher 25,000 45,000 25,000 45,000 Network Security Engineer 18,000 30,000 18,000 30,000 Security Architect 28,000 40,000 28,000 40,000 DevSecOps Engineer 20,000 45,000 20,000 45,000 Cloud Security Architect 25,000 45,000 25,000 45,000 Security Engineer (Endpoint ) 18,000 30,000 18,000 30,000 IAM / PAM / CIAM Engineer 18,000 30,000 18,000 30,000 GRC Consultant 15,000 32,000 15,000 32,000 Pentester / Red Team / VAPT 20,000 35,000 20,000 35,000 Reverse Engineering 30,000 50,000 30,000 50,000 Application Security 18,000 35,000 18,000 35,000 Information Security Consultant 15,000 25,000 15,000 25,000 CISO 60,000 100,000 60,000 100,000 OT Architect 30,000 60,000 30,000 60,000 OT / ICS Consultant 25,000 45,000 25,000 45,000 Cyber Security Consultants (Tech) 25,000 40,000 25,000 40,000 Cyber Security Consultants (Advisory) 25,000 40,000 25,000 40,000 | Halian GCC Market Report and Salary Guide 2024
TECHNOL OGY SALARY GUIDE: DATA & AI UAE KSA POSITION Min. (AED) Max. (AED) Min. (SAR) Max. (SAR) Chief Data Officer 80,000 120,000 90,000 130,000 Data Director 50,000 60,000 55,000 60,000 Head of Data 60,000 70,000 60,000 70,000 VP of Data & AI 55,000 70,000 55,000 70,000 Data Presales Specialist 22,000 30,000 22,000 30,000 Data/AI Product Owner/Manager 34,000 45,000 34,000 45,000 Data Modeller 18,000 25,000 18,000 25,000 AI Expert 30,000 40,000 30,000 40,000 AI Assistant 16,000 25,000 16,000 25,000 Data Analytics Manager 34,000 42,000 34,000 42,000 Data Governance 26,000 35,000 26,000 35,000 Data Analyst 12,000 18,000 12,000 18,000 Data Engineer 26,000 35,000 24,000 35,000 Data Specialist / SME 30,000 40,000 30,000 40,000 Data Science 28,000 36,000 24,000 36,000 ML/AI Data Engineer 28,000 36,000 24,000 36,000 Digital Transformation Consultant 26,000 40,000 28,000 40,000 IoT/Data/Cloud/Smart Cities Specialist in 27,000 40,000 34,000 45,000 presales & product Digital Transformation Architect - Cloud & 35,000 50,000 35,000 50,000 Data Data Quality 22,000 28,000 22,000 28,000 Machine Learning Engineer 28,000 36,000 28,000 36,000 | Halian GCC Market Report and Salary Guide 2024
TECHNOL OGY SALARY GUIDE: INFRASTRUCTURE UAE KSA POSITION Min. (AED) Max. (AED) Min. (SAR) Max. (SAR) DevOps Engineer 15,000 25,000 15,000 25,000 Senior DevOps Engineer 20,000 30,000 20,000 30,000 Lead DevOps Engineer 25,000 40,000 25,000 40,000 Cloud Engineer 15,000 25,000 15,000 25,000 Senior Cloud Engineer 20,000 30,000 20,000 30,000 Lead Cloud Engineer 25,000 40,000 25,000 40,000 Cloud Solution Architect 35,000 60,000 35,000 60,000 Cloud Architect 35,000 60,000 35,000 60,000 Site Reliability Engineer 20,000 30,000 20,000 30,000 DevOps Architect 35,000 60,000 35,000 60,000 DevOps Manager 35,000 60,000 35,000 60,000 Cloud Project Manager 30,000 60,000 30,000 60,000 Head of DevOps 40,000 80,000 40,000 80,000 Cloud Product Manager 30,000 60,000 30,000 60,000 Cloud Consultant 20,000 50,000 20,000 50,000 Head of SRE 40,000 80,000 40,000 80,000 Platform Engineer 20,000 30,000 20,000 30,000 Systems Engineer 15,000 30,000 15,000 30,000 Enterprise Architect 45,000 100,000 45,000 100,000 Cloud Product Manager 30,000 60,000 35,000 65,000 Head of Digital Workspace 45,000 55,000 50,000 60,000 Head of Infrastructure Platforms 45,000 55,000 50,000 60,000 Network Engineer 20,000 30,000 20,000 30,000 Network Manager 30,000 60,000 35,000 65,000 | Halian GCC Market Report and Salary Guide 2024
TECHNOL OGY SALARY GUIDE: INFRASTRUCTURE UAE KSA POSITION Min. (AED) Max. (AED) Min. (SAR) Max. (SAR) DBA 20,000 30,000 20,000 30,000 Technical Support Manager 20,000 40,000 22,000 45,000 IT Support Engineer 12,000 20,000 12,000 20,000 Application Support Analyst 14,000 24,000 14,000 20,000 Infrastructure Director 50,000 80,000 55,000 90,000 Infrastructure Manager 35,000 55,000 40,000 65,000 Infrastructure Engineer 20,000 35,000 20,000 35,000 Infrastructure Specialist 15,000 25,000 15,000 25,000 Service Delivery Manager 22,000 38,000 22,000 38,000 VMware Engineer 22,000 35,000 22,000 35,000 Linux/Unix Engineer 22,000 35,000 22,000 35,000 Base 24 Developer 25,000 35,000 25,000 35,000 T24 Developer 25,000 35,000 25,000 35,000 Applications Director 50,000 80,000 55,000 90,000 Applications Manager 35,000 50,000 40,000 55,000 Technical/Functional Consultant 25,000 40,000 25,000 40,000 ERP Consultant 25,000 35,000 25,000 35,000 ERP Support 12,000 18,000 12,000 18,000 Head of Core Banking (SVP) 95,000 170,000 95,000 170,000 CTO Banking 120,000 200,000 120,000 200,000 Head of Platforms (SVP) 95,000 140,000 95,000 140,000 Director of Infrastructure 50,000 80,000 55,000 90,000 Service Desk 8,000 15,000 8,000 15,000 Desktop Support 8,000 15,000 8,000 15,000 Database Admin 8,000 15,000 8,000 15,000 | Halian GCC Market Report and Salary Guide 2024
TECHNOL OGY SALARY GUIDE: SOFTWARE ENGINEERING UAE KSA POSITION Min. (AED) Max. (AED) Min. (SAR) Max. (SAR) Chief Information Officer 65,000 75,000 65,000 75,000 VP of Engineering 58,000 65,000 58,000 65,000 Director of Engineering 55,000 65,000 55,000 65,000 Chief Architect 50,000 55,000 50,000 55,000 Software Architect 40,000 45,000 40,000 45,000 Solution Architect 40,000 45,000 40,000 45,000 Enterprise Architect 45,000 50,000 45,000 50,000 Engineering Manager 40,000 50,000 40,000 50,000 Technical Lead 40,000 45,000 40,000 45,000 Engineering Lead 40,000 47,000 40,000 47,000 Principal Software Engineer 35,000 42,000 35,000 42,000 Senior Software Engineer 25,000 35,000 25,000 35,000 Software Engineer 20,000 28,000 20,000 28,000 Android Engineer 22,000 30,000 22,000 30,000 Hybrid Mobile Developer 24,000 28,000 24,000 28,000 Front end Developer 20,000 26,000 20,000 26,000 Full Stack Developer 25,000 35,000 25,000 35,000 Game Developer 25,000 35,000 25,000 35,000 JavaScript Developer 20,000 28,000 20,000 28,000 Micro services / API Lead Designer 25,000 30,000 25,000 30,000 Mobile Application Architect 35,000 40,000 35,000 40,000 QA Engineer 22,000 28,000 22,000 28,000 | Halian GCC Market Report and Salary Guide 2024
TECHNOL OGY SALARY GUIDE: PROJECTS AND CHANGE UAE KSA POSITION Min. (AED) Max. (AED) Min. (SAR) Max. (SAR) Analysis Business Analyst 20,000 25,000 18,000 25,000 Project Administrator 10,000 15,000 10,000 15,000 Project Co-Ordinator 10,000 15,000 10,000 15,000 Project Controller 10,000 15,000 10,000 15,000 PMO Co-Ordinator 10,000 15,000 10,000 15,000 PMO Analyts/Specialist 15,000 20,000 15,000 20,000 Project PMO Lead/Manager/Director 40,000 55,000 40,000 55,000 Project Manager 25,000 40,000 25,000 40,000 Project Lead/Director 40,000 55,000 40,000 55,000 Program Manager/Director 50,000 65,000 50,000 65,000 Portofolio Manager/Director 50,000 65,000 50,000 65,000 Transformation Manager 50,000 65,000 50,000 65,000 Change Manager 25,000 40,000 25,000 40,000 Service Manager 25,000 40,000 25,000 40,000 Transition Analyst 15,000 25,000 15,000 25,000 Change Business Architect 30,000 40,000 30,000 40,000 Agile Lead 25,000 40,000 25,000 40,000 Agile Coach 25,000 40,000 25,000 40,000 Scrum Master 20,000 35,000 20,000 35,000 | Halian GCC Market Report and Salary Guide 2024
Commercial & Finance The Finance sector is witnessing a significant surge in job transitions, with an overwhelming majority of respondents expressing an intention to change roles. This trend is noteworthy, especially considering that more than half of these professionals have received salary increases. Interestingly, there exists a profound sense of optimism regarding future employment prospects. There is also a prevailing sense among employees in this sector that their contributions often go unnoticed, which may warrant a deeper examination of recognition practices within the industry. These trends reflect a dynamic landscape within the finance sector, where professionals seek a greater sense of acknowledgement and work-life equilibrium. Seeking better opportunities The finance sector is currently undergoing notable shifts in employment trends, with over half of employees (53%) have experienced a salary increase. Surprisingly, despite more than half (52%) of employees having been in their current roles for over three years, a significant portion (33%) expressed neutrality towards their compensation packages. Job mobility is evidently high, with 56% actively exploring opportunities with other companies. Alarmingly, 36% of employees voiced dissatisfaction with their employers’ support for career development, indicating a need for more comprehensive training programs. A better outlook An overwhelming 96% of finance sector employees are actively seeking job changes in 2024, demonstrating a clear desire for change or dissatisfaction within the industry. Better compensation and benefits (40%) and career advancement opportunities (36%) are the main factors influencing job change decisions. 44% of employees hold a very optimistic view regarding future employment opportunities in the finance sector. These trends highlight the importance for employers to address compensation concerns and provide robust career development support. Dhanu Asokkumar Principal Consultant - Finance | Halian GCC Market Report and Salary Guide 2024
SALARY & BENEFITS COMMERCIAL & FINANCE EMPLOYEE SURVEY HIGHLIGHTS Did you get a salary increment this year? By how much did your salary increase? 5% or less Above 10% No 47% Yes 53% More than 15% More than 20% 0% 20% 40% 60% Do you expect a salary increase before the year ends? How did you get the salary increment? 13% Performance related Promotion Started a Yes new job 17% 43% Standard annual salary increase No 54% 57% Other 17% 0% Are you happy with the salary and allowances that you currently get? Very satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Very dissatisfied 0% 10% 20% 30% 40% | Halian GCC Market Report and Salary Guide 2024
SALARY & BENEFITS COMMERCIAL & FINANCE EMPLOYEE SURVEY HIGHLIGHTS Is your company transparent on how pay rises are set? Yes, my company is very transparent about how pay rises are set 3% Somewhat, there is some transparency, but it could be improved 27% No, my company does not provide clear information about how pay rises are determined 60% I'm not sure/I don't have enough information to answer this question 10% Which employee benefits do you currently have? Medical insurance Air ticket allowances Flexible working hours/Work from home options Child education allowance Additional vacation days Other Company car Which are the top three most important benefits to you? Medical insurance Flexible working hours/Work from home options Air ticket allowances Child education allowance Additional vacation days Company car Other | Halian GCC Market Report and Salary Guide 2024
CAREER PROGRESSION COMMERCIAL & FINANCE EMPLOYEE SURVEY HIGHLIGHTS How long have you been in your current role? Less than 6 months 6 months to 1 year 1-2 years More than 3 years 0% 20% 40% 60% How satisfied are you with your current job? Very satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Very dissatisfied 0% 10% 20% 30% 40% What do you consider as your primary career goal at this time? Obtaining a promotion within my current organisation 36% Transitioning to a new role or department 8% Exploring opportunities with a different company 56% Which of the following factors do you believe have contributed most to your career advancement? Strong work performance Continued professional development Effective networking Proactive seeking of opportunities Mentorship and guidance Halian GCC Market Report and Salary Guide 2024 |
CAREER PROGRESSION COMMERCIAL & FINANCE EMPLOYEE SURVEY HIGHLIGHTS How would you rate the level of support you receive from What actions would you like to see provided to support your current employer for your career development? your career progression? Excellent Training and development programs Very Poor 8% 48% 12% Mentorship opportunities 12% Leadership coaching Good 12% 32% Clearer paths for advancement Poor 28% 36% Fair 12% What would be the main deciding factor for leaving your Do you plan on changing jobs in 2024? current job? Career advancement No 36% 4% Better compensation and benefits 40% Alignment with personal values 8% Professional development opportunities 8% Location 4% Other 4% Yes 96% Are you pursuing any further education or professional certifications to advance your career? Yes, actively pursuing additional education/certifications Yes, planning to pursue additional education/certifications No, but considering it in the future No, I am not planning to pursue additional education/certifications 0% 10% 20% 30% 40% | Halian GCC Market Report and Salary Guide 2024
CAREER PROGRESSION COMMERCIAL & FINANCE EMPLOYEE SURVEY HIGHLIGHTS How do you stay updated on industry trends and advancements? Attending conferences and workshops Participating in webinars and online courses Reading industry publications and articles Networking with industry professionals Other 0% 10% 20% 30% 40% Do you believe technological advancements like Artificial Intelligence will make your job easier? I believe it will help 92% I believe it's just a trend that will die down soon 4% I still believe in my own skill set and don't need the help of AI or any technology to make it easier 4% I don't believe it will be beneficial at all 0% How do you usually look for new work opportunities? Social media and job boards (LinkedIn, GulfTalent, Indeed, etc.) Newspapers Company career websites Referrals from friends and colleagues Other 0% 25% 50% 75% 100% Considering the current economic climate, how optimistic are you about future employment opportunities? Very optimistic Somewhat optimistic Neutral Not very optimistic Not optimistic at all 0% 10% 20% 30% 40% 50% | Halian GCC Market Report and Salary Guide 2024
WORK-LIFE BALANCE COMMERCIAL & FINANCE EMPLOYEE SURVEY HIGHLIGHTS How satisfied are you with your current work-life How often do you find yourself working outside of regular balance? business hours (e.g., evenings, weekends)? Very Poor Always Excellent 4% 8% 13% Very rarely or never Poor 17% 25% Almost always 17% Good 29% Frequently 17% Fair Occasionally 38% 33% Are you able to take breaks during the workday to Do you feel that your workload is manageable within the recharge and relax? standard working week? Yes Yes, I regularly take breaks to recharge Sometimes, but it 29% can be challenging No Sometimes, but not as often as I'd like 50% No, I rarely have time for breaks 0% 10% 20% 30% 40% 50% 21% Do you have flexibility in adjusting your work hours or Have you ever felt pressured to work extra hours beyond location (e.g., remote work) when needed? your regular schedule? Yes, occasionally 21% Yes, I have a high degree of flexibility No, Yes, to some extent never 50% Yes, No, I have limited frequently flexibility 29% 0% 10% 20% 30% 40% 50% | Halian GCC Market Report and Salary Guide 2024
WORK-LIFE BALANCE COMMERCIAL & FINANCE EMPLOYEE SURVEY HIGHLIGHTS Does your organisation provide resources or programs to support work-life balance (e.g., wellness programs, flexible work arrangements)? Yes, my organisation provides a variety of resources and programs 17% Yes, but the offerings are limited 29% No, my organisation does not provide resources or programs for work-life balance 54% Have you experienced any negative health effects as a result Do you feel comfortable discussing work-life balance concerns of your work schedule or workload? with your supervisor or management? Yes, I feel comfortable discussing these concerns 33% Somewhat, but I am cautious about it 42% No Yes 50% 50% No, I do not feel comfortable discussing these concerns 25% How satisfied are you with your organisation's What working model best applies to your company? overall work-life balance policies and practices? Fully office-based 4% 50% 13% Very satisfied Hybrid work options (work from home for a couple 21% Satisfied of days a week) 4% 42% Neither satisfied nor dissatisfied Fully remote Dissatisfied 0% Very dissatisfied Completely flexible 8% 58% | Halian GCC Market Report and Salary Guide 2024
DIVERSITY & INCLUSION COMMERCIAL & FINANCE EMPLOYEE SURVEY HIGHLIGHTS Do you believe employees of all backgrounds have equal opportunities for career advancement and salary progression How would you rate the diversity and inclusion efforts of your at your workplace? current organisation? Strongly agree Very good Agree Good Neutral Average Disagree Poor Strongly disagree Very poor Prefer not to say 0% 10% 20% 30% 40% 0% 10% 20% 30% 40% Do you feel comfortable discussing diversity and inclusion topics openly with your colleagues and superiors? Very comfortable 23% Somewhat comfortable 14% Neutral 32% Somewhat uncomfortable 18% Very uncomfortable 14% Do you feel that there is a diversity pay gap within your organisation? Yes, it favours certain groups Yes, it disadvantages certain groups No, there is no diversity pay gap Not sure 0% 10% 20% 30% 40% 50% | Halian GCC Market Report and Salary Guide 2024
DIVERSITY & INCLUSION COMMERCIAL & FINANCE EMPLOYEE SURVEY HIGHLIGHTS Has your organisation set specific diversity and inclusion goals or targets? Yes Not sure 32% 32% No 36% Do you feel your contributions to your organisation are recognised regardless of your background? Yes, always Sometimes Rarely Not at all 0% 10% 20% 30% 40% Which diversity and inclusion initiatives are practised in your organisation? Diverse hiring practices and recruitment efforts Employee training and workshops on diversity and inclusion Flexible work arrangements to accommodate diverse needs Inclusive policies and procedures in promotions and career advancement Other Regular diversity and inclusion assessments or audits Employee resource groups or affinity networks Mentorship or sponsorship programs for underrepresented groups | Halian GCC Market Report and Salary Guide 2024
4-DAY WORKING WEEK COMMERCIAL & FINANCE EMPLOYEE SURVEY HIGHLIGHTS Has your company implemented a 4-day working week? Yes 9% No 91% Did the new working week change your employee's productivity at work? Very Productive 18% More or less the same 77% It made it worse 5% Will fewer working days be beneficial to you? 0.00% 20.00% 40.00% 60.00% 80.00% Yes, I can get more time for my family and myself 86% No, it would not work for my current tasks 14% | Halian GCC Market Report and Salary Guide 2024
COMMERCIAL & FINANCE SALARY GUIDE UAE KSA POSITION Min. (AED) Max. (AED) Min. (SAR) Max. (SAR) Finance and Banking CFO 75,000 140,000 75,000 140,000 Finance Director 45,000 65,000 45,000 65,000 Finance Manager 25,000 40,000 25,000 40,000 Finance Executive 15,000 25,000 15,000 25,000 Finance Finance Assistant 15,000 20,000 15,000 20,000 Financial Controller 35,000 60,000 35,000 60,000 Finance Analyst 15,000 25,000 15,000 25,000 Head of Wholesale Banking 100,000 160,000 100,000 160,000 Head of Corporate Banking 75,000 110,000 75,000 110,000 Regional or Division Head of 60,000 80,000 60,000 80,000 Corporate Unit Head 45,000 55,000 45,000 55,000 Wholesale Banking Senior Relationship Manager 30,000 45,000 30,000 45,000 Relationship Manager 25,000 35,000 25,000 35,000 Customer Relationship 25,000 35,000 25,000 35,000 Manager Assistant Relationship Manager 15,000 25,000 15,000 25,000 | Halian GCC Market Report and Salary Guide 2024
COMMERCIAL & FINANCE SALARY GUIDE UAE KSA POSITION Min. (AED) Max. (AED) Min. (SAR) Max. (SAR) Chief Risk Officer 70,000 140,000 70,000 140,000 Head of Risk Management 50,000 75,000 50,000 65,000 Credit Risk Manager 35,000 50,000 35,000 50,000 Credit Risk Analyst 20,000 30,000 20,000 30,000 Risk Market Risk Manager 35,000 45,000 35,000 45,000 Investment Risk Manager 45,000 55,000 45,000 55,000 Operational Risk Manager 35,000 45,000 35,000 45,000 Risk Analyst 15,000 25,000 15,000 25,000 Chief Compliance Officer 60,000 110,000 60,000 110,000 VP 45,000 80,000 45,000 60,000 Head of Compliance 45,000 65,000 45,000 60,000 Compliance Compliance Manager 30,000 45,000 30,000 45,000 Compliance Officer 15,000 25,000 15,000 20,000 AML Manager 35,000 45,000 35,000 45,000 Investment Banking & Asset Management Managing Director 85,000 180,000 85,000 180,000 Director 45,000 85,000 45,000 85,000 VP 35,000 75,000 35,000 75,000 Investment Banking Senior Associate 32,000 60,000 32,000 60,000 Associate 28,000 55,000 28,000 55,000 Analyst 18,000 35,000 18,000 35,000 Chief Investment Officer 80,000 160,000 80,000 160,000 Director 55,000 75,000 55,000 75,000 Private Equity & Asset Portfolio Manager 45,000 60,000 45,000 60,000 Management Associate 25,000 45,000 25,000 45,000 Analyst 20,000 32,000 20,000 32,000 | Halian GCC Market Report and Salary Guide 2024
Digital In the Digital sector, professionals are experiencing a unique blend of contentment and restlessness in their current roles. A substantial portion of individuals find themselves content with their present positions, expressing satisfaction with competitive salaries and comprehensive benefits packages despite not getting an increment this year. Looking forward to 2024, a significant percentage of respondents are contemplating a job transition. This inclination is primarily attributed to the perceived limitation in working options, signalling a desire for growth and new challenges in the ever-evolving digital realm. As the sector continues to surge forward, the quest for innovation and novel experiences remains a prominent driver for these professionals. Hybrid working options on the rise Navigating diversity Our survey revealed a complex landscape of job Professionals in the digital sector often feel uncertain satisfaction and aspirations. A notable 67% of about talking openly about diversity and inclusion, and a professionals express contentment with their current notable proportion of respondents express hesitancy in roles, despite 65% reporting a lack of salary comfortably broaching these crucial topics with both increments this year. 83% say a desire to seek new colleagues and superiors. This sentiment is juxtaposed opportunities in the coming year, with a substantial against the concerning revelation that a majority (50%) 39% attributing this to the pursuit of enhanced perceive a diversity pay gap within their organisations, compensation and benefits. A significant number of favouring specific groups. Amidst this landscape, the professionals in the sector enjoy a work-life balance introduction of a four-day working week by some option, reflecting a harmonious synergy between organisations has sparked noteworthy insights: 78% report professional and personal spheres. Enthusiasm for that their productivity levels remain relatively stable, future prospects remains high, with an equal challenging traditional notions of working week efficacy. proportion expressing optimism about forthcoming Nonetheless, a significant 72% emphasise the critical job opportunities. Notably, half of the respondents are importance of fewer working days, citing it as a vital currently enjoying the benefits of hybrid work options, means to afford themselves precious time for personal aligning with an industry-wide shift towards flexible pursuits and family commitments. This sentiment work arrangements as companies adapt to the underscores a growing recognition of the value of work- evolving professional landscape. life balance in the digital sector. Bernice Hart Recruitment Consultant - Digital Marketing | Halian GCC Market Report and Salary Guide 2024
SALARY & BENEFITS DIGITAL EMPLOYEE SURVEY HIGHLIGHTS Did you get a salary increment this year? By how much did your salary increase? 5% or less Yes 33% Above 10% More than 15% No 67% More than 20% 0% 25% 50% 75% Do you expect a salary increase before the year ends? How did you get the salary increment? 10% Performance related Promotion Yes 35% Started a 20% 40% new job Standard annual salary increase Counter offer No 65% 20% 10% Are you happy with the salary and allowances that you currently get? Very satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Very dissatisfied 0% 10% 20% 30% 40% | Halian GCC Market Report and Salary Guide 2024
SALARY & BENEFITS DIGI TAL EMPLOYEE SURVEY HIGHLIGHTS Is your company transparent on how pay rises are set? Yes, my company is very transparent about how pay rises are set 22% Somewhat, there is some transparency, but it could be improved 11% No, my company does not provide clear information about how pay rises are determined 56% I'm not sure/I don't have enough information to answer this question 11% Which employee benefits do you currently have? Medical insurance Air ticket allowances Flexible working hours/Work from home options Additional vacation days Other Child education allowance Company car Which are the top three most important benefits to you? Medical insurance Air ticket allowances Flexible working hours/Work from home options Additional vacation days Child education allowance Company car Other | Halian GCC Market Report and Salary Guide 2024
CAREER PROGRESSION DIGI TAL EMPLOYEE SURVEY HIGHLIGHTS How long have you been in your current role? Less than 6 months 6 months to 1 year 1-2 years More than 3 years 0% 10% 20% 30% 40% How satisfied are you with your current job? Very satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Very dissatisfied 0% 25% 50% 75% What do you consider as your primary career goal at this time? Obtaining a promotion within my current organisation 22% Transitioning to a new role or department 11% Exploring opportunities with a different company 67% Starting my own business 0% Which of the following factors do you believe have contributed most to your career advancement? Strong work performance Continued professional development Effective networking Proactive seeking of opportunities Mentorship and guidance Other Halian GCC Market Report and Salary Guide 2024 |
CAREER PROGRESSION DIGI TAL EMPLOYEE SURVEY HIGHLIGHTS How would you rate the level of support you receive What actions would you like to see provided to from your current employer for your career development? support your career progression? Excellent Training and development programs Very Poor 6% 28% 12% Mentorship opportunities 17% Poor Leadership coaching 18% Good 11% 35% Clearer paths for advancement 44% Fair 29% What would be the main deciding factor for leaving your current job? Do you plan on changing jobs in 2024? Career advancement No 17% 17% Better compensation and benefits 39% Improved work-life balance 22% Alignment with personal values 6% Professional development opportunities 11% Yes Location 83% 6% Are you pursuing any further education or professional certifications to advance your career? Yes, actively pursuing additional education/certifications Yes, planning to pursue additional education/certifications No, but considering it in the future No, I am not planning to pursue additional education/certifications 0% 10% 20% 30% 40% | Halian GCC Market Report and Salary Guide 2024
CAREER PROGRESSION DIGI TAL EMPLOYEE SURVEY HIGHLIGHTS How do you stay updated on industry trends and advancements? Attending conferences and workshops Participating in webinars and online courses Reading industry publications and articles Networking with industry professionals Other 0% 10% 20% 30% 40% Do you believe technological advancements like Artificial Intelligence will make your job easier? I believe it will help 78% I don't believe it will be beneficial at all 6% I believe it's just a trend that will die down soon 0% I still believe in my own skill set and don't need the help of AI or any technology to make it easier 17% How do you usually look for new work opportunities? Social media and job boards (LinkedIn, GulfTalent, Indeed, etc.) Newspapers Company career websites Referrals from friends and colleagues Other 0% 25% 50% 75% 100% Considering the current economic climate, how optimistic are you about future employment opportunities? Very optimistic Somewhat optimistic Neutral Not very optimistic Not optimistic at all % 0% 10% 20 30% 40% 50% | Halian GCC Market Report and Salary Guide 2024
WORK-LIFE BALANCE DIGI TAL EMPLOYEE SURVEY HIGHLIGHTS How satisfied are you with your current work-life How often do you find yourself working outside of regular balance? business hours (e.g., evenings, weekends)? Always Very rarely or never Very Poor Excellent 11% 6% 11% Poor 11% 6% Almost always 11% Fair Occasionally 33% 39% Good Frequently 44% 28% Are you able to take breaks during the workday to Do you feel that your workload is manageable within the recharge and relax? standard working week? 11% Yes Yes, I regularly take breaks to recharge Sometimes, but it can be challenging No 39% Sometimes, but not as often as I'd like No, I rarely have time for breaks 50% 50% 0% 10% 20% 30% 40% Do you have flexibility in adjusting your work hours or Have you ever felt pressured to work extra hours beyond location (e.g., remote work) when needed? your regular schedule? No, never 22% Yes, I have a high degree of flexibility Yes, occasionally 44% Yes, to some extent No, I have limited Yes, flexibility frequently 33% 0% 10% 20% 30% 40% 50% | Halian GCC Market Report and Salary Guide 2024
WORK-LIFE BALANCE DIGI TAL EMPLOYEE SURVEY HIGHLIGHTS Does your organisation provide resources or programs to support work-life balance (e.g., wellness programs, flexible work arrangements)? Yes, my organisation provides a variety of resources and programs 22% Yes, but the offerings are limited 33% No, my organisation does not provide resources or programs for work-life balance 44% Have you experienced any negative health effects as a result Do you feel comfortable discussing work-life balance concerns of your work schedule or workload? with your supervisor or management? Yes Yes, I feel comfortable discussing these concerns 28% 28% Somewhat, but I am cautious about it 44% No, I do not feel comfortable discussing these concerns 28% No 72% How satisfied are you with your organisation's What working model best applies to your company? overall work-life balance policies and practices? 6% Fully office-based Very satisfied 44% 28% Hybrid work options (work from home for a couple Satisfied 22% of days a week) Neither satisfied nor dissatisfied 39% Dissatisfied Fully remote 6% Very dissatisfied Completely flexible 11% 22% 22% | Halian GCC Market Report and Salary Guide 2024
DIVERSITY & INCLUSION DIGI TAL EMPLOYEE SURVEY HIGHLIGHTS Do you believe employees of all backgrounds have equal opportunities for career advancement and salary progression How would you rate the diversity and inclusion efforts of at your workplace? your current organisation? Strongly agree Very good Agree Good Neutral Average Disagree Poor Strongly disagree Very poor Prefer not to say 0% 10% 20% 30% 40% 0% 10% 20% 30% 40% Do you feel comfortable discussing diversity and inclusion topics openly with your colleagues and superiors? Very comfortable 28% Somewhat comfortable 28% Neutral 28% Somewhat uncomfortable 6% Very uncomfortable 11% Do you feel that there is a diversity pay gap within your organisation? Yes, it favours certain groups Yes, it disadvantages certain groups No, there is no diversity pay gap Not sure 0% 10% 20% 30% 40% | Halian GCC Market Report and Salary Guide 2024
DIVERSITY & INCLUSION DIGI TAL EMPLOYEE SURVEY HIGHLIGHTS Has your organisation set specific diversity and inclusion goals or targets? Not sure 28% Yes 44% No 28% Do you feel your contributions to your organisation are recognised regardless of your background? Yes, always Sometimes Rarely Not at all 0% 10% 20% 30% 40% 50% Which diversity and inclusion initiatives are practised in your organisation? Flexible work arrangements to accommodate diverse needs Employee training and workshops on diversity and inclusion Diverse hiring practices and recruitment efforts Employee resource groups or affinity networks Other Inclusive policies and procedures in promotions and career advancement Regular diversity and inclusion assessments or audits Mentorship or sponsorship programs for underrepresented groups | Halian GCC Market Report and Salary Guide 2024
4-DAY WORKING WEEK DIGI TAL EMPLOYEE SURVEY HIGHLIGHTS Has your company implemented a 4-day working week? Yes 17% No 83% Did the new working week change your employee's productivity at work? Very Productive 22% More or less the same 78% It made it worse 0% Will fewer working days be beneficial to you? 0.00% 20.00% 40.00% 60.00% Yes, I can get more time for my family and myself 72% No, it would not work for my current tasks 28% | Halian GCC Market Report and Salary Guide 2024
DIGI TAL SALARY GUIDE UAE KSA POSITION Min. (AED) Max. (AED) Min. (SAR) Max. (SAR) VP Product 40,000 50,000 50,000 60,000 Product Director 35,000 45,000 45,000 50,000 Head of Product 30,000 40,000 40,000 45,000 Product Lead 25,000 30,000 30,000 35,000 Senior Product Manager 20,000 25,000 25,000 30,000 Techincal Product Manager 20,000 25,000 25,000 30,000 Product and Ecommerce Product Manager 18,000 25,000 20,000 25,000 Product Owner 15,000 20,000 20,000 25,000 Product Delivery 15,000 20,000 20,000 25,000 Ecommerce Director 35,000 40,000 40,000 45,000 Ecommerce Manager 25,000 30,000 28,000 32,000 Digital Merchandising 18,000 22,000 20,000 25,000 Online Trading 20,000 25,000 25,000 35,000 CMO 50,000 70,000 60,000 80,000 VP of Marketing 45,000 50,000 50,000 60,000 Director of 40,000 45,000 45,000 50,000 Marketing/Communications Head of 35,000 40,000 40,000 45,000 Marketing/Communication Director of PR 40,000 45,000 45,000 50,000 Head of PR 35,000 40,000 40,000 45,000 PR Manager 25,000 30,000 30,000 35,000 Marketing Director of Brand 40,000 45,000 45,000 50,000 Head of Brand 35,000 40,000 40,000 45,000 Brand Manager 25,000 30,000 40,000 45,000 Head of Product Marketing 30,000 35,000 35,000 40,000 Product Marketing Manager 22,000 28,000 25,000 30,000 Marketing Manager 20,000 25,000 22,000 28,000 Marketing Specialist 15,000 18,000 15,000 20,000 Copywriter 15,000 20,000 18,000 22,000 | Halian GCC Market Report and Salary Guide 2024
DIGI TAL SALARY GUIDE UAE KSA POSITION Min. (AED) Max. (AED) Min. (SAR) Max. (SAR) Director of Digital 40,000 45,000 45,000 50,000 Marketing/Performance Director of Digital Strategy 40,000 45,000 45,000 50,000 Head of Digital Marketing 35,000 40,000 40,000 45,000 Media Manager 25,000 28,000 25,000 32,000 Performance Marketing Manager 25,000 28,000 25,000 28,000 Digital Marketing Manager 20,000 25,000 25,000 30,000 Digital Campaign Manager 25,000 30,000 28,000 32,000 CRM and Digital Manager 25,000 30,000 28,000 32,000 Digital Marketing Executive 15,000 18,000 15,000 20,000 Media Buyer 15,000 20,000 20,000 25,000 Digital Marketing Growth Director 40,000 45,000 45,000 50,000 Head of Growth 35,000 40,000 40,000 45,000 Growth Manager 25,000 30,000 28,000 32,000 Head of Social Media 35,000 40,000 40,000 45,000 Social Media Manager 25,000 30,000 25,000 32,000 Social Media Executive 15,000 18,000 15,000 20,000 Head of SEO 30,000 35,000 35,000 40,000 SEO Manager 20,000 25,000 22,000 28,000 Influencer Marketing 18,000 25,000 18,000 25,000 Content Creator 15,000 20,000 15,000 20,000 | Halian GCC Market Report and Salary Guide 2024
DIGITAL SALARY GUIDE UAE KSA POSITION Min. (AED) Max. (AED) Min. (SAR) Max. (SAR) CCO 50,000 65,000 50,000 70,000 VP of Design 45,000 50,000 45,000 50,000 Creative Director 38,000 45,000 40,000 45,000 Head of Creative 35,000 40,000 40,000 45,000 Art Director 25,000 35,000 25,000 35,000 Graphic Designer 15,000 20,000 20,000 25,000 UX Designer 25,000 35,000 28,000 35,000 UI Designer 25,000 35,000 28,000 35,000 Creative/Design Product Designer 15,000 30,000 18,000 30,000 Visual Designer 12,000 20,000 15,000 28,000 Web Designer 12,000 20,000 15,000 20,000 Illustrator 12,000 20,000 15,000 25,000 Production Manager 30,000 40,000 32,000 42,000 Video Editor 20,000 30,000 24,000 32,000 Field Producer 25,000 35,000 28,000 38,000 VP of Sales 40,000 50,000 45,000 55,000 Sales Director 35,000 45,000 40,000 50,000 Head of Sales 30,000 45,000 40,000 50,000 Senior Sales Manager 25,000 35,000 30,000 35,000 Sales Manager 25,000 30,000 25,000 35,000 Sales Executive 15,000 20,000 15,000 20,000 Business Development Director 35,000 40,000 40,000 45,000 Head of BDM 30,000 40,000 40,000 45,000 Sales Business Development Manager 25,000 35,000 30,000 40,000 BDM Exeuctive 15,000 20,000 20,000 25,000 Account Director 30,000 40,000 35,000 45,000 Account Manager 20,000 25,000 22,000 28,000 Customer Success Director 25,000 35,000 30,000 35,000 Customer Success Manager 22,000 25,000 22,000 28,000 Product Sales Manager 22,000 25,000 25,000 30,000 Software Sales Manager 25,000 30,000 25,000 30,000 | Halian GCC Market Report and Salary Guide 2024
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