Around 80% of businesses expect to maintain or increase hiring in the second half of 2026.
UAE companies are finding it increasingly difficult to fill specialised roles in artificial intelligence, machine learning, and cloud architecture, prompting many to adopt long-term talent strategies instead of relying on short-term hiring solutions, according to Sonam Haider, Global Mobility Strategist and Founder of Aethra Advisory.
Around 80% of businesses are expected to maintain or increase hiring in the second half of 2026, Haider told. However, the focus has shifted from simply filling vacancies to building long-term capabilities and future-ready teams.
She said roles aligned with national priorities and digital transformation initiatives are attracting the strongest and most sustained long-term investment.
Roles aligned with national priorities and digital transformation are attracting the strongest long-term investment, Haider said.
Engineering and infrastructure positions—particularly those supporting large-scale construction and development projects linked to initiatives such as Dubai’s D33 agenda—continue to see sustained hiring over multi-year project pipelines. Similar demand is being driven across financial services, technology, and professional services as regional headquarters expand and fintech and asset management activity grows across the UAE.
The most difficult vacancies to fill are highly specialised technical roles, including AI and machine learning engineers, cloud architects, and certified DevOps engineers.
To compete for this talent, companies are offering structured compensation packages, relocation support, long-term career development, and internal training programmes, as the available supply of qualified professionals continues to fall short of demand.
Haider said she remains cautiously optimistic about the hiring outlook, pointing to a 21% increase in new business licences issued in Abu Dhabi during the first quarter of 2026 as an indicator of stronger recruitment demand in the months ahead.
She expects continued government investment to stimulate private-sector hiring through the second half of 2026 and into 2027, with businesses that strengthen their workforce planning now likely to be better positioned for the anticipated recovery.
Remote onboarding gains traction
Haider said that during periods of regional uncertainty, many companies chose to delay start dates or onboard employees remotely instead of withdrawing job offers.
Under delayed-start arrangements, employees begin work one to three months later than planned, allowing employers to complete visa processing, accommodation, and operational preparations. In other cases, staff start working from their home countries through an Employer of Record or temporary payroll arrangement before relocating to the UAE.
What initially emerged as a response to disruption has evolved into a long-term workforce strategy. Haider noted that the UAE’s flexible employment framework—including full-time, part-time, temporary, and flexible work permits—allows companies to formalise these arrangements while improving talent retention.
Why the talent gap persists
According to Haider, the shortage is not due to a lack of IT graduates but to the limited availability of professionals with the advanced, hands-on expertise required for specialist roles.
UAE employers are competing for the same global pool of AI, cloud, and engineering specialists sought by companies in technology hubs such as San Francisco, London, Singapore, and Toronto. While the UAE offers advantages including tax benefits, lifestyle, and high-profile projects, leading international employers continue to offer highly competitive compensation packages, and many top specialists are not actively looking to change jobs.
She added that the rapid pace of technological change is further accelerating demand, with more than 80% of businesses worldwide expecting technology to fundamentally reshape their operations by the end of the decade.
New talent corridors emerging
While South Asia—particularly India—remains a key source of skilled professionals, UAE employers are broadening their recruitment strategies to diversify talent pipelines and access specialist expertise.
Eastern European countries, including Poland, Romania, and the Czech Republic, are emerging as important sources of engineering, software architecture, and cybersecurity talent. At the same time, employers are increasingly looking to Sub-Saharan African markets such as Kenya, Ghana, and Nigeria for developers and data scientists, while the Philippines and Vietnam are gaining prominence for professionals who combine technical expertise with strong English-language skills.
Beyond expanding recruitment into new markets, companies are also changing how they hire, increasingly using offshore teams and gig-based professionals as a strategic extension of their permanent UAE workforce rather than simply as a cost-saving measure, Haider said.
She added that the proposed UK-UAE Free Trade Agreement is expected to strengthen cross-border investment and professional mobility across financial services, technology, and professional services, creating a more structured pathway for UK-based talent to work across both markets.
