AI skills, experience, and professional visibility are becoming increasingly important as UAE employers grow more selective.
Dubai: UAE job seekers are finding growing opportunities across technology, financial services, healthcare, logistics, real estate, construction and professional services, as recruiters increasingly prioritise AI skills, practical experience and proven expertise.
Hiring trends remain mixed across sectors, with Dubai offering a wide range of opportunities, Abu Dhabi seeing increased demand in finance, technology, energy and infrastructure, and Ras Al Khaimah recording recruitment growth driven by emerging consumer-focused businesses.
Mahesh Shahdadpuri, Group Chairman of TASC Outsourcing, expects technology, financial services, healthcare, logistics, real estate, construction and professional services to remain among the UAE’s strongest recruitment sectors.
He said Dubai’s deep private-sector base should continue to support hiring across technology, financial services, hospitality, real estate and professional services, while Abu Dhabi is expected to generate opportunities in financial services, technology, energy and infrastructure as it broadens its economic base.
Nicki Wilson, Owner and Managing Director of Genie Recruitment, said demand remains strong across food and beverage, retail, FMCG, marketing, customer service and other consumer-facing roles.
Dubai is expected to continue generating a significant share of vacancies, while Ras Al Khaimah is also experiencing increased recruitment activity linked to the development of Wynn Al Marjan Island.
Thousands of people are currently being hired for the property alone, which will have a knock-on effect across hospitality, retail, F&B and supporting industries in the emirate.
Nicki Wilson
Owner and Managing Director of Genie Recruitment
Hospitality hiring remains subdued in the near term, Wilson said, although she expects recruitment to pick up as the winter season approaches.
Sarah Brooks, founder of Fikrah HR, has also seen hiring pressure across hospitality, tourism, real estate marketing, retail, trade and logistics in 2026. She described the slowdown as selective, noting that some companies are opting for unpaid leave, reduced working hours or slower salary growth rather than widespread layoffs.
AI skills rise in importance
For job seekers, the hiring process is becoming increasingly competitive, with all three experts highlighting the importance of practical skills, relevant experience and the ability to demonstrate measurable value.
Brooks said AI fluency and data literacy are becoming increasingly important across functions such as finance, HR, marketing and operations. Employers are also placing greater emphasis on adaptability, critical thinking, cross-cultural communication and an understanding of the UAE market.
Practical, demonstrable experience now matters more than qualifications alone; candidates who can show measurable outcomes — such as a project, dashboard or case study — are increasingly favoured, particularly by firms operating in DIFC and ADGM.
Sarah Brooks
Founder of Fikrah HR
Shahdadpuri said employers are increasingly looking for candidates who can make an immediate contribution and understand how technology can be applied within their specific profession.
“AI is becoming relevant across almost every profession. Employers are looking for candidates who understand how AI applies to their field and can use these tools effectively in their day-to-day work.”
Alongside AI capabilities, communication, problem-solving and commercial awareness remain important, particularly as employers take a more cautious approach to hiring and assess each candidate more closely.
Tougher market for entry-level candidates
Graduates and entry-level job seekers are facing particularly strong competition, Wilson said, with employers increasingly favouring candidates with proven experience over the past two years.
A degree alone is becoming less of a differentiator in the UAE job market, with employers placing greater emphasis on practical experience, attitude, commercial awareness and the value candidates can bring to a business.
Wilson said job seekers should also strengthen how they present themselves before approaching potential employers.
“It all starts with your CV, personal branding, networking and actually using LinkedIn properly.”
Professional visibility can be particularly valuable, as some roles are filled through networks and direct approaches before they are advertised on public job boards.
“Being visible and building strong professional relationships is far more important than simply submitting job applications,” Wilson said.
Local Candidates or Overseas Hires?
Recruiters expect both UAE-based and international talent to remain part of the hiring mix, with the balance largely determined by the skills and experience required for each role.
Shahdadpuri said the UAE’s local talent pool continues to expand, giving employers access to more professionals with an understanding of the domestic market. However, companies are still likely to look overseas when they need specialised skills or expertise that is in limited supply locally.
Wilson is seeing a similar trend, with employers increasingly favouring candidates already based in the UAE while continuing to recruit internationally for niche roles in areas such as growth, technology, buying, product development and strategy.
Brooks expects local hiring to remain stronger for compliance-driven positions and entry- to mid-level roles, while companies continue to look overseas for highly specialised technical and senior talent. She also highlighted Emiratisation requirements as a key driver of local recruitment in sectors such as banking, insurance, real estate and technology.
Applying for Jobs Takes More Than Clicking ‘Apply’
Recruiters recommend using a mix of job-search channels rather than relying solely on online applications.
Brooks said LinkedIn remains particularly useful for specialist, technical and senior positions, while Indeed, Gulftalent and Bayt tend to offer greater volumes of operational, entry-level and administrative roles. Naukrigulf is another option for candidates planning to relocate to the Gulf, particularly those applying from South Asia.
Direct outreach to companies, building relationships with recruiters, seeking referrals and expanding professional networks should also be part of a well-rounded job search.
Shahdadpuri advised candidates to tailor each application to the specific role and clearly demonstrate the value they can bring to an employer. Wilson noted that many vacancies are filled through professional networks, recruiter databases, referrals and direct approaches before they are ever advertised publicly.
“If your entire job-search strategy only begins when you lose your job and consists of scrolling through adverts and clicking ‘Apply’, you’re already on the back foot,” Wilson said.
Recruitment Outlook for 2027
Industry experts expect hiring opportunities to continue into 2027, although employers are likely to remain selective about the roles they create and the candidates they choose.
Shahdadpuri expects continued investment in technology, infrastructure, tourism, financial services and economic diversification to drive demand for skilled professionals. He said employers are increasingly seeking candidates who can combine their core expertise with strong technology capabilities.
Brooks expects recruitment activity to strengthen further in 2027, with renewed hiring in tourism, hospitality and real estate, alongside sustained demand for talent in technology, finance and healthcare.
Wilson said the growing number of vacancies reaching her agency points to improving employer confidence, with some companies approaching recruiters with multiple openings at the same time.
“If this momentum continues through the remainder of the year, I think we have very good reason to be optimistic about recruitment going into 2027.”
