Halian GCC Market Report and Salary Guide 2024

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.
MAIN COMMERCIAL & FINANCE

OVERVIEW EMPLOYEE SURVEY RESULTS
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
marketing@halian.com.
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 Gulf Cooperation Council (GCC) has been The UAE has demonstrated positive salary trends in
experiencing significant changes in its business 2023, with more than half (56%) of employees
landscape, and companies are adapting to new trends reporting a salary increase. However, it’s noteworthy
and challenges in recruitment. With over half of that a similar percentage (55%) received an increase of
organisations (53%) planning to expand to new less than 5%, indicating that while salary hikes are
locations, the demand for skilled talent is at an all-time prevalent, they are not uniformly substantial. Saudi
high. In line with this growth, 42% of organisations Arabia has also witnessed favourable salary trends,
reported an increase in employee salaries this year, with 57% of employees reporting an increase.
reflecting a recognition of the importance of retaining Encouragingly, less than half (48%) received an
and motivating existing talent in a competitive job increase of less than 5%. Even with this number, it can
market. Looking ahead, 91% of companies are planning suggest that compensation benefits are improving in
incremental salary raises, with 73% of organisations Saudi Arabia.
offering an increase of less than 5%.
Saudi employees exhibit a higher degree of optimism
In this region, employers continue to place the highest regarding future salary increases. A significant 53%
emphasis on revenue growth as their foremost anticipate a salary increase before the year’s end. In
objective. This is followed by priorities such as market contrast, the UAE follows, with 39% of employees
expansion and establishing an international presence, expecting an increase.
fostering customer satisfaction and loyalty, achieving
operational efficiency and optimising costs, innovation Salary increases in the GCC are predominantly
and lastly, employee development and engagement. A influenced by two significant factors: performance
significant portion of these organisations cited that and job changes. Approximately 33% of salary
current economic conditions may limit or prevent increments are attributed to employee performance.
them from achieving these objectives. This paradox Moreover, a substantial 25% of employees reported
highlights the resilience and adaptability of companies receiving higher salaries due to job transitions,
in the face of external challenges. Our survey also confirming a dynamic job market where opportunities
reveals that 68% of organisations feel confident in for advancement and career growth are prevalent.
possessing the necessary skills to achieve their goals,
with many of them embracing mentoring methods to The GCC job market has exhibited resilience in the face
enhance their workforce’s capabilities further. of the global pandemic. There has been a notable
uptick in employment opportunities, signifying a
In terms of headcount, companies in the Middle East robust recovery. This resurgence underlines the GCC’s
reported that 70% of them have expanded their ability to adapt and rebound in the face of economic
headcount this year in comparison to the previous challenges.
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.

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
structures. Almost half of the respondents in both Despite a notable 53% satisfaction rate with their
Saudi Arabia (45%) and the UAE (49%) reported that current positions, roughly half of these respondents
their companies lack transparency in how pay raises harbour a desire to explore potentially greener
are determined. This revelation highlights a substantial pastures with alternative companies. Furthermore,
issue within the corporate landscape, as unclear Saudi employees exhibit a greater sense of optimism,
compensation policies can lead to employee with 85% expressing confidence in future
disengagement, frustration, and potential talent employment opportunities, in contrast to 73% of their
attrition. UAE counterparts, reflecting a positive outlook
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.

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.

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.

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

of hybrid work option. planning to increase their on a hybrid working
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.

GCC EMPLOYEE SURVEY RESULTS SALARY & BENEFITS
Did you get a salary increment this year? By how much did your salary increase?
5% or less
No Above 10%
44%
Yes
56% More than 15%
More than 20%
0% 20% 40% 60%
How did you get the salary increment? Do you expect a salary increase before the year ends?
1% 2%
Performance related
Promotion 22%
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%

EMPLOYEE SURVEY HIGHLIGHTS SALARY & BENEFITS
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
Company car
Other

EMPLOYEE SURVEY HIGHLIGHTS CAREER PROGRESSION
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
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

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?
Very Poor Excellent Training and development programs

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

Do you plan on changing jobs in 2024? current job?
Career advancement
23%
No
17% Better compensation and benefits
34%
Improved work-life balance

14%
Alignment with personal values

5%
Professional development opportunities

16%
Location
5%
Yes
83% Other
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

No, but considering it in the

future
No, I am not planning to pursue additional

0% 10% 20% 30% 40% 50%

GCC EMPLOYEE SURVEY RESULTS CAREER PROGRESSION
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%

GCC EMPLOYEE SURVEY RESULTS WORK-LIFE BALANCE
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% Excellent 5%
Very rarely or never
Poor 16% Almost always 16%
13%
15%
Frequently
Good 18%
30%
Fair
35% Occasionally
46%
Do you feel that your workload is manageable within the Are you able to take breaks during the workday to
standard working week? recharge and relax?
Yes 15%
Yes, I regularly take
breaks to recharge
Sometimes, but it
can be challenging
No
Sometimes, but not
46% as often as I'd like
No, I rarely have

time for breaks
39%
0% 10% 20% 30% 40% 50%
Have you ever felt pressured to work extra hours beyond Do you have flexibility in adjusting your work hours or
your regular schedule? location (e.g., remote work) when needed?
No,
never
26% Yes, I have a high
Yes, degree of flexibility
occasionally
40%
Yes, to some extent
No, I have limited

flexibility
0% 10% 20% 30% 40%

Yes,
frequently
35%

GCC EMPLOYEE SURVEY RESULTS WORK-LIFE BALANCE
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%
Yes
Somewhat, but I am cautious about it
46% 40%
No
54% No, I do not feel comfortable discussing these concerns
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%
13% 46%
Very satisfied
14% Hybrid work options (work from home for a couple

Satisfied of days a week)
Neither satisfied 43%
nor dissatisfied
Fully remote
Dissatisfied
5%
Very dissatisfied
Completely flexible
33% 6%
34%

GCC EMPLOYEE SURVEY RESULTS DIVERSITY & INCLUSION
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?
Very good Strongly agree
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%

GCC EMPLOYEE SURVEY RESULTS DIVERSITY & INCLUSION
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

GCC EMPLOYEE SURVEY RESULTS 4-DAY WORKING WEEK
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%

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.
GCC EMPLOYER SURVEY RESULTS BUSINESS STRATEGIES
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

GCC EMPLOYER SURVEY RESULTS SALARY & BENEFITS
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?
Employee performance 73%
Inflation rate 9%
Promotion 9%
Market conditions and other economic factors

6%
Other 3%
Tenure and loyalty 0%
Retention considerations 0%

GCC EMPLOYER SURVEY RESULTS SKILLS & TALENT
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%
Online courses 10%
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
We have increased our number 70%
Above 10%
No change at all 17%

More than 15%
We have decreased our number 13% 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%

GCC EMPLOYER SURVEY RESULTS SKILLS & TALENT
Given the recent Saudization and Emiratisation policies, is

Do you currently have temporary employees or your company currently employing citizens of Saudi Arabia
contractors in your organisation? and the United Arab Emirates?
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
34% 17%
Hybrid (work from home options at least Decreased

once a week) 0%
62% Increased
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

GCC EMPLOYER SURVEY RESULTS WORKING MODELS
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 off 52%
No, our employees won't be productive 48%

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

TECHNOLOGY SALARY & BENEFITS
EMPLOYEE SURVEY HIGHLIGHTS
5% or less
No
Above 10%
43%
Yes
More than 15%
57%
More than 20%
0% 20% 40% 60%
1%
Performance related
23%
Promotion
Started a
new job Yes
45% 44%
Standard
annual salary
increase No
56%
Counter offer
28%
3%
Very satisfied
Satisfied
Dissatisfied
Very dissatisfied
0% 10% 20% 30% 40%

TECHNOLOGY SALARY & BENEFITS
19%

20%
No, my company does not provide clear information about how pay rises
are determined
47%
14%
Medical insurance
Company car
Other
Medical insurance
Company car
Other

TECHNOLOGY CAREER PROGRESSION
Less than 6 months
6 months to 1 year
1-2 years
More than 3 years
0% 10% 20% 30% 40%
Very satisfied
Satisfied
Dissatisfied
Very dissatisfied
0% 10% 20% 30% 40% 50%

27%

17%

46%

9%
Other
2%
Other

CAREER PROGRESSION
TECHNOLOGY
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?
Very Poor Training and development programs

Excellent
12% 14% 43%
Poor 13%
13%
Leadership coaching
11%

Good 31%
33%
Other
Fair 1%
27%

Career advancement
24%
No Better compensation and benefits

23% 37%

16%

4%

11%
Location
Yes
2%
77%
Other
6%



future

0% 10% 20% 30% 40% 50%

TECHNOLOGY CAREER PROGRESSION
Other
0% 10% 20% 30% 40%

78%

4%

9%
9%
Newspapers
Other
0% 25% 50% 75% 100%
Very optimistic
Somewhat optimistic
Neutral
Not very optimistic
0% 10% 20% 30% 40%

TECHNOLOGY WORK-LIFE BALANCE
Very Poor Always

Poor 5% Excellent 5%
Very rarely or never
8% 19%
Almost always 20%
17%
Frequently
Fair 13%
36%
Good
32%
Occasionally
45%
Yes 17%
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%
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%

WORK-LIFE BALANCE
TECHNOLOGY
arrangements)?

27%

27%
45%

42%
Yes
43%
38%
No No, I do not feel comfortable discussing these concerns

57%
20%
Fully office-based
5%
15% 40%
Very satisfied
Hybrid work options (work from home for a couple
17%
Satisfied of days a week)
nor dissatisfied
Fully remote
Dissatisfied
8%
Very dissatisfied
Completely flexible
31% 4%
32%

TECHNOLOGY DIVERSITY & INCLUSION

How would you rate the diversity and inclusion efforts of opportunities for career advancement and salary progression
your current organisation? at your workplace?
Agree
Good
Neutral
Average
Disagree
Poor
Strongly disagree
0% 10% 20% 30% 40% 50% 0% 10% 20% 30%
Very comfortable
30%
27%
Neutral
28%
8%
Very uncomfortable
8%
Not sure
0% 10% 20% 30% 40%

TECHNOLOGY DIVERSITY & INCLUSION
Yes
Not sure 34%
39%
No
27%
Yes, always
Sometimes
Rarely
Not at all
0% 10% 20% 30% 40%
Other

TECHNOLOGY 4-DAY WORKING WEEK
Yes
6%
No
94%
Very Productive
24%

66%
It made it worse
10%
0.00% 20.00% 40.00% 60.00% 80.00%

TECHNOLOGY
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

TECHNOLOGY
SALARY GUIDE: DATA & AI
UAE KSA
POSITION
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

TECHNOLOGY
SALARY GUIDE: INFRASTRUCTURE
UAE KSA
POSITION
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

TECHNOLOGY
SALARY GUIDE: INFRASTRUCTURE
UAE KSA
POSITION
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

TECHNOLOGY
SALARY GUIDE: SOFTWARE ENGINEERING
UAE KSA
POSITION
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

TECHNOLOGY
SALARY GUIDE: PROJECTS AND CHANGE
UAE KSA
POSITION
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

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
COMMERCIAL & FINANCE SALARY & BENEFITS
5% or less
Above 10%
No
47%
Yes
53% More than 15%
More than 20%
0% 20% 40% 60%
Performance related 13%
Promotion
Started a
new job Yes
17% 43%
Standard
annual salary
increase 54% No
57%
Other
17%
0%
Very satisfied
Satisfied
Dissatisfied
Very dissatisfied
0% 10% 20% 30% 40%

COMMERCIAL & FINANCE SALARY & BENEFITS
3%

27%
No, my company does not provide clear information about how pay
rises are determined
60%
10%
Medical insurance
Other
Company car
Medical insurance
Company car
Other

COMMERCIAL & FINANCE CAREER PROGRESSION
Less than 6 months
6 months to 1 year
1-2 years
More than 3 years
0% 20% 40% 60%
Very satisfied
Satisfied
Dissatisfied
Very dissatisfied
0% 10% 20% 30% 40%

36%

8%

56%

CAREER PROGRESSION
COMMERCIAL & FINANCE
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?
Very Poor Excellent Training and development programs

8% 48%
12%
12%
Leadership coaching
Good
12%
32%
Poor
28%
36%
Fair
12%

Career advancement
No 36%
4%
Better compensation and benefits
40%

8%

8%
Location
4%
Other
4%
Yes
96%



future

0% 10% 20% 30% 40%

COMMERCIAL & FINANCE CAREER PROGRESSION
Other
0% 10% 20% 30% 40%

92%

4%
4%

0%
Newspapers
Other
0% 25% 50% 75% 100%
Very optimistic
Somewhat optimistic
Neutral
Not very optimistic
0% 10% 20% 30% 40% 50%

COMMERCIAL & FINANCE WORK-LIFE BALANCE
Very Poor Always

Excellent
4% 8%
13%
Poor Very rarely or never
17% 25%
Almost always
17%
Good
29%
Frequently
17%
Fair Occasionally
38%
33%
Yes
breaks to recharge
Sometimes, but it 29%
can be challenging
No
often as I'd like
50%

for breaks
21% 0% 10% 20% 30% 40% 50%
Yes,
occasionally
21% Yes, I have a high degree
of flexibility
No,
never Yes, to some extent
50%
Yes,
No, I have limited
frequently
flexibility
29%
0% 10% 20% 30% 40% 50%

WORK-LIFE BALANCE
arrangements)?

17%

29%
54%

33%

No Yes 42%
50% 50%
No, I do not feel comfortable discussing these concerns
25%
How satisfied are you with your organisation's

overall work-life balance policies and practices? What working model best applies to your company?
Fully office-based
4%
13% 50%
Very satisfied
Hybrid work options (work from home for a couple
Satisfied 4% 21% of days a week)
nor dissatisfied
Fully remote
Dissatisfied
0%
Very dissatisfied
Completely flexible
8%
58%

COMMERCIAL & FINANCE DIVERSITY & INCLUSION

How would you rate the diversity and inclusion efforts of your opportunities for career advancement and salary progression
current organisation? at your workplace?
Agree
Good
Neutral
Average
Disagree
Poor
Strongly disagree
0% 10% 20% 30% 40% 0% 10% 20% 30% 40%
Very comfortable
23%
14%
Neutral
32%
18%
Very uncomfortable
14%
Not sure
0% 10% 20% 30% 40% 50%

COMMERCIAL & FINANCE DIVERSITY & INCLUSION
Yes
Not sure 32%
32%
No
36%
Yes, always
Sometimes
Rarely
Not at all
0% 10% 20% 30% 40%
Other

COMMERCIAL & FINANCE 4-DAY WORKING WEEK
Yes
9%
No
91%
Very Productive
18%

77%
It made it worse
5%
0.00% 20.00% 40.00% 60.00% 80.00%

SALARY GUIDE
UAE KSA
POSITION
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 Finance Executive 15,000 25,000 15,000 25,000
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

SALARY GUIDE
UAE KSA
POSITION
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

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
DIGITAL SALARY & BENEFITS
5% or less
Yes
33%
Above 10%
More than 15%
No
67%
More than 20%
0% 25% 50% 75%
10%
Performance related
Promotion
Yes
35%
Started a
new job 20% 40%
Standard
annual salary
increase
Counter offer
No
65%
20%
10%
Very satisfied
Satisfied
Dissatisfied
Very dissatisfied
0% 10% 20% 30% 40%

DIGITAL SALARY & BENEFITS
22%

11%
No, my company does not provide clear information about how pay
rises are determined
56%
11%
Medical insurance
Other
Company car
Medical insurance
Company car
Other

DIGITAL CAREER PROGRESSION
Less than 6 months
6 months to 1 year
1-2 years
More than 3 years
0% 10% 20% 30% 40%
Very satisfied
Satisfied
Dissatisfied
Very dissatisfied
0% 25% 50% 75%

22%

11%

67%

0%
Other

CAREER PROGRESSION
DIGITAL
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%
12% 28%
17%
Poor
Leadership coaching
18%
Good 11%
35%
44%
Fair
29%

No Career advancement
17% 17%
Better compensation and benefits

39%

22%

6%

11%
Yes Location
83%
6%



future

0% 10% 20% 30% 40%

DIGITAL CAREER PROGRESSION
Other
0% 10% 20% 30% 40%

78%

6%

0%
17%
Newspapers
Other
0% 25% 50% 75% 100%
Very optimistic
Somewhat optimistic
Neutral
Not very optimistic
0% 10% 20% 30% 40% 50%

DIGITAL WORK-LIFE BALANCE
Very Poor Always Very rarely or never

Excellent
Poor 6% 11% 11%
11%
6%
Almost always
11%
Fair
Occasionally
33%
39%
Good
44% Frequently
28%
11%
Yes
breaks to recharge
Sometimes, but it
can be challenging
No 39%
often as I'd like

for breaks
50%
0% 10% 20% 30% 40% 50%
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%

WORK-LIFE BALANCE
DIGITAL
arrangements)?

22%

33%
44%
Yes
28% Yes, I feel comfortable discussing these concerns
28%

44%
No, I do not feel comfortable discussing these concerns

28%
No
72%
6% Fully office-based
Very satisfied
44%
Satisfied 28% Hybrid work options (work from home for a couple
22% of days a week)
Neither satisfied
nor dissatisfied 39%
Dissatisfied Fully remote
Very dissatisfied 6%
Completely flexible
11%
22% 22%

DIGITAL DIVERSITY & INCLUSION

How would you rate the diversity and inclusion efforts of opportunities for career advancement and salary progression
your current organisation? at your workplace?
Agree
Good
Neutral
Average
Disagree
Poor
Strongly disagree
0% 10% 20% 30% 40% 0% 10% 20% 30% 40%
Very comfortable
28%
28%
Neutral
28%
6%
Very uncomfortable
11%
Not sure
0% 10% 20% 30% 40%

DIGITAL DIVERSITY & INCLUSION
Not
sure
28%
Yes
44%
No
28%
Yes, always
Sometimes
Rarely
Not at all
0% 10% 20% 30% 40% 50%
Other

DIGITAL 4-DAY WORKING WEEK
Yes
17%
No
83%
Very Productive
22%

78%
It made it worse
0%
0.00% 20.00% 40.00% 60.00%

DIGITAL
SALARY GUIDE
UAE KSA
POSITION
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

DIGITAL
SALARY GUIDE
UAE KSA
POSITION
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

DIGITAL
SALARY GUIDE
UAE KSA
POSITION
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
Creative/Design UI Designer 25,000 35,000 28,000 35,000
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

Useful
Resources
Data & AI: Recruitment Insights and
Strategies
Get to know the different techniques

for retaining the top talent in the Data &
AI field, which has seen significant
growth in the past few years.
Discovering Emerging
Cybersecurity Threats and Trends
With cyber attackers becoming more

proficient, the range of threats is more
widespread and complex than ever. We
share insights on in-demand niche
skillsets and future expectations for this
industry.
Halian Payroll Outsourcing

Services
Choosing the right payroll provider is
crucial for a company's financial
health. Our report details how we can
help your business succeed with our
payroll services.
Stay Connected
Keep in the loop on all things Halian! Stay up-to-date with the latest news and exciting
developments by visiting our website: www.halian.com.
You can also follow us on our social media channels for even more exclusive content and
engaging discussions. Connect with us on:
linkedin.com/company/halian youtube.com/@halian7647
facebook.com/HalianYourPart instagram.com/halian_recruitment/
nersInPossibility
United Arab Emirates Kingdom of Saudi Arabia Qatar

Halian International Halian Saudi LLC Halian Gulf LLC
Al Salam Tower, Floor 25th, 4th Floor Centria Office Tower, 11423 Global Business Center, Building 8,
Dubai Media City, Olaya-Tahliya Road, Office 422, Suite #406 Office L8
Dubai, UAE Riyadh, KSA 4th floor, Al Hitmi Village, Corniche
P.O.Box 500845 P.O.Box 9629 Road
+97145405700 +966112885400 Doha, Qatar
P.O. Box 25422
+97444023017

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Halian GCC

Part 01. Part 06.

Part 02. Part 07.

ABOUT THIS TECHNOLOGY EMPLOYEE

Part 03. Part 08.

MAIN COMMERCIAL & FINANCE

Part 04. Part 09.

GCC STATISTICS DIGITAL EMPLOYEE SURVEY

Part 05. Part 10.

GCC EMPLOYEE USEFUL

Introducing Halian’s inaugural GCC

I am thrilled to present to you Halian’s first-ever GCC

In the middle of 2023, we saw a slight dip in job

I would like to take this opportunity to express my

This salary survey aims to provide comprehensive and up-to-date

| Halian GCC Market Report and Salary Guide 2024

It is worth noting that a significant 73% of respondents

| Halian GCC Market Report and Salary Guide 2024

A critical aspect of employee satisfaction and Career Progression

| Halian GCC Market Report and Salary Guide 2024

Shorter Working Weeks and Hybrid

Demonstrating a continued commitment to employee

In January 2022, the UAE government has embraced a

| Halian GCC Market Report and Salary Guide 2024

| Halian GCC Market Report and Salary Guide 2024

56% 83% 77%

of employees have of employees plan to of employees are optimistic or

43% 67% 62%

of employees have some form of companies are of organisations operate

of businesses say that of companies say that

Medical insurance is the most Employers cite current economic

| Halian GCC Market Report and Salary Guide 2024

More than 20%

0% 20% 40% 60%

Started a new job 40% Yes

Neither satisfied nor dissatisfied

0% 10% 20% 30% 40%

| Halian GCC Market Report and Salary Guide 2024

Is your company transparent on how pay rises are set?

Somewhat, there is some transparency, but it could be improved

Which employee benefits do you currently have?

Air ticket allowances

Flexible working hours/Work from home options

Additional vacation days

Child education allowance

Which are the top three most important benefits to you?

Air ticket allowances

Flexible working hours/Work from home options

Child education allowance

Additional vacation days

| Halian GCC Market Report and Salary Guide 2024

How long have you been in your current role?

Less than 6 months

More than 3 years

0% 10% 20% 30% 40%

How satisfied are you with your current job?

Neither satisfied nor dissatisfied

0% 10% 20% 30% 40% 50%