The GCC  region is experiencing a transformative phase in its consulting and strategy sector as we move through 2025. Organisations in the region  are actively seeking new perspectives and expertise to navigate the current  business landscape, driven mainly by ambitions for digital leadership, energy diversification, and sustainability mandates. This highly dynamic environment is reshaping not only the demands placed on strategy consultants but also the very models of consulting firm recruitment and retention.

The GCC Consulting Landscape

The consulting sector in the region – encompassing Saudi Arabia, the UAE, Qatar, Kuwait, Bahrain, and Oman – continues to move quickly. In 2025 Saudi Arabia announced a $3.5 B budget towards building a nuclear plant, which in itself  affected the budgets for consulting projects across the Kingdom. KSA, as the biggest market in the Middle East, is leaning towards boutique and homegrown  consulting firms (such as Strategic Gears – the largest founded Saudi firm). Ministries and PIF companies are building their own in-house consulting firms leading to MBB and Tier 1 companies facing stagnant growth and even redundancies..

Governments are pushing forward with economic vision plans (such as Saudi Vision 2030 and UAE Vision 2050), which prioritise diversification away from hydrocarbons and a robust digital economy. As a result, the consulting industry has become a key partner to both public and private entities seeking guidance on transformation, regulatory adaptation, and strategy realignment.

Three Key Drivers are Fuelling This Evolution:

• Digital transformation: Rapid adoption of new technologies, data analytics, automation, and AI is a top priority. GCC organisations require consultants with deep expertise in these areas, expecting them to lead large-scale digital initiatives, support upskilling, and help reimagine customer experiences.
• Sustainability mandates: Governments have set ambitious sustainability goals to meet international benchmarks and attract ESG-focused investors. Consulting firms are increasingly called upon to develop and operationalise robust sustainability strategies, spanning carbon neutrality, green energy investments, and circular economy principles.
• Strategic advisory in high-growth sectors: The public sector, energy, and telecom industries in the GCC continue to be at the forefront of transformation. Advisory demand focuses on sector-specific regulatory changes, infrastructure megaprojects, and next-generation business models.
  

New Candidate Expectations: Flexibility, Growth, and Beyond

Expectations for strategy consulting talent in the GCC have shifted markedly. While compensation remains important, today’s professionals are looking for comprehensive career development, flexible work arrangements, and a sense of purpose.

• Flexible work models: Hybrid and remote work options are now baseline expectations for top candidates. Firms that embrace outcome-oriented performance measures and enable flexible delivery are gaining a competitive edge in attracting and retaining talent.
• Career growth: Career progression is no longer just about climbing the ladder. Candidates want clearly defined development pathways, mentorship opportunities, and exposure to high-impact projects from the outset.
• Meaningful benefits: Beyond salary, candidates are weighing opportunities based on wellness programmes, learning budgets, and pathways to meaningful, purpose-driven work.

Essential skills for 2025 and beyond

The most sought-after consultants in the GCC demonstrate a unique blend of technical skill and adaptive mindset. Organisations are putting premium value on:

• Digital capabilities: From the cloud and cybersecurity to advanced analytics, consultants who can bridge the gap between business and technology are in highest demand.
• Sustainability expertise: Proficiency in ESG and sustainability frameworks adds significant value, as clients seek to align with both regulatory requirements and global investor standards.
• Continuous learning: The pace of transformation requires consultants who are not only experts today but who continually upskill. A culture of lifelong learning and in-house innovation is now a clear differentiator among firms.
  

Recruiting and Retaining Top Talent
To attract and retain the right talent, leading consulting firms in the GCC are redesigning their value propositions:

• Prioritising digital skillsets by partnering with educational providers and offering in-house academies.
• Fostering inclusivity and diversity to reflect the changing demographics of both talent and clients.
• Offering multi-disciplinary project experience to broaden consultant expertise and engagement.

Strategy consulting in the GCC is at a turning point. The most successful firms in 2025 will be those that adapt to evolving regional needs, prioritise digital and sustainability skills, and meet new candidate expectations with flexible and meaningful career models. As the region continues its ambitious transformation, the opportunity for consultants to impact the future has never been greater.