GCC Tech Recruitment: High Salaries and Vision 2030

by Ali Nasir

Published Feb 25, 2025

The GCC tech scene is a hotbed of opportunity, and more so in 2025 than ever. With salaries often dwarfing those in Europe. This is largely fueled by ambitious projects under Vision 2030 and the need for top-tier tech talent in KSA. Despite economic headwinds, the race to meet Saudi’s Vision 2030 deadlines means high salaries for key tech roles are here to stay.

Benefits and Salaries: The GCC Attraction and Attrition Conundrum

Attrition rates in the GCC can be higher than in other regions, primarily due to the transient nature of the expatriate workforce. While attractive benefits packages and high salaries are a major draw, the desire for even higher salaries or better opportunities often leads to turnover. This turnover can significantly impact project delivery, especially on large-scale initiatives where consistency and continuity are crucial.

To improve retention, employers need to go beyond just offering competitive salaries and benefits. Investing in developing the careers of their hires, creating a positive work culture, and providing clear pathways for advancement can help keep top talent engaged. Additionally, aligning compensation and incentives with long-term project milestones can encourage employees to stay and see projects through to completion.

Retaining Tech Talent: Beyond the Paycheck

When working on large, high-stakes projects, requiring employees who leave within a short period to repay recruitment costs is one way companies are trying to curb turnover. This approach acts as a deterrent and encourages new hires to commit to at least the initial phase of their employment. It is important to note that employers should ensure that any repayment clause is reasonable, proportionate, and transparent. Employees should carefully review their contracts and seek legal advice if necessary before agreeing to any terms involving penalties.

While this can be effective, it’s not the best or only solution. A more sustainable approach involves addressing the root causes of turnover, such as ensuring job satisfaction, offering clear career progression, and creating a supportive work environment. Combining these strategies with contractual obligations can provide a more balanced and effective way to retain staff.

The GCC Tech Talent Challenge

Recruiting tech talent in the GCC is challenging. The demand for skills in areas such as AI, cybersecurity, and digital transformation is high, but the local talent pool is still small, so companies more often than not need to hire internationally. Attracting and retaining this talent can be difficult due to cultural adjustments and the fast pace of projects in the region.

Positions in areas such as AI, cybersecurity, digital transformation, and project management for giga projects will continue to demand high salaries. The specialised skills required for these roles, combined with the need to meet critical milestones, will ensure that top talent in these fields remains well-compensated. While we might see some moderation in less essential positions, key roles are likely to maintain or even increase in value as the deadline approaches.