Navigating Benefits, Saudi Compensation, and Growth

Welcome to my newsletter!

This week's focus:

Navigating job benefits in the GCC– a recruiter’s guide

Saudi compensation is shifting – the difference for expats, Arabic-speakers, and locals 

You’re not bad at it – you’re just new, growth takes time, effort, and repetition

Navigating GCC job benefits 

After 16 years in the Middle East, I’ve seen job benefits evolve and not always in the ways you might expect. 

If you’re in recruitment, understanding how benefits have changed isn’t just helpful. It’s essential.  

Whether you’re guiding candidates or advising clients, knowing the details is very important.

Housing allowances 

Gone are the days when housing meant a company-provided villa or apartment.  

Now, it’s typically a percentage of the salary – an adjustment even senior candidates need to understand. 

Schooling 

Schooling allowances, once a staple for expats, are now rare.  

They’re usually limited to senior roles in government or large corporates.  

Agencies and consultancies almost never include them. 

Flights 

Annual flights are still common but are increasingly rolled into broader allowances.  

They’re often for the individual employee only, not their family. 

Medical insurance 

While basic medical coverage is mandatory, family coverage isn’t always guaranteed.  

For candidates relocating with dependents, this is a critical discussion point. 

Bonuses 

For agencies, bonuses tend to be small and discretionary, except at the very top. 

For corporates and consultancies, bonuses can reach 30% of the base salary but vary widely.  

Always help candidates dig into the details. 

Salary splits & gratuity 

Most packages allocate 60% to base salary and 40% to allowances.  

Your end-of-service gratuity payout is tied to base salary, so a higher base can pay off in the long run. 

The takeaway 

Headline salaries grab attention, but it’s the benefits that seal the deal or drive candidates away. 

As a recruiter, your job is to make sure your clients and candidates understand the full package.  

Helping them navigate this landscape isn’t just a nice-to-have; it’s a business advantage. 

Saudi compensation is shifting  

Saudi Arabia’s hiring landscape is evolving fast, and if you’re recruiting there, you’ve got to keep up. 

The big expat packages?  

They’re mostly history.  

New expats today aren’t getting the same perks that they used to – no cushy retirement deals, and limited safety nets without a transferable visa (iqama).  

Arabic-speaking candidates with transferable visas have got the edge now, with far more flexibility to move between opportunities. 

For Saudi nationals, it’s a different story altogether. 

With Vision 2030 driving massive economic shifts, local talent is in demand like never before.  

Companies are prioritising Saudis to align with government goals, and it’s opening up a world of opportunity for them. 

For expats, patience is vital.  

But when the opportunity arises, they need to act fast.  

Saudi’s growth might be rapid, but the hiring process often isn’t.  

Recruiters who lean into the change, adapt their strategies, and focus on long-term opportunities will come out on top. 

You’re not bad at it 

Here’s the truth no one tells you: you’re not supposed to be amazing at something the moment you start.