Results · since 2023
150+ UAE Nationals placed. Most of them still there.
Numbers from three years of doing only Emiratisation, what HR leaders say after their first hire, and eight engagements from brief to result — anonymised at the clients’ request, figures as reported by their HR teams.
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By the numbers
What three years of Emiratisation look like
Every placement is a skilled role that counts towards a MoHRE target — and a UAE National starting a career in the private sector.
Testimonials
What HR leaders say after their first hire
Published with written consent. Reference calls with a client in your sector are available before you sign a brief.
How quickly Rapid Access Gulf typically receives profiles — from a database that is refreshed, not rebuilt, for every brief.
Although we have our own internal talent acquisition team, when it comes to hiring UAE Nationals, we always prefer working with Shukran HR Consultancy because of the speed at which they work. They seem to have a regularly updated database and often share profiles with us within 72 hours. The quality of Emirati candidates is also excellent. We have been hiring through Shukran since 2023, and our UAE National employees are still happily working with us.
“We have relied on Shukran HR Consultancy for all our Emiratisation requirements from day one, and we have been extremely satisfied with their services.”
“Emirati Civil Engineers are in high demand. However, our experience with Shukran was not just easy — they simplified the entire process of talent spotting, and we are proud to have onboarded some of the finest Emirati talent.”
Case studies
Eight engagements, start to finish
One per service. Each shows the situation the HR team was in, what we did, and the result they reported.
Hire · 01 · Permanent Emirati hiring — Logistics group · 320 employees · Jebel Ali
Eight months behind target after two failed agency briefs and a job posting that produced 140 unqualified applications.
Two-role brief on a Monday; database shortlist and phone screens by Thursday; five candidates interviewed the following week.
Two Emiratis started within three weeks; both passed the 90-day mark and the June checkpoint was met.
Hire · 02 · Executive search — Family group · 1,100 employees · Abu Dhabi
A retiring expat Head of Operations and a board mandate to appoint an Emirati — without alerting the market or the current team.
Confidential retained search: 38-company target map, 27 direct approaches, longlist of 11, three assessed finalists.
Appointed in week eight; the incoming leader now mentors two Emirati graduates from the same programme.
Hire · 03 · Bulk hiring & contract staffing — Retail bank · 900 employees · Dubai
Four new branches opening in one quarter and a June checkpoint that needed 20+ additional Emiratis in skilled customer roles.
Six-week campaign: 70-candidate pipeline, two assessment days with role plays, ranked pool, offers within the week.
Twenty-two UAE Nationals started on the same Monday; twenty were still in role at day 90.
Hire · 04 · Graduate & internship programmes — Insurance company · 450 employees · Dubai
Two consecutive checkpoints met with expensive experienced hires and rising attrition among junior Emirati staff.
Designed a September graduate programme: six roles, rotations, mentors; sourced through two universities and our graduate database.
Six graduates started together; all six were still in role two years later and four had been promoted.
Comply · 05 · Workforce planning — Logistics group · 640 employees · 3 entities
Two entities reported compliance, one didn’t — and the group had never mapped which roles MoHRE counts as skilled.
Two-week audit across all three establishments, tier check, and a 24-month roadmap sequenced to each checkpoint.
Eight hires planned by department and deadline; the group met both 2025 checkpoints and moved one entity up a tier.
Comply · 06 · Nafis & compliance advisory — Professional services firm · 180 employees · Dubai
Six UAE Nationals on payroll, zero Nafis claims, and one contract that would not have survived an inspection.
Registered the employer and all six employees, activated eligible salary and pension support, re-scoped one role, briefed HR.
Benefits live within two weeks; the firm entered the June checkpoint compliant and with lower net Emirati salary cost.
Comply · 07 · Emiratisation outsourcing — Healthcare group · 2,400 employees · Abu Dhabi
Thirty-plus Emirati hires needed a year across six facilities; time-to-fill for Emirati roles was twice the group average.
Embedded a consultant three days a week inside the TA team, running sourcing, screening and Nafis for all Emirati roles.
Time-to-fill halved within two quarters; both 2025 checkpoints met with weekly visibility for the CHRO.
Retain · 08 · Onboarding & retention — Retail group · 1,600 employees · Dubai
Five of nine Emirati hires had left within a year; every checkpoint became a re-hiring exercise.
Introduced 30/60/90 plans, a manager briefing for every hiring manager and a 12-month development path for all Emirati staff.
First-year attrition among Emirati hires fell from 55% to under 15% the following year.
Yes. With their permission we introduce you to an HR contact at a client in a similar sector and size before you sign a brief.
Yes. They are anonymised at the client’s request, with figures as reported by their HR teams. Named testimonials are published with written consent.
Across placements since 2023, the large majority of UAE Nationals we place are still with the employer after twelve months. Day-30 and day-90 check-ins and the replacement guarantee are why.
Your first hire
Tell us the role. We’ll send Emirati candidates.
Replies within one working day. Prefer to talk first? Book a 30-minute meeting and we’ll map your Emiratisation target together.
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