Hire · 03
Bulk hiring & contract staffing for UAE Nationals
Five to fifty Emirati seats filled in one coordinated campaign — retail, contact centres, operations, branch networks — or UAE Nationals on fixed-term and temporary contracts for projects, cover and seasonal peaks.
Scale5–50 seats
Campaign3–6 weeks
Best forQuota gaps & peaks
Volume & contractTrusted by
Why it matters
22
seats filled in one assessment weekend
You can’t interview fifty people one at a time
Branch openings, contact-centre expansions and a large quota gap all need the same thing: many qualified UAE Nationals starting together, without your HR team losing a month to scheduling.
Dozens of interviews spread over weeks
Offers accepted, then no-shows on day one
Contract terms that don’t hold up at the MoHRE check
Is this the right service?
Who bulk hiring is built for
We say no more often than yes. Here is how to tell quickly whether this is the right route — and where to go if it isn’t.
Right for you if
- Retailers, banks and operators opening branches or contact-centre shifts
- Companies with a large shortfall before 30 June or 31 December
- Project, maternity-cover and seasonal needs that suit fixed-term contracts
- Employers who want assessment days run for them
Not the right fit if
- Single specialist roles — see Permanent Emirati hiring
- Unskilled roles that don’t count towards MoHRE targets
- Companies outside the UAE mainland
What’s included
Everything bulk hiring covers
One consultant runs all six parts. Nothing is handed to a junior or a call centre.
01Campaign plan
Seat count, locations, shift patterns, salary bands and a calendar working back from your deadline.
02Volume sourcing
Database, university and community outreach to build a pipeline of three times the seats.
03Assessment days
Group exercises, role plays and one-to-one interviews run at your site or ours.
04Ranked candidate pool
Every attendee scored and ranked so offers go out the same week.
05Contract & temporary staffing
Fixed-term and temporary UAE Nationals with compliant contracts and notice terms.
06Start-day coordination
Onboarding cohorts, paperwork and a day-30 retention check across the group.
Process
Bulk hiring & contract staffing, step by step
Same consultant from the first call to the retention check-in — and a named deliverable at every step.
- 1Week 1
Plan
Seats, locations, bands and the campaign calendar.
You receiveCampaign plan and hiring calendar - 2Weeks 1–3
Source
Pipeline of three times the seats from database and outreach.
You receiveAssessment-day schedule and candidate pipeline - 3Weeks 3–4
Assess
Assessment days; ranked pool; offers out within the week.
You receiveRanked candidate pool and offer list - 4Weeks 4–6
Start
Cohort onboarding and day-30 group check-in.
You receiveCohort onboarding and day-30 group report
Seats we fill
Volume and contract roles with typical bands
Indicative figures from recent placements and briefs. Every engagement is scoped to your roles, emirate and target.
Customer Service OfficerAED 9–13k
Retail Sales AssociateAED 8–12k
Bank TellerAED 10–14k
Contact Centre AgentAED 9–12k
Admin AssistantAED 9–13k
Front-desk / ReceptionAED 9–12k
Logistics CoordinatorAED 11–15k
Project staff (fixed-term)Per project
What lands in your inbox
A document you can forward to your CEO
No spreadsheets of half-screened CVs. Every stage produces one clear artefact — the sample opposite is the bulk hiring version — written so a decision can be made from it without a follow-up call.
EmployEmiratisWeeks 1–6Campaign plan
22 seats · 4 branches · Dubai
- Pipeline target
- 66 candidates (3× seats)
- Assessment days
- 2 · Sat–Sun, week 3
- Offers out
- Within 5 days of assessment
- Start date
- Single cohort, week 6
- Contracts
- Permanent 18 · fixed-term 4
Prepared by your consultant · [email protected]
Results
What clients get from bulk hiring
3×pipeline built per seat
1 weekfrom assessment day to offers
50seats in a single campaign
We have relied on Shukran HR Consultancy for all our Emiratisation requirements from day one, and we have been extremely satisfied with their services.
Case study
One engagement, start to finish
Anonymised at the client’s request; figures as reported by their HR team.
22Emiratis started together
Retail bank · 900 employees · Dubai
Situation
Four new branches opening in one quarter and a June checkpoint that needed 20+ additional Emiratis in skilled customer roles.
What we did
Six-week campaign: 70-candidate pipeline, two assessment days with role plays, ranked pool, offers within the week.
Result
Twenty-two UAE Nationals started on the same Monday; twenty were still in role at day 90.
MoHRE relevance
Close the gap before the checkpoint
Fines accrue monthly on every missing Emirati after each half-year checkpoint. A campaign that starts in March or September lands hires on payroll with weeks to spare — and skilled fixed-term Emirati contracts count while they run.
Compare
Bulk hiring & contract staffing with us, in-house, or a large agency
Employ EmiratisIn-houseLarge agencyWho does the workFounder, end to endYour HR team, on top of everything elseAccount manager → junior recruiter
Emirati candidate poolPre-built database, refreshed weeklyJob-board applicantsShared multi-desk database
Time to first shortlist≈ 5 working days4–8 weeks2–4 weeks
Pre-screeningEvery candidate, by phoneRarelyCV keyword match
Nafis & MoHRE guidanceIncludedDo it yourselfExtra service
FeeOn start dateHidden in salaries and timeRetainer + placement
How we work
One consultant between your team and the Emirati talent pool
No account managers, no hand-offs to juniors, no shared desks. The person who takes your brief screens the candidates, sits in the feedback loop and calls the hire at day 90.
Your HR teamBrief · interviews · offer
Your consultantFounder-led · end to endEmirati talentDatabase · Nafis · universitiesEngagement
How bulk hiring is priced
Simple, agreed up front, and never a retainer for standard hiring. Advisory and outsourced models are scoped to your headcount and target.
Shortlist in 5 working days or we tell you why90-day free replacement on every placementNo fee until the candidate startsOne consultant, brief to onboardingPer-seat placement
Volume rate
Tiered by seat count, payable as each cohort starts
- Volume pricing from five seats
- Assessment days organised and run by us
- 90-day replacement on every seat
- Contract staffing invoiced monthly
Related services
Often combined with bulk hiring
Resources
Read before you brief
FAQ
Bulk hiring & contract staffing — common questions
Not answered here? Ask us — replies within one working day.
Typically four to six weeks from plan to first start date, with assessment days in weeks three and four.
Yes, while the contract is active and the role is skilled. We advise on contract structure so the count holds.
At your premises, a partner venue or a university campus — whichever suits the candidate pool.
We onboard in cohorts and run a day-30 group check-in; first-quarter attrition is the metric we manage.
Start with bulk hiring
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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