Hire · 04
Emirati graduate & internship programmes for UAE employers
A steady pipeline of Nafis-registered Emirati graduates for entry-level roles, and internship programmes designed to convert — so your junior Emirati headcount grows every semester, not just at deadline time.
IntakesJan · Jun · Sep
Internships3–6 months
Best forSustainable headcount
Graduates & internsTrusted by
Why it matters
70%
of Emirati graduates take their first private-sector job through a programme or referral
Graduates don’t find you on a job board
Emirati graduates choose employers through universities, Nafis and word of mouth. Without a presence there — and a real programme to join — companies end up competing for the same few experienced hires every checkpoint.
No pipeline between checkpoints
Internships that never convert
Graduates leave within a year for a clearer path
Is this the right service?
Who graduate programmes 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
- Companies building long-term Emirati headcount rather than one-off hires
- Entry roles in admin, HR, finance, customer service and operations
- Employers with a management-trainee or rotation scheme
- Teams that can mentor and want to retain from day one
Not the right fit if
- Roles that need three or more years’ experience
- Internships without a plan to convert to permanent
- Unpaid placements
What’s included
Everything graduate programmes covers
One consultant runs all six parts. Nothing is handed to a junior or a call centre.
01University partnerships
Careers-fair presence and relationships with UAE universities and colleges.
02Programme design
Internship structure, rotations, mentoring framework and conversion criteria.
03Graduate screening
Motivation, Arabic and English communication, and role aptitude checks.
04Cohort placement
Groups of 3–15 graduates placed together with a shared onboarding week.
05Development pathway
A 12-month learning path so graduates see their next step.
06Nafis for graduates
Registration, salary support and training benefits activated per hire.
Process
Graduate & internship programmes, step by step
Same consultant from the first call to the retention check-in — and a named deliverable at every step.
- 1Weeks 1–2
Design
Roles, rotations, mentors and conversion criteria.
You receiveProgramme blueprint and role map - 2Weeks 2–5
Source
University outreach, fairs and our database of recent graduates.
You receiveGraduate pipeline and screening summary - 3Weeks 5–6
Select
Screening, group assessment and hiring-manager interviews.
You receiveAssessment results and cohort selection - 4Weeks 7–8
Onboard
Cohort onboarding week; mentoring starts.
You receiveOnboarding-week plan and mentor pairings
Programmes we build
Entry routes and starting bands
Indicative figures from recent placements and briefs. Every engagement is scoped to your roles, emirate and target.
Graduate TraineeAED 10–14k
Management TraineeAED 12–16k
Internship (3–6 months)Stipend
Junior AccountantAED 10–14k
HR AssistantAED 9–13k
Junior AnalystAED 11–15k
Customer Service TraineeAED 8–12k
Rotation scheme12 months
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 graduate programmes version — written so a decision can be made from it without a follow-up call.
EmployEmiratisIntake planProgramme blueprint
Graduate cohort · September intake
- Cohort size
- 8 graduates
- Rotations
- 3 × 4 months
- Mentors
- 1 per 2 graduates
- Conversion review
- Month 6
- Learning path
- 12 months · 6 modules
Prepared by your consultant · [email protected]
Results
What clients get from graduate programmes
3–15graduates per cohort
70%+internship-to-permanent conversion target
12 modevelopment pathway
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 study
One engagement, start to finish
Anonymised at the client’s request; figures as reported by their HR team.
6 of 6retained after two years
Insurance company · 450 employees · Dubai
Situation
Two consecutive checkpoints met with expensive experienced hires and rising attrition among junior Emirati staff.
What we did
Designed a September graduate programme: six roles, rotations, mentors; sourced through two universities and our graduate database.
Result
Six graduates started together; all six were still in role two years later and four had been promoted.
MoHRE relevance
Graduates count — and cost less
Entry-level skilled roles count towards your MoHRE target like any other, and Nafis salary support and training benefits are strongest for early-career UAE Nationals. A graduate pipeline is the lowest-cost way to grow Emirati headcount sustainably.
Compare
Graduate & internship programmes 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 graduate programmes 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 onboardingProgramme fee
Per graduate
Placement fee per hire, reduced for cohorts of five or more
- Cohort pricing from five graduates
- Programme design included
- Internship conversions charged only on permanent offer
- 90-day replacement guarantee
Related services
Often combined with graduate programmes
Resources
Read before you brief
FAQ
Graduate & internship programmes — common questions
Not answered here? Ask us — replies within one working day.
Three to six months, paid, with a defined project and a conversion decision at the end.
Internships support Nafis objectives, but the MoHRE count applies once a graduate is on a skilled permanent or fixed-term contract.
Federal and private institutions across the UAE; the mix depends on the roles and emirate.
Yes — rotations, mentors, learning path and conversion criteria are part of the programme design.
Start with graduate programmes
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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