Comply · 07
Emiratisation outsourcing: your Emirati hiring desk, run for you
Your Emirati hiring desk, run for you. A dedicated consultant embedded with your talent acquisition team handles sourcing, screening, scheduling and reporting — scaling with every half-year target.
ModelMonthly
Setup2 weeks
Best for10+ hires a year
Embedded hiring deskTrusted by
Why it matters
10+
Emirati hires a year is where ad-hoc briefs stop working
Emiratisation is a permanent workload, not a project
At scale, every open Emirati role means sourcing, screening, scheduling, offers, Nafis and reporting — again and again. In-house TA teams rarely have a dedicated Emiratisation specialist; large agencies charge per hire without owning the target.
Time-to-fill for Emirati roles double the average
Pipeline goes cold between roles
Reporting assembled by hand before each checkpoint
Is this the right service?
Who Emiratisation outsourcing 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 hiring ten or more UAE Nationals a year
- TA teams without capacity for a dedicated Emiratisation desk
- Groups with several entities and constant quota movement
- Employers who want one owner for pipeline, compliance and reporting
Not the right fit if
- One or two hires a year — see Permanent Emirati hiring
- Outsourcing expat hiring — we don’t do it
- Payroll or PRO services
What’s included
Everything Emiratisation outsourcing covers
One consultant runs all six parts. Nothing is handed to a junior or a call centre.
01Embedded consultant
A named consultant working inside your TA rhythm, your tools and your meetings.
02Always-on pipeline
Continuous sourcing so roles open with candidates already warm.
03Scheduling & coordination
Interviews, feedback loops and offers managed end to end.
04Weekly pipeline report
Open roles, stage, time-to-fill and target progress every week.
05Compliance reporting
Half-yearly MoHRE readiness and Nafis activation across all hires.
06Employer brand for Emiratis
Careers-fair presence and content that keeps UAE Nationals applying.
Process
Emiratisation outsourcing, step by step
Same consultant from the first call to the retention check-in — and a named deliverable at every step.
- 1Weeks 1–2
Set up
Process, tools, SLAs and the first roles.
You receiveProcess, SLAs and first-roles plan - 2Monthly
Run
Sourcing, screening, scheduling and offers.
You receiveShortlists and scheduled interviews per role - 3Weekly
Report
Pipeline and target-progress dashboard.
You receiveWeekly pipeline and target dashboard - 4Half-yearly
Scale
Capacity adjusted to the next MoHRE step.
You receiveHalf-yearly MoHRE readiness review
What the desk runs
Scope of the embedded Emirati hiring desk
Indicative figures from recent placements and briefs. Every engagement is scoped to your roles, emirate and target.
Continuous sourcingWeekly
Screening & shortlistsPer role
Interview schedulingPer role
Offer managementPer hire
Nafis activationPer hire
Pipeline dashboardWeekly
MoHRE readiness reviewJun & Dec
Careers-fair presenceQuarterly
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 Emiratisation outsourcing version — written so a decision can be made from it without a follow-up call.
EmployEmiratisEvery MondayWeekly pipeline report
Week 14 · 11 open Emirati roles
- Roles open
- 11 · 3 new this week
- Candidates in process
- 34
- Interviews this week
- 9
- Offers accepted
- 2
- Target progress
- 17 / 22 for 30 Jun
Prepared by your consultant · [email protected]
Results
What clients get from Emiratisation outsourcing
1named consultant in your team
Weeklypipeline & target reporting
2×MoHRE readiness reviews a year
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.
Case study
One engagement, start to finish
Anonymised at the client’s request; figures as reported by their HR team.
½time-to-fill for Emirati roles
Healthcare group · 2,400 employees · Abu Dhabi
Situation
Thirty-plus Emirati hires needed a year across six facilities; time-to-fill for Emirati roles was twice the group average.
What we did
Embedded a consultant three days a week inside the TA team, running sourcing, screening and Nafis for all Emirati roles.
Result
Time-to-fill halved within two quarters; both 2025 checkpoints met with weekly visibility for the CHRO.
MoHRE relevance
Built around the two checkpoints
Every outsourcing plan is sequenced to the 30 June and 31 December MoHRE checks: hiring intensity rises in the quarter before each, and compliance reporting confirms the count before it is assessed.
Compare
Emiratisation outsourcing with us, in-house, or a large agency
Employ EmiratisIn-houseLarge agencyWho does the workFounder, end to endHR / PRO, between other dutiesConsulting team, billed hourly
Emiratisation focus100%PartialOne practice among many
Time to first output≈ 2 weeksMonths4–8 weeks
Hiring follow-throughSame consultant hires the rolesSeparate search neededSeparate agency needed
Nafis activationIncludedOften missedExtra service
FeeFixed, credited against hiresInternal timeDay rates
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 Emiratisation outsourcing is priced
Simple, agreed up front, and never a retainer for standard hiring. Advisory and outsourced models are scoped to your headcount and target.
Free initial audit for mainland companiesFixed fees agreed up frontTwo MoHRE checkpoint reviews a yearOne consultant, brief to board reportEmiratisation outsourcing
Monthly
Scoped to your annual Emiratisation target and headcount
- Dedicated consultant, part- or full-time
- No per-hire placement fees
- Weekly and half-yearly reporting
- Scale up or down each half-year
Related services
Often combined with Emiratisation outsourcing
Resources
Read before you brief
Comparing providers? RPO in the UAE explains the model, the pricing shapes and how an embedded desk differs from an agency.
FAQ
Emiratisation outsourcing — common questions
Not answered here? Ask us — replies within one working day.
A monthly fee scoped to your target and headcount, replacing per-hire placement fees.
Hybrid by default — regular days in your office plus remote sourcing. Full-time on-site is available.
Yours. We work in your ATS and calendars so the data stays with you.
Six months, aligned to one MoHRE half-year cycle.
Start with Emiratisation outsourcing
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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