Who we recruit in the UAE
Local hiring covers three groups of candidates, and most searches draw on more than one. We look at each role and decide where the strongest shortlist is likely to come from.
- Emirati nationals, including graduates and experienced professionals
- Expatriates already resident in the UAE, with visa transfer timing confirmed
- Overseas candidates ready to relocate for the right offer
- Bilingual Arabic and English speakers for client-facing roles
- Licensed professionals, such as nurses and engineers, with registration checked
Screening for UAE roles
A CV tells you where someone has been. Our screening tells you whether they can do this job: a structured interview against your scorecard, a practical test where the role allows it, and two references from managers who supervised the candidate directly.
For regulated roles we check the licence or registration the job needs, such as DHA, DoH or MOHAP for clinicians and the Society of Engineers for engineers. We also confirm that degree certificates are attested, or that attestation is under way, so there are no surprises at the work permit stage.
Salary, package and notice periods
Before we approach anyone we agree a package range with you and test it against what candidates are asking for in the market. Housing, transport and annual flight allowances still matter to many UAE candidates, so we discuss the whole package at the brief stage.
Notice periods vary widely, from immediate availability to three months for senior staff. We record each candidate's notice and current visa status on the shortlist so you can plan a realistic start date.
Work permit and visa steps
Your company is the sponsor, so your PRO or the free zone authority runs the work permit, entry permit, medical test, Emirates ID and residence visa. Rotana prepares the candidate side: passport copies, photographs, attested certificates and any previous visa cancellation papers.
Mainland employers apply through MOHRE, while free zone companies go through their own authority. We keep the candidate informed at each step so the person you hired is ready on their first day.
The first months after the start date
UAE labour law allows a probation period of up to six months, and we stay in touch with you and the new hire through it. Payroll runs through the Wage Protection System, and we can share an onboarding checklist covering WPS registration, health insurance and end-of-service records.
If something is not working, we would rather hear about it in week three than in month five. Early feedback gives everyone time to fix it.