Nearly half of UAE and Saudi Firms plan to hire more in 2026, Signalling major jobs boom

A new survey by Cooper Fitch reveals that nearly 48 per cent of companies in the UAE and Saudi Arabia plan to hire more people in 2026, reflecting robust macroeconomic confidence across the region. Dr. Trefor Murphy, Founder and CEO of Cooper Fitch, said the UAE job market looks “very promising” over the next five to six years, with Dubai expected to lead due to massive infrastructure expansion. 

“We'll see very large infrastructure-type projects. We need more roads. We need a metro. We need a new airport as the current airport reaches full capacity,” he told Khaleej Times. 

The survey, which analysed hiring trends, workforce plans and salary projections across more than 1,000 organisations, found that aviation, defence and aerospace are poised for double-digit workforce growth. Real estate and construction are also set for significant hiring as large-scale projects progress. 

Recruitment specialists say jobseekers can expect the strongest momentum in construction, technology and energy, driven by megaprojects, digital transformation and investments in clean energy. “The Construction, Technology, and Energy sectors are expected to lead hiring demand in 2026,” said Nikhil Nanda, Director at Innovations Group. “Infrastructure and sustainability projects, renewable energy investment, and rapid digital transformation are driving the need for skilled professionals.” 

Demand will centre on roles managing complex programmes and digital delivery, including data centre managers, project managers and civil engineers, especially those who bring both technical depth and leadership capability. 

AI’s impact on hiring and job design will deepen in 2026. “AI is now used not only to recommend profiles and streamline screening but, in some cases, to conduct preliminary interviews,” Nanda added. 

Faster, algorithm-driven processes are shortening hiring timelines, while automation is reducing demand for entry-level or generalist roles such as call-centre agents, some customer-service positions and certain analyst functions. “The market now demands specialised and value-added skill sets,” he said. 

Even as hiring rises, competition is intensifying. The UAE’s population has grown dramatically over the past five years, increasing the supply of talent across sectors. While most employers believe the country has enough talent to meet their needs, 19 per cent disagree and 14 per cent remain unsure, highlighting concerns in areas requiring advanced or hybrid capabilities. 

Future-ready candidates will be those who can blend technical capability with human skills, especially as industries move toward cross-functional roles. “The future belongs to those who blend human skills with technology,” said Nicki Wilson, Executive Director at Genie Recruitment.

“A marketing professional who understands analytics or an HR professional who can use AI for talent mapping will stand out.” Wilson noted that UAE and GCC market experience is increasingly becoming a decisive advantage, often tipping hiring decisions more than global exposure. 

While broad salary jumps are unlikely, pay is rising for professionals in AI, automation and high-performing sales roles. Benefits packages are shifting, with more companies offering family benefits and schooling allowances, perks traditionally limited to specific industries. 

As automation grows, certain administrative and basic content roles may decline. Meanwhile, new opportunities will expand in tech enablement, data, digital community building and thought leadership. 

“Departments are reallocating budgets toward AI integration and skill diversification,” Wilson said. 

Recruiters emphasise fundamentals: relationship-building, consistency and authenticity. “Networking is still one of the most powerful tools,” Wilson said. 

She warned against AI-generated application materials: “Employers can spot generic, ChatGPT-style messages and CVs instantly. And don’t ask for flexibility or remote work too early.” 

She added that discipline and attitude remain differentiators, especially for younger talent. “Hard work, consistency and humility will actually make you more memorable.” Her final advice: “Never lie about your salary or experience. Honesty and integrity will always outlast shortcuts.”