The latest MENA Recruitment Market Guide for 2025, launched by recruitment agency MCG Talent, has provided detailed benchmarks for salaries in the UAE, Qatar and Saudi Arabia along with insights into the latest trends shaping recruitment in the region.
The salary guide outlines key benchmarks across various job titles in the marketing, creative, digital, and PR and communications fields, offering salary ranges in AED, SAR and QAR.
Standing out in a competitive market and salaries for key roles
“For candidates wanting to stand out, 2025 will be about more than just skills on paper. It’s about face time, market understanding and demonstrating the unique value you bring. Critical skills are taking precedence over traditional qualifications, so it’s important to highlight what sets you apart. Salary expectations must also remain realistic to strike the right balance in a crowded market,” said Justin McGuire, CEO and Co-Founder at MCG Talent.
McGuire added, “Regional experience is becoming increasingly important, and MENA can no longer be viewed as an expat playground. For candidates, this means understanding the local market and showcasing relevant experience will be essential to standing out.”
The guide also introduces a dedicated C-suite salary section and highlights the growing importance of nationals, given their increasing scarcity. Nationals typically earn 10 per cent to 15 per cent more than expat candidates, reflecting the continued focus on nationalisation – a key priority for most organisations across the MENA region in 2025.
While salaries in Dubai have plateaued due to an influx of talent, there has been a noticeable increase in salaries for nationals and Arabic speakers, as well as for some specialist roles.
Notable changes include:
- PR agency Junior Account Executive salaries have increased from AED 10,000 – AED 13,000 in 2024 to AED 12,000 – AED 14,000 in 2025, marking an average increase of 13.85 per cent.
- Data Analyst salaries in the technology sector have grown from AED 12,000 – AED 20,000 in 2024 to AED 15,000 – AED 20,000 in 2025, reflecting an average increase of 25 per cent.
- Community/Social Media Executive salaries have increased from AED 10,000 – AED 14,000 in 2024 to AED 12,000 – AED 15,000 in 2025, with an average increase of 14.29 per cent.
- Senior Social Media Executive salaries have risen from AED 14,000 – AED 16,000 in 2024 to AED 15,000 – AED 18,000 in 2025, reflecting an average increase of 9.09 per cent.
In senior-level roles, while many salaries have remained stable, certain positions in Saudi Arabia’s Marketing Events and Creative Client Services sectors have experienced significant growth:
- Event Director salaries have risen from SAR 30,000 – 35,000 in 2024 to SAR 35,000 – 45,000 in 2025, representing an average increase of 21%.
- Business Director salaries in the Creative Client Services space have increased from SAR 40,000 – 50,000 in 2024 to SAR 55,000 – 65,000 in 2025, reflecting an average increase of 35%.
As organisations navigate the challenges of attracting and retaining top talent in 2025, it’s important to remain aware of these salary shifts and adapt accordingly.
The market is becoming more competitive, and companies that can offer competitive compensation packages will be best positioned to secure the talent they need for continued growth and success.
Talent attraction
Experts who contributed their analyses to the guide also recognised a shift in talent attraction, particularly in how candidates are sourced.
Commenting on the power of internal referrals, Lara El Ghandour, VP of People & Culture at W Group Holding, said, “Attracting talent also starts internally. New hires can come through employee referrals, and having happy employees translates into positive external perceptions in the market.”
She also stressed the importance of external strategies like employer branding, online presence, brand reputation and DE&I, with social media playing a crucial role.
Abbie Kadom, Head of People & Culture at Kekst CNC added that offering an exceptional employee experience is key to attracting talent.
Kadom said, “When you prioritise offering the best employee experience possible, your people will naturally become your strongest advocates. It’s about creating an environment where they feel engaged, understood, and equipped to succeed.”
Additionally, the guide dives into how DE&I has become a global priority, with organisations recognising the benefits of diverse, equitable, and inclusive workforces. In the Middle East, Dubai stands out for its cultural diversity.
DE&I
The guide also dived into how DE&I has become a global priority, with organisations recognising the benefits of diverse, equitable, and inclusive workforces. In the Middle East, Dubai stands out for its cultural diversity.
Kadom said, “Dubai stands apart. In our office alone, we have 15 nationalities and 10 languages represented, which naturally fosters diversity. However, the approach to DE&I here differs from North America and other parts of the West. It’s not about applying a one-size-fits-all strategy – it’s about understanding the specific needs of each location and tailoring our efforts accordingly.”
Commenting on the importance of equal opportunities, Melitsa Mizrahi, Founder of Spectrum HR Consultancy, said, “More women are expected to join and advance in the workplace, especially in organisations that prioritise inclusivity and equal opportunities. DE&I will be integral to recruitment strategies, with recruiters playing a key role in achieving DE&I outcomes.”
Justin McGuire, CEO of MCG Talent, concluded on the importance of DE&I, emphasising that organisations must not only adopt policies but also demonstrate their commitment to diversity to drive innovation and performance.
