Most job posts fail twice.
Before any national sees them, and after the wrong person takes the job.
Posting a job and waiting is what every job board does. JobsForNationals reaches UAE and Saudi nationals who aren’t sitting on job boards at all — and screens every applicant against the actual skills your role needs, before you spend a single hour interviewing.
Free skills-based screening on every plan · 52,000+ registered UAE & Saudi nationals
Assess Your National Talent Activation
Where is your national talent strategy strongest — and where is there room to improve? Answer a few quick questions to identify the areas where targeted National Talent Activation could make the greatest difference.
Identify Your Biggest National Talent Opportunity
This short assessment looks at your hiring objectives, current reach, candidate challenges and recruitment priorities. Your responses help us understand where JobsForNationals may be able to add the greatest value.
Two different problems. Most platforms only touch one.
Every recruiter runs the same loop: write the job description, post it on the same platform everyone else uses, wait to see who applies. That loop has two weak points — not enough of the right nationals ever see the role, and the ones who do apply are judged on their CV, not on whether they can actually do the job. JobsForNationals is built to close both.
Know they can do the job — before you meet them
JFN turns your job description into a short skills questionnaire built around what the role actually requires. Candidates answer it before they reach you. Every application you receive has already shown it can do the work — not just described where it has worked before.
Included free on every JFN planReach nationals who aren’t scrolling job boards
Every JFN plan puts your role in front of 52,000+ pre-registered UAE and Saudi nationals directly — through weekly email alerts, push notifications, and Telegram channels, not just a listing waiting to be found.
As you grow, JFN can go further — AI-generated video job previews and paid social outreach across Instagram, YouTube, and LinkedIn, telling your company’s story to nationals who’ve never heard of you.
Four capabilities. One connected system — built to be the only platform in the region that brings these together for national talent.
Each piece works on its own. The reason employers choose JobsForNationals is the chain — one flows into the next, inside a single platform built specifically around national talent, not bolted together from separate tools.
AI-Powered Job Content
We build AI job previews shaped by 10 years of experience in how Emirati talent actually responds to a role — not just AI for its own sake.
Targeted National Activation
Promoted through National Talent Activation plans — demographic and location-based targeting, not a generic social campaign.
Applicant Nationality Verification
Applicants are verified as UAE or Saudi nationals — not simply taken on their own declaration.
AI Skills-Based Validation
An optional layer, built from a decade of skills intelligence, that tests whether an applicant can actually do the role. Full detail below ↓
Key National Talent Activation — Annual Plan Features
Three features exclusive to 15 and 30-role annual plans — on top of everything already in your plan.
Pipeline Enrichment
Most qualified professionals aren’t actively browsing job boards. Pipeline Enrichment puts your role in front of people your existing channels wouldn’t reach on their own — extending outreach into the broader UAE and Saudi national talent population, at no additional charge. Every application you receive still comes from a verified UAE or Saudi national, not the open market.
Competitor & Industry Reach
Including audience retargetingNational talent researches employers the way people research most decisions — by looking at who else operates in the same space. Annual plans activate employer-brand awareness campaigns around relevant industry leaders, competitors, and organisations, placing your opportunity directly alongside the names candidates already associate with your sector.
How Pipeline Enrichment Works
Premium Employer Branding
Professionally crafted AI video, imagery, and content that bring your culture and workplace to life — built for national talent attraction, not adapted from generic stock content. Optional AI Recruitment Agent enhancement lets candidates explore your employer brand and role details around the clock, without waiting on a reply.
Additional National Talent Activation Add-Ons — configured in your plan form
TTL — True To Life
We survey your national talent employees first, capturing authentic feedback that drives the narrative behind Premium Employer Branding content and every AI job preview video.
Arabic Voice + English Subtitles
Your AI job preview video re-produced with a native Arabic voice-over and English subtitles, delivered within 48 hours. Available on any National Talent Activation plan.
WhatsApp Direct Outreach
Targeted WhatsApp messages sent to matched UAE and Saudi nationals per role, via the official Meta Business API. Available on any National Talent Activation plan.
How it works
Four steps from account to live role. Everything after step four — distribution, screening, reporting — runs on our side.
Register or Login
Create your employer account on JobsForNationals.
Dashboard
Add your role and company details in one place.
Activate Subscription
Choose the plan that fits how many roles you’re hiring.
Post Jobs
Your role goes live to registered UAE and Saudi nationals.
JobsForNationals complements your own recruitment — it doesn’t replace it.
Your team already runs LinkedIn, your careers page, and your ATS. JFN adds a distribution layer on top: every role becomes an AI-powered job preview pushed across the social platforms where UAE and Saudi nationals actually spend their time.
LinkedIn reaches candidates already looking on a professional network. The JFN layer reaches national talent on the platforms they use daily — with a video preview of the role instead of a text ad.
One role. Your channel, plus more above it.
Everything below the line is what your team runs today. Everything above it is the JFN layer — the same role, rebuilt as an AI job preview and paid into the feeds where UAE and Saudi nationals scroll.
Bar lengths indicate channel emphasis, not measured reach. Guaranteed impression figures per platform are listed in your plan pricing.
Why this goes beyond a job posting
The difference is not another place to publish a vacancy. It is what happens before the application reaches your team.
Publish the role and wait to see who applies.
Activates national talent across channels before the application reaches your team.
No skills validation before the CV reaches the recruiter.
Skills-based screening can validate candidates against the actual requirements of the role.
Reach is largely limited to people actively searching in that channel.
Extends the same role into email, WhatsApp, Telegram and AI job preview social campaigns.
Why video, and why now
Job boards assume candidates still search the way they did ten years ago. Gen Z doesn’t. 46% have secured a job or internship through TikTok alone, and 95% say a company’s social presence shapes whether they apply at all. That shift is why JFN builds AI-generated job preview videos instead of static listings — giving UAE and Saudi national candidates the same video-first format they already trust for every other decision they make.
See the story in action — pick a sector
Source: Zety / Staffing Industry, 2026; Fortune, Jul 2025 — global Gen Z hiring-behaviour research, not GCC-specific.
Real results. Real employers. Real national talent hires.
From faster hiring cycles to stronger employer branding, here’s how we help organisations attract exceptional national talent.
Hired in Less Than 10 Days
- Role filled in under 10 days.
- Applicants aligned with location and role scope.
- Targeted channels offset the absence of broad consumer brand recognition.
Why it worked
A high-intent platform audience (UAE Nationals), precision delivery via WhatsApp, and a friction-light apply flow compressed time-to-hire without sacrificing quality.
Read the full case study →“Let me start by saying I am really impressed by all the work you and your team have done on the P&G Premium Employer Page. The page looks super attractive and way prettier than I ever imagined! A Big THANK YOU to everyone who has put time and effort into building such a beautiful page for P&G!”
Reem — TA Leader, Procter & Gamble
“We found Standard Chartered Bank’s participation in the 4th Virtual Emiratisation Career Fair to be quite beneficial. Through this platform, we connected with skilled UAE Nationals who brought valuable insights to our team. The online job applications made the hiring process more efficient, helping us identify suitable candidates effectively.”
Khulood — Emiratisation Manager, Standard Chartered
“Our experience of sponsoring the 5th Virtual Emiratisation Career Fair was fruitful. Through discussions during the fair and online applications, we identified and hired passionate individuals who share our vision for excellence in the food and beverage industry.”
Americana Restaurants
Our National Talent Network
Our growing database connects you directly with UAE, Saudi & Qatari professionals.
Figures are for guidance only and may not represent the exact real-time distribution of our database representing 50k+ UAE Nationals.
How the screening is actually built
Every questionnaire is calibrated to the role’s level and reviewed against internationally recognised occupational standards before it goes live. The detail is here if you need it.
Every skill in the JFN Skills Library has three defined proficiency levels. JFN matches questions to the level your role actually requires — so you never over-screen a graduate entry role or under-screen a senior position.
- Graduate and early-career national roles
- Career changers entering a new sector
- Roles where training will be provided
- Emiratisation and Saudisation quota roles at junior level
- Mid-level professional and specialist roles
- Candidates managing their own workload
- Roles requiring sector-specific applied knowledge
- Team members with direct stakeholder responsibility
- Senior, lead, and management-level roles
- Candidates with regulatory or compliance accountability
- Subject matter experts and team leads
- Nationals in accelerated development programmes
JFN’s Skills Library is aligned to internationally recognised occupational standards and professional certification frameworks across every sector it covers. Every questionnaire is reviewed against these frameworks before going live.
JFN is the only UAE and Saudi national hiring platform that screens for globally validated sector skills and future-ready skills in the same questionnaire — across every Emiratisation and Saudisation sector.
Screening and reporting are aligned to the regulators that govern national hiring in each sector, in both markets.
Still have questions?
Let’s make sure you have all the answers before you start your National Talent journey.
How is this different from just boosting a job post on LinkedIn or Instagram myself?
Any employer can boost a job post or run a social campaign. What they cannot replicate is 10 years of national talent audience building. JobsForNationals has spent a decade growing a proprietary community of UAE and Saudi nationals — registered candidates, opted-in push notification subscribers, social media followers, and Telegram city channel members — who already trust and engage with the platform. Your own channels are talking to a cold audience. Ours already knows who we are — and they’re listening.
What do I actually need to provide, and how much work is this for my team?
Just a one-time introduction to your corporate communications team and we do the rest. JobsForNationals handles everything — formatting your company announcements and milestones into employer brand micro-blogs, embedding your active roles, publishing, and distributing across every channel where UAE and Saudi nationals are active. Your team’s only job is the introduction.
What factors affect how many applications I receive?
Application volume is influenced by factors both within and outside the campaign — including employer brand strength, role attractiveness, location, compensation, and market conditions. This is exactly why JobsForNationals combines employer brand micro-blogs with job distribution: the stronger your employer story, the better your results. We deliver the reach and the brand content — the rest depends on how compelling your offer is to national talent.
Can I start with one plan and upgrade later?
Absolutely. Many employers start with National Talent Engagement to test campaign performance and build initial employer brand presence. From there, upgrading to National Talent Pipeline or National Talent Activation gives you year-round hiring infrastructure, a full employer brand micro-blog programme, and deeper reach into UAE and Saudi national talent audiences.
What happens if we don’t meet our Emiratisation or Saudisation quota?
UAE (Emiratisation): For private-sector establishments with 50 or more employees subject to the Emiratisation targets, the 2026 financial contribution is AED 10,000 per month for each citizen not employed against the required target, equivalent to AED 120,000 annually per unfilled required position. The official UAE Government guidance states that the contribution increased by AED 1,000 annually from the AED 6,000 monthly 2023 baseline. Companies with 20–49 employees in the designated activities are governed by a separate target and contribution regime; the official UAE Government page states an AED 108,000 contribution in January 2026 where the 2025 requirement to appoint two Emiratis was not met. Official UAE Government source.
Saudi Arabia (Saudisation / Nitaqat): There is no universal fixed SAR amount per unfilled national position that can be safely applied across employers. Nitaqat classification depends on the establishment’s activity, workforce and Saudisation rate, and separate occupational localisation decisions can also apply. Employers should use the official MHRSD Nitaqat Mutawar calculator and review any occupation-specific decisions applicable to their business.
Employers should verify their specific obligations directly with the relevant authorities: mohre.gov.ae (UAE) and hrsd.gov.sa (Saudi Arabia).
Are there government programmes that reduce our actual hiring cost?
Yes — in both the UAE and Saudi Arabia.
UAE — Nafis: Nafis provides several initiatives to support Emirati employment. The exact support depends on the applicable programme and eligibility conditions, so employers should check the current official programme guidance rather than rely on a single universal monthly amount. Official UAE Government guidance.
Saudi Arabia — HRDF Employment Support: The current HRDF Employment Support programme provides a base support rate of 30% of the employee’s wage for 24 months, with additional support rates in qualifying cases, subject to a maximum of SAR 3,000 or 50% of the wage, whichever is lower. Eligibility and additional support conditions apply. Official HRDF programme page.
Regulatory figures and programme descriptions on this page have been checked against official UAE Government / MoHRE, Saudi MHRSD and HRDF sources available in September 2026. Requirements vary by company size, sector, activity, workforce and applicable occupational decisions and may change. Employers should verify their specific obligations directly with the relevant authority and their legal advisors. This page does not constitute legal or compliance advice.
Book a strategy call
Tell us what you’re hiring and we’ll come back with the plan that fits — including which government support you may be eligible for. We respond within one working day.
- Free skills-based screening on every plan
- 52,000+ registered UAE & Saudi nationals
- No recruitment agency fees
