salary guide uae 2017 - jobs & recruitment uae · pdf file3 gross salaries (aed per month)...

SALARY GUIDE UAE 2017

2

Gross salaries (AED per month)

*typically, does not exist at this level

Contents CEO’S LETTER ........................................................................................................................................................................................... 3

AN OUTLOOK FROM OUR REGION’S LEADERS ......................................................................................................................... 4

ACCOUNTING & FINANCE ................................................................................................................................................................... 6

Audit & Risk – Accounting Firms ................................................................................................................................................. 8

Strategy ................................................................................................................................................................................................... 9

Tax .......................................................................................................................................................................................................... 10

BANKING & FINANCIAL SERVICES .............................................................................................................................................. 12

International Banks ........................................................................................................................................................................ 13

Local Banks ........................................................................................................................................................................................ 15

Compliance ......................................................................................................................................................................................... 17

Nationalisation ................................................................................................................................................................................. 18

DIGITAL .................................................................................................................................................................................................... 19

HUMAN RESOURCES .......................................................................................................................................................................... 21

LEGAL ........................................................................................................................................................................................................ 23

MANUFACTURING ............................................................................................................................................................................... 25

PROPERTY & CONSTRUCTION ....................................................................................................................................................... 27

SALES AND MARKETING .................................................................................................................................................................. 30

SUPPLY CHAIN ...................................................................................................................................................................................... 32

TECHNOLOGY ........................................................................................................................................................................................ 34

TECHNICAL SALES ............................................................................................................................................................................... 36

3



CEO’S LETTER

Welcome to Cooper Fitch’s 2017 Salary Guide for the United Arab

Emirates

Welcome to Cooper Fitch’s Salary Guide for 2017

which covers professional (mid to senior level)

jobs across the United Arab Emirates (UAE).

Cooper Fitch is a specialist recruitment firm

based in the UAE offering recruitment, HR

advisory services and executive search, servicing

clients throughout the Middle East since 1997.

We are delighted to present our findings and

share valuable insights into the region’s

employment and salary trends found in key

sectors. This guide summarises our salary

expectations and recruitment forecasts for the

coming year and we base all of our salary

predictions on information provided by

organisations located in the UAE, as well as

market observations from our own experts.

2016 was a flat year economically

(approximately 1-2% GDP growth) and this was

reflected in recruitment activity, with slower job

creation and consolidation in some sectors

leading to job losses. We have seen salaries

reduced or remaining flat in certain industries

and it has been a particularly tough year for the

banking and energy sectors. Banking remains

uncertain for 2017 with a significant number of

mergers planned for the next 12 months. Overall,

the economy was sluggish, due in part to poor

consumer confidence and low commodity prices.

The number of new jobs coming onto the market

was lower than in 2015, resulting in a softening

of salaries for the year as a whole.

The outlook for 2017 is improving and market

sentiment looks reasonably positive. Cooper

Fitch estimates GDP growth of between 4- 6%

across the UAE, with oil prices predicted at

between US$55-US$65 per barrel. We expect to

see increases in salary levels and new jobs being

made available following a better than expected

finish to 2016 and a similar start to 2017.

We are seeing new hires for the year ahead, with

jobs in consultancy, advisory, legal, strategy and

tax, along with big infrastructure projects,

playing a major part in the recruitment drive for

2017. Other areas, such as supply chain and

manufacturing have also shown signs of

recovery, but to a lesser extent, as have the

energy and oil and gas sectors, with reasonable

job creation and head count approval predicted

for 2017. The imminent introduction of VAT in

the UAE, and across the GCC, is believed to be the

biggest contributor for job creation in the year

ahead.

Overall, we predict that salaries will rise by

between 4-6%, dependent on the GDP and

commodity prices outlined above. However, by

reading the commentary in this guide, you will

see that there are significant differences in

recruitment forecasts according to sector (with

some more likely to perform better than others),

directly impacting salary performance. We hope

you find the insights presented in this report

interesting and beneficial, and we welcome any

feedback.

Cooper Fitch is the new name for Morgan

McKinley in the Middle East. We specialise in jobs

for the following industries - accounting, sales,

marketing, banking, digital, tax, legal, audit,

strategy, compliance, supply chain, construction,

technical sales, manufacturing, engineering,

supply chain and technology.

4



AN OUTLOOK FROM OUR REGION’S LEADERS

Cooper Fitch spoke with a number of CEOs driving local and international businesses in the region about

their perspective and projections for the year ahead.

In 2016 the Middle East economy suffered a significant knock-on effect from low oil prices and the question

remains, how soon will a strong recovery take place moving into 2017? Many thought the second half of

2016 to first half of 2017 would see a stronger turn around, however, the direct and indirect consequences

of Brexit, U.S. elections, terrorism and mainly oil prices are still expected to have further impact this year.

After interviewing many CEOs in the UAE across sectors in FMCG, manufacturing, professional services,

family holding groups, life sciences, healthcare and energy amongst others, we found some commonality in

their views regarding business growth, jobs, salaries and the leadership skills gap in the UAE.

75% of the CEOs Cooper Fitch engaged with forecasted their business growth in the range of 1-4% for 2017,

due mainly to uncertainty about the speed of an economic turnaround, global geopolitical problems and oil

prices. See Graph 1

CEOs also had very conservative views on salary increases, with 95% stating either no growth in salaries

or if any, only between 1-3%. However, 85% of their companies have paid or will be paying annual bonuses

for 2016. See Graph 2

45%

50%

5%

0

Graph 2 - Prediction of Salary & Bonus Increase for 2017

No growth 1-3% growth

3-5% growth 5% +

75%

25%

0 0

Graph 1 - Predicted Growth of Business for 2017

Growth of 1-4% Growth of 5-9%

Growth of 10-15% Growth of 16%

5



The testing economic conditions, budget tightening, organisational restructuring and redundancies have

also highlighted various skills gaps within senior leadership teams amongst UAE organisations. These gaps

are being addressed predominantly via executive coaching, development programmes, internal mobility

and succession planning (more so amongst multinational organisations). 60% of CEOs cited executive

coaching and 35% succession planning and internal mobility, versus only 5% viewing external recruitment

as the primary strategy for filling the skills gaps amongst their functional leadership teams for 2017. See

Graph 3

Eighty percent of our network are expecting a headcount rise of 1-4% for the year. Some of our CEOs are

projecting a rise of 5%, whilst the remaining have projected a headcount decrease between 1-4% for 2017.

See Graph 4

5%

00

80%

10%

5%

Graph 4 - Predicted Fluctuation of Employees for 2017

Decrease by 1-4% Decrease by 5%

Decrease by 10% Increase by 1-4%

Increase by 5-9% Increase by 10%

60%30%

10%

Graph 3 - Plans for Filling Skill Gaps 2017

Executive coaching & development

Internal succession planning & mobility

Recruitment

6



ACCOUNTING & FINANCE

A review of the expected salaries for accounting and finance professionals in the UAE for 2017.

HIRING TRENDS

Weak regional dynamics and low oil prices

dampened growth in 2016. The UAE economy

slowed due to harsh austerity measures and poor

performance among key trading partners, such

as Saudi Arabia which witnessed sharp cuts in

government spending and an increasing budget

deficit. On the positive side, megaproject

implementation ahead of Expo 2020 and Dubai’s

retention of ‘safe haven’ status have

strengthened the country’s economic resilience.

Job hiring in the UAE remained generally weak in

2016, with the number of vacancies posted

online registering a significant decline compared

to 2015. The expected recovery in oil prices (due

to recent agreements by OPEC and non-OPEC

countries on the output cuts), combined with

growing public and private sector activity

boosted by Dubai’s preparations for Expo 2020,

will see real GDP growth rise to 3.1% a year in

2017. This will have a positive effect on hiring

trends for finance positions.

TALENT SUPPLY

Employers have been consolidating their

workforce, focusing on the transformation and

streamlining of operations; this trend was clearly

visible in business support functions, such as

finance. Some sectors e.g. oil and gas services,

banking, hospitality, trade and construction, have

seen an ongoing reduction in headcount,

resulting in an oversupply of immediately

available, well qualified talent. As a result, the

competition amongst job seekers has

dramatically increased in 2016 and this will

continue in 2017.

Inflation and cost of living are other concerns,

and when coupled with stagnant salaries and

difficulties in securing a desirable role and

package, they have contributed to an increasing

number of expatriates leaving the UAE. However,

in 2017 businesses across the UAE will continue

their historical interest in hiring finance and

accounting professionals with formal accounting

qualifications (ACCA, CPA, ACA, CA), experienced

in working for multinational organisations and

who can implement financial discipline and

improved controls.

SALARY & COMPENSATION

Our research shows that the salaries for finance

and accounting professionals in 2017 are

expected to feel downward pressure, with

stricter hiring criteria and more rigorous

interview processes, compounded by an

oversupply of locally available, well qualified

talent. The overall salaries across finance

functions are only expected to increase

marginally above the inflation level in 2017.

7



SALARY SURVEY

ACCOUNTING & FINANCE

Role Part-Qualified Newly Qualified 2-5 years’ PQE 5-7 years’ PQE 10+ years’ PQE

Chief Financial

Officer * * * 55,000-65,000 70,000+

Financial Director * * * 45,000-55,000 55,000+

Financial Planning

Analysis Director * * * 45,000-55,000 55,000+

Financial Controller * * 33,500-37,500 37,500-45,000 45,000+

Finance Manager 19,000-23,000 23,000-26,000 27,000-34,500 34,500-40,000 40,000+

Financial Planning

Analysis Manager * * 25,000-30,000 30,000-45,000 *

Head of Internal

Audit & Internal

Audit Manager

* 19,000-25,000 25,000-31,000 31,000-35,500 35,500+

Treasury Manager 15,000-18,000 18,000-21,000 21,000-23,500 23,500-27,500 27,500+

Budgeting Manager 13,500-15,000 15,000-16,500 16,500-20,000 20,000-25,000 25,000+

Reporting Manager 12,000-14,000 14,000-16,500 16,500-19,000 19,000-22,000 22,000+

Chief Accountant 16,000-20,000 20,000-26,000 26,000-31,000 31,000-34,500 34,500+

Financial Modeller 15,000-17,000 17,000-20,000 20,000-25,000 25,000-35,000 35,000+

Internal Auditor 12,000-15,000 15,000-20,000 20,000-25,000 25,000-35,000 *

Management

Accountant 8,000-12,000 12,000-16,000 16,000-20,000 20,000-30,000 *

Finance & Business

Analyst 7,000-10,000 10,000-15,000 15,000-22,000 22,000-30,000 33,500+

Financial

Accountant 7,000-10,000 10,000-15,000 15,000-20,000 20,000-25,000 *

8



Audit & Risk – Accounting Firms

HIRING TRENDS

In a positive move, the slow start to 2016 was

followed by a considerable hiring increase in the

second half for the region’s audit and risk

practices. As a result, with audit being the stable

revenue generator for the Big Four, we are

expecting available jobs to increase at a steady

pace for the assurance division. Risk advisory is

an area where senior leaders in the Big Four can

expect to see significant growth in 2017, with

current teams growing by 19%.

TALENT SUPPLY

We find that qualified candidates from mature

markets in Europe are in demand for the audit

industry across the Big Four, with exceptional

career progression on offer over the coming

years. In the current UAE market, we see that

qualified bilingual (Arabic and English) speakers

in risk advisory and forensics are needed,

especially in areas such as the public sector,

government and life sciences.

SALARY &COMPENSATION TRENDS

Due to the ever-changing nature of the Big Four

and an increase in the approval of projects ahead

of Expo 2020, the demand for auditors and

specialist advisors will continue to grow. We

anticipate a 5% increase on salaries, with

additional benefits being introduced at various

levels through 2017.

SALARY SURVEY

ACCOUNTING PRACTICES

Service Line Role Audit Risk

Partner (5+ years) 85,000 – 110,000+* 90,000 – 120,000+*

Partner (1 - 5 years) 55,000 – 75,000* 60,000 – 80,000*

Director 35,000-47,000 40,000-50,000

Senior Manager 28,000-35,000 32,000-40,000

Manager 22,000-28,000 24,000-33,000

Assistant Manager 16,000-22,000 17,000-24,000

Senior Associate 11,000-16,000 11,000-18,000

Associate 7,000-10,000 8,000-11,000

*Fixed Gross Monthly package excluding any bonus or profit share. The profit share and equity arrangements vary depending on the accounting firm.

9



Strategy

HIRING TRENDS

In the current market, we are seeing the majority

of recruitment happening amongst the UAE’s

major family corporations and semi-government

organisations (especially due UAE Expo 2020),

which normally look to hire tier 1 consultants

(MBB) for managerial positions. There is also a

trend towards technology start-ups attracting

top MBA graduates away from MBB. In the

consulting world, there is still a healthy life cycle

of recruitment at junior levels

(analyst/associate) with a big need for bilinguals

(Arabic and English), to accommodate for the

large amount of work that consultancies do in

Saudi. Furthermore, there is more Partner level

recruitment that happens within the Big 4 than

Management consultancies. However, MC’s do

hire Partners on certain occasions to

strengthen certain divisions.

TALENT SUPPLY

Most of the talent supply is coming from the likes

of McKinsey, Strategy&, Booz Allen Hamilton and

the Big Four (KPMG, Deloitte, EY, and PWC)

depending on what sort of experience a client is

looking for. The supply of candidates is mainly

sourced from within the region as there is a

higher volume of available talent, which is more

open to hearing about new

opportunities than in the past.

SALARY & COMPENSATION TRENDS

Salaries in the consulting world are increasing

slightly as the tier 1 consultancies battle to

attract top talent. In industry, however, the

salaries are not what they used to be and this is

especially true of expatriate packages; as

previously stated there is no need to attract

international candidates as there is enough talent

in the local market looking for jobs. Consultants

from tier 1s moving to industry typically see a

20% pay cut, but this is not always the case with

local family groups and

semi-government entities.

SALARY SURVEY

STRATEGY INDUSTRY

Analyst Strategy Manager Strategy Director Head of Strategy Chief Strategy Officer

3-4 years’

experience

5-6 years’

experience 7-9 years’ experience 10-12 years’ experience 12+ years’ experience

20,000-25,000 30,000-40,000 45,000-55,000 60,000-65,000 70,000+

SALARY SURVEY

STRATEGY MANAGEMENT CONSULTING

Analyst Associate & Consultant Project Leader &

Engagement Manager Principal Starting Partner Senior Partner

undergraduate 1-3 years’ post MBA 3-5 years’ experience

post MBA

5-9 years’

experience post

MBA

9+ years’

experience post

MBA

19+ years’

experience

20,000-28,000 30,000-40,000 45,000-55,000 60,000-70,000 140,000-

160,000

160,000-

170,000

70,000-90,000 bonus 100,00-150,000

bonus

200,000-300,000

bonus

600,000 -1

million bonus

+3 million

bonus

10



Tax

HIRING TRENDS

Our findings show that the primary driver of tax

recruitment in the GCC is the much-awaited

introduction of VAT. This is mainly related to the

Big Four and professional services firms

preparing industry for the upcoming VAT

implementation. Since most of the VAT work is

currently focused on preliminary consultations,

planning and VAT impact assessments, these

firms predominantly required top level

professional candidates. However, with the

framework expected to be released soon, Big

Four also started to recruit junior VAT specialists

who will be more involved in the actual

implementation. On the industry side, firms are

still waiting for the framework and the majority

were not in a hurry to build in-house tax teams.

However, some industry firms have already done

so, particularly local conglomerates, FMCG,

energy, FS and aviation organisations.

Demand for international and deals/M&A tax

professionals has still been strong, although

smaller in terms of scale. This is particularly true

in such markets as the UAE, where there is no

demand for corporate tax compliance

professionals (corporate tax is hardly presented

in the UAE tax system), whereas, the market

needs candidates who will assist in international

tax structuring. In turn, transfer pricing has seen

an increase, mainly due to new BEPS

developments, which resulted in a number of mid

to senior appointments in Big Fours within the

GCC. Finally, demand for corporate tax and Zakat

professionals in Saudi Arabia has remained

strong.

The main markets with steady demand for tax

professionals in 2016 were the UAE, Saudi Arabia

and Qatar and others are now picking up,

especially due to the VAT implementation. The

demand for tax professionals is predicted to

grow within the GCC with the introduction of VAT

expected to bring thousands of jobs into the

region.

TALENT SUPPLY

A significant issue we have identified is that

whereas other types of tax professionals can be

found within the GCC, the region has a

tremendous shortage when it comes to VAT

professionals. Organisations have to look for

international talent and candidates with

previous indirect tax implementation experience

are most in demand. Typically, these are

professionals coming from Malaysia, Australia

and Lebanon, which implemented VAT/GST in

2015, 2000 and 2002 respectively. There is also

a number of other markets where suitable talent

is coming from, although HR functions have been

facing a number of challenges attracting talent

globally. Companies traditionally prefer tax

professionals from the UK, Ireland and other

European countries, given the complexity and

maturity of those jurisdictions.

11




Our research has shown that salaries within

industry firms tend to be higher than in practice

where the top end of the market is represented

by Big Four and some law firms. Although the gap

can be very high this is to be expected and it is not

only the case in the GCC, but globally. Typically,

salary ranges are fixed with professional services

firms such as Big Four and therefore, these firms

do not pay a premium to on demand tax

professionals. However, some practice firms

provide additional allowances for Arabic

speakers and the others may provide schooling

benefits. Within the Big Four, tax professionals

can be paid more than those in audit, however,

advisory seems to be at the higher end. In turn,

salaries in industry can vary greatly depending

on the scope of the role and company size.

Most of the time, salaries in the UAE are the

highest in the GCC, however, cost of living aspects

should be taken into consideration. In some

situations, tax professionals may be better off in

Saudi Arabia, with greater savings and career

progression prospects given the market size and

opportunities. Salaries for tax professionals

within practice are predicted to stay the same

with the possibility of a slight increase, whereas,

industry is more likely to increase salaries in

order to attract and maintain suitable talent.

SALARY SURVEY

TAX PRACTICE

Associate Senior Manager Senior Manager Director Partner

0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

7+ years’

experience

10+ years’

experience

12+ years’

experience

10,000 - 16,000 15,000 - 22,000 22,000 - 32,000 31,000 - 43,000 40,000 - 60,000 55,000+*

*Partner packages vary significantly given the difference between Big 4, Big 10 and legal firms therefore

only minimum number identified by the survey is indicated in the table. For more information on Partner

packages, please get in touch with Cooper Fitch Tax team.

SALARY SURVEY

TAX INDUSTRY

Associate Senior Manager Senior Manager Director

0-3 years’

experience

3-5 years’

experience 6+ years’ experience 8+ years’ experience

12+ years’

experience

13,000-20,000 22,000-28,000 25,000-38,000 40,000-60,000 60,000+

**For more senior level roles, compensation depends on the scope of work rather than years of experience (e.g.

coverage of a broader tax complexity or a region).

12



BANKING & FINANCIAL SERVICES

HIRING TRENDS

The banking and financial services market in the

UAE and broader GCC will be happy to move on

from 2016, but what can we expect to see next?

When we looked at our own banking clients and

the wider market at the beginning of 2016, we

expected a very similar year in terms of

performance and hiring to 2015, but with lower

consumer confidence (fuelled by continued

geopolitical risk and poorer trading conditions),

along with the continued slump in oil prices.

These factors, coupled with rumours of major

activity have severely hampered any growth

planned in the financial services sector. There

have been hiring freezes and reductions in

headcount, particularly with local banks,

however, the international banks have also been

significantly affected. Unfortunately, 2017 looks

to be another difficult year for the banking sector

in the UAE, with recruitment levels projected to

be at their lowest in the past five years. We expect

a significant amount of potential mergers to take

place over the next twelve months, which could

reduce the number of jobs in the market by as

much of 5,000 over the next two years.

TALENT SUPPLY

There has been a reduction in hiring across all of

the banking markets and this looks set to remain

in place until at least the middle of the year,

equating to lower salaries, with fewer increases

and many banks not paying out bonuses for 2016.

There is still interest in international candidates

coming to the UAE, but the large pool of available

banking professionals already in the market has

lessened the need for imported talent. There are

still some highlights, but these will require

investment and it remains to be seen whether

banks have the appetite to spend in these areas.

Jobs in cyber, compliance and digital are all

required in order for the UAE to maintain its

reputation as the centre of banking in the region.


Data suggests that the 2017 outlook for the

banking and financial services jobs market

remains very uncertain. If the larger planned

mergers take place then we are likely to see some

consolidation in staff numbers, which will

potentially result in a greater supply of jobs

seekers than actual jobs. With this in mind, we

are predicting a reduction in salaries of between

5-7%, however the reduction may be less and we

will have to see how events unfold.

13



International Banks

SALARY SURVEY

ASSET MANAGEMENT

Role 0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

8+ years’

experience

Fund Manager 29,000-34,500 34,500-42,000 42,000-49,000 49,000-58,000

Asset & Portfolio Manager 30,000-34,500 34,500-39,000 39,000-43,000 43,000-54,000

Sales & Relationship Manager 20,000-24,500 24,500-29,000 29,000-37,500 37,500-45,500

Research Analyst 13.600-16.500 16,500-22,000 22,000-35,500 *

Fund & Portfolio Managers

Assistant 13,600-16,500 16,500-22,000 * *

Trade Support 11,000-14,500 14,500-20,000 20,000-25,400 *

SALARY SURVEY

CORPORATE RETAIL SALARIES

Role 0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

8+ years’

experience

Head of Wholesale Banking 75,500-85,500 85,500-109,000 109,000-118,000 118,000+

Head of Retail Banking 64,000-73,000 73,000-82,000 82,000-100,000 100,000+

Head of Corporate Banking 54,500-64,000 64,000-73,000 73,000-86,000 86,000+

Head of Restructuring and

Remedial 59,000-68,000 68,000-77,500 77,500-82,000 82,000+

Head of GTB 54,500-64,000 64,000-73,000 73,000-82,000 82,000+

Head of Direct Sales 50,000-54,500 54,500-64,000 64,000-73,000 73,000+

Head of Alternate Channels 47,500-54,500 54,500-64,000 64,000-73,000 73,000+

Head of Performance

Management 45,500-54,500 54,500-64,000 64,000-73,000 73,000+

Head of Branches 41,000-50,000 50,000-59,000 59,000-68,000 68,000+

Head of Assets/ Liabilities 39,000-50,000 50,000-59,000 59,000-68,000 68,000+

Head of Collections &

Recovery 44,500-50,000 50,000-54,500 54,500-64,000 64,000+

Product Management 39,000-44,000 44,000-54,500 54,500-59,000 59,000+

Relationship Director 34,500-40,000 40,000-50,000 50,000-54,500 54,500+

Relationship Manager 16,500-22,000 22,000-25,500 25,500-35,500 35,500+

SALARY SURVEY

FINANCE & OPERATIONS

Role 0-3 years’ experience 3-5 years’

experience

5-8 years’

experience

8+ years’

experience

Chief Finance Officer (CFO) * 64,000-82,000 82,000-115,500 115,500+

Chief Operating Officer (COO) * 82,000-100,000 100,000-114,000 114,000+

Finance Director 45,500-54,500 54,500-73,000 73,000-86,500 86,000+

Head of Fund Admin & Head of

Accounting 50,000-59,000 59,000-68,000 68,000-77,000 77,000+

Head of Internal Audit 44,000-54,500 54,500-65,500 65,500-76,500 76,500+

Head of Product Control 36,500-53,000 54,500-67,500 65,700-73,000 73,000+

Head of Custody 44,000-53,000 53,000-62,000 62,000-73,000 73,000+

Head of MIS (Management Information

Systems) & Reporting 41,000-50,000 50,000-59,000 59,000-68,000 68,000+

Financial Controller 23,000-25,500 25,500-32,000 32,000-41,000 41,000+

Product Controller 18,000-23,000 23,000-27,000 27,000-32,000 32,000-41,000

Fund Accountant Qualified 18,000-23,000 23,000-27,000 27,000-32,000 32,000-41,000

Internal Audit Manager 18,000-24,000 23,000-31,000 29,000-40,000 38,000+

14




experience

5-8 years’

experience

8+ years’

experience

Treasury Manager 18,000-21,000 21,000-27,500 27,000-32,000 32,000+

Financial Modeller 14,000-20,000 20,000-25,500 25,500-32,000 32,000+

Business Analyst & Business Manager 14,000-18,000 18,000-23,000 23,000-32,000 32,000+

Finance Manager 16,500-20,000 20,000-23,000 23,000-27,000 27,000+

Budgeting Manager 14,000-16,500 16,500-20,000 20,000-27,000 27,000+

Chief Accountant 11,000-14,000 14,000-18,000 18,000-27,000 27,000+

Financial Planning & Analysis Manager 14,500-18,000 18,000-21,500 21,500-32,000 24,500+

Reporting Manager 14,500-18,000 18,000-21,500 21,500-24,500 24,500+

Management Accountant 9,000-13,000 13,000-20,000 20,000-24,000 24,000-32,000

Financial Accountant 9,000-14,000 14,000-18,000 18,000-23,000 23,000-32,000

Regulatory Reporting 9,000-14,000 14,000-18,000 18,000-23,000 23,000-32,000

SALARY SURVEY

PRIVATE BANKING


experience 5-8 years’ experience 8+ years’ experience

Group Head 82,000-100,000 100,000-105,000 105,000-123,000 123,000+

Chief Investment Officer 53,000-59,000 59,000-68,000 68,000-100,000 100,000+

Assistant Vice President 31,000-36,000 * * 100,000+

Managing Director 68,000-71,000 71,000-74,500 74,500-82,000 82,000-100,000

Investment Advisor -

Director 45,500-47,000 47,000-58,000 58,000-68,000 *

Director 53,000-54,500 54,500-59,000 59,000-64,000 64,000-67,000

Vice President 37,000-41,000 41,000-44,500 * *

Investment Advisor - VP 34,500-38,000 38,000-44,500 * *

15



Local Banks

SALARY SURVEY

ASSET MANAGEMENT

Role 0-3 years’ experience 3-5 years’ experience 5-8 years’ experience 8+ years’

experience

Fund Manager 33,000-39,000 39,000-46,000 46,000-55,000 55,000-65,000

Asset & Portfolio Manager 33,000-37,000 37,000-42,000 42,000-46,000 46,000-58,000

Sales & Relationship Manager 23,000-28,000 28,000-36,000 36,000-42,000 42,000-45,000

Research Analyst 15,000-18,000 18,000-25,000 26,000-40,000 *

Fund & Portfolio Managers

Assistant 15,000-18,000 18,000-25,000 * *

Trade Support 12,000-16,000 16,000-21,000 21,000-25,000 *

SALARY SURVEY

CORPORATE RETAIL

Role 0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

8+ years’

experience

Head of Wholesale Banking 63,000-75,000 75,000-90,000 90,000-110,000 110,000+

Head of Retail Banking 70,000-80,000 80,000-90,000 90,000-100,000 100,000+

Head of Corporate Banking 60,000-70,000 70,000-80,000 80,000-94,000 94,000+

Head of Restructuring and

Remedial 65,000-75,000 75,000-85,000 85,000-90,000 90,000+

Head of GTB 60,000-70,000 70,000-80,000 80,000-90,000 90,000+

Head of Alternate Channels 50,000-60,000 60,000-70,000 70,000-80,000 80,000+

Head of Performance

Management 45,000-55,000 55,000-70,000 70,000-75,000 75,000+

Head of Branches 45,000-55,000 55,000-65,000 65,000-75,000 75,000+

Head of Assets & Liabilities 50,000-55,000 55,000-65,000 65,000-75,000 75,000+

Head of Collections & Recovery 50,000-55,000 55,000-60,000 60,000-70,000 70,000+

Head of Direct Sales 45,000-49,000 49,000-60,000 60,000-70,000 70,000+

Product Management 42,000-50,000 50,000-60,000 60,000-65,000 65,000+

Relationship Director 35,000-40,000 40,000-50,000 50,000-60,000 60,000+

Relationship Manager 13,000-25,000 25,000-30,000 30,000-39,000 39,000+

SALARY SURVEY

FINANCE & OPERATIONS

Role 0-3 years’

experience 3-5 years’ experience

5-8 years’

experience

8+ years’

experience

Chief Finance Officer (CFO) * 70,000-90,000 90,000-127,000 127,000+

Chief Operating Officer (COO) * 90,000-110,000 110,000-125,000 125,000+

Finance Director 50,000-60,000 60,000-80,000 80,000-95,000 95,000+

Head of Fund Admin & Head of

Accounting 55,000-65,000 65,000-75,000 75,000-85,000 85,000+

Head of Internal Audit 48,000-60,000 60,000-72,000 72,000-84,000 84,000+

Head of Product Control 40,000-58,000 58,000-74,000 72,000-80,000 80,000+

Head of Custody 48,000-58,000 58,000-68,000 68,000-80,000 80,000+

Head of MIS (Management

Information Systems) &

Reporting

45,000-55,000 55,000-65,000 65,000-75,000 75,000+

Financial Controller 25,000-28,000 28,000-35,000 35,000-45,000 45,000+

Internal Audit Manager 20,000-26,000 25,000-34,000 32,000-44,000 42,000+

Fund Accountant Qualified 20,000-25,000 25,000-30,000 30,000-35,000 35,000-45,000

Product Controller 20,000-25,000 25,000-30,000 30,000-35,000 35,000-45,000

16



Role 0-3 years’

experience 3-5 years’ experience

5-8 years’

experience

8+ years’

experience

Financial Modeller 15,000-22,000 22,000-28,000 28,000-35,000 35,000+

Treasury Manager 20,000-23,000 23,000-30,000 30,000-35,000 35,000+

Business Analyst & Business

Manager 15,000-20,000 20,000-25,000 25,000-35,000 35,000+

Financial Planning & Analysis

Manager 16,000-20,000 20,000-23,500 23,500-27,000 35,000+

Budgeting Manager 15,000-18,000 18,000-22,000 22,000-30,000 30,000+

Finance Manager 18,000-22,000 22,000-25,000 25,000-30,000 30,000+

Chief Accountant 12,000-15,000 15,000-20,000 20,000-30,000 30,000+

Reporting Manager 16,000-20,000 20,000-23,500 23,500-27,000 27,000+

Management Accountant 10,000-14,000 14,000-22,000 22,000-26,000 26,000-35,000

Financial Accountant 10,000-15,000 15,000-20,000 20,000-25,000 25,000-35,000

Regulatory Reporting 10,000-15,000 15,000-20,000 20,000-25,000 25,000-35,000

SALARY SURVEY

PRIVATE BANKING

Role 0-3 years’ experience 3-5 years’ experience 5-8 years’ experience 8+ years’

experience

Group Head 90,000-110,000 100,000-120,000 120,000-135,000 135,000+

Chief Investment Officer 58,000-65,000 65,000-75,000 75,000-110,000 110,000+


Investment Advisor - Director 48,000-52,000 52,000-64,000 64,000-75,000 *

Director 58,000-60,000 60,000-65,000 65,000-71,000 71,000-74,000

Vice President 40,000-48,000 48,000-55,000 * *

Investment Advisor - VP 38,000-42,000 42,000-49,000 * *

Assistant Vice President 34,000-40,000 * * *

17



Compliance

HIRING TRENDS

Multinational banks in the UAE who have been

the hardest hit by international regulatory

penalties continue to recruit more staff in their

compliance and financial crime departments.

There has also been an increase in demand for

compliance professionals with FX, asset

management and private banking experience.

Taking the UAE as a whole, hiring trends are

slightly down in compliance compared to

2015/2016 with a decrease of 4% in job

opportunities. This is due to the sharp drop in oil

prices affecting Gulf recruitment and banks

consolidating their positions with some notable

mergers and acquisitions in the Emirates. This

environment has led to a surplus of candidates on

the market compared to opportunities.

TALENT SUPPLY

We find that the local market is the first port of

call for sourcing regulatory professionals. This

year in particular has seen a greater number of

job seekers in compliance in the local market

compared to previous years, so the need to

attract international talent into the region has

dwindled somewhat.


For the first time since 2009, compliance salaries

in the banking and financial services space have

dropped in the UAE. On average, compliance

salaries decreased by 6% compared to

2015/2016. The primary reason for the drop lies

in the surplus of talent in the regulatory market

as HR departments look to tighten budgets going

into 2017. The licensed money laundering

reporting officer position (MLROs) in the DIFC,

which once commanded the highest compliance

salary, has seen the greatest dip on average. New

organisations setting up in the DIFC have been

keen to keep costs to a minimum and

unfortunately compliance has been the worst

affected.

SALARY SURVEY

COMPLIANCE


experience

5-8 years’

experience

8+ years’

experience

Chief Compliance Officer (CCO) 77,000-84,000 82,000-92,000 91,000-98,000 94,000+

Head of Compliance 52,000-57,000 57,000-64,000 64,000-74,000 74,000+

Sanctions and AML Managers 29,000-33,000 31,000-37,000 37,000-42,000 43,000+

Compliance Manager Generalists-

Wholesale, Retail, Corporate 29,000-34,000 32,000-35,000 33,000-37,000 39,000+

Compliance (FATCA Specialists) 26,000-39,000 32,000-36,000 * *

Compliance (UAE Nationals) 17,000-21,000 21,000-26,000 26,000-32,000 36,000+

Compliance Officer (Private

Banking, Wealth, Investments) 18,000-22,000 22,000-26,000 26,000-34,000 34,000+

Compliance Officer (KYC, On

boarding, CDD) 15,000-20,000 20,000-24,000 24,000-33,000 29,000+

Compliance Analysts (Graduate) 11,000-15,000 13,000-17,000 * *

18



Nationalisation

SALARY SURVEY

NATIONALISATION

Role 0-3 years’ experience 3-5 years’ experience

Manager - Sales & Service 30,000-35,000 35,000-40,000

Branch Manager 20,000-25,000 25,000-35,000

Management Associate 23,000-26,000 26,000-33,000

Relationship Manager- Business Banking 20,000-25,000 25,000-30,000

Assistant Manager - Sales & Service 20,000-25,000 25,000-30,000

Fund Accountant 20,000-24,000 24,000-30,000

Statistics Consultant 21,000-22,000 22,000-30,000

ICM Administrator (IT) 20,000-22,000 22,000-27,000

Corporate Business Analyst 18,000-22,000 22,000-27,000

Corporate Credit Analyst 18,000-22,000 22,000-27,000

Risk Analyst 18,000-22,000 22,000-27,000

Fund Administrator 20,000-23,000 23,000-26,000

Branch Operating Officer 20,000-21,000 21,000-26,000

Management Trainee Program 21,000-25,000 *

Government Relations Officer 15,000-16,000 16,000-25,000

Graduate Program- Finance & Accounting 18,000-20,000 *

Officer- Sales & Services 15,000-18,000 18,000-23,000

Call Centre Consultant 10,000-12,000 12,000-18,000

Teller 10,000-13,000 13,000-16,000

19



DIGITAL

HIRING TRENDS

Digital is a hot topic in the UAE in terms of digital

transformation and social media. In 2016, 90% of

all marketing roles required some level of digital

marketing experience, with a further 54% of the

organisations hiring a digital expert.

For the year ahead, we are forecasting that

approximately one in every four organisations in

the region will expand their teams, so overall a

very positive picture for the digital industry.

Furthermore, over 70% of businesses are

increasing their investment in digital marketing,

thereby creating more jobs in the market.

Currently within this industry, hiring managers

want to improve their creative capability,

meaning a high demand for candidates on the

more creative side of digital.

TALENT SUPPLY

The UAE had developed a good pool of highly

skilled digital talent, but the demand is

outstripping the supply of candidates. New

candidates from the UK, Australia and the US are

all required in order to ensure the UAE continues

to be seen a digital hub, not just for the region, but

as a true global player. The demand for Arabic

speakers is particularly acute as government and

other businesses based in the region have a

strong preference for bilingual talent. The supply

issue is not helped by the fact the talent

requirements span both marketing agencies and

organisations building their own in-house digital

teams. In particular, there is a skills shortage

across digital social media jobs, digital marketing

managers and CX specialists at all levels.


Our digital marketing team predicts between 10-

12% growth for the year ahead. With a significant

demand for talent outstripping supply, we see

extra pressure on employers closing out

candidates in this highly dynamic space.

Organisations who fail to pay good retention

bonuses and provide interesting projects for

highly creative candidates run the risk of losing

their best talent. This, along with some large

government funded digital projects such as

Smart City, could potentially prove very lucrative

for top-tier talent in the digital market.

20



SALARY SURVEY

DIGITAL

Role 0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

8+ years’

experience

Chief Digital Director 55,000-65,000 65,000-75,000 75,000 - 85,000 85,000+

Client Servicing Director 40,000-43,000 43,000-45,000 45,000 - 48,000 48,000+

CX (UX, XD, SX) Managing

Consultant 35,000-38,000 38,000-45,000 45,000 - 48,000 45,000 +

Regional Account Director 27,000-30,000 30,000-36,000 36,000 - 42,000 42,000+

Communications Director 27,000-30,000 30,000-35,000 35,000 - 40,000 40,000+

PR Director 23,000-27,000 27,000-34,000 34,000 - 39,000 39,000+

Social Media Director 23,000-27,000 27,000-34,000 34,000 - 39,000 39,000+

Social Media Strategy

Director 23,000-27,000 27,000-34,000 34,000 - 39,000 39,000+

Creative Director 23,000-27,000 27,000-34,000 34,000 - 39,000 39,000+

Art Director 23,000-27,000 27,000-34,000 34,000 - 39,000 39,000+

Digital strategist 18,000-22,000 22,000-28,000 28,000 - 34,000 34,000+

Account Director 23,000-27,000 27,000-30,000 30,000 - 33,000 33,000+

CX (UX, XD, SX) Consultant 20,000-25,000 25,000-31,000 31,000+ *

Digital Transformation

Consultant 20,000-25,000 25,000-31,000 31,000+ *

Head of Planning 23,000-25000 25,000-28,000 28,000 -31,000 31,000+

Social Media Analytics

Manager 18,000- 22,000 22,000-25,000 25,000 - 30,000 30,000+

Social Media communications

Manager 18,000- 22,000 22,000-25,000 25,000 - 30,000 30,000+

Studio Manager 15,000-18,000 18,000-23,000 23,000-28,000 28,000+

Traffic Manager 15,000-18,000 18,000-23,000 23,000-28,000 28,000+

PR Manager 17,000-20,000 20,000-25,000 25,000+ *

Account Manager 16,000- 18,000 18,000-23,000 * *

Digital Account manager 16,000- 18,000 18,000-23,000 * *

Digital Media Account

Manager 16,000-18,000 18,000-23,000 * *

Communications Manager 15,000-18,000 18,000-21,000 21,000+ *

Senior Account Executive 13,000-15,000 15,000-17,000 * *

Graphic Designer 12,000-14,000 14,000-18,000 18,000-21,000 21,000+

Communications Executive 12,000-15,000 15,000-20,000 * *

Copywriter 12,000-15,000 15,000-18,000 18,000-22,000 *

Media Buyer 12,000-14,000 14,000-17,000 17,000 + *

PR Executive 10,000-13,000 13,000-16,000 16,000+ *

Account Planner 10,000-12,000 12,000-15,000 15,000-18,000 18,000+

Media Planner 10,000-12,000 12,000-15,000 15,000-18,000 18,000+

Account Executive 10,000-12,000 12,000-15,000 * *

Digital Media Analyst 10,000-12,000 12,000-15,000 15,000-18,000 *

21



HUMAN RESOURCES

HIRING TRENDS

There has been a continuing pattern of HR

professionals in oil and gas, petrochemical and

related sectors being made redundant on a large

scale. Some HR professionals with excellent

education, CIPD qualification and expertise in the

region are still struggling to find work after many

sectors implemented hiring freezes. A number of

companies decided to restructure internally

(particularly in FMCG and pharmaceuticals),

which also resulted in some HR professionals

being relocated to other countries in Europe, or

alternatively companies have been combining

responsibilities to reduce headcount, as opposed

to having too many specialist HR professionals

across O&D, L&D, C&B, TA, strategy and HR

operations.

As growth is anticipated in 2017, the demand for

HR professionals, particularly those with

experience of multinational companies currently

based in the UAE and GCC, is expected to increase

in the second half of the year. Sector experience

is less important due to the transferable nature of

HR skills and the previous restructuring has

created gaps that businesses need to fill as they

seek to expand, making HR

recruitment a priority once again.

TALENT SUPPLY

We didn’t find that talent supply was an issue in

2016 since sweeping redundancy programmes

put large numbers of experienced HR

professionals out of work for prolonged periods.

However, the current pool of HR talent,

particularly those with multinational experience

and Arabic language skills, will not be on the

market for very long. In 2017 we expect to see

increased demand for HR professionals with an

Arabic background at supervisory and mid-

levels. We have seen a shift from professionals

being sourced internationally to a focus on local

talent in HR, even for senior director and

managerial positions. Nationalisation continues

to be a priority in the UAE government sector and

multiple sectors in Saudi Arabia, particularly in

the HR function. As there is a lack of supply

amongst these professionals, companies will

continue to use specialist agencies to access UAE

and Saudi nationals with HR experience in their

respective countries.


In our experience, HR professionals who hold

Chartered Institute of Personnel Development

(CIPD) qualifications or Masters Degrees are able

to command higher salaries than their peers.

CIPD qualified individuals are perceived as being

able to make a noteworthy contribution to their

organisations by enhancing HR Systems, building

competitive C&B packages and analysing the

market more efficiently. HR salaries are expected

to increase by approximately 3.5-5.5% in 2017.

22



SALARY SURVEY

HUMAN RESOURCES

Role 0-3 years’ experience 3-5 years’ experience 6-8 years’ experience 9+ years’ experience

CHRO 55,000-65,000 65,000-80,000 78,000-96,000 98,000-154,000

HR VP 47,000-66,000 65,000-77,000 75,000-83,000 83,000-147,000

HR Director (Group) 40,000-60,000 60,000-75,000 75,000-85,000 85,000-100,000

Human Resources Business

Partner 25,000-30,000 27,000-33,000 30,000-38,000 38,000-50,000

HR Manager 22,000-28,000 28,000-34,000 34,000-42,000 40,000-45,000

HR Advisor 12,000-18,000 18,000-25,000 25,000-30,000 30,000-45,000

HR Operations Manager 18,000-23,500 20,000-26,000 25,000-32,000 32,000-41,000

Compensation & Benefits

Manager 20,000-23,500 23,000-36,000 25,000-32,000 30,000-41,000

Talent & Acquisition

Manager 20,000-23,000 22,000-27,000 25,000-35,000 30,000-40,000

Recruitment Manager 17,000-22,000 20,000-25,000 25,000-30,000 30,000-40,000

HR Generalist 13,000-18,000 18,000-25,000 24,000-28,000 30,000-40,000

Training Manager 17,000-21,000 20,000-25,000 25,000-32,000 31,000-37,000

Employee Relations

Manager 18,000-20,000 20,000-25,000 25,000-30,000 30,000-36,500

Learning & Development

Manager 17,000-21,000 21,000-27,000 25,000-32,000 30,000-36,000

Learning & Development

Specialist 10,000-18,000 18,000-22,000 21,000-26,000 22,000-27,000

Talent & Acquisition

Specialist 14,000-18,000 16,000-19,000 19,000-22,000 22,000-26,000

Recruiter 14,500-16,000 15,000-18,000 18,000-22,000 21,000-25,000

Recruitment Specialist 13,000-16,000 14,000-17,000 16,000-19,000 18,000-21,000

23



LEGAL

HIRING TRENDS

In 2016, law firms in the UAE expressed caution

with a reluctance to replace existing positions,

however, Q4 2016 brought a new optimism that

has carried forward into 2017. Firms are now

replacing lost talent from 2016 and are able to

justify the growth of their existing teams. We

have seen growth demonstrated in the

requirement for top-end dispute resolution

professionals, specifically within litigation, and

not surprisingly in the construction sector given

the rate of development in the UAE. This is not

only due to movement between firms, but also

expansion in existing teams. Additionally, we

have found significant growth in corporate

departments, across all levels of PQE, specifically

for common law qualified candidates. Despite

banking and finance experiencing slow growth as

an industry last year, many firms are beginning

to add to these teams; a positive indication of

increased confidence in local banking and finance

markets.

Legal departments in industry have experienced

less movement in the past year, however, we

expect that to change by Q2/Q3, given that we are

beginning to see ripples in the market amongst

senior counsel and director level candidates who

are now looking at a career move.

TALENT SUPPLY

Despite growth in the UAE legal market over the

years, the trend of hiring directly from the UK

looks set to stay. This is mainly because firms are

not able to match the package expectations of

existing residents and those transferring directly

from UK offices in the case of international firms.

Local firms are also experiencing expansion, with

fewer hiring freezes and an increase in sourcing

candidates directly from the UK, in order to bring

in international talent and expertise.

On the legal support side, there has always been

a need for outstanding bilingual paralegals and

that continues to be a demand moving forward.

There is a general shortage of corporate

paralegals with experience at international firms

and, whilst we acknowledge an increase in UK

candidates relocating to the UAE, demand still

heavily outweighs the supply. On the whole, the

legal market remains a candidate driven

industry, where there is still an increasing

requirement for qualified professionals in the

UAE market; we expect this to continue

throughout the year and past Expo 2020.


With the continued increase in demand for

qualified international candidates, salaries in the

legal industry are set to increase between 3-4%

in 2017, with the expectation that recently

relocated expatriates can command a significant

salary hike if they’re looking to move to another

firm in 2017.

24



SALARY SURVEY

REGIONAL FIRMS

Role Low High Average

Partner 60,000 100,000 80,000

Counsel 45,000 85,000 65,000

Senior Associate 30,000 70,000 45,000

Associate 20,000 50,000 35,000

Newly Qualified 15,000 35,000 25,000

Paralegal 15,000 22,000 19,000

Legal Secretary 12,000 18,000 15,000

SALARY SURVEY

US FIRMS


Partner 90,000 150,000 125,000

Counsel 70,000 100,000 85,000


Associate 35,000 70,000 55,000

Newly Qualified 30,000 40,000 35,000

Paralegal 17,000 30,000 25,000

Legal Secretary 15,000 25,000 20,000

SALARY SURVEY

UK FIRMS


Partner 85,000 130,000 110,000

Counsel 60,000 90,000 75,000


Associate 35,000 65,000 50,000

Newly Qualified 30,000 40,000 35,000

Paralegal 18,000 30,000 25,000

Legal Secretary 16,000 24,000 20,000

SALARY SURVEY

IN-HOUSE


Director 50,000 120,000 90,000

General Counsel & Manager 45,000 90,000 65,000

Counsel 30,000 65,000 50,000

Junior Legal Counsel & Advisor 25,000 45,000 35,000

Paralegal 15,000 24,000 22,000

Legal Secretary 12,000 20,000 18,000

25



MANUFACTURING

HIRING TRENDS

The oil crisis created a solidified notion from

both the Government and Private Sector that

there needs to be further investment to diversify

the economy so that there is no longer a total

dependence on the oil and gas sector for a healthy

GDP. This has led to a noticeable increase in

demand for manufacturing professionals,

including factory and plant managers, with a

number of new factories being opened in the

FMCG and the Specialty Chemical sectors.

That said, the oil and gas sector has been steadily

stabilising, encouraging the big players to keep

an eye out for top talent with the ability to lead

change and bring their businesses back on track,

although competition remains fierce among oil

and gas professionals who have been out of work

during the past two years. Sustainability

continues to be the focus of most organisations

and governments, opening up opportunities for

environmental management professionals who

contribute to organisational compliance with

governmental sustainability regulations.

TALENT SUPPLY

We have seen an increased demand for qualified

local professionals within the GCC region in order

to keep up with nationalisation requirements.

Yet, integrating local talent within multinational

organisations continues to be a challenge across

all sectors. Expatriate professionals with GCC

experience and knowledge of the Arabic language

remain an attractive prospect for employers.


As the economy stabilizes, we predict an increase

of 5% in salaries in the manufacturing sector.

However, organisations are under continual

pressure to reduce operational costs, which

could have an impact on other components of the

benefits package such as housing.

SALARY SURVEY

MANUFACTURING

Role 0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

8+ years’

experience

Managing Director 66,000-80,000 80,000-97,000 97,000-174,000 *

Operations Director 62,000-76,000 76,000-98,000 82,000-115,000 *

Chief Production Officer 58,000-67,000 65,000-81,000 81,000-99,000 *

General Manager 42,000-49,000 47,000-62,000 58,000-82,000 78,000-123,000

Plant Manager 21,000-24,000 24,000-33,000 30,000-38,000 38,000-57,000

Process Development Manager 18,000-23,000 26,000-28,000 28,000-36,000 36,000-49,000

Head of R&D 15,000-20,000 17,000-23,000 22,000-33,000 33,000-49,000

Process Innovation Manager 17,000-22,000 21,000-27,000 27,000-36,000 35,000-47,000

Lean Six Sigma Manager 16,000-20,000 19,000-25,000 23,000-36,000 36,000-46,000

Mechanical Manager 19,000-25,000 25,000-29,000 28,000-34,000 34,000-46,000

Production & Factory Manager 16,000-19,000 19,000-24,000 24,000-35,000 34,000-46,000

Electrical Engineering Manager 15,000-19,000 19,000-24,000 24,000-28,000 28,000-46,000

Quality Manager Assurance and

Control 17,000-22,0000 19,000-26,000 20,000-30,000 30,000-45,000

HSE Manager 17,000-22,000 19,000-26,000 21,000-31,000 30,000-43,000

Maintenance Manager 18,000-24,000 24,000-28,000 28,000-33,000 33,000-41,000

Process Engineering Manager 17,000-22,000 19,000-25,000 23,000-29,000 29,000-41,000

Manufacturing Engineering

Manager 18,000-23,000 19,000-24,000 22,000-30,000 30,000-39,000

26



Role 0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

8+ years’

experience

Continuous Improvement Manager 15,000-20,000 19,000-25,000 24,000-31,000 30,000-38,000

Master Black Belt 14,000-19,000 19,000-25,000 24,000-30,000 30,000-38,000

Operations Manager 20,000-23,000 23,000-31,000 21,000-29,000 29,000-36,000

Lean Expert 10,000-16,000 16,000-20,000 20,000-29,000 29,000-36,000

Design Engineer 8,000-14,000 14,000-20,000 19,000-27,000 25,000-31,000

Process Engineer 11,000-14,000 13,000-19,000 17,000-27,000 *

Production Supervisor 8,000-13,000 13,000-22,000 18,000-26,000 26,000-29,000

Lean Six Sigma Black Belt 10,000-15,000 14,000-22,000 22,000-28,000 28,000-25,000

Civil Engineer 7,000-14,000 14,000-19,000 16,000-23,000 19,000-27,000

Quality Engineer Assurance and

Control 9,000-13,000 13,000-19,000 * *

HSE Engineer 9,000-13,000 13,000-19,000 * *

Manufacturing Engineer 10,000-13,000 13,000-18,000 * *

Mechanical Engineer 9,000-13,000 13,000-18,000 * *

Maintenance Engineer 9,000-13,000 13,000-18,000 * *

Electrical Engineer 9,000-13,000 13,000-17,000 * *

27



PROPERTY & CONSTRUCTION

HIRING TRENDS

2016 was a positive year for hiring within the

property and construction sector, albeit at a

more moderate pace than the previous year.

Most of our hiring activity took place across key

senior level appointments with master

developers and PMCs in the GCC looking to

attract top talent from their main competitors on

the development side of their business.

Contracting, interiors and facilities management

remained steady with a core focus on building

commercial teams in particular. Preparation for

Expo 2020 will continue to provide this sector

with opportunities and keep it robust throughout

2017. Property and construction professionals

are optimistic about 2017 and positive about

their career prospects. It's clear that the GCC is an

attractive region for expatriate construction

professionals to work in, with the UAE continuing

to top their list of preferred locations. Saudi

comes in second because of the higher salaries on

offer, while Oman and Qatar also remain key

regions for expatriates. 2017 is a major year for

the tier 1 construction companies and those with

well educated and well connected commercial

teams will push ahead, ensuring their delivery

teams are also in place. Overall, companies with

a proven track record of delivery within the GCC,

coupled with a clear vision in the run up to Expo

2020, will perform well.

TALENT SUPPLY

For 2017, we expect a continuation of trends

from 2016, which will see high demand for

operations, commercial and engineering talent

across developers, contracting, interior firms and

facilities management. The focus for construction

companies will be to strategically locate and

improve access to the talent available in the

market. Construction companies predominantly

recruit regionally given the fewer risks

associated with it and there has been a growing

pattern of recruiting staff from their main

competitors who have the right skillset and can

add immediate value.


It is our opinion that construction companies will

fall behind the curve in 2017 if they do not invest

in the necessary data to help build competitive

pay structures across their operations and

commercial teams. This information will be vital

in the year ahead to ensure plans are internally

equitable and externally competitive. Meeting

these criteria will enable construction firms to

attract, retain and motivate the right number of

suitable employees. Salaries are expected to

remain the same across managerial positions,

while critical positions in each individual firm

can expect an average of 5-7% increase.

Construction companies will continue to be

cautious in relation to salaries in 2017, due to

increasing competition in the market driven by

working on very low margins in order to secure

projects. However, companies will need to

increase budgets if the goal is to attract key

individuals from their main competitors.

28



SALARY SURVEY

DEVELOPERS

Role 0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

8+ years’

experience

Chief Executive Officer 120,000-125,000 125,000-130,000 130,000-136,000 136,000+

Managing Director 110,000-115,000 115,000-120,000 120,000-127,000 127,000+

Chief Operating Officer 100,000-105,000 105,000-110,000 110,000-117,000 117,000+

Chief Development Officer 97,000-100,000 100,000-105,000 105,000-111,000 111,000+

Senior Development

Director 88,000-92,000 92,000-97,000 97,000-101,000 101,000+

Vice President of Sales 80,000-84,000 84,000-88,000 88,000-94,000 94,000+

Development Director 70,000-73,000 73,000-77,000 77,000-81,000 81,000+

Senior Commercial Manager 60,000-64,000 64,000-69,000 69,000-74,000 74,000+

Director of Sales 55,000-59,000 59,000-64,000 64,000-68,000 68,000+

Project Director 50,000-55,000 55,000-60,000 60,000-64,000 64,000+

Senior Planning Manager 45,000-48,000 48,000-52,000 52,000-56,000 56,000+

Planning Manager 45,000-48,000 48,000-52,000 52,000-56,000 56,000+

Senior Project Manager 42,000-45,000 45,000-50,000 50,000-54,000 54,000+

Project Manager 37,000-40,000 40,000-44,000 44,000-49,000 49,000+

SALARY SURVEY

INTERIORS

Role 0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

8+ years’

experience


Commercial Director 40,000-58,500 58,500-69,500 69,500-78,500 78,500-85,000

Operations Director 40,000-47,500 47,500-55,000 55,000-62,000 62,000-85,500

Project Director 36,500-45,000 45,000-52,000 52,000-60,500 60,500-70,000

Contracts Manager 46,500-53,000 53,000-58,000 58,000-62,000 62,000-67,000

Business Development

Director 33,500-34,000 34,000-38,500 38,500-45,000 45,000-65,000

Commercial Manager 25,000-30,000 30,000-37,000 37,000-48,000 48,000-70,00

Senior Project Manager 32,500-36,000 36,000-40,000 40,000-46,500 46,500-53,500

Planner & Scheduler 19,500-26,500 26,500-40,000 40,000-45,000 45,000-57,000

Senior Quantity Surveyor 20,500-26,500 26,500-30,000 30,000-38,000 38,000-50,000

Project Manager 20,500-24,500 24,500-28,000 28,000-34,500 34,500-43,500


Manager 18,500-24,500 24,500-29,500 29,500-35,500 35,500-40,500

Estimator 14,000-20,500 20,500-25,500 25,500-32,500 32,500-37,500

Sales Manager 15,000-18,500 18,500-26,500 26,500-30,500 30,500-34,500

Quantity Surveyor 13,500-16,500 16,500-20,500 20,500-26,000 26,000-35,000

Sales Engineer 12,000-17,500 17,500-25,000 25,000-30,000 30,000-33,000

Site Manager 14,500-18,500 18,500-24,000 24,000-27,000 27,000-32,500

Project Engineer 14,000-16,000 16,000-19,500 19,500-24,000 24,000-29,500

Site Engineer 10,000-15,000 15,000-18,500 18,500-22,500 22,500-26,000

29



SALARY SURVEY

MAIN CONTRACTING



Operations Director 62,000-65,000 65,000-70,000 70,000-75,000 75,000+

Commercial Director 50,000-55,000 55,000-60,000 60,000-70,000 70,000+

Project Director 50,000-52,000 52,000-55,000 55,000-60,000 60,000+

Commercial Manager 45,000-47,000 47,000-52,000 52,000-60,000 60,000+

Operations Manager 50,000-52,000 52,000-55,000 55,000-60,000 60,000

Contracts Manager 40,000-42,000 42,000-45,000 45,000-50,000 50,000+

Senior Project Manager 38,000-40,000 40,000-45,000 45,000-48,000 48,000+

Planning Manager 30,000-33,000 33,000-35,000 35,000-40,000 40,000+

Project Manager 30,000-32,000 32,000-35,000 35,000-40,000 40,000+

Senior Quantity Surveyor 25,000-28,000 28,000-32,000 32,000-35,000 35,000+

Quantity Surveyor 18,000-20,000 20,000-22,000 22,000-25,000 25,000+

SALARY SURVEY

FACILITIES MANAGEMENT

Role 0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

8+ years’

experience


Operations Director 65,000-70,000 70,000-75,000 75,000-80,000 80,000+

Director of FM & General

Manager 55,000-60,000 60,000-65,000 65,000-70,000 70,000+

Business Development Director 45,000-50,000 50,000-55,000 55,000-60,000 60,000+

Commercial Director 45,000-50,000 50,000-55,000 55,000-60,000 60,000+

Bid Director 35,000-40,000 40,000-45,000 45,000-50,000 50,000+

Business Development Manager 30,000-35,000 35,000-40,000 40,000-45,000 45,000+

Facilities Manager 30,000-33,000 33,000-35,000 35,000-40,000 40,000+

Bid Manager 22,000-25,000 25,000-28,000 28,000-30,000 30,000+

Bid Engineer 15,000-18,000 18,000-20,000 20,000-25,000 25,000+

30



SALES & MARKETING

HIRING TRENDS

We have continued to see challenges throughout

2016, with low oil prices and a slow job market.

There have also been growing frustrations for job

seekers, due to employees being unhappy with

their salary packages and a lack of opportunities

to progress within their organisations.

Q3/Q4 2016 saw a 35% drop in hiring within

retail and trade in the UAE as a result of the

region's struggle to cope with low oil prices. Due

to the lack of jobs available, we saw a substantial

rise in postgraduate and online training courses.

However, confidence has increased across the

region with the price of oil rising and the advent

of Expo 2020 in Dubai.

TALENT SUPPLY

Recruitment is already picking up amidst

positive predictions of the market rebounding for

2017. However, competition in the region still

remains high, resulting in professionals feeling

more pressure to enhance their qualifications.

Clients are requesting stronger academic

backgrounds and there is a definite preference

for an MBA in a relevant field. Clients are focusing

less on volume hiring, instead moving towards

strategic hiring and headhunting talent from

outside the GCC. Arabic talent is still very

desirable within the strongest markets - Saudi

Arabia and the UAE. Throughout 2016 we have

seen organisations invest heavily in marketing,

consumer market insights and

export sales.


We saw little change in salaries from 2015 to

2016, however, we expect to see salary growth of

around 6-10% in 2017, along with increased

bonus payments. Many companies are looking to

increase headcount and have aggressive plans in

place, taking full advantage of the stabilising

economy.

SALARY SURVEY

FMCG


General Manager 40,000-55,000 52,000-63,000 60,000-75,000 75,000+

Sales Director 35,000-50,000 50,000-60,000 60,000-70,000 70,000+

Country Manager 35,000-40,000 40,000-50,000 50,000-55,000 55,000-60,000

Regional Sales Manager 30,000-35,000 35,000-40,000 40,000-45,000 45,000-55,000

Area Sales Manager 25,000-30,000 30,000-35,000 35,000-40,000 40,000-45,000

Key Account Manager 15,000-18,000 18,000-25,000 25,000-35,000 35,000-45,000

Brand Manager 15,000-18,000 18,000-25,000 25,000-35,000 35,000-45,000

Trade Marketing Manager 15,000-18,000 18,000-25,000 25,000-35,000 *

Sales Manager 15,000-20,000 20,000-25,000 25,000-30,000 30,000-40,000

Sales Executive 10,000-12,000 12,000-15,000 15,000-18,000 *

31



SALARY SURVEY

HEALTHCARE

Role 0-3 years’ experience 3-5 years’ experience 5-8 years’

experience

8+ years’

experience

Regional Commercial

Director 45,000-49,000 49,000-56,000 56,000-63,000 63,000+

Regional Sales Director 45,000-49,000 49,000-56,000 56,000-63,000 63,000+

Market Access Manager 26,000-32,000 32,000-41,000 41,000 - 48,000 48,000+

Regional Commercial

Manager 30,000-35,000 35,000-41,000 41,000-46,000 46,000+

Regional Sales Manager 30,000-35,000 35,000-41,000 41,000-46,000 46,000+

Snr. Business Development

Manager 25,000-30,000 30,000-35,000 35,000-41,000 41,000+

Area Sales Manager 25,000-30,000 30,000-34,000 34,000 - 39,000 39,000+


Manager 20,000-25,000 25,000-31,000 31,000 - 35,000 35,000+

Key Account Manager 17,000-21,000 21,000-27,000 27,000 - 31,000 31,000+

Sales Representative 17,000-22,000 22,000-26,000 * *

Product Specialist 15,000-20,000 20,000-26,000 * *

SALARY SURVEY

MARKETING & COMMUNICATIONS



Marketing Director 40,000-50,000 55,000-65,000 65,000-75,000 75,000 +

Head of Corporate

Communications 45,000-55,500 55,500-60,000 60,000-75,000 75,000 +

Corporate Communications

Manager 27,000-30,000 30,000-35,000 35,000-45,000 45,000 +

PR Account Director 21,000-24,000 24,000-27,000 27,000-38,000 38,000-45,000

Digital Account Director 26,000-31,000 31,000-35,000 35,000-41,000 41,000 +

CMI Manager 20,000-25,000 25,000-30,000 30,000-42,000 42,000+

Digital Account Manager 21,000-24,000 24,000-28,000 28,000-35,000 35,000 +

Marketing Manager 20,000-24,000 24,000-27,000 27,000-37,000 *

PR Account Manager 16,000-18,000 18,000 + * *

Marketing Executive 10,000-15,000 15,000 + * *

PR Account Executive 11,000-14,000 14,000 + * *

SALARY SURVEY

RETAIL



General Manager 40,000-45,000 45,000-50,000 50,000-55,000 55,000+

Sales Director 30,000-35,000 35,000-40,000 40,000-45,000 45,000+


Regional Brand Manager 18,000-23,000 23,000-28,000 28,000-35,000 35,000+

Key Account Manager 12,000-18,000 18,000-25,000 25,000-32,000 32,000+

Operations Manager 18,000-21,000 21,000-24,000 24,000-27,000 27,000+

Area Sales Manager 15,000-18,000 18,000-22,000 22,000-27,000 27,000+

Store Manager 12,000-15,000 15,000-18,000 18,000-22,000 22,000+

Sales Executive 8,000-12,000 12,000-15,000 15,000-18,000 *

Sales Assistant 5,000-8,000 8,000-11,000 11,000-15,000 *

32



SUPPLY CHAIN

HIRING TRENDS

The rejuvenated manufacturing sector and the

continuously growing FMCG, retail and

healthcare sectors have been significant drivers

of growth in the demand for supply chain and

procurement professionals. Multinational and

regional companies investing in manufacturing

plants, building materials and utilities

infrastructure throughout the Middle East and

Africa will be particularly strong sources of

demand.

Since manufacturing and retail companies are

always looking to achieve the best prices from

suppliers, procurement professionals who

understand bids, contracts, negotiation and

tender management are particularly needed.

Those with regional and local procurement

experience in FMCG and industrial manufacturing

have proven to be very popular hires recently

because there is a requirement for professionals

to understand the UAE and GCC market in order to

optimise their supply chain operations.

Distribution managers and supply and demand

planners are also highly sought after. Similarly,

increased investment in manufacturing and

distribution operations has led to more of these

roles arising in the UAE Free

Trade Zones.

TRENDS SUPPLY

With billions of dollars’ worth of oil and gas

investment projects cancelled, energy firms have

been undertaking redundancies on an

unprecedented scale. This has created a high-

volume supply of GCC talent with distribution,

procurement and supply chain expertise and

means that employers are very particular about

their requirements, looking to hire professionals

that have direct industry expertise. There are

those employers who still seek professionals to

advise them on Western supply chain and

distribution practices, however, the ability to

speak and read Arabic, and to understand local

culture, remain highly desirable attributes.


Salary increments in the supply chain and

procurement community have increased

between 3-5% across the board. The UAE and

GCC show strong signs of growth and a desire not

to let the changes in oil prices instil fear; we

anticipate salaries will increase steadily in the

coming year as the market picks up and both the

government and private sector make significant

investments to drive the economy.

33



SALARY SURVEY

SUPPLY CHAIN

Role 0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

8+ years’

experience

General Manager 42,000-49,000 47,500-62,500 58,000-72,500 72,500-122,000

Supply Chain Director 35,000-40,000 40,000-55,000 50,000-68,000 68,000-87,000

Procurement Director 35,000-42,000 42,000-57,000 55,000-70,000 65,000-85,000

Procurement Manager 22,000-30,000 28,000-40,000 35,000-45,000 45,000-65,000

Contracts Manager 23,000-29,000 27,000-37,000 37,000-49,000 44,000-55,000

Trade Compliance Manager 16,000-23,000 23,500-34,000 26,000-36,500 36,500-53,000

Bid Manager 17,000-23,000 22,000-34,500 26,000-35,000 35,000-52,500

Supply Chain Manager 22,000-32,500 26,000-34,000 34,000-45,000 38,000-50,000

Operations Manager 18,000-25,000 24,000-32,000 32,000-42,000 38,000-49,500

Logistics Manager 15,000-19,000 17,000-25,000 24,000-37,000 34,000-45,000

Warehouse Manager 16,000-19,000 19,000-24,000 24,000-34,000 27,000-38,000

Senior Contracts Engineer 14,000-22,000 20,000-33,500 30,000-37,000 *

Demand & Supply Planning

Manager 20,000-24,000 22,000-31,000 27,000-32,000 30,000-35,000

Category Manager 19,000-24,000 22,000-30,000 27,000-35,000 *

Materials Manager 15,000-21,000 18,000-26,000 25,000-32,000 *

Buyer 6,000-12,000 12,000-21,000 20,000-26,000 *

Demand & Supply Planner 10,000-15,000 15,000-20,000 18,00-24,000 *

Warehouse Supervisor 8,000-11,000 11,000-16,000 16,000-21,000 *

Materials Engineer 5,000-9,000 9,000-14,000 12,000-18,000 16,000-19,000

34



TECHNOLOGY

HIRING TRENDS

As the popularity of cloud technology continues

to thrive, more organisations are gravitating

towards adopting this concept in order to achieve

the objective of cost effectiveness. As a result, we

have seen a rise in the demand for professionals

with technical and commercial experience in

cloud technology and sales professionals with

strong experience in this area are also becoming

more attractive.

Software is a strong market this year with the

introduction of VAT in the UAE, as companies are

now faced with the complexity of computing the

effects of tax on their transactions. Hence, there

has been an increase in demand for professionals

who have experience in implementing VAT into

ERP (the software that helps automate financial

transactions on the computing system) and it is

expected that this demand will continue to grow.

Security remains a very competitive market with

ever changing technologies being developed to

mitigate security risks. Many trends emerged in

2016 that are very likely to remain key issues for

organisations of all shapes and sizes in 2017.

For example, the continued and growing risk of

ransomware, as a primary attack vector for

hackers aiming to cash in on their nefarious

activities. Secondly, nation-states were once

again identified by multiple organisations as

being the source of serious cyber threats, and

there is no indication that this will change in the

year ahead.

Among the emerging trends that could become

more prominent in the new year is the

widespread use of containers and microservices

to improve security control.

Due to the continual growth of Cyber Security we

expect to see more demand in both commercial

and technical roles such as : Sales Director, Pre-

Sales, Consultants, Managers, SOC & IR specialists

and GRC Specialists.

With the demand increasing we forecast the

average salary in Cyber Security to increase

around 2-4% on last year.

TALENT SUPPLY

There remains a very strong talent pool of

professionals in the Middle East, however, as we

see developments in technology and taxation

laws there is a real demand to relocate

professionals with a niche areas of expertise to

the region.


Our insights show that inflated salary structures

are under review across the board. Technology

professionals, especially in commercial sales

roles, are coming under the microscope with

salaries being brought further in line with overall

company performance. Salaries are predicted to

rise in more technical roles as the demand for

certain skill sets becomes even more difficult to

source within the Middle East.

35



SALARY SURVEY

LEADERSHIP ROLES END USERS

Role 0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

8+ years’

experience

Chief Information Officer (CIO) 80,000-90,000 90,000-100,000 100,000-115,000 115,000+

Chief Technology Officer (CTO) 75,000-85,000 85,000-95,000 95,000-110,000 110,000+

Chief Information Security Officer

(CISO) 45,000-52,000 52,000-60,000 60,000-65,000 66,000+

Lead Architect 45,000-52,000 52,000-56,000 56,000-60,000 60,000+

Head of I.T 40,000-45,000 45,000-52,000 52,000-56,000 56,000+

I.T Manager 30,000-34,000 33,000-37,000 35,000-39,000 39,000+

Service Delivery Manager 25,000-28,000 28,000-34,000 34,000-38,000 38,000+

Service Desk Team Leader 16,000-21,000 21,000-26,000 26,000-33,000 30,000+

Network Engineer 12,000-15,000 15,000-18,000 18,000-22,000 22,000+

SALARY SURVEY

VENDOR ROLES

Role 0-3 years’

experience

3-5 years’

experience

5-8 years’

experience

8+ years’

experience

VP of Sales 70,000-80,000 80,000-99,000 99,000-115,000 115,000+

Country Manager 55,000-59,000 59,000-67,000 67,000-80,000 80,000+

Sales Director 40,000-43,000 43,000-46,000 46,000-50,000 50,000+

Pre-Sales Director 40,000-43,000 43,000-46,000 46,000-50,000 50,000+

Professional Services Director 38,000-41,000 41,000-44,000 44,000-48,000 48,000+

Sales Manager 27,000-30,000 30,000-35,000 35,000-38,000 38,000+

Pre-Sales Manager 27,000-30,000 30,000-35,000 35,000-38,000 38,000+

Professional Services Manager 24,000-27,000 27,000-32,000 32,000-35,000 35,000+

Inside Sales Manager 17,000-22,000 22,000-26,000 25,000-32,000 31,000+

Pre-Sales Engineer 18,000-23,000 22,000-24,000 24,000-28,000 28,000+

Inside Sales 10,000-12,000 12,000-15,000 15,000-18,000 18,000+

36



TECHNICAL SALES

HIRING TRENDS

Hiring activity slowed comparatively year-on-

year at the start of 2016 for the technical sales

profession. The number of appointments

available during the first half was a slight decline

compared to 2015, as a result of company

restructures and reduced budgets in response to

low oil prices. Correspondingly, the number of

individuals receiving a pay decrease was up

significantly and there was a slight decline in the

number of professionals starting work with a

new company.

TALENT SUPPLY

The volume of available technical sales

candidates has increased year-on-year, not just

as a result of tax- free salaries attracting

expatriates to the region, but also due to an

increasing number of redundancies from

company restructuring. We have seen a rise in

junior technical sales candidates who, for a

relatively small fee compared to senior

candidates, can increase the commercial sales

value of businesses and propel growth.

Significant growth in the demand for sales

professionals will be seen in technical industries,

including healthcare, chemicals, and power

generation. It is likely that in 2017 the demand

for candidates will continue on a positive

trajectory within FMCG, retail and professional

services and be at its slowest within the oil and

gas and construction sectors, in response to the

low oil prices.


Salaries were directly impacted by cost-cutting

exercises in 2016. Not only were salary changes

down year-on-year (49% of professionals

received a change in 2016, compared to 57% in

2015) but 20% of those changes were a decrease,

compared to 3% the previous year. The majority

increased by up to 5%, which is less than the 5-

10% average pay rise experienced within the

profession in 2015. The main reason for an

increase in salary for technical sales professionals

was due to a ‘standard annual pay increase across

the whole company,’ rather than being

individually determined – a further cost cutting

strategy, since the survey found that inflation

rates, specific to the technical sales profession,

were typically higher when individually arranged.

Reductions in salaries have not reduced

employee expectations for 2017. 61% of sales

professionals anticipate a change in the next 12

months, the majority of whom expect a 5-10%

increase

SALARY SURVEY

TECHNICAL SALES


Sales Director 47,000-49,500 49,500-54,500 54,000-61,000 61,000+


District Manager 25,000-30,000 31,000-34,000 34,000-39,000 40,000+

Sales Manager 25,000-30,000 30,000-35,000 35,000-37,000 37,000+

Technical Sales Manager 15,000 - 20,000 20,000 - 26,000 26,000 - 30,000 30,000+

Sales Engineer 12,000-16,000 16,000-21,000 21,000-28,000 28,000+

Systems Engineer 12,000 - 16,000 16,000 - 20,000 20,000 - 26,000 26,000+

Technical Account Manager 15,000 - 17,000 17,000 - 21,000 21,000 - 25,000 25,000+

Application Sales Engineer 9,000-13,000 13,000-15,000 15,000-18,000 *

Pre-Sales Engineer 9,000-12,000 12,000-15,000 15,000-18,000 *

salary guide uae 2017 - jobs & recruitment uae · pdf file3 gross salaries (aed per month)...

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