The regional automotive sector is showing signs of regaining traction after months of uncertainty caused by regional instability. Recruitment activity seems to be surging across Saudi Arabia, the UAE and Qatar.
Observations from LinkedIn job postings and automotive industry discussions, along with social media shares of executive promotions and talent movements across dealerships and OEMs, signal renewed confidence.
Yet this rebound is not indiscriminate, as companies are hiring strategically, focusing on leaders and resources who can drive transformation in a rapidly evolving market.
So, if you have been applying for jobs but not getting responses, your fit with the employer’s required profile may be the reason. Employers are hunting for talent that fits today’s needs and is future-ready at the same time.
There are a few strategic drivers of recruitment that we observe today.
The first driver is the surge in EV adoption. Growth of battery electric vehicle registrations in the GCC has exploded between 2023 and today, which has created strong demand for people with expertise in EV aftersales, charging infrastructure, and digital service models. Compensation packages for EV-focused roles now seem significantly higher than for traditional ICE positions.
Photo: Courtesy of Lucid Group.
The second strategic driver is the aggressive Chinese OEM expansion, with several brands entering the Middle East, building retail networks and hiring senior managers to establish distribution, marketing, and new-age customer engagement strategies. This has somewhat triggered talent competition with established OEMs, possibly raising the visibility of executive search activity.
Photo: Courtesy of Al-Futtaim Electric Mobility Company and BYD.
Another strategic driver could be Saudi Arabia’s Vision 2030 megaprojects with industrial diversification and the UAE’s smart mobility initiatives that are fueling demand for leaders in transformation strategy and adaptation of continuously evolving business and operating models, which are predominantly digitally driven. In that sense, automotive or mobility is now increasingly seen as a pillar of national development.
Photo: Courtesy of Automechanika Dubai / Messe Frankfurt Middle East.
Having said all that and identifying the renewed positive sentiments, there still remains some level of risk tempering the optimism with ongoing geopolitical uncertainty. While hiring has resumed, many companies still remain somewhat cautious.
In most cases, non-essential recruitment is generally slow or paused, and priority is given strictly to mission-critical leadership roles. The ongoing supply chain disruptions, rising freight costs, raw material inflation, and energy supply challenges are reshaping operational strategies, which makes leaders and resources with proven and strong expertise in supply chain resilience and localisation in high demand.
Photo: Bjoertvedt, via Wikimedia Commons, CC BY-SA 3.0. Cropped from original.
We see some jobs in demand for EV aftersales positions, supply chain personnel with capabilities of building resilience amid crisis-driven disruptions, digital transformation executives having expertise driving AI-enabled manufacturing and customer engagement, market development managers to establish retail networks for new OEM entrants to the region and even risk & governance specialists to ensure compliance and stability.
Activity observed on LinkedIn generally mirrors market dynamics, and the surge in job advertisements, promotions and reassignments observed on LinkedIn is a good reflection of this rebound.
Companies are actively poaching identified talent due to shortages of rightly skilled and experienced personnel, while also simultaneously promoting internal leaders to prevent attrition. Executive search firms are amplifying visibility, particularly in Riyadh, Dubai, and Doha, where hiring momentum is the strongest in the Middle East.
Photo: B.alotaby, via Wikimedia Commons, CC BY-SA 4.0. Cropped from original.
For professionals in these sectors, this represents both opportunity and a challenge at the same time. It provides the chance to step into high-impact roles, but only if they bring the skills that align with the Middle Eastern automotive industry’s new strategic priorities.
Our recommendation for all aspiring job applicants is to think and assess your own skill sets with the jobs in demand and take action to close any gaps between what you historically offered or contributed to the automotive industry and what is really needed by employers in today’s context.
As an example, if you are a technician or a service manager with strong technical knowledge, competencies and experience with ICE vehicles, it’s perhaps time for training and learning whatever is needed in the world of new energy vehicles. What you already know in terms of ICE vehicles is not wasted. But imagine if you have a combination of ICE and new energy vehicles. You will likely be poached or elevated where you already work. The opportunities will be almost endless. As a bonus, add learning to also communicate in Chinese.
Photo: Courtesy of Automechanika Dubai / Messe Frankfurt Middle East.
So, if you are still frustrated and wondering as to why you have not been acknowledged or called for a single interview even after applying for tens or even hundreds of job postings, the reason may now be clearer.
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