Meaningful roles.
Durable careers.

An effective Emiratisation programme connects a real workforce requirement to a genuine appointment and a sustainable career. The business case includes capability, succession, institutional knowledge and compliance with the rules applicable to the employing establishment. An initial assessment identifies the MoHRE establishment, workforce size, skilled-role population, activity classification, current target and existing national employees who meet the qualifying criteria.

The service can cover workforce planning, role design, UAE National recruitment, executive search, graduate and specialist assessment, onboarding coordination, manager preparation and retention reviews. Nafis is a national talent and support platform; eligibility for a particular support mechanism and the employer’s statutory target are assessed separately. Any proposed placement must have a substantive job, authorised employment route, appropriate pay, manager and evidence of actual work.

Sourcing combines relevant Nafis channels, professional networks, universities, referrals and permitted candidate pools. Graduate assessment examines learning ability, communication and job-relevant problem solving; experienced specialists demonstrate functional capability; executives are evaluated against the leadership mandate. Interview panels use an agreed scorecard and document the selection rationale. Candidate preferences, accessibility and career direction are considered alongside essential job criteria.

The engagement verifies the employment contract, national work permit, payroll and applicable pension or social-security registration. Current Emiratisation rules and official establishment records determine how the appointment is counted. Fake employment, salary cashback, benefit-offset wage reductions and invented attendance are incompatible with the service. An outsourced national is not automatically counted against the client establishment’s requirement; the actual employer and Ministry treatment must be confirmed.

The recruitment plan agrees intake, market mapping, shortlist review, interviews, offer and joining checkpoints. The policy-derived standard-role shortlist target is seven working days after complete intake, subject to the actual role and market. Regulatory deadlines are tracked separately from sourcing targets; the team escalates an unfillable role or delayed decision with a revised action plan. No guarantee of quota fulfilment or elimination of financial contributions is made before the facts and feasible plan are established.

The account review follows real role fulfilment, attendance, payroll, pension administration, manager contact, development actions and retention risks. Employee check-ins and manager conversations identify gaps in role clarity, workload, inclusion and progression. A leaver triggers an assessment of notice, replacement need and establishment exposure, with lawful exit administration. The objective is sustained contribution and transparent reporting rather than a paper appointment at a measurement date.

Graduate recruitment starts with a productive entry role, a manager who can coach and an achievable learning plan. Assessment uses work-relevant exercises and structured questions that test potential without requiring experience the role does not need. Education and any required professional credentials are verified through the agreed process.

The onboarding plan identifies first-month responsibilities, supervised practice, system access and a named mentor. Progress reviews evaluate learning and actual work outputs, with corrective support where expectations were unclear. A training label alone does not establish genuine employment or quota eligibility.

Experienced appointments require a clear view of responsibilities, decision authority, team interfaces and progression. Candidate assessment looks for evidence of functional capability, stakeholder judgement and the ability to deliver the actual role. Pay and benefits are agreed transparently, with Nafis-related support treated separately from the employer’s contractual obligations.

Offer coordination addresses notice, work location, manager expectations and any professional approval. The account team follows joining and integration, while the employer maintains accurate payroll, employment and qualifying records. Development conversations link retention to role substance and manager support.

Leadership and scarce-specialist searches use confidential market mapping, targeted outreach and an assessment design suited to the mandate. STEM, finance and operations requirements are examples of roles that may call for differentiated technical evaluation; the service remains led by the position and evidence of competence.

The client calibrates the longlist, participates in assessment and approves the appointment. The search lead coordinates references with permission, offer negotiation and stakeholder handover. Post-appointment reviews examine mandate clarity, decision rights and integration without disclosing confidential personal information to unnecessary parties.