Testing new talent in GCC markets is seen as a thoughtful step by company leaders every year—especially when the stakes include expansion, compliance with local rules, and significant financial outlay. I’ve seen how hiring in markets like Saudi Arabia, United Arab Emirates (UAE), and Qatar often brings as many questions as answers. In this article, I’ll share scenarios, real observations, and actionable advice for companies looking to try their hand at hiring strategically, using Employer of Record (EOR) models to reduce risk.
Before any major investment, those responsible for expansion crave certainty. Series B and C startups and established IT companies are no exception. They want to know if the local workforce truly fits unique needs. They want a chance to observe, measure, and decide. That’s what makes pilot hiring through an EOR so appealing. Hiring through EWS Limited’s solutions gives businesses a way to bring individuals or small teams on board—without setting up a legal entity or navigating local payroll and compliance alone.
With shifting labour laws, nationalisation goals, and a constant push for innovation, many HR Directors, Partner Management leads, and Global Mobility Managers ask the same thing:
“How can we recruit, observe, and retain top performers in the GCC—before putting down permanent roots?”
I’ll cover the possibilities, share fresh stats, and show how an EOR solution can help candidates and employers alike.
I’ve worked with countless organisations that wish they could try out candidates on-site before going all-in. The reasons—they’re compelling:
It’s about making informed decisions by watching new team members in action, not just in interviews. This approach is especially relevant for the GCC, where labour policies shift often and the right local fit matters.
Recent research from Oxford Business Group highlights targets for nationalisation and the need for local hiring. As of early 2022, Saudi Arabia reached 23% workforce nationalisation, aiming for 30% by 2025. The UAE, starting in 2024, requires even companies with 20–49 staff to hire at least one Emirati or face fines. Qatar’s target sits at 20%.
Labour statistics further shape these dynamics. The latest General Authority for Statistics (GASTAT) report cites Saudi unemployment at just 2.8% in early 2025, with a growing female participation rate. Qatar and UAE are equally committed to raising local participation, especially in private enterprise.
These numbers matter. They influence EOR models, as businesses must balance their search for global tech skills or sector experience with localisation quotas.
When companies ask me how to quickly bring in staff in Saudi, UAE, or Qatar—without a branch or subsidiary—the answer almost always involves an EOR partner. Here’s what really happens:
An Employer of Record acts as the legal employer, handling contracts, payroll, and compliance, while you direct the individual’s day-to-day work and performance assessment.
This means your company can:
I’ve seen large tech companies use this model to build an “advance team,” only incorporating once the business case held up. I’ve seen fast-moving SaaS players put engineers on EOR contracts, trial them for six months, and then convert only the top performers into local employee contracts when setting up their GCC entity.
“Quick, compliant, and focused on people—not red tape.”
This is where EWS Limited comes into play, with local expertise and reach across the GCC. In Saudi Arabia, for instance, our Employer of Record in Saudi Arabia solution opens the door to direct engagement with Saudi talent while covering all legal obligations.
Each GCC country has its own legal framework and nuances when it comes to hiring—especially for testing talent before incorporation. I’ll walk you through real scenarios, giving you a clear idea of how each market works with EOR.
Saudi Arabia is pushing forward with Saudisation (Nitaqat), aiming to reach 30% local workforce by 2025. Companies expanding into the Kingdom are often wary of making mistakes. Managers need candidates who can handle both business demands and compliance with local quotas. That’s where pilot hiring—via an EOR—lets you run a limited program for 3–12 months, with workers recruited directly in KSA and paid in SAR, without triggering permanent establishment (PE) risks.
If you need more details on how this scenario works on the ground, EWS Limited’s dedicated Saudi EOR guidance provides full coverage for everything from payroll to exit management, keeping you focused on results.
The UAE continues to attract multinational investment, while tightening Emiratisation rules. Starting in 2024, even mid-sized firms are required to have at least one Emirati national on staff under threat of monthly penalties. At the same time, industries like tech, finance, and cybersecurity still rely on highly skilled global professionals.
Through an EOR contract, companies can:
The UAE Employer of Record solution ensures legal compliance for pilot hiring, covering payroll, visas, and employment contracts while you remain in control of daily tasks.
Qatar combines an emerging local workforce with an ambitious nationalisation plan (target 20%). For most foreign companies, trialling candidates—especially in areas like IT, energy, or services—before incorporating can bring savings and flexibility.
An Employer of Record handles all project-based or limited-term contracts locally so you can decide what—or who—fits your vision before making a long-term move. Learn more about Employer of Record in Qatar for test hiring of local and expat workers.
While Saudi, UAE, and Qatar see the most activity, Kuwait and Oman are following similar paths. I’ve seen growing requests to try new workers in these locations to assess viability, reach localisation targets, and measure market fit. The Kuwait EOR solution and Oman EOR solution support businesses at every stage of the pilot-to-permanent hiring journey.
What I notice is that companies can experiment with hiring in one GCC market, then replicate success in others quickly—with a single point of contact.
The EOR approach for trial hires is built on simplicity, compliance, and speed. Here’s where I see it transforming risk into opportunity:
Some companies ask if EOR trial employment “counts” toward localisation quotas or compliance targets. The answer is: Yes—EOR hires are fully legitimate in the eyes of GCC ministries, provided the EOR partner is registered and local contracts are in place.
Saudi Arabia, the UAE, and Qatar continue to pursue ambitious workforce localisation goals. At the same time, private sector employers often need expertise that is not always available locally—especially in rapidly changing areas like technology or cybersecurity.
Reports of 658.7% growth in private-sector employment of GCC citizens in Saudi’s private sector in 2023 reveal how mobile the talent market has become. At the same time, companies want the option to hire outside their home market, try out cross-border staff, and build diverse teams.
Using an EOR gives companies a way to legally and efficiently meet quotas while also gaining access to specialist talent that may be regionally or internationally sourced.
As a result, organisations can “test drive” talent—from local nationals to neighbouring GCC country candidates and seasoned expatriates—without fear of legal or financial missteps.
I find that careful companies ask smart questions before launching any trial hiring initiative. Here are some of the key points they examine:
For each of these questions, EWS Limited acts as both guide and point of control. Our multi-country coverage, up-to-date legal protocols, and transparent local partnerships mean answers are always clear and up-to-date.
If you’re thinking of piloting new talent in Saudi Arabia, UAE, or Qatar, this is how you might proceed:
This process balances the freedom to experiment with talent against the safety net of unwavering compliance.
I have advised companies who ran several “waves” of hiring before deciding on a full launch, adapting the approach in real-time with zero delays or legal headaches.
Let me give a few anonymised examples from my own experience, showing how companies navigate GCC test hiring through an EOR solution.
A fast-growing European IT group wanted to land its first deals in Qatar, but wasn’t sure if local demand justified a branch office. They used our EOR service to employ two account managers and a tech support engineer for nine months. This rolled out with fully local contracts in compliance with Qatari regulations. At the end, one contract was extended, another converted to a direct hire, and the firm opened its entity—confident and data-backed.
An established cybersecurity vendor (“Series C”) used EWS Limited’s EOR in the UAE to place six regional staff on short-term contracts. This minimized risk, gave full flexibility, and showed investors a proven path to scaling. After 18 months, the unit had grown to 16 and transitioned to full subsidiary status—precisely because the pilot could be adjusted with zero penalty if results fell short.
A global engineering player wanted to win major public contracts but needed to show compliance with Saudi nationalisation quotas. By using our EOR model, they hired local talent for a three-month test run, met Nitaqat requirements, and won crucial bids before setting up their local company.
It’s fair to recognise where EOR pilot hires work best—and where they don’t. In my experience:
From all that I’ve observed, here are my core tips for company leaders wanting to try GCC talent before permanent investment:
“Flexibility and protection: the formula behind every smart talent pilot in the GCC.”
With over two decades working in international hiring, I can honestly say that the EOR model suits a wide variety of scenarios—from the smallest pilot team to a full transitional launch in multiple GCC countries.
Testing new hires in the GCC by using Employer of Record solutions means companies can recruit, assess, and select the very best people—before they commit to permanent investment. It is a swift, compliant, and cost-aware way to learn what works and make decisions based on facts, not guesswork.
EWS Limited specialises in guiding businesses through hiring pilots—whether the need is in Saudi Arabia, the UAE, Qatar, Kuwait, Oman, or across the broader GCC. We combine legal expertise, local insight, and a single point of contact for all your hiring needs.
If you’re ready to see how a tailored pilot hire could support your GCC expansion, I invite you to connect with EWS Limited today. Discover the confidence and clarity that come with knowing your hiring decisions are well-informed, compliant, and ready for future growth.
A test hire in the GCC refers to employing a local or expatriate worker for a limited period, using an Employer of Record or similar arrangement, to assess performance, fit, and business potential before creating a full legal entity or making a long-term commitment. These contracts give companies flexibility to evaluate talent on the job, while remaining compliant with labour laws in countries like Saudi Arabia, UAE, Qatar, and others.
Recruiting temporary talent in the GCC often involves working with a trusted Employer of Record provider, such as EWS Limited, who can legally employ individuals on your behalf. You select your candidates, agree on the contract length and terms, and your EOR partner handles local paperwork, payroll, and employee onboarding. This lets you test candidates’ performance while staying free of permanent establishment risk.
Testing talent before making a permanent hire allows companies to avoid costly mistakes, assess real-world skills, and make informed hiring decisions with minimal risk. Especially in complex or unfamiliar markets, running a pilot hiring program can uncover challenges or confirm talent fit—helping ensure long-term team success.
EOR in the GCC enables companies to hire quickly, stay fully compliant, and minimize setup costs by outsourcing payroll, visas, and contracts to a registered local partner. This means you can expand into new markets, recruit staff, and try out business models before setting up your own company—while remaining protected against fines or compliance failures in countries with strict employment regulations.
The cost of test hiring in the GCC varies by country, job role, and contract length. Typical fees include salary, statutory employer costs (such as taxes and social security), and a monthly EOR management fee. While this upfront cost is often higher per month than direct employment, the savings from not establishing a local entity, avoiding potential compliance penalties, and gaining agility usually outweigh the difference—especially for short- to mid-term pilots.
GCC Hiring Compliance Update: What’s Changing in 2026
How to Hire in Turkey in 2026: A Strategic EOR Guide
Why modern recruitment agencies outsource compliance to EOR partners
How adding an EOR partner helps agencies win more RFPs
EOR Opportunities in Poland: Why It’s Europe’s Talent Powerhouse
Cross-Border Hiring Trends for 2026: Insights for Global Recruiters
How to Build a Scalable Payroll Strategy Across MENA
Contractor vs Employee in Germany: What’s the Risk in 2026?
“Place globally, bill locally” — the new recruiter cheat code
Top 5 Compliance Mistakes When Expanding to the UAE
Why EOR is Key to Winning Public Sector Tenders in Europe
Growth formula for agencies using EOR to expand key accounts
How EOR helps recruiters stay ahead of fast-changing GCC compliance
Employer of Record in Mandarin: What is 境外雇主服务？
How to Use an EOR for Temporary Projects (中国公司如何为短期海外项目使用EOR服务)
Why “Go Global” Must Include Compliance (“走出去”战略中的合规盲点)
中资企业如何选择欧洲EOR供应商？(How to Choose the Right EOR Partner in Europe)
与当地政府打交道：中国公司需要了解的合规礼仪 (Cultural Compliance for Chinese Firms)
中国公司海外人力结构案例分析：制造业、科技与能源 (HR Case Studies: Chinese Firms Abroad)
How Guanxi Influences Hiring in the Middle East (关系在中东招聘中的作用)
Top 5 Risks When Hiring in the Gulf (中国企业在海湾地区招聘的五大风险)
Managing Compliance in Multi-country Projects (中国企业多国项目的人力合规管理)
The $100K Visa Shock: Why Global Hiring Just Replaced the H-1B
How to Set Up Payroll For Hpc And Ai Teams
Contracting Machine Learning Talent Abroad
Everything on Hiring Foreign Phds In German Tech Labs
Cross-Border Ip Protection In R&D Teams
How To Classify Freelancers In Tech Innovation
How Eor Helps Tech Firms Legally Hire In Germany
Dual Contract Structure For International Researchers
Data Protection Obligations For Remote Tech Staff
Germany Research Visa Vs Skilled Worker Visa
Everything on Nis2 Directive Compliance For Eu Tech Workers
Global Mobility For Deep Tech Startups In Germany
Payroll For EU Embedded Systems Developers
Relocation Support For Semiconductor Experts on EU
The Absolute Way to Hire Ai Engineers In Germany
How to Manage Benefits For German Tech Hires
Germany’S Blue Card Process For Engineers
Everything on Germany R&D Employment Compliance
Remote Hiring Of Cybersecurity Analysts In Eu
Visa Pathways For Quantum Computing Researchers
Onboarding Robotics Specialists Across EU Borders
Workforce Planning In Ai-Driven Logistics And Infrastructure
Visa Processing For High-Tech Infrastructure Staff
Managing Global Mobility In Sustainable City Projects
Cross-Border Team Management In Saudi Data Centers
Hiring Skilled Labor For Green Hydrogen Facilities
Digital Twin Technology Hiring Trends In Saudi Construction
Employer Obligations In Public-Private Energy Initiatives
Navigating Local Labor Laws For Solar Energy Teams
Talent Acquisition In The Saudi Mining Sector
Eor Solutions For Ai Engineers In Mega Projects
Regulatory Challenges In Hiring For Giga Construction Projects
Contractor Compliance In Smart City Developments
Classification Of Engineering Consultants In Vision 2030 Projects
How To Manage Workforce For Neom-Based Tech Projects
Eor For Multinational Mining Firms Operating In Saudi Arabia
Employer Of Record For Wind Energy Projects In The Gulf
Relocation Logistics For International Clean Energy Experts
Hiring Strategies For Large-Scale Construction Projects In Ksa
How To Onboard Digital Infrastructure Experts In Saudi Arabia
Payroll Setup For Renewable Energy Workers In Ksa
Strategic Relocation To Riyadh Or Doha: A Guide for Global Employers
Work Visa Processing In Qatar And Saudi Arabia
Qatar Nationalization Policy And Foreign Firms
Cost Of Setting Up A Business In Qatar: A Guide for Global Employers
Saudi Labor Court And Dispute Handling for Global Employers
Cross-Border Payroll For Ksa And Qatar Teams
End Of Service Benefits Saudi Arabia: A Guide for Global Employers
How To Manage Expat Benefits In Qatar for Global Employers
Expanding Into New Markets: Vendor Risks You Should Flag
A Guide to Cross-Border Equity Vesting for Tech Startups
Employer Branding for Multinational Teams: What Works Now
What Global C-Level Leaders Miss About Digital Nomad Visas
Succession Planning for Distributed Teams: A Practical Guide
Relocation Budgeting For Global Tech Firms
Latam Hiring Strategy: What Global Companies Should Know
Risk Of Permanent Establishment Explained
Managing Intellectual Property In Remote Work
Benefits Benchmarking Globally for Global Companies
How to Benchmark Compensation Across 100+ Countries in 2025
Checklist: Preparing HRIS for Fast International Scalability
Biometric Data in Global Payroll: Legal Boundaries Explained
8 Regulatory Updates Impacting Global HR in 2025
What are Hidden Costs of In-House Payroll?
Why Companies are Thinking Differently About Relocation
Is Your Global Mobility Program Outgrowing Spreadsheets?
Remote Work Visas: A Growing Trend in Global Mobility
Hiring in Europe Post-Brexit: What You Need to Know
Tips for Managing Multi-Time Zone Teams Successfully
Relocation Packages: What Top Talent Expects in 2025
Banking and Payroll Challenges in Saudi Arabia Markets
The Legal Risks of Misclassifying Global Workers
Why Scalability Should Drive Your Global HR Strategy
How EWS Streamlines Global Mobility for Tech Talent
Lithuania – Employer of Record
Kosovo – Employer of Record
Finland – Employer of Record
Namibia – Employer of Record
Nepal – Employer of Record
Spain – Employer of Record
Latvia – Employer of Record
Ireland – Employer of Record
Cyprus – Employer of Record
Czech Republic – Employer of Record
Italy – Employer of Record
Indonesia – Employer of Record
South Africa – Employer of Record
Tunisia – Employer of Record
Bosnia – Employer of Record
Moldova – Employer of Record
Five Tips For Improving Employee Engagement
Netherlands – Employer of Record
Germany – Employer of Record
France – Employer of Record
Portugal – Employer of Record
Bulgaria – Employer of Record
Austria – Employer of Record
Hungary – Employer of Record
Slovenia – Employer of Record
INCLUSIVITY IN THE TEAM MAKES EVERYONE WIN
Thailand – Employer of Record
Sri Lanka – Employer of Record
The Significance of an Employer of Record
Greece – Employer of Record
Mexico – Employer of Record
4 Reasons to Outsource Your Payroll
Five Recruitment Trends 2023
Malaysia – Employer of Record
Skill-Based Hiring and Benefits
Malta – Employer of Record
How To Practice Inclusive Recruitment
Israel – Employer of Record
Macedonia – Employer of Record
Jordan – Employer of Record
Macau – Employer of Record
Peru – Employer of Record
The Importance of Employer Branding
Bahrain – Employer of Record
South Korea – Employer of Record
Recruiting during a recession
Philippines – Employer of Record
USA – Employer of Record
Japan – Employer of Record
How To Setup A Business in 2023
Norway – Employer of Record
Managing Overseas Projects In 2023
Reason Of Expanding Your Workforce Globally
Croatia – Employer of Record
Colombia – Employer of Record
5 Ways To Speed Up Your Hiring Process
Egypt – Employer of Record
3 Ways To Streamline An Interview Process
Russia – Employer of Record
Saudi Arabia – Employer of Record
Hong Kong – Employer of Record
An Effective Hybrid Work Model
Turkey – Employer of Record
UAE – Employer of Record
Pakistan – Employer of Record
7 Things to Consider Before Accepting a Job
Kazakhstan – Employer of Record
3 Reasons to Encourage Employees to Generate Employer Brand Content
Denmark – Employer of Record
Sweden – Employer of Record
Bangladesh – Employer of Record
Kuwait – Employer of Record
How To Hire In The Age Of Hybrid Working
Australia – Employer of Record
Oman – Employer of Record
Qatar – Employer of Record
Ukraine – Employer of Record
Diversity – A Vital Hiring Strategy
Owning Every Moment of Your Hiring Experience
Serbia – Employer of Record
Maldives – Employer of Record
India – Employer of Record
Argentina – Employer of Record
Uzbekistan – Employer of Record
Belarus – Employer of Record
Brazil – Employer of Record
Chile – Employer of Record
Armenia – Employer of Record
3 Steps To Company Formation In The UK & Abroad
Romania – Employer of Record
Canada – Employer of Record
Morocco – Employer of Record