The operational technology (OT) cybersecurity space in the Middle East is growing fast. From national oil companies to advanced manufacturing and smart cities, organizations are investing heavily to secure their operational environments. But there’s a clear challenge. Demand for skilled talent, especially in hybrid IT/OT roles and industrial system security, is outpacing supply.

At Aspire Technology, we work with global consultancies, OT cybersecurity vendors, and critical infrastructure operators every day. We keep seeing the same issue, hiring the right OT talent is tough, expensive, and slow, unless it’s done with precision and the right strategy. Generic cyber hiring strategies don’t work when you’re dealing with SCADA, safety systems and nationalization requirements.

The hiring challenge: what’s really going on

A global talent shortage
As of 2024, there are 4.8 million unfilled cybersecurity positions worldwide – a 19% increase over the previous year. This gap is especially wide in specialized fields like OT security, where experience with ICS, SCADA, and vendor-specific platforms is critical.

Regional pressures in the Middle East
Initiatives like Saudization and Emiratization are creating strong momentum toward a locally driven cybersecurity workforce. But for niche OT roles, the talent just isn’t available at the scale or speed needed. The reality? Most organizations need a dual-track approach:

– Bring in skilled professionals from global talent markets to meet immediate needs
– Invest in building up the local talent pool through mentorship, training, and upskilling.

What’s working

At Aspire Technology, we’ve built international pipelines across Europe and Internationally to quickly access OT cybersecurity professionals with industrial experience. Our candidates are pre-vetted for both technical fit and cultural alignment. This allows organizations to fill urgent roles fast, minimizing project delays and reducing internal team burnout.

By sourcing offshore and contract professionals, companies also gain flexibility in scaling their cyber functions, controlling costs, and accessing niche expertise without long-term commitments. At the same time, we help keep nationalization goals on track by pairing international hires with structured programs to mentor and develop local talent.

What OT Cyber talent actually wants

Top OT professionals aren’t just looking for high salaries. They’re seeking roles where they can have real impact—think AI-driven detection, OT-specific threat response, and vendor-integrated platforms.

What makes a role attractive:

– Clear growth paths (leadership, regional influence, or tech specialization)
– Training budgets and certifications
– Ownership of major, business-critical projects
– Relocation support and onboarding that feels personal.

If you’re not offering these, top candidates are moving on.

Trends shaping OT Cybersecurity hiring

AI and Machine Learning in OT
As more OT environments adopt AI for real-time detection, predictive maintenance, and analytics, there’s rising demand for cyber professionals with both industrial and data science know how.

Cyber GRC for critical infrastructure
Regulations like KSA’s NCA and UAE’s NESA are driving demand for cybersecurity professionals who understand both governance frameworks and OT systems.

Bringing OT into the SOC
Companies need talent who can make tools like Splunk or QRadar effective in OT environments, translating raw data into clear, actionable insights that operations teams can actually use.

What hiring managers need to know

Move quickly or miss out
Top OT cyber candidates don’t stay on the market for long. If they’ve got experience with ICS/SCADA or specific platforms, someone else is already talking to them. Long decision cycles cost you the best people. Look for talented professionals with:

– Experience with tools like Nozomi, Claroty, or Fortiphyd
– Protocol knowledge like Modbus, DNP3, OPC-UA
– Familiarity with NCA/NESA requirements for OT-focused GRC roles.

Top talent has options
Experienced professionals are rarely desperate. If your hiring process feels slow, vague, or low priority, they’ll disengage. Most are managing multiple offers, and they’ll go with the company that feels serious and clear about the opportunity.

Over customized roles stall
Trying to hire one person to do red teaming, compliance, and network architecture rarely works.

Interviews shape perception
Candidates assess the company just as much as the company assesses them — the process must reflect the seriousness of the role.

It’s about precision, not volume

In OT cybersecurity, success comes from hiring with precision. You need to know where your skill gaps are, what’s changing in the technology and regulatory landscape, and how to balance urgent needs with long-term talent development.

The organizations making real progress are the ones with a strategy, combining experienced global talent with the development of strong local teams. That’s exactly how we support our clients at Aspire Technology, by aligning hiring with business outcomes and national goals.

If you’re scaling your cyber function or rethinking your approach, let’s talk.

Our specialized recruitment methodology is designed to help you build recruitment strategies that help you build resilient OT cybersecurity teams, today and for the future.