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RAG isn’t just about chatbots. It’s powering compliance, decision-making, and innovation across industries.

When a world-leading technology innovator was engaged to support a nationwide integrated communications and information system, success hinged on more than advanced platforms, it depended on people.

Across the GCC, there’s massive momentum around adopting cutting-edge technologies — AI, digital twins, autonomous systems, cyber platforms, predictive maintenance, advanced analytics, all of it.

Following a successful Series A funding round, our client faced a complex recruitment challenge. They needed to attract top-tier AI and machine learning engineers, from a highly competitive and largely passive talent pool.

The OT cybersecurity space in the Middle East is growing fast. But there’s a clear challenge and demand for skilled talent.

A recent report by The National revealed that Dubai rents have climbed by as much as 22% year-on-year, reflecting surging demand and continued population growth. Dubai’s population reached 3.915 million by the end of 2024 — up from 3.1 million in 2021 — a staggering increase driven largely by young professionals arriving in pursuit of opportunity.

The Middle East is undergoing a profound digital transformation and Dubai is leading the charge. With a bold ambition to double its economy within a decade, the emirate is positioning itself as a global hub for innovation and technology. The employer landscape in the Middle East is diversifying.

When a leading IT solutions provider in Saudi Arabia set out to support the Kingdom’s Vision 2030 through large-scale digital transformation, they knew they needed more than just tools – they needed the right people, with the right expertise, at the right time.

Recruitment is one of the biggest challenges for startups and scale-ups, especially when financial resources fluctuate between funding rounds. Whether you’re at Series A or Series D, the ability to attract and retain top talent can make or break your growth trajectory.

Our client expanded its operations across Europe, they faced significant recruitment challenges. The hiring manager was solely responsible for scaling up operations while managing recruitment. The company was struggling to find suitable candidates for highly specialised roles, particularly for two project management positions and a clinical coding specialist.