Hiring for Mega Projects in KSA: How to Scale Teams Fast and Compliantly

Vision 2030 is huge. Like, actually massive. It includes NEOM, The Line, Red Sea Global, Qiddiya, and Diriyah. Capital inflow into the sector is steadily increasing. Intense demand for skilled talent is being created just by the pace of mega projects.  As a business, you may like to quickly assemble your team, stay on budget, and keep projects moving.

But the reality is different. Endless paperwork, visa and Saudisation rules that change overnight, candidates disappearing mid-process, and deadlines breathing down your neck. 

Managing these challenges needs a strategic move. It is important to understand how teams can be scaled efficiently and how recruitment agencies can provide support when needed to keep projects on track.

Let’s have a look. 

Common Challenges When Scaling Teams Quickly

If you are already scaling your team, you may be familiar with how challenging and time-consuming the process can be without the assistance of the best recruiter in Saudi Arabia.

1. Saudisation Pressure

Saudisation isn’t just a target on paper. The government requires a certain percentage of Saudi nationals in your workforce.

For senior or specialised roles, hitting these numbers can be tricky. Planning late usually means scrambling to find qualified Saudi candidates.

2. Job Platforms Give Quantity, Not Quality

Platforms like Qiwa or Shahin are where companies post official job ads.

They often deliver hundreds of applications, but most don’t match the skills or experience required. Sorting through them consumes valuable time.

3. Expat Hiring Is More Than Finding Talent

You may identify strong candidates abroad, but visas and work permits must match job titles and salary levels exactly.

Any mismatch causes delays or rejections, and you are back to square one.

4. Contracts Must Follow Regulations

After hiring, employment contracts must be properly registered in Qiwa. Errors or rushed submissions can lead to approval issues later.

5. Visa and Iqama Management Is Ongoing

Iqama (residence permit for expatriates) requires renewals and accurate documentation. Missing renewals can create major compliance issues and prevent employees from legally working.

6. Training Saudi Nationals Takes Time

Waiting until peak construction to begin training or hiring Saudi talent often means they won’t be ready when needed.This is just the normal reality of large-scale hiring in Saudi Arabia. The companies that keep projects on track are the ones that start early:

• They identify and begin training Saudi talent well in advance

• Or they work with recruitment agencies that already have pre-screened, partially trained candidates ready to step in

Practical Steps to Keep Teams Moving

There is no single solution. Successful teams follow consistent practices.

1. Plan Your Workforce Early

Start thinking about people early.

You don’t need a perfectly detailed plan. Just ask:

• How many people do we actually need?

• When will we need them?

Doing everything at the last moment leads to disaster. It disturbs the whole system and eventually leads to rushed decisions. 

2. Integrate Saudisation from the Start

Nitaqat rules are strict and non-negotiable. Construction and engineering usually need ~35% Saudis in mid/senior roles. Tourism, hotels and entertainment often need 45%+ in customer-facing jobs.

Don’t wait until HR says there’s a problem. That’s already too late. Smart companies build a list of Saudi candidates early.

Even if they’re not ready yet, having contacts ready makes things much easier and less stressful when you need to grow fast.

3. Use Multiple Sourcing Channels

Senior and specialised roles rarely come from standard portals alone.

Hiring teams often rely on:

• LinkedIn

• GulfTalent

• Industry networks

• Events and referrals

Most companies that are serious about speed eventually pass this part to recruitment agencies or an experienced partner

4. Screen Efficiently

Managing high volumes of CVs, tests, and interviews across locations can slow hiring. Successful teams implement early filters:

• Technical assessments

• Short screening calls

• Practical tests

Long shortlists slow the process. Efficient pre-screening keeps hiring timelines realistic.

5. Focus on Onboarding and Integration

A hire is not productive on day one.

They need:

• Site induction

• Safety briefings

• Clear reporting lines

• Support during initial weeks

A structured 4–8 week onboarding cuts mistakes, speeds up productivity, and helps people stay longer.

6. Monitor Compliance Continuously

Saudisation, visas, Iqamas, GOSI, and contracts, none of it is "set it and forget it." You have to stay on top of renewals and status checks regularly. If you miss even one renewal or document, it can stop or delay the whole project. To stay safe and avoid problems:

• Do regular compliance checks

• Use a digital HR system to track everything

• Or work with a recruitment agency that handles these things for you

Final Thoughts 

Mega projects in Saudi Arabia move fast. Hiring must move just as fast, without cutting corners. The real challenge is not simply finding people. It is finding the right people at the right time, while meeting Saudisation rules and staying compliant. That balance is where most companies struggle. Many organisations work with recruitment partners for exactly this reason: lower risk, faster progress, and fewer regulatory surprises. It’s not about hiring the fastest. It’s about hiring in a way that keeps both the project site and the compliance team satisfied. You can connect with us to scale your team fast and compliantly.

FAQs

1. Why does hiring for mega projects in Saudi Arabia take longer than expected?

Hiring in Saudi Arabia involves compliance layers. Saudisation, visas, contracts, and onboarding operate at different speeds. A delay in one step impacts the entire process.

2. Is Saudisation mandatory for all companies?

Yes. Every company must meet Saudisation (Nitaqat) targets. The required percentage depends on sector and role type. Failing to meet quotas can block visas and approvals.

3. Are platforms like Qiwa and Shahin sufficient for hiring?

They are necessary but not sufficient. They provide volume, but additional sourcing channels are typically required to secure the right talent.

4. Why do visa and work permit applications get delayed?

Small inconsistencies often cause delays. Job titles, salary levels, or role classifications must match official requirements precisely.

5. When should hiring planning begin for large projects in KSA?

As early as possible. Delayed planning increases pressure, leads to rushed decisions, and raises compliance risks.