Published on and written by Cyril Jarnias
Saudi Arabia is redefining its economic model at a pace rarely seen elsewhere. Driven by the Vision 2030 program, the Middle East’s leading economic power is seeking to break free from its dependence on oil, develop new sectors—from artificial intelligence to luxury tourism—and attract foreign talent on a massive scale. For expatriates, this translates into a dynamic, well-paid job market, but one that is heavily regulated and culturally very specific.
A Changing Economy Opening the Door to International Talent
At the heart of this transformation, Vision 2030 sets ambitious goals: increasing the private sector’s share of GDP, diversifying non-oil exports, boosting foreign investment, and creating millions of jobs. The country aims to reduce unemployment among Saudi nationals to 7% (or even 5% according to revisions), while continuing to rely on a large international workforce.
66
This is the percentage of the total workforce that is foreign in Saudi Arabia.
Despite an active policy of job nationalization, demand for foreign skills remains high. Many Saudi graduates are not trained in the most sought-after fields (IT, engineering, data, healthcare, etc.): over 60% of students pursue programs that do not align with market needs. At the same time, growth in non-oil sectors exceeds 4% per year, and over one million new jobs are expected by 2030.
This context explains why Saudi Arabia ranks very high in expatriation indexes. In the InterNations 2024 “Working Abroad” Index, the country ranks second in the world for career prospects and salaries, with an overall very positive perception of career opportunities.
Sectors Hiring the Most Expatriates
Saudi Arabia is no longer just synonymous with oil and construction. Under the influence of Vision 2030, the talent demand structure is gradually shifting towards higher value-added sectors.
Technology, Artificial Intelligence and Data
The country wants to become a digital power and a leader in AI in the Arab world. Investments in digital infrastructure are massive: the Saudi data center market is estimated at $1.9 billion in 2024 and is expected to reach $3.9 billion by 2030. A strategic public company, Humain, supported by the sovereign wealth fund PIF, is building data centers in Riyadh and Dammam, with a capacity of 100 MW each at launch and a target of 1.9 GW by 2030, utilizing tens of thousands of next-generation chips.
This technological shift translates into an explosion in demand for specialized profiles:
– Cloud engineers (AWS, Azure, Google Cloud), sovereign cloud architects, network engineers,
– AI and machine learning experts (Python, predictive models, data science),
– Cybersecurity specialists (CISO, security engineers, GRC experts),
– Web and software developers (Python, Java, JavaScript, C++, modern frameworks),
– Natural language processing engineers for developing large Arabic-language AI models (like ALLAM).
246000
A specialized technology role in Saudi Arabia can reach an annual salary of 246,000 SAR.
Energy, Oil, Gas, and Renewables
Oil remains an economic pillar, but the strategy is now twofold: optimizing traditional energy activities and heavily investing in renewables (solar, wind, green hydrogen, CO₂ capture).
Major companies like Aramco or SABIC, as well as the kingdom’s mega energy projects, create continuous demand for:
– Petroleum engineers and geologists,
– Renewable energy and smart grid experts,
– Process engineering and industrial safety specialists,
– Project managers for large energy complexes.
Salaries in oil & gas can range from 18,000 to 50,000 SAR per month depending on expertise and seniority. A petroleum engineer can earn an average of 19,000 SAR monthly, with total annual packages potentially ranging from 360,000 to 900,000 SAR.
Construction, Engineering, and Mega-Projects
The iconic projects of Vision 2030 – the futuristic city NEOM, the Red Sea Global tourism project, the Qiddiya entertainment city, the upcoming 2030 Expo in Riyadh – represent over $1 trillion in real estate and infrastructure projects. NEOM alone could mobilize over 200,000 workers during the construction phase.
The need for civil engineers, mechanical engineers, electricians, project managers, and BIM specialists is considerable. Manufacturing and construction already account for more than half of new hires of Saudis, and the use of qualified expatriates remains essential to lead these world-class projects.
Good to know:
A construction project manager can expect an average compensation of around 12,000 SAR per month. On mega-projects, salary packages frequently exceed this amount and often include significant benefits in kind, such as housing, a company vehicle, and bonuses.
Finance, Banking, Accounting, and Legal Services
With the rise of Riyadh as a financial center and regional investment hub, finance and advisory profiles are highly sought after:
– Investment bankers, financial analysts, chief financial officers,
– Compliance, taxation, audit specialists (Big Four: PwC, KPMG, Deloitte, etc.),
– Lawyers and Saudi business law experts.
Executive positions (CFO, finance directors, treasury managers) can reach or exceed $180,000 to $190,000 per year. Investment bankers or IT directors in finance show monthly ranges often between $15,000 and $40,000 for high-level international profiles.
Healthcare, Pharma, and Healthcare System Transformation
Healthcare is one of the major areas of transformation: the sector is shifting from a purely “service” model to a true health industry, with goals of moving upmarket, digitalization, and integrating genomics and telemedicine.
Healthcare spending in the Gulf is expected to reach $159 billion by 2029, with Saudi Arabia driving the highest growth (CAGR of 8.8%). Thousands of new hospital beds are planned, including over 8,500 in the kingdom alone.
The demand for expatriates focuses on:
– Specialist physicians (oncology, geriatrics, chronic diseases),
– Surgeons, dentists, orthodontists,
– Pharmacists, bioinformaticians, genomic data analysts,
– Qualified nurses and hospital management executives.
33000
A surgeon can earn nearly 33,000 SAR per month in Saudi Arabia, making it one of the highest-paid professions in the country.
Tourism, Hospitality, Entertainment
With the goal of attracting 100 million visitors per year, tourism is becoming a key lever. Projects on the Red Sea coast, cruises (around 50,000 anticipated jobs), new hotels (315,000 additional rooms planned), and leisure sites create cross-functional needs:
– Hotel managers, F&B managers, executive chefs,
– Marketing and sales specialists for hospitality,
– Operations managers in leisure parks (Qiddiya, etc.).
Jeddah, with its more relaxed image and position as a gateway to Mecca, is particularly attractive to hospitality profiles, while Riyadh concentrates headquarters and corporate functions.
Education, Training, and International Education
Population growth, the middle class, and the desire to attract expatriate families are increasing demand for multilingual teachers and school leadership. UNESCO estimates the country may need over 200,000 additional teachers by 2030.
International schools (British, American, IB, bilingual curricula) are looking for:
– Qualified teachers (math, science, English, IT),
– Curriculum coordinators and school principals,
– Specialists in inclusive education and EdTech.
Salaries for a teacher generally range from 6,000 to 20,000 SAR per month depending on the school, experience, and subject, often with housing, annual airfare, and health insurance.
Salaries, Purchasing Power, and Expatriate Packages
One of the main attractions of the Saudi market for expatriates is the combination of high salaries and no income tax. The country levies no personal tax on salaries, and there is no wealth tax, inheritance tax, or municipal tax. Only VAT (15%) applies to certain goods and services, along with specific excise taxes on products like tobacco, energy drinks, or sodas.
Typical Salary Levels
Available data shows a generally generous salary structure for qualified expatriates:
| Profile Type | Typical Monthly Salary (SAR) |
|---|---|
| Young Western Professional (entry-level) | 15,000 – 20,000 |
| Mid-level Western Profile | 25,000 – 35,000 |
| Senior / Executive (Western) | 40,000+ |
| Mid-level Executives (estimated global average) | ≈ $188,000 / year (all benefits) |
| “Comfortable” salary for an expatriate | 15,000 – 25,000 |
| Single expatriate in Riyadh (sufficient level) | 8,000 – 10,000 |
| Family in Riyadh (comfortable level) | 15,000 – 20,000 |
By sector, several ranges stand out:
| Sector | Monthly Salary Range (SAR) |
|---|---|
| Oil & Gas | 18,000 – 50,000 |
| IT & Technology | 15,000 – 45,000 |
| Engineering | 20,000 – 45,000 |
| Healthcare | 12,000 – 35,000 |
| Cybersecurity (Expert) | 18,000 – 30,000 |
| Cloud / Network (Engineer) | 15,000 – 20,000 |
Annual raises remain relatively modest – mostly between 2% and 5% – but the rise in demand for digital and cybersecurity profiles suggests stronger increases (up to 10-15% for some high-shortage roles).
Cost of Living and City/Lifestyle Trade-offs
Even though compensation is attractive, the cost of living, especially for housing and international schooling, can eat up a significant portion of an expatriate family’s budget.
Good to know:
Riyadh, the political and financial capital, is the most expensive city in Saudi Arabia. In comparison, Jeddah, located on the Red Sea, is generally less expensive.
| Indicator (index or % vs Riyadh) | Riyadh | Jeddah |
|---|---|---|
| Overall Cost of Living Index | 47 | 43.8 |
| Rent (compared to Riyadh) | Reference | – ~54% |
| Cost of Living Excluding Rent | Reference | – ≈ 13% |
| Global Rank (cost of living) | 3418th | 4809th |
Concretely, a one-bedroom apartment in central Riyadh typically rents for between 3,000 and 5,000 SAR, while an equivalent in Jeddah is around 2,500 to 4,000 SAR. Larger families often opt for villas or three-bedroom apartments in secure compounds, with monthly rents easily exceeding 9,000 SAR in Riyadh.
Other expenses are more reasonable compared to major Western capitals: fuel remains cheap (just over 2 SAR per liter), and utilities (electricity, water, air conditioning, internet) vary around 300 to 800 SAR per month depending on the season. Groceries cost on average between 1,000 and 1,800 SAR per person per month.
The real adjustment variable for families remains international schooling, which can charge 45,000 to 100,000 SAR per year in Riyadh and slightly less in Jeddah. That’s why serious employers often include an “education allowance” in their packages.
Social Benefits and Standard Bonuses
The Saudi legal framework imposes a number of minimum rights, to which optional benefits are added that companies offer to attract and retain talent.
On the legal side, these notably include:
– 21 days of paid annual leave (increased to 30 days after 5 years),
– Paid sick leave up to 120 days with a decreasing rate,
– 12 weeks of maternity leave, 3 days of paternity leave,
– Leave for marriage, bereavement, and pilgrimage (Hajj),
– Mandatory private health insurance for the employee and dependents,
– End-of-Service Benefit equivalent to half a month’s salary per year for the first five years, then a full month per subsequent year,
– GOSI contribution for expatriates (2% employer-paid for occupational hazards).
In practice, many companies add: the necessary details to follow market trends.
– Housing allowance (or fully covered housing),
– Transportation allowance or company vehicle,
– Annual airfare to return to the home country,
– Partial coverage of school tuition fees,
– Performance bonuses and annual bonuses,
– Domestic help (driver, nanny, house staff).
Expatriates are thus offered very comprehensive “family” packages, particularly in highly competitive sectors (finance, healthcare, IT, energy).
An Open Market But Closely Regulated by Saudization
While doors are wide open for sought-after profiles, it’s important to remember that the political priority remains the employment of Saudis. The Saudization program, also called Nitaqat, imposes quotas of nationals that each company must meet, under penalty of sanctions.
How Saudization Works for Employers and Expatriates
The system classifies companies by sector, size, and percentage of Saudi employees. The best companies, in “Platinum” or “Green” categories, benefit from administrative advantages, while those in “Red” or poorly rated categories have restricted access to new work visas.
Several mechanisms directly influence recruitment strategy:
Good to know:
Some sectors like sales or customer relations are subject to quotas for Saudi labor, which can reach 50%. In this calculation, Saudi workers with disabilities count for multiple full-time equivalents, and citizens of other Gulf Cooperation Council (GCC) countries are considered as Saudis.
For expatriates, this means two things: low-skilled positions are increasingly “closed” or limited, while highly technical or strategic roles remain very open, as the local workforce is not yet sufficient. Foreign profiles that combine technical expertise and the ability to train Saudi teams are at the heart of the Vision 2030 strategy.
Sponsorship System (Kafala) Reforms and Professional Mobility
Until recently, the sponsorship system (kafala) strongly tied the foreign worker to their sponsoring employer. Since 2021, profound reforms have been undertaken:
Tip:
Expatriates can change employers without the explicit consent of their current sponsor at the end of their contract. A transfer is also possible after one year of service, subject to a 90-day notice period and meeting certain conditions. Specific mechanisms exist to facilitate an employer change in case of unpaid wages for three consecutive months or non-renewal of the work permit.
These transfers are done through the Qiwa digital platform, which centralizes most official HR procedures. The rules remain strict, but the balance of power has slightly shifted in favor of the employee, especially for highly qualified profiles.
In parallel, a “premium residency” program without a sponsor now offers a more independent path for investors, entrepreneurs, property owners, and certain strategic talents, in exchange for significant investments (several hundred thousand riyals) or real estate value thresholds.
Visas, Iqama, and the Expatriate Administrative Process
Working in Saudi Arabia involves navigating a highly structured immigration system where the employer plays a central role. There is no autonomous “digital nomad” status: any sustained professional activity relies on a local sponsor or a premium residency status.
The Classic Scheme: Job Offer, Work Visa, and Iqama
For a “standard” expatriate, the journey unfolds in several steps:
Example:
To work legally in Saudi Arabia, a foreigner must follow a precise process. First, they must obtain a job offer from a certified Saudi employer in compliance with the Nitaqat and Wage Protection System. Next, they must sign an employment contract, drafted in Arabic (a bilingual version is possible, but only the Arabic version is legally binding). The employer then applies for a visa authorization from the relevant ministry. Once authorization is obtained, the future employee must go to an embassy or consulate for ‘visa stamping,’ providing a complete file including medical exams, a police clearance certificate, and authenticated degrees. After arrival in the kingdom, the employer has 90 days to finalize the issuance of the Iqama (residence permit), an essential document for daily procedures like opening a bank account, renting housing, or registering in the healthcare system.
Most work visas are valid for one year, renewable. Exits and returns require an exit/re-entry visa. An expatriate who leaves the country without correctly managing these formalities may be barred from entry for several years.
Skill-Based Permit Model
A new work permit model based on skill level reinforces the logic of “filtering” talent:
Worker Categories in Saudi Arabia
Presentation of the three main categories of foreign workers, defined by qualification level, experience, and salary.
Highly Skilled Category
Doctors, engineers, IT specialists. Requires a higher degree, at least 5 years of experience, a minimum salary of 15,000 SAR, and a minimum score in a points system.
Skilled Category
Secondary or vocational education level. Requires two years of experience and a salary between 7,000 and 15,000 SAR.
Basic Category
Cyril Jarnias is an independent expert in international wealth management with over 20 years of experience. As an expatriate himself, he is dedicated to helping individuals and business leaders build, protect, and pass on their wealth with complete peace of mind.
On his website, cyriljarnias.com, he shares his expertise on international real estate, offshore company formation, and expatriation.
Thanks to his expertise, he offers sound advice to optimize his clients' wealth management. Cyril Jarnias is also recognized for his appearances in many prestigious media outlets such as BFM Business, les Français de l’étranger, Le Figaro, Les Echos, and Mieux vivre votre argent, where he shares his knowledge and know-how in wealth management.
