The complete Saudi Arabia entry guide
With 9,000 applicants for 300 roles at NEOM,
The talent is there—but the compliance math is getting harder. Strategic workforce planning is no longer optional. Under the Nitaqat 2.0 system, workforce localization is no longer a simple headcount exercise. In 2026, the Ministry of Human Resources and Social Development is enforcing strict new localization targets. Establishments must localize 30% of their engineering roles by June 30, 2026, and a massive 70% of procurement roles by May 31, 2026. Furthermore, a 60% Saudization rate is required for marketing and sales roles, with a minimum salary threshold of SAR 5,500 required for marketing staff to count toward the quota.
The talent is highly sought after as massive giga-projects like NEOM,
Qiddiya, and the Red Sea Global resorts shift from ambition to operational reality. A prime example is the $8.4 billion NEOM Green Hydrogen plant, which recently launched a recruitment drive that attracted over 9,000 registrations for 300 specialized roles. Relying on low-paid, non-substantive roles to fulfill quotas no longer protects employers from being downgraded into the “Low Green” or “Red” Nitaqat categories. Non-compliance immediately triggers severe consequences, including blocked work visas, restricted access to government platforms, and an inability to scale operations.