The UAE has no shortage of ambition. It’s building global financial hubs, pioneering digital transformation, and expanding its influence across industries. But here’s the reality: none of that happens without the right leadership in place. And that’s exactly where the pressure is building.
At ETRA Talent, we’re in daily conversations with both clients and candidates at the C-level, across Finance, Risk, Strategy, Tech, Compliance, and People functions. We’ve helped place leadership across both multinational firms and regional champions. One thing is clear: Attracting top-tier executive talent requires more than a compelling job spec. Retaining them takes even more. So, what works?
The playbook for winning C-suite talent in the UAE
1. Tell the whole story - Not just the role
Yes, a title matters. But it’s the bigger picture that makes a difference at C-level.
Executives want clarity on:
- What transformation is expected?
- What challenges exist under the surface?
- Who’s in the room when decisions are made?
Transparency creates trust, and trust drives serious interest.
2. Sell the board as much as the business
Senior leaders assess more than balance sheets. They want to know:
- Is the board visionary or reactive?
- Is this a business that empowers or micromanages?
- Will their voice truly shape outcomes?
At this level, they’re choosing who they partner with, not just who they report to.
3. Don’t just compete on compensation, compete on legacy
Yes, C-suite packages in the UAE are attractive, tax-free, incentive-driven, and benefits-rich. But what really seals the deal?
- Can I build something meaningful here?
- Will I leave a mark on this business or the industry?
Executives want impact, recognition, and a seat at the table, not just a corner office.
4. Get the onboarding right
Too many senior hires fail not because they’re the wrong fit, but because the first 90 days are unclear, unsupported, or politically charged. Avoid this by:
- Defining expectations early
- Aligning board & operational leadership on role priorities
- Creating a transition runway
5. Think retention before day one
You can’t afford to hire the wrong person and lose the leader 12 months later. Retention at this level comes down to:
- Trust and autonomy
- Clear succession and long-term incentives
- Continuous strategic engagement, not one annual review
At ETRA Talent, we help employers build C-level career roadmaps from day 1, not day 365.
The market reality
The competition for top-tier leadership talent in the UAE is intense and global. Many candidates are fielding offers from Europe, Asia, and North America. This means:
- Speed matters. The best candidates don’t stay on the market long
- Clarity wins. Vague mandates and “figure it out later” roles get passed over.
- Reputation travels. How your company treats executives, from the first call to the final offer, is known across the market.
Leading with intention
C-suite leaders are more than just talent; they’re force multipliers. They attract great teams, drive culture, and define growth trajectories. If you want to lead, you need to show up differently. Not louder, but smarter. Not just faster, but with purpose.
At ETRA Talent, we’ve helped organisations in the UAE build and retain game-changing leadership teams, not by chance, but through process, insight, and real relationships.
Looking to bring in a new CXO or strengthen your executive bench?
Let’s talk, contact sultan@etratalent.com, and get intentional about your next chapter.