How to write a CV for jobs in the UAE and Saudi Arabia

Keep it to one or two pages

Recruiters in Dubai and Riyadh often receive hundreds of applications for one role and skim each CV in seconds. One page is enough for up to about 5 years of experience; two pages for more. Put the most recent role first.

Personal details Gulf employers look for

CVs in the Gulf usually carry more personal details than in Europe or the US, because they affect visas and start dates. Include what is true for you:

• Phone with country code and a professional email.
• Current city and country ("Dubai, UAE").
• Nationality and visa status: residence visa, visit visa, transferable iqama, or the need for sponsorship.
• Notice period and when you can start.
• Driving licence, if the job involves travel.
• Languages, with Arabic and English first if you have them.

Write for the ATS first

Large Gulf employers screen applications with applicant tracking systems such as Workday, Oracle and SuccessFactors before a person reads them. Use the job ad's own words for skills you really have, standard headings (Experience, Education, Skills), and a text PDF rather than a scanned or image CV. Avoid tables and text boxes for key information.

You can test this with our free ATS CV checker: it shows the keywords a job ad asks for that your CV is missing.

Show results in numbers

Each role should have 3 to 5 bullets that start with what you did and end with the result: "Closed the books for 3 entities by day 5, down from day 9" says more than "Responsible for month-end close". Use local currency (AED, SAR) for budgets and sales.

Name certificates and local registrations

Many Gulf job ads filter on certificates: ACCA or CPA for accountants, PMP for project managers, NEBOSH for HSE roles, CIPS for procurement. Engineers in Saudi Arabia need Saudi Council of Engineers accreditation, and many UAE employers ask for Society of Engineers registration. Put these near the top.

Common mistakes

• One generic CV for every job: tailor the summary and skills to each ad.
• Duties instead of results.
• A CV saved as an image, or with the key details in a header graphic.
• No visa status or notice period, so the recruiter has to ask.
• Unprofessional email addresses.