Without input from our customers on their hiring practices, our reports would not exist. In exchange for telling us about your remuneration offering, we provide reports charting your remuneration offering against the competition. Once you have completed the employer survey, we will generate a report within 48 hours of your submission, plotting your salary data against the average within your industry, directly comparing you to your competition. Your data will also be added to the aggregated survey pool, which forms the average within your industry. All responses are anonymous and confidential.


We are all about data. Equally, we understand that data has to derive some form of intuition, from which we base our decisions. This is why we carefully select what we measure, record and analyse.

Quantitative Indicators

All quantitative analysis produced in our industry salary reports, based on survey results will be a combination of written, tabular and graphical analysis. Where possible, results for each individual position will be displayed, and where the seniority level of the position is more relevant, indicators will be provided based on position level: Entry-level, Middle-level and Senior-level staff, divided into technical & non-technical positions where applicable. The following indicators will be measured and reported on, using Mean, Median, Standard Deviation, Min, Max and Quartiles:


Quantitative Indicators

Company-level data on respondent’s demographics, including distribution of company size (by number of local branches and number of employees), management headquarters, and years of operation in the region will also be included within the results and analysis, provided in your industry salary report.

Below is a complete list of the qualitative analysis & results which will be provided as part of our overall proposal:


Basic Salaries Comparison

We benchmark your firm against the competition by using your survey inputs and generating a custom remuneration report, showing your offerings against the pooled average data taken from your industry, where your responses are anonymous to others.



Benefits Comparisons

We do the same with your benefits offerings for junior, mid-level and senior technical and non-technical staff, where we benchmark your firm against the competition using your survey inputs and chart them against the industry-pooled average throughout.


Labour Turnover & Bonus Trends

It’s also important to know how your labour turnover and bonuses compare to your competitors, which is why we provide a number of additional qualitative & quantitative indicator comparisons throughout.


Salaries over Time

A decade's worth of data is no use, unless we put it to use. Where possible, we not only show the current year's hiring costs, in our industry salary reports, we also track salaries over time, putting the current economic climate into perspective.


Locations & Staff Breakdown

It’s no use comparing your remuneration offerings to your industry's competitors, unless you're also able to put those comparisons in perspective, being able to see how you compare to them in both size and geographic presence.


How do we differ to Traditional Salary Surveys?

Our ultimate goal is to provide data and insight into the current and future cost of living in the cities and countries we report on. In order to do this, we break down the cost of all the various components which comprise a typical remuneration offering. We also complement our industry salary reports with cost of living report for each of the countries we track salaries for.

We Provide the Numbers, Behind the Numbers - Cost of Living Reports

In a nutshell, we don’t tell our clients what adjustments to make without justifying why. Much of the Middle East is made up of majority expatriates and more often than not, remuneration comprises a combination of components, such as basic salary, commission & bonuses, accommodation allowance, education allowance, health insurance/ allowance, travel allowances and more. In order for our customers to really know what’s happening in the markets for which our reports are based, they need detailed and accurate data on what’s happening cost-wise for each of these components. So rather than simply providing a salary data only for a particular job function, we provide the cost for that employee to rent a 3-bedroom villa, send their 2 children to school and travel back home twice per year in Business Class. Of course, this is simply an example, because all these variables are different from one staff member to the next. In conclusion, we provide the numbers, behind the numbers.

Insight into the Economic, Political & Legislative Influences on Hiring Costs

Apart from providing the raw data and breaking down the cost of living in our reports, we give a macro-level insight into each economy with our written commentary. It’s the commentary which adds the qualitative perspective, helping to provide the possible meaning behind fluctuating costs, and it’s the understanding of the political and legislative landscape across the Middle East, which helps give the complete 360-degree view of all of the factors which might affect hiring and C&B trends over the coming year. It’s this insight and over a decade of doing it, which make our reports the top choice for a number of global employers, over other research & data providers with a lot more clout than us.

Benchmarking Guides for the Entire GCC

Apart from providing detailed guides for all the allowances an expatriate package might include, we also provide salary benchmarking information for 200+ industry-specific job roles, in a number of different functions, where we provide suggested compensation, based on employer size and years of experience – along with any percentage adjustment from the previous period, this time last year. So our goal is help customers much like other salary benchmarking surveys do, but by justifying adjustments through providing a complete picture on the cost of living & working within the UAE, Qatar, KSA and the GCC region and looking at any of the economic, political and legislative factors which also affect C&B trends at any given time.

Benchmarking Examples – Breaking Down Allowances

Below is an example of what our reports provide, specifically in the context of salary benchmarking and looking at your annual adjustments for your local GCC labour.

If we take look at the cost of labour in Saudi Arabia for example, in the context of using our reports, you will start to get a feel for how the data is used effectively for C&B planning, by large organisations throughout the region.

CFO in Saudi – Just an Example

As the subheading suggests, we’re going to look at a CFO in Saudi, but we could equally have looked at a Sales Executive in Dubai or a Legal Assistant in Doha. Our data provides info for all job categories, in all levels of seniority, based anywhere in the GCC. However, sticking with this example, let’s say we’re looking to work out adjustments for a CFO in Riyadh. First off, let’s look at where the CFO might look to live. So we present the cost of a large villa. In this case, let’s highlight the average cost of a 5-bedroom villa in Saudi, as shown below (in SAR per annum):


From here, it would be ideal to know specifically what the cost of a 5-bedroom villa is across the various major cities & provinces in Saudi, depending on where you’re CFO is based. Of course, by having information on the country average, you’ll have an insight into where you sit cost-wise relative to the rest of the country, too. So below we break it down in the major cities:


So now we have an idea of what a possible accommodation allowance might need to look like, let’s look at the cost of educating our CFO’s children. Below we can analyse the average cost of KG & Y12 annual tuition fees for an array of schools across Saudi Arabia.


Having access to this data really allows our clients to have complete visibility of what the accommodation and education allowances should look like, based on the needs of their new CFO.

Now that we have an idea of what the current year’s costs are for accommodation & education, we can start to analyse the cost of providing air travel to the CFO back to his/ her home country, twice each year, by looking at seasonal flight prices from Saudi to a number of major cities:


Of course there are a number of other expense areas to look at, such as the cost of healthcare, the cost of health insurance, the aggregate cost of a typical shopping basket and monthly utilities at home. We even go one step further to provide the cost of entertainment and lifestyle activities. Our goal is to complete the entire picture and help our clients structure their C&B packages effectively. That way, you’re basing your remuneration packages on real and current market data, not simply the consultancy-dictated direction of how much to increase or decrease an employee’s package by.

Ultimately, our data journey described above results in what many salary surveys and benchmarking reports will provide, which is a guide on the actual benchmarking itself, which we report based on employer size and years of experience, for a number of different job categories.

In this example, we’ve taken you through the C&B structuring process for a CFO in Saudi, but the thousands of tables and graphs within our 4 reports, and the tens of thousands of figures and observations give our customers the flexibility to tailor their C&B packages for the coming year, for all roles and varying seniority, with the justification of knowing exactly what the cost of living actually is.