“The following interview was originally published by Al Nahar Newspaper and featured Amer Zein, Founder of Jobfinders Recruitment Agency, discussing employment trends, Lebanese talent mobility, and recruitment opportunities in the Gulf region during Lebanon’s economic crisis.”
As a result of the economic crisis, a large proportion of Lebanese citizens dream of emigrating, following the thousands who have already left the country, including families, students, and professionals across various sectors. The Gulf countries remain the primary destination for Lebanese expatriates, with remittances from abroad constituting one of Lebanon’s key economic pillars.
Against this backdrop, an important question arises: What are the criteria for hiring Lebanese professionals in the Gulf, and have these criteria changed due to the current crisis?
According to Amer Zein, Founder of Jobfinders Recruitment Agency, “The most in-demand sectors in the Gulf are healthcare, including physicians and nurses, in addition to the hospitality and restaurant industry. Demand for Lebanese professionals in these sectors has increased significantly in recent years.”
In an interview with Al Nahar, Zein explained that demand for other professions, such as education and teaching, remains steady. On the other hand, demand for engineers and banking professionals has been relatively limited, which is understandable given the economic challenges and the impact of the COVID-19 pandemic on the global economy.
Zein also noted that Gulf employers have recently shown increased interest in hiring Lebanese entry-level professionals, including waiters, waitresses, and similar positions. “Historically, these were not roles commonly recruited from Lebanon for Gulf markets,” he said. However, due to the economic situation, Lebanese candidates have become more affordable for employers compared to previous years.
Regarding whether employers are taking advantage of the crisis to reduce salaries, Zein stated: “It is important to recognize that the Lebanese people are doing their best to withstand the crisis, while employers take into account the depreciation of the Lebanese currency when determining compensation. Ultimately, salaries are governed by supply and demand.”
Nevertheless, Zein emphasized that salaries have undoubtedly declined by approximately 50% in many cases. For example, a physician who previously would not have considered relocating to the Gulf for less than USD 15,000 per month may now accept a package of USD 8,000 to USD 9,000. Similarly, Lebanese waiters who once earned around USD 1,500 per month in the Gulf may now accept salaries closer to USD 800. “As recruitment intermediaries, we continuously encourage employers to offer higher compensation packages whenever possible,” he added.
According to Zein, the hiring criteria for Lebanese professionals in the Gulf have not fundamentally changed. The primary change has been compensation levels, while the types of positions and professional profiles sought by employers remain largely the same.
Regarding age groups, Zein explained that hiring preferences vary depending on the sector but have generally remained unchanged. In the past, salary packages that were considered unattractive to Lebanese professionals were often accepted by candidates from countries such as Tunisia, Syria, and others. Today, however, many employers evaluate Lebanese candidates under similar compensation frameworks as other nationalities.
Zein also noted that professionals between the ages of 45 and 52 may face greater challenges in securing employment opportunities in the Gulf compared to younger candidates.
According to a study conducted by Jobfinders among job applicants, approximately 90% of Lebanese respondents expressed a desire to emigrate. However, actual migration depends on several factors, including employer acceptance, visa approvals, and other obstacles that may prevent the completion of the recruitment process.
The level of interest among Lebanese job seekers also differs significantly between local and international opportunities. Zein cited an example where a vacancy for an Accountant in Dubai may attract more than 2,000 applications within the first three days of publication, whereas a similar position advertised in Lebanon may receive fewer than 100 applications. Despite the high interest, only a limited number of applicants ultimately secure employment, with visa restrictions sometimes serving as a major obstacle.
However, Zein stressed that this does not mean Gulf employers no longer recognize the value of Lebanese talent. “Lebanese professionals continue to bring significant added value, and Gulf employers still appreciate the distinctive skills, adaptability, and professionalism they offer.”
He further explained that many companies operate under nationality quotas that limit the number of employees hired from specific countries. These quotas can restrict the number of Lebanese professionals recruited, even when there is strong employer interest.
In addition, visa procedures can sometimes be more complex for Lebanese applicants. Obtaining a work visa may take one to one and a half months, whereas applicants from other nationalities may receive approvals more quickly.
While Gulf countries continue to benefit from Lebanese human capital, Zein warned that this advantage could gradually diminish due to the ongoing crisis. Economic instability often affects all sectors, including education, services, and institutional development. Furthermore, the COVID-19 pandemic impacted educational standards through prolonged school closures and the widespread adoption of remote learning, creating long-term challenges for workforce development.