In the Gulf, trust runs on relationships.
Your workforce runs on visas.
78% of the GCC workforce is expatriate - people your hiring network has no independent way of vouching for. Yet as sponsor of record, you carry the legal, regulatory and reputational exposure for every one of them.
Join Securitas Background Verification Services, PeopleStrong and Xoxoday for a 60-minute working session on building one continuous chain of trust - from the background check that clears the hire, to the performance record that proves the hire worked, to the recognition that keeps them from taking the next call from a recruiter.
Free to attend · live session
Register for the webinar
A hiring system built on reputation, applied to a workforce with no shared reputation to check
Across the UAE, Saudi Arabia, Qatar and the wider GCC, hiring has long leaned on personal networks, family and tribal reputation, and word of mouth. A person's standing in the community was the background check - and for a local workforce, it worked.
It was never designed for a labour market where the overwhelming majority of employees, at every level, are expatriates the hiring company has no independent way of vouching for. For MNCs in the region, that gap has a precise shape: the instincts that serve you well for an Emirati or Saudi national hire don't transfer to an expat leadership candidate arriving from a market where you share no network - or to the gig and blue-collar workers already standing at your site gate.
One chain of trust, not three separate vendors
Securitas verifies who is coming in. PeopleStrong makes sure what they do is visible and developed. Xoxoday makes sure they feel valued enough - in a way that means something to them personally - to stay. Each one starts where the last one stops.
Pillar 01 · Securitas
Runs the checks
Securitas answers one question with evidence instead of instinct: is this person who they say they are?
- Independent verification where no shared network exists to vouch for a candidate
- A documented audit trail for DIFC, ADGM, QFC, SAMA and DFSA scrutiny
- Checks that clear before site access is granted, not after
- Coverage from C-suite expat hires to high-volume gig and blue-collar intake
Pillar 02 · PeopleStrong
Builds it into onboarding
The day the visa is stamped, a harder question opens: is this person doing what we hired them to do? Where manager and employee often share no language, no network and no history, that can't rest on instinct either. It has to be visible.
- Goals that are owned, not assumed - cascaded from the business and visible from week one, in the same mobile app deskless workers clock in with, Arabic or English
- Performance built on a record, not a recollection - check-ins and feedback accumulate into evidence, so the promotion or renewal case is already documented
- Learning that closes the gap you found - licence renewals, site-safety certification and compliance tracked against the individual, not the cohort
- Talent you can see across borders - skills, potential and readiness across every GCC market in one view
- Jinie in the flow of work - the AI copilot nudges the overdue check-in, flags the expiring certification and drafts the feedback
Pillar 03 · Xoxoday
Extends trust past hire day
Verification proves who someone is. Performance proves what they delivered. Neither answers the question that decides whether they're still on the payroll next year: did the company make it worth their while to stay? Where the next offer is one phone call and one visa transfer away, most employers answer that once a year - if at all.
- Recognition that closes the loop - a closed goal or completed certification triggers recognition the same week, peer-to-peer, manager-led or automatically off the performance data
- Rewards that fit how this workforce lives - mobile-first, Arabic and English, with a local and global GCC catalogue plus cash-equivalent options for workers sending earnings home
- Milestones that land before the renewal conversation - automated anniversary recognition puts a marker down before an expat quietly re-weighs staying
- Visibility leadership doesn't have today - engagement, recognition frequency and redemption patterns across every market, surfacing disengagement before the resignation letter
Verify → Develop → Retain.
Three handoffs most organisations run as three disconnected programmes. We'll show you what it looks like as one.
Securitas × PeopleStrong × Xoxoday
Build one chain of trust, not three
Join Securitas, PeopleStrong and Xoxoday for a working session on verifying, developing and retaining the GCC's expatriate workforce.