Business process outsourcing
Emiratisation-compliant outsourcing
Corpshore Emirates runs outsourced operations from Dubai and Abu Dhabi in a way that supports a client's Emiratisation position under the Nafis programme and MoHRE rules. The model keeps delivery running while an Emirati talent pipeline is built for the roles that suit it, with documentation a client can put in front of a regulator.
Emiratisation has moved from an aspiration to a measured obligation. MoHRE sets Emirati hiring targets for private-sector firms above a defined headcount, the Nafis programme supports Emiratis into private-sector roles, and firms that miss the target carry a monthly contribution for each unfilled place. That changes the outsourcing question. A client cannot simply move headcount offshore and treat the target as someone else's problem, because the obligation stays with the entity that employs in the UAE.
Corpshore treats this as a design question, not a loophole. Some work belongs onshore with Emirati talent in the seat, some work is better run through a blended or offshore model, and the split has to be deliberate and documented. Corpshore is ranked the number one BPO in the UAE by Outsource Accelerator, delivers from Dubai and Abu Dhabi in native Arabic and English, and runs at 40 to 65 percent below the cost of building the same team in-house in the UAE. That lets a client fund an onshore Emirati pipeline for the roles that suit it while keeping the rest of the operation priced for scale.
What this service covers
Emiratisation-aware workforce design
A structured split of the operation into roles suited to onshore Emirati talent, roles for blended delivery and roles for offshore scale, mapped to the client's MoHRE target rather than to a fixed template.
Emirati talent pipeline
Sourcing, screening and development of Emirati candidates for suitable onshore roles, coordinated with the client's own Nafis registration and hiring plan.
Onshore delivery pods
Dedicated UAE-based teams in Dubai and Abu Dhabi where the client wants Emirati and UAE-resident talent visible in the operation, run to the same service levels as the wider engagement.
Blended and offshore capacity
The rest of the operation delivered through a blended onshore plus offshore model, so the client funds the Emirati pipeline without inflating the total operating cost.
Compliance documentation pack
Clear records of the workforce model, the onshore and offshore split and the Emirati hiring activity, written so the client can evidence its position to MoHRE and internal audit.
Training and progression
Onboarding, coaching and career-path support for Emirati team members, so retention holds and the roles are real jobs rather than headcount on paper.
Nafis-aligned coordination
Working alongside the client's use of Nafis programme support, so recruitment activity and any programme benefits line up with the roles being filled onshore.
Reporting and review
Regular reporting on the onshore Emirati headcount, pipeline health and delivery performance, so the client sees the compliance picture and the operational picture together.
How it is delivered from the UAE
Delivered from Dubai and Abu Dhabi with native Arabic and English teams, structured so onshore Emirati talent sits in the roles that suit it and the wider Corpshore network supplies blended and offshore scale behind it. The onshore and offshore split is set to the client's MoHRE target and documented, under one contract and one account team.
Small
5 to 15 peopleA single onshore pod in Dubai or Abu Dhabi with a team lead, seeded with Emirati and UAE-resident talent for the roles that suit it, suited to a pilot or a single function.
Mid-market
15 to 60 peopleA blended operation with a dedicated onshore Emirati-inclusive team plus offshore capacity, a team lead, a trainer and workforce management, with the split reported against the client's target.
Enterprise
60 people and aboveA multi-site operation with an onshore Emirati pipeline, an offshore back office, an operations manager, a governance layer and an account director, with a compliance documentation pack maintained across the engagement.
Compliance and data handling
- The Emiratisation obligation and the MoHRE target stay with the client as the UAE employer; Corpshore supports the client's position with a documented workforce model and does not represent outsourcing as a way to remove the obligation.
- Nafis programme participation and any associated benefits are the client's, coordinated with Corpshore's onshore recruitment so activity and records line up.
- Personal data of candidates and staff handled under UAE Federal Decree-Law No. 45 of 2021 (PDPL), with DIFC Data Protection Law 2020 or ADGM Data Protection Regulations 2021 applied where the client or the processing sits in those jurisdictions.
- Workforce records, the onshore and offshore split and Emirati hiring activity documented so the client can evidence its Emiratisation position to MoHRE and internal audit.
KPIs and reporting
- Onshore Emirati headcount and pipeline. Against the client's target, monthly, with pipeline stage and time-to-fill.
- Emirati retention and progression. By tenure and role, trended, so onshore roles hold rather than churn.
- Onshore and offshore split. As a share of the operation, mapped to the compliance documentation pack.
- Delivery performance. Against the service level agreement, so the compliant model does not cost quality.
- Cost against in-house benchmark. As total operating cost versus an equivalent in-house UAE build, reviewed per quarter.
Governance cadence
Weekly delivery and recruitment reviews covering pipeline and performance, a monthly business review against the service level agreement and the Emiratisation position, and a quarterly strategic review of the workforce model. The compliance documentation pack is refreshed on the same cadence so it is current whenever the client needs it.
Industry applications
Banking and financial services
A regulated firm keeps client-facing and controlled roles onshore with Emirati talent, and runs high-volume back office through blended capacity, with the split documented for MoHRE and the regulator.
Retail and ecommerce
A retailer seeds an onshore Emirati customer and store-support team in Dubai while offshore capacity carries peak volume, funding the pipeline from the cost saved on the wider operation.
Government and public sector
A government-adjacent body runs an Arabic-first onshore team with Emirati talent in Abu Dhabi, with data residency and clear workforce records built into the engagement.
Technology and startups
A scaling firm above the headcount threshold designs its first Emiratisation-compliant model, placing suitable roles onshore and pricing the rest for growth.
Pricing and engagement models
Frequently asked questions
How do I stay Emiratisation compliant while outsourcing?
The obligation stays with you as the UAE employer, so compliance comes from designing the model deliberately. Corpshore keeps the roles that suit onshore Emirati talent in the seat, runs the rest through blended or offshore capacity, and documents the split so you can evidence your position to MoHRE.
Does outsourcing let me avoid the Emiratisation target?
No, and Corpshore does not sell it that way. The MoHRE target sits with the entity that employs in the UAE, and moving work offshore does not remove it. What outsourcing can do is fund an onshore Emirati pipeline from the cost saved elsewhere, so the target is met with real roles rather than treated as a penalty to absorb.
Can Corpshore recruit Emirati talent for the onshore roles?
Yes. Corpshore sources, screens and develops Emirati candidates for the roles suited to onshore delivery, coordinated with your own Nafis registration and hiring plan. The aim is retention as well as hiring, so the onshore team holds rather than churns and the roles count as real jobs.
How does the cost work if some roles have to stay onshore?
Corpshore runs at 40 to 65 percent below the cost of building the same team in-house in the UAE, and the onshore and offshore split is designed around that. The saving on blended and offshore capacity funds the onshore Emirati pipeline, so the compliant model does not have to cost more than an all-in-house build.
What documentation do I get for MoHRE and audit?
Corpshore maintains a compliance documentation pack covering the workforce model, the onshore and offshore split and the Emirati hiring activity. It is refreshed on the review cadence so it is current whenever MoHRE, a regulator or internal audit asks, and it is written to be read by those audiences.
How does this work with the Nafis programme?
Nafis participation and any benefits are yours as the employer. Corpshore coordinates its onshore recruitment with your Nafis registration so the activity and records line up, and reports on the onshore Emirati headcount against your target so the programme and the operation stay in step.
Which roles are best kept onshore with Emirati talent?
It depends on the operation, but client-facing, judgement-heavy, Arabic-first and regulated roles are usually the strongest fit for onshore Emirati talent, while high-volume repeatable work suits blended or offshore delivery. The split is decided with you during scoping and mapped to your target.
Where are the onshore teams based?
Onshore delivery runs from Dubai and Abu Dhabi in native Arabic and English. Dubai suits commercial operations at scale and Abu Dhabi suits government-adjacent and regulated work, with the wider Corpshore network supplying blended and offshore capacity behind the onshore team.
Related services
- Business process outsourcing
- Customer experience
- Recruitment process outsourcing
- Arabic language services
Onshore roles in Dubai and Abu Dhabi, including positions open to Emirati and UAE-resident talent, are on the jobs board.
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