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As Saudi Arabia focused on maturing its evolving tech-powered start-up sector to meet the rapid pace of digital transformation across the world, shortage of talent – especially with technical expertise – remained a key challenge in the job market during the year in review.
Certified as a "Great Place to Work®" for 2021 and 2022 respectfully and "Best Place to Work" in 2023, we at Jahez continued to play to our strengths as an employer of choice, attracting and recruiting fresh tech talent from across the Kingdom, while investing in developing and retaining our loyal employees during the reporting period. In line with the Group’s Human Resource (HR) strategy, 2023 saw Jahez remain focused in creating a culture of excellence, where all employees are empowered, motivated, and equipped to contribute to the success and growth of the organization, and duly recognized and appreciated for their loyalty and commitment.
Highlights of 2023
Jahez Group Workforce Profile for 2023 (excluding drivers)
Employees by age and gender
| Age | Gender | |
| Male | Female | |
| 18-25 | 137 | 42 |
| 26-45 | 577 | 195 |
| 46-55 | 19 | 1 |
| Above 55 | 3 | 0 |
| Total | 736 | 238 |
Attracting Top Talent
Having strengthened our reputation as one of Saudi Arabia’s most sought-after employers, and the first tech start-up backed by venture capital to go public in 2022, Jahez continued to fast adapt to the labor market transformation across the Kingdom in 2023 by attracting the Kingdom’s top tech and business talent during the year in review:
| 2022 | 2023 | |
| Number of new recruits | 332 | 341 |
As Jahez continued to grow in scale during the reporting period, the Group leveraged our tried and tested recruitment process to ensure identified skill gaps are effectively filled with new recruits that correspond with the job requirement:
8. Performance Evaluation:
Assessing the performance of new employees regularly to ensure that they meet expectations and contribute to the success of the Company.
1. Identifying Recruitment Needs:
Setting of annual budgets to match recruitment needs, and cadre requirement approval from both Board and Management.
2. Job Analysis:
Determine the job requirements, duties, responsibilities, and qualifications needed for the job, and setting clear job descriptions (JDs) with relevant managers.
7. On-Boarding:
Integrating new employees to the Company where they receive training, orientation, and are introduced to the workplace culture and practices.
Recruitment Process
3. Sourcing Candidates:
Sourcing through various channels such as posting on the Jahez website, job portals, social media, employee referrals.
6.Selection of Candidates:
Selecting suitable candidates based on the interview and other assessment methods. A rejection notice is sent out for rejected candidates.
5. Conducting Interviews:
Interviewing shortlisted candidates where their skills, qualifications, and experience are assessed.
4. Screening Resumes:
Shortlisting the most suitable candidates for the job, followed by a phone screening as a second filtration level prior to one-to-one interviews.
Recruitment Process
1. Identifying Recruitment Needs:
Setting of annual budgets to match recruitment needs, and cadre requirement approval from both Board and Management.
2. Job Analysis:
Determine the job requirements, duties, responsibilities, and qualifications needed for the job, and setting clear job descriptions (JDs) with relevant managers.
3. Sourcing Candidates:
Sourcing through various channels such as posting on the Jahez website, job portals, social media, employee referrals.
4. Screening Resumes:
Shortlisting the most suitable candidates for the job, followed by a phone screening as a second filtration level prior to one-to-one interviews.
5. Conducting Interviews:
Interviewing shortlisted candidates where their skills, qualifications, and experience are assessed.
6.Selection of Candidates:
Selecting suitable candidates based on the interview and other assessment methods. A rejection notice is sent out for rejected candidates.
7. On-Boarding:
Integrating new employees to the Company where they receive training, orientation, and are introduced to the workplace culture and practices.
8. Performance Evaluation:
Assessing the performance of new employees regularly to ensure that they meet expectations and contribute to the success of the Company.
The Group explored multiple sourcing channels in 2023 to proactively seek out and engage with qualified candidates for existing vacancies as well as planned positions that would meet the Group’s projected growth during the year. Key among these channels were the agreements in place with key local universities across the Kingdom such as King Saud University (KSU), King Fahd University of Petroleum and Minerals (KFUPM), Prince Sultan University (PSU) etc., and other initiatives with the Prince Mohammed bin Salman bin Abdulaziz Foundation (MiSK Foundation), Saudi Digital Academy (SDA), and Tuwaiq Academy, ensured the Group attracted and acquired top-tier talent.
We continued our partnership with Tamheer program run by the Human Resources Development Fund (HRDF), providing fresh Saudi graduates on-the-job training to prepare them for the demanding labor market. From 2020 to 2023, Jahez, Logi and Blu trained a combined 122 graduates as interns under the program, with 61 of them being appointed by the Group as permanent employees upon successful completion of the six-month training.
Jahez was listed as a Best Place to Work® for 2023, recognizing the Group as an employer committed to creating an outstanding employee experience and nurture an unparalleled workplace culture. Having further strengthened the Group’s reputation as a sought-after employer with higher employee retention.
An Attractive Employee Value Proposition
In terms of employee retention, Jahez addressed a number of key challenges including a highly competitive job market as well as increasing talent migration by enhancing employee remuneration and benefits; the Group continued to set a competitive, performance-based remuneration benchmark in 2023 for employees at all levels, while also providing the team with additional compensation, medical insurance and other benefits. This included an employee stock option scheme that the Group is looking to redesign to enhance its effectiveness and better align with employee and shareholder interests.
Additionally, Jahez provided employees more opportunities for growth through ‘career pathing’, identifying their individual strengths and potential, boosting workplace satisfaction as well as the team’s loyalty to the Group. Flexible work arrangements and remote work options were also provided for employees to improve employee satisfaction, alongside wellness programs that promoted work-life balance.
One of the biggest motivational factors for employees at Jahez is the Group’s recognition of high-performing employees, with a performance-based evaluation system that brings dedicated, productive employees to the limelight, with exceptional rewards and due recognition provided.
Exemplifying Gender Diversity
The nature of our business, since the company’s founding, has enabled Jahez to organically integrate diversity and inclusivity across the Group. As a truly modern enterprise, we continue to recognize the value of gender equality, both in terms of egalitarian ideals and return on investment. One of the key highlights of 2023 was the significant year-on-year increase of females in our workforce, from 186 during the preceding financial year to 238 in 2023, as a result of the growing number of qualified female candidates applying for tech positions from across the country.
Additionally, our leave policy, in keeping with the Kingdom’s labor laws, provides for 70 days of maternity leave and 3 days of paternity leave for our employees.
Prestigiously Platinum
Jahez successfully maintained its ‘Platinum’ classification under Nitaqat Program in 2023, remaining compliant with the private sector Saudization requirement with over 90% of its workforce comprising Saudi nationals.
Training and Development
During the year in review, Jahez strategically invested in the training, upskilling and reskilling of its team to develop capacities and equip our employees with the necessary technological as well as business skills required to meet the growing demands of our business. In 2023, trainings were facilitated on a needs basis as per the requirements raised by each business division, and largely focused on advancing the team’s technical skills and expertise. However, due to the growth and expansion rate of the business, the HR division plans to conduct a Training Needs Analysis (TNA) to better address skill gaps while also understanding employee eagerness on their own growth and development alongside the Group.
The Group continued its Leadership Program for the C-Level as well as Management in 2023, advancing leadership abilities for maximum impact, with a focus on best practices for managing, leading, and supervising diverse teams while running day-to-day operations.
Employee Engagement and Communication
The Group’s employee engagement initiatives are designed to encourage our teams to communicate their opinions and create a culture of collaboration, innovation, and inclusivity. We actively seek feedback from our employees through surveys, focus groups, and other means, to understand their needs, concerns, and ideas, and take the necessary action promptly. In 2023, Jahez continued with a number of team building activities, annual calendar events, wellness programs.
While Jahez currently uses Microsoft Teams for internal communication, the HR division will be looking to further enhance our collaboration experience by migrating to a more flexible and customizable tool such as Slack Teams during the succeeding year.
With an Open-Door Policy in place at Jahez, employees are encouraged to approach and communicate their concerns with all levels of management, affirming the assurance of no conflict with the delegation of authority. To further underscore our commitment to safe and open communication, Jahez also educates all employees on our comprehensive Grievance and Appeal Policies in place, so that they can also resort to escalate their concerns directly to the highest level of HR governance depending on the nature of the concern.
Future Outlook
With the reporting period marking notable progress for Jahez on the human resources front, the Group will focus on revising existing HR policies and processes to ensure that Jahez remains compliant with all up-to-date HR and labor laws of the Kingdom. Additionally, the HR division will also be looking at upgrading and enhancing multiple HR functions and processes during the new year, to ensure better scalability and management of the HR function to meet the rapid pace of growth across the business.