Introduction: Make the Right Hire, the Right Way in the GCC

Expanding into new markets like the UAE, Saudi Arabia, or Qatar? One of the biggest challenges you’ll face isn’t setting up your office; it’s building a strong team that fits your business goals and regional needs. In a competitive and compliance-sensitive hiring landscape like the GCC, choosing the right recruitment method can make or break your success.

At Masdar EOR, we help companies confidently enter GCC markets with compliant, efficient hiring strategies tailored to the region. This guide compares 11 popular recruitment methods exploring their strengths, limitations, and best-use scenarios; so you can make smarter decisions and build your dream team faster.

Looking Outside: Finding Fresh Talent for Your GCC Team (External Methods)

External recruitment means bringing in new faces, fresh ideas, and skills you might not have in-house. For a company expanding into the GCC, this is often your starting point.

1. Online Job Portals (The Digital Souk)

Think of these as the massive, bustling marketplaces for talent. Websites like Bayt.com, Naukri Gulf, and even the global giant LinkedIn are the go-to for a huge number of professionals in the GCC.

• Best for: Casting a wide net for junior to mid-level roles, finding a large volume of candidates quickly, and for roles that are in high demand across various industries.
• The Catch: You’ll get a lot of applications. Be prepared to sift through many resumes to find the gems. It can be less effective for highly specialized or C-suite positions.
• GCC Tip: When posting, be very specific about required skills and visa eligibility to help filter the volume. Using Arabic and English in your job post can also widen your reach.

2. Recruitment & Headhunting Firms (The Expert Guides)

These are the specialists you call when you need to find a needle in a haystack. They have deep networks and understand the subtleties of the local market, which is invaluable for finding senior or highly specialized talent.

• Best for: Executive (C-level) positions, roles requiring very specific technical skills (like a FinTech expert in Bahrain), and for companies that don’t have an internal HR team in the region yet.
• The Catch: This is a premium service with a premium price tag. Their focus is on filling the role, so they might not be as invested in promoting your specific company culture.
• GCC Tip: Choose a firm with a proven track record in your specific industry and target country (e.g., a firm specializing in energy sector recruitment in Saudi Arabia).

3. Social Media Recruiting (The Modern Majlis)

This is about more than just posting a job on LinkedIn. It’s about building a presence where your ideal candidates hang out. Showcase your company culture on Instagram, share industry insights on LinkedIn, and engage with professional groups.

• Best for: Attracting tech and creative talent, building your employer brand from day one, and reaching “passive candidates” who aren’t actively looking but are open to the right opportunity.
• The Catch: It’s a long game. It requires consistent effort to build a following and engage authentically. It’s not ideal for filling a role urgently.
• GCC Tip: Professionalism on LinkedIn is key. For more visual, culture-focused branding, a well-managed Instagram page showing your team and workspace can be surprisingly effective in attracting younger talent in cities like Dubai and Riyadh.

4. University & College Recruiting (Investing in the Future)

Partnering with top GCC universities like King Abdullah University of Science and Technology (KAUST) in Saudi Arabia or the American University of Sharjah in the UAE gives you direct access to the brightest young minds.

• Best for: Finding interns, graduate trainees, and entry-level talent in fields like engineering, tech, and finance. It’s also a fantastic way to build your brand name with the next generation of leaders.
• The Catch: This is primarily for junior roles. It also requires building and maintaining relationships with university career services, which takes time.
• GCC Tip: Many GCC countries have strong “Nationalization” initiatives (like Saudization or Emiratisation). Campus recruitment is a perfect strategy to hire talented local citizens and meet these goals.

5. Talent Pools & Communities (Your Ready-Made Shortlist)

This involves proactively collecting and staying in touch with promising candidates, even when you don’t have an open role. It could be a database of past applicants or an online community you’ve built around your industry.

• Best for: Companies that hire for similar roles frequently (e.g., sales executives, software developers). It dramatically speeds up the hiring process when a position does open up.
• The Catch: You need a system to manage the pool and keep candidates engaged, otherwise your talent pool will go stale.
• GCC Tip: Given the transient nature of the expat workforce in some GCC countries, having a warm talent pool can be a lifesaver when an employee leaves on short notice.

Looking Inside: Growing Your Team from Within (Internal Methods)

Internal recruitment is about leveraging the talent you already have. It’s a powerful tool for morale, retention, and stability.

6. Promotions & Internal Mobility

This is the classic path: promoting a high-performer to a role with more responsibility. For a company expanding to the GCC, this could mean relocating a trusted employee from your home country to lead the new office.

• Best for: Building a strong leadership pipeline, retaining your top performers, and ensuring your company culture is embedded in the new office from day one.
• The Catch: It can create a new gap in the employee’s old team. It may also limit the infusion of new ideas that an external hire would bring.
• GCC Tip: If you relocate an employee, partnering with an EOR like Masdar EOR is crucial. We handle the entire visa, payroll, and compliance process, making the transition seamless for both you and your employee.

7. Employee Referrals (The Power of Trust)

Your current employees know your culture best. A referral program encourages them to tap into their professional networks to find candidates who would be a great fit.

• Best for: Finding candidates who are a strong cultural fit, reducing hiring costs, and speeding up the hiring process. Referred candidates often have higher retention rates.
• The Catch: Relying too heavily on referrals can sometimes lead to a less diverse team, as people tend to refer others similar to themselves.
• GCC Tip: Personal relationships and trust (known locally as wasta) are a cornerstone of business in the GCC. An employee referral carries significant weight and is one of the most effective recruitment methods in the region.

8. Internal Job Postings

This simply means making open positions visible to your current employees first, giving them the chance to apply before you look externally.

• Best for: Large organizations with multiple departments, motivating employees by showing clear career paths, and retaining institutional knowledge.
• The Catch: Employees who are repeatedly passed over for internal roles can become disengaged.

The New Wave: Modern & Strategic Recruitment

These aren’t just methods; they’re philosophies that wrap around all your recruitment efforts.

9. Employer Branding (Your Reputation is Everything)

Simply put, this is what people say about you as an employer. In the GCC, a strong, positive employer brand that showcases stability, respect for local culture, and growth opportunities is magnetic.

• How to do it: Share employee testimonials, showcase your office and team events, be transparent about your company values, and ensure a smooth, respectful candidate experience.
• The Impact: A great brand means top talent seeks you out, reducing your cost-per-hire and time-to-fill.

10. Recruitment Marketing (Selling the Job)

Treat your job openings like a product you’re marketing. Your career page and job descriptions should be compelling, clear, and sell the vision of working for your company.

• How to do it: Go beyond a boring list of responsibilities. Talk about the team, the impact of the role, and the opportunities for growth. Use authentic photos and videos.
• GCC Tip: Highlight benefits that are particularly attractive in the region, such as comprehensive health insurance, annual flight tickets home, and support for family visas.

11. AI-Powered & Automated Tools

AI can supercharge your recruitment. These tools can scan thousands of resumes in minutes, identify the best matches based on skills, and even conduct initial screening interviews with chatbots.

• Best for: High-volume recruitment where speed and efficiency are critical. It helps reduce unconscious bias and frees up your team to focus on the best candidates.
• The Catch: Over-reliance on AI can feel impersonal. It’s a tool to assist human judgment, not replace it. Ensure the algorithms are fair and unbiased.

Chart: Choosing Your GCC Recruitment Mix

How should you balance these methods? It depends on your goals. Here’s a simple way to look at it:

How to Choose What Works for You (Especially in the GCC)

Choosing the right method depends on:

• Hiring urgency – Need talent yesterday? Go for referrals, talent pools, or AI tools.
• Role type – Specialized role? Agencies or social media targeting work better.
• Budget – Tight budget? Internal hiring and job boards are your best friend.
• Cultural fit – Employer branding and internal referrals work wonders in the GCC, where trust and relationships matter.
• Compliance – Always align with GCC-specific labor laws, visa policies, and localization rules (like Saudization or Emiratization).

Track What’s Working

Use these KPIs to measure recruitment effectiveness:

• Time-to-hire
• Cost-per-hire
• Offer acceptance rate
• New hire turnover
• Candidate feedback scores

Tip: Track trends by role type, region (e.g., UAE vs. Saudi), and method used.

 Ready to Build Your Dream Team in the GCC?

Choosing the right recruitment method is just the first step. Once you find that perfect candidate, you face the complexities of local labor law, visa processing, payroll, and benefits administration, all of them vary from one GCC country to another.

Don’t let administrative hurdles slow down your growth.

As your dedicated Employer of Record with a direct license in the GCC, Masdar EOR handles all of it. We become the legal employer for your team, managing 100% of the HR and compliance burden so you can focus on what you do best: building your business and leading your new team.

Let us make your GCC expansion simple and successful.

Talk to a GCC Expert Today 

FAQs: Hiring in the GCC Made Simple

1. What’s the best recruitment method when entering the GCC market for the first time?
   Start with external methods like job portals or recruitment firms to quickly access local talent. Combine that with strong employer branding to stand out in a competitive market.
2. How do I stay compliant with hiring laws in GCC countries like Saudi Arabia or the UAE?
   Each country has its own labor laws, visa rules, and nationalization quotas (like Saudization). That’s why many companies partner with a local EOR like Masdar EOR to handle compliance from day one.
3. What’s the difference between internal and external recruitment?
   External recruitment brings in fresh talent from outside your organization, while internal recruitment promotes or reassigns existing employees. A smart hiring strategy often blends both.
4. Why are referrals so powerful in the GCC?
   Trust and personal networks (known as wasta) play a huge role in hiring here. Employee referrals often lead to faster, more culturally aligned hires.
5. Can I use AI tools for hiring in the GCC?
   Absolutely but use them wisely. AI can speed up screening and reduce bias, but always combine it with human judgment, especially in culturally nuanced markets like the GCC.
6. How do I meet Saudization or Emiratisation requirements?
   Targeting local universities, investing in graduate hiring, and leveraging internal promotions are great strategies. An EOR partner like Masdar EOR can also guide you on meeting localization quotas.
7. What if I want to relocate an employee from another country to the GCC?
   You’ll need to manage visas, taxes, payroll, and more. Masdar EOR handles all of this as the legal employer on your behalf, ensuring a smooth relocation experience.
8. How can I track if my recruitment strategy is working?
   Key metrics to watch include time-to-hire, cost-per-hire, offer acceptance rate, and turnover. Always compare these by method and region for smarter decisions.

Let’s be honest. The idea of hiring a “contractor” in Dubai or Riyadh the same way you would in California or London is a complete non starter. Why? In a word: sponsorship.

In the GCC, nearly every expatriate employee needs a legal sponsor to secure their work and residency visa. This isn’t a small piece of paperwork you can automate away with a global HR platform. It’s a fundamental legal requirement that demands a fully licensed, on-the-ground entity.

Trying to classify someone as an independent contractor to avoid this can lead to

• Worker Misclassification: This is a huge red flag for local authorities. Getting this wrong can result in massive fines, back payment of benefits, and can even get your company blacklisted from the region.
• Compliance Nightmares: Are you set up for the Wage Protection System (WPS) in the UAE and KSA? Do you know how to calculate and accrue for end of service gratuity? These aren’t optional they are mandatory systems that require deep local integration.
• Operational Delays: When your global platform is just a middleman, who do you call when your employee’s visa is stuck or their payroll is rejected by the WPS? You end up in a frustrating game of telephone, passed between your platform and their anonymous local partner.

This is where the standard advice to just “leverage contingent workers” for global expansion hits a wall. In the GCC, you need more than a platform; you need a partner with their own skin in the game.

 How Do You Actually Expand into the GCC?

This is where we, at Masdar EOR do things differently.

Forget the idea of a platform that claims to be a master of 150 countries. That’s the jack of all trades, master of none approach. For a region as unique as the Gulf, you need a specialist.

Our entire philosophy is built on a simple, powerful fact: we hold direct EOR licenses in the GCC countries we serve.

What does that mean for you, the person in charge of making this expansion a success?

It means no middlemen. No runaround. No confusion.

• We Are Your Direct Employer on the Ground: When you hire someone in Saudi Arabia or the UAE with us, they are legally employed and sponsored by Masdar EOR’s local, licensed entity. We handle the visa, the residency permit, and all the nitty gritty legal paperwork directly.
• Compliance Isn’t a Feature, It’s Our Foundation: We don’t just have a checklist for WPS and gratuity; our payroll systems are built from the ground up to be 100% compliant with local regulations because we operate there every single day.
• You Get Real Answers, Fast: Got a question about labor law or a payroll issue? You talk to us. The people managing your employees are our people. You get a straight, accurate answer from the source, not a filtered message from a third-party you’ve never met.

We provide the flexibility you’re looking for, but with the rock-solid legal and compliance foundation that is absolutely essential for success in the Gulf. You can test new markets, hire key personnel, and build your regional team, all while we handle the complex employment responsibilities on your behalf.

Ready to Expand the Right Way?

Scaling your team into the dynamic markets of the GCC doesn’t have to be a gamble. With Masdar EOR, you get a dedicated partner that provides the tools, the local expertise, and most importantly the direct legal licenses to make your expansion smooth, compliant, and successful.

So, if you’re ready to move beyond the myths and talk about a real strategy for the Gulf, let’s chat. We’re here to help you grow with confidence.

So, your company’s eyeing the vibrant markets of the GCC  fantastic! Whether it’s the dynamic buzz of the UAE, the ambitious vision of Saudi Arabia, or the rich opportunities in Qatar, Oman, Bahrain, or Kuwait, expanding into this region is an exciting step. But let’s be real, the moment someone says “international payroll,” especially in a new region, it can feel like a giant puzzle. Different rules, different systems. where do you even start?

You’re likely juggling questions like: “How do we pay our new team in Riyadh or Dubai? What about local labor laws? End-of-service benefits? Do we need a local bank account? A whole new office?!”

Relax, you’ve come to the right place. At Masdar EOR, we live and breathe GCC employment. What makes us different? We hold direct Employer of Record (EOR) licenses in all six GCC countries (that’s the UAE, KSA, Qatar, Bahrain, Oman, and Kuwait). This isn’t just a nice to have; it means we’re on the ground, fully compliant, and ready to get your team onboarded and paid correctly, without you needing to jump through the hoops of setting up your own local entity.

Think of us as your local HR and payroll department, supercharged for the GCC.

Modern companies like yours, looking to expand into the GCC, need practical, straightforward advice on managing payroll. You want to understand local compliance, how to handle cross-border payments efficiently, and whether setting up your own entity is worth the hassle versus leveraging a specialist EOR like Masdar EOR.

Many businesses stumble when faced with the unique labor laws, tax nuances (even in low-tax environments, there are contributions and reporting!), and payment systems in each GCC state. Getting it wrong can mean headaches, fines, and a frustrated team.

Masdar EOR has a proven track record of helping organizations like yours seamlessly enter and operate within the GCC. We simplify the process and manage the risks, so you can build a strong, compliant, and motivated workforce right here in the Gulf. With our deep GCC expertise and streamlined EOR services, you’ll find operational efficiencies you didn’t think possible, letting you confidently pay your team across the region.

Key Things to Get Right Before Paying Your Team in the GCC

Expanding into the GCC is exciting, but getting payroll right from day one is essential. Here’s what you need to keep on your radar:

1.Local Labor Laws & Regulations GCC Style:

Minimums & Maximums: While some GCC countries don’t have a universal minimum wage for expats, there are specific rules for working hours, overtime (which is often quite specific!), annual leave, sick leave, and public holidays. For example, the rules around probation periods or notice periods can vary.

End of Service Gratuity: This is a big one across the GCC! It’s a statutory payment due to employees upon leaving, calculated based on their tenure and last salary. Getting this wrong is a common pitfall.

Employer & Employee Obligations: Understanding who pays what for things like social security (for nationals, e.g., GOSI in KSA, GPSSA in UAE), visa sponsorships, and mandatory health insurance (like in the UAE and KSA) is critical. Non compliance isn’t an option.

2.Currency Exchange & Getting Paid:

Local Currency is Best (and Often Required!): Paying your employees in their local currency (AED, SAR, QAR, BHD, OMR, KWD) is generally the standard and often required by local regulations like the Wage Protection System (WPS) in countries such as the UAE and KSA. It makes life easier for your team too.

Exchange Rate Stability: The good news is most GCC currencies are pegged (e.g., to the US Dollar), which brings a lot of stability and predictability compared to floating currencies. However, efficient fund transfer is still key.

3.Compliance & Reporting No Escaping This!

Employer Responsibilities: Even in “tax free” environments, there are often corporate obligations, registrations, and contributions to manage. Think visa processing, health insurance mandates, and contributions to national pension schemes for local employees.

Double Taxation Agreements (DTAs): While employees in the GCC often enjoy no income tax on their salaries, DTAs can be relevant for your corporate structure or for employees who might have tax liabilities in their home countries. It’s good to be aware.

4.Employee Benefits & Social Contributions The GCC Way:

Mandatory Benefits: As mentioned, things like health insurance are becoming increasingly mandatory across the GCC (e.g., Dubai, Abu Dhabi, Saudi Arabia). Then there’s paid leave (annual, sick, maternity, paternity all with specific rules).

Country Specific Social Security: For GCC nationals, there are robust social security and pension systems (like GOSI in Saudi Arabia or GPSSA in the UAE) that employers must contribute to. Masdar EOR handles all this seamlessly.

How to Pay Your Team in the GCC: Your Options

Let’s break down the common ways companies handle this, and why we believe our direct EOR model is a game changer for the GCC.

1.Setting Up Your Own Local Entity (e.g., a Branch or Subsidiary)

How it works: You go through the whole process of registering a legal company in, say, the UAE or Saudi Arabia. You then hire staff directly, run your own payroll, and handle all compliance yourself.

Advantages:

Total Control: You call all the shots on HR policies, payroll, etc. (within local law, of course!).

Local Brand Presence: You’re “officially” there as [Your Company Name] GCC.

Custom Benefits: You can design benefits packages (though they still need to meet local minimums).

Things to Consider (Especially in the GCC):

Time & Money Hog: Setting up an entity in the GCC can be a lengthy and expensive process involving lawyers, government approvals, and significant capital.

Compliance Maze: Each GCC country has its own unique, and sometimes complex, legal and regulatory framework. Keeping up can be a full-time job.

Scaling Can Be Slow: Want to hire in KSA tomorrow and Qatar next month? Setting up entities in each country takes time.

2.Partnering with a Licensed Employer of Record (EOR) 

How it works: An EOR like Masdar EOR becomes the legal employer for your team in the GCC country of your choice. We handle their employment contract, payroll, benefits, taxes (where applicable), and ensure full compliance with local labor laws. Your employee works for you, on your projects, as part of your team we just handle the HR admin burden. And because Masdar EOR holds direct licenses in all six GCC states, there’s no risky third party chain.

Advantages (Why Our Clients Love This for the GCC):

Speed to Market: Need to hire someone in Dubai or Riyadh quickly? We can often get them onboarded compliantly in days, not months. This is crucial for seizing opportunities in the fast-paced GCC.

Guaranteed Compliance: Our local experts in each GCC country live and breathe these regulations. From WPS to GOSI to end of service calculations, we’ve got it covered. This peace of mind is invaluable.

Admin Off Your Plate: Imagine not having to worry about local payroll processing, benefits admin, or keeping up with changing labor laws in six different countries. That’s what we do.

Cost-Effective: Compared to entity setup, EOR is often much more affordable, especially when you factor in the hidden costs and potential fines of non compliance.

Considerations (and how Masdar EOR addresses them):

Cost: While there’s a service fee, compare it to the cost of entity setup, legal fees, potential non-compliance penalties, and the internal resources needed. Our clients find it offers incredible value.

Direct Oversight: You still manage your employee’s day to day work, projects, and performance. We provide the compliant HR framework, freeing you to focus on your business objectives.

Partnership, Not Dependency: We see ourselves as an extension of your team, your trusted local partner ensuring your GCC expansion is smooth and successful.

3.International Payroll Providers (Not the Same as EOR!)

How it works: These services can help process salaries across different countries. They’re good at the “paying” part.

Pros: Can be efficient for just disbursing funds.

Cons (Crucial for the GCC):

They are NOT the Legal Employer: This is the key difference. A payroll provider doesn’t take on the legal responsibilities of an employer in the GCC. You still need a local legal entity to employ staff compliantly.

Limited Local HR Expertise: They might not have the deep, country-specific HR and labor law knowledge needed for full compliance in places like Saudi Arabia or the UAE.

Integration Can Be Tricky: If you don’t have a local entity, simply “paying” someone isn’t enough to be compliant.

4.Direct Payments (Wire Transfers, etc.) A Risky Bet in the GCC!

How it works: Just wiring money to an employee’s account without a formal local employment structure.

Risks (Especially High in the GCC):

Major Non-Compliance: This almost always violates local labor laws, visa regulations, and payment system requirements (like WPS). The penalties can be severe.

Legal Limbo: Your employee has no proper local contract, no statutory benefits, and no protection. This is a recipe for disputes.

Benefits Nightmare: How do you handle mandatory health insurance, end of service gratuity, or paid leave entitlements compliantly this way? You can’t.

5.Keeping Employees on Your Home Country’s Payroll (Very Limited Use!)

This might work for a very short business trip. But for anyone actually working in a GCC country for an extended period, or for hiring local GCC talent, this is a non-starter. They need to be employed locally to comply with visa, labor, and social security laws. It also creates tax complications for both the employee and your company. We strongly advise against this for GCC employment.

Masdar EOR’s Smooth Process for Getting Your GCC Team Paid

We like to keep things straightforward:

1. Understand the Role: First, we chat about who you’re hiring and what they’ll be doing. Is it a permanent employee role? This helps us ensure everything is set up correctly from the start.
2. Deep Dive into Local GCC Requirements: Our in country experts (in UAE, KSA, Qatar, Bahrain, Oman, and Kuwait) ensure we’re applying the latest labor laws, visa requirements, and payroll regulations for that specific location.
3. Choose the Right Path (EOR with Masdar EOR!): For most companies expanding into the GCC without an existing entity, our EOR service is the fastest, most compliant, and most efficient solution.
4. Seamless Onboarding & Payroll: We handle the local employment contract, visa processing (if needed), enrollment in any mandatory benefit schemes (like health insurance), and set them up in our payroll system. We ensure timely payment in local currency, compliant with systems like WPS.
5. Managing Contributions: We take care of calculating and remitting any necessary employer and employee contributions (e.g., for national pension schemes).
6. Staying Ahead of Changes: GCC regulations evolve. We keep our finger on the pulse and ensure your employment practices remain compliant, so you don’t have to.

Ready to Explore the GCC with Confidence?

Expanding into the UAE, Saudi Arabia, or any other GCC nation shouldn’t be a source of stress. With Masdar EOR and our direct EOR licenses across the region, you get a partner who understands the local landscape inside out.

If you’re a Payroll Manager, HR Manager, or Global Expansion Director planning your GCC venture, let’s talk. We can help you navigate the nuances of payroll, benefits, and compliance, making your expansion journey smoother and more successful.

Reach out to Masdar EOR today, and let’s get your GCC team working!

Frequently Asked Questions

1.What is an Employer of Record (EOR) and why do I need one for the GCC?

An EOR is a licensed entity that legally employs your team in a foreign country, handling contracts, payroll, benefits, and compliance while you manage their daily work. You need one to hire in the GCC quickly without establishing your own legal entity in each country.

2.How quickly can I hire someone through Masdar EOR in the GCC?

With direct licenses in all six GCC countries, onboarding can happen in days rather than the months required for entity setup, allowing you to seize opportunities in the fast paced Gulf markets.

3.What’s the difference between an EOR and an international payroll provider?

An EOR becomes the legal employer handling compliance, contracts, and statutory obligations. A payroll provider only processes payments without taking legal responsibility, which violates GCC labor laws.

4.Do I lose control over my employees when using an EOR?

No. You manage day to day work, projects, and performance. The EOR handles the compliant HR and payroll framework in the background.

5.What mandatory benefits must employers provide in the GCC?

Health insurance (mandatory in UAE and Saudi Arabia), paid annual leave (21-30 days), sick leave, public holidays, and end of service gratuity. For nationals, employers contribute to GOSI (Saudi Arabia) or GPSSA (UAE).

6.Can I pay employees in my home currency instead of local GCC currency?

No. Local currency payment (AED, SAR, QAR, BHD, OMR, KWD) is required by Wage Protection Systems (WPS) in countries like UAE and Saudi Arabia.

7.Is setting up my own entity in the GCC worth it?

Entity setup gives maximum control but requires significant time, money, and ongoing compliance management. For most companies, partnering with a licensed EOR is faster and more cost-effective.

8.What happens if I just wire money directly to employees without proper structure?

Direct payments violate labor laws, visa regulations, and WPS requirements, resulting in severe penalties. Employees also lack proper contracts and statutory protections.

9.Does Masdar EOR operate in all GCC countries?

Yes. Masdar EOR holds direct licenses in all six GCC countries: UAE, Saudi Arabia, Qatar, Bahrain, Oman, and Kuwait, with in country expertise for full compliance.