Israel’s War on Iran Hits $12B in Costs—What It Means for Hiring in the GCC & USA

We’re no longer in “wait and see” mode.

The recent escalation between Israel, Iran, and the U.S. is already reshaping how businesses think about talent and operations across the Middle East and beyond. Whether or not the international community is ready to call it a war, the impact on cross-border hiring, executive leadership, and workforce planning is very real.

And while most recruitment firms remain focused on resumes and databases, the smarter question is:

How do you adapt your hiring strategy when the ground is shifting beneath your feet?

Geopolitics Are Now a Staffing Variable

Here’s a quick summary of the new reality:

• Multiple countries in the region have closed airspace or rerouted flights due to security concerns.

• U.S. defense operations in the region are increasing, drawing the attention of both allies and adversaries.

• Key energy and tech companies are actively reallocating staff and pausing physical deployments.

• Businesses are rethinking risk exposure across every department, especially in HR, compliance, and the supply chain.

These developments aren’t just military. They influence everything from visa approvals to offshoring decisions, even down to how resumes are screened and where your next hire should be based.

A 360° View: GCC & U.S. Talent Strategy Trends

Saudi Arabia

Saudi Arabia is moving fast on Vision 2030, and current events are accelerating the shift toward nationalization:

• Saudi-only mandates are being enforced more strictly in multiple industries.

• There is an increasing preference for contract-based foreign specialists over permanent expat hires.

• Sensitive sectors—energy, defense, and infrastructure—require local oversight with limited foreign access.

Strategic Approach: Deploy project-based teams through EOR partners. Use international talent for strategy and execution, but local staff for compliance and stakeholder management.

United Arab Emirates

The UAE remains a hub for global talent, but firms operating there are becoming more cautious:

• Emiratization audits are on the rise, particularly in banking, retail, and government-affiliated roles.

• Dual nationals or individuals with backgrounds in politically sensitive countries may face additional scrutiny.

• Companies are maintaining executive operations in Dubai or Abu Dhabi but outsourcing support functions.

Strategic Approach: Keep your headquarters in the UAE, but relocate operational teams—IT, finance, HR, or customer service—to lower-cost, geopolitically neutral zones like Jordan.

United States

American companies are reassessing their global workforce structure.

• Offshore hiring is not ending—but it's pivoting away from high-risk regions.

• There’s increased demand for low-cost, compliant, English-speaking markets.

• The shift toward fractional executives and remote back-office teams is accelerating.

Key Data (Gartner, 2025):

• 67% of U.S. tech firms now maintain hybrid international teams.

• 44% of large U.S. employers plan to shift offshore operations away from politically unstable regions.

Strategic Approach: Use EOR providers like SpartanSC to access cost-effective, secure, and well-educated professionals, without exposing your company to visa, tax, or compliance risks.

Why Jordan Is More Than Just “Stable”

Jordan is often described as “politically neutral.” That’s true—but it’s not the full picture.

Here’s what makes Jordan one of the most overlooked talent hubs for U.S. and GCC employers:

Workforce Facts

• 45.5% youth unemployment, which means a highly educated, underutilized workforce hungry for opportunity.

• 97.6% literacy rate, with most university grads fluent in English and Arabic.

• Top destination for cybersecurity and IT education in the region.

• Time zone overlaps with both Europe and the U.S. East Coast.

• Cost efficiency:

  • Accountant: ~$1,000/month

  • Senior Developer: ~$1,800–2,500/month

  • Zero employer tax obligations when hiring via SpartanSC’s EOR platform.

Business Benefits

• Culturally aligned: Jordanian professionals are trained in business English, formal communication, and Western work standards.

• Strong digital infrastructure: reliable internet, cloud adoption, and modern tech literacy.

• Client trust: Jordanian talent is already embedded in multinational companies through roles in finance, customer service, recruitment, tech, and compliance.

What We’re Doing Differently at SpartanSC

We don’t just “place candidates.” We design risk-adjusted hiring solutions that align with your operational goals—especially during uncertain times.

Whether it’s

• Supporting a U.S. financial firm with Jordan-based analysts,

• Hiring project managers for a UAE-based logistics firm,

• Or building a compliant back-office team for a Saudi tech venture…

We offer EOR, RPO, and executive search services designed for real-world complexity, not just ideal-case hiring plans.

Final Thoughts

This is a defining moment for international hiring strategy.

Leaders who respond with agility—rethinking where and how they build their teams—will not only weather this uncertainty but also come out ahead.

The businesses that insist on “business as usual”? They risk delayed hires, compliance issues, and exposure to operational disruption.

Let’s make sure you’re not one of them.

Book a Strategy Session

Let’s map your workforce plan against today’s realities—and tomorrow’s possibilities.

Schedule a Call with SpartanSC

By Leo Khoury – Founder & President, SpartanSC