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Practice 04Employability Services
National workforce programmes measured on whether people are still in role at twelve months, not on how many were placed.
Placement is the easy number.
A programme that places a hundred nationals and loses sixty within a year has not succeeded. It has produced a headline and a retention problem.
National workforce policy across the Gulf has moved on from headcount to progression and retention, and the programmes that were built for the first target do not meet the second.
Our model runs in four phases and does not stop at the offer letter. What happens in months three to twelve is where the programme is actually judged.
Four phases.
Programme delivery at scale runs on Taaeen Intelligence: Employability — candidate tracking through to post-placement outcome measurement. It is an AI+ product, included at no additional cost during the engagement, with a subscription handover once the programme closes.
Assess
Aptitude, preference and readiness measured properly, in both languages, against the roles genuinely available.
Develop
Targeted development against the measured gap — not a standard curriculum delivered to everyone.
Place
Matching to employers, with the hiring manager prepared as carefully as the candidate.
Track
Retention and progression followed to twelve months, with intervention where a placement is drifting.
Three programme types.
National workforce programmes
Government-sponsored programmes with progression and retention targets, not placement counts alone.
Graduate employability
University and consortium programmes, with career readiness curricula and alumni outcome tracking.
Employer readiness
Preparing the receiving organisation — managers, onboarding and role design — so a placement holds.
How many of last year's placements are still in role?
Start with the Diagnostic.
Ninety minutes with a senior partner on the problem itself, and a three-page written brief within five working days. Never sold, never invoiced, yours to keep.
