Hiring vs. Upskilling in Compliance – What’s the Right Move?
The world of compliance is moving fast. Regulators are tightening the screws, AI is changing how risk is managed, and ESG isn’t just a buzzword anymore—it’s a key part of business strategy. With all this change, compliance leaders are facing a tough decision:
Do they hire new talent to keep up, or invest in upskilling their current team?
This is the big question we’re seeing across the market, especially in the Middle East, where businesses are expanding quickly, and regulatory expectations are rising just as fast.
Why Hiring Seems Like the Quick Fix
For many companies, the immediate instinct is to bring in seasoned compliance professionals—people who already have expertise in high-risk areas like:
Financial Crime & Sanctions Compliance – As the UAE strengthens its AML/CFT framework, businesses need experts who know the rules inside out.
Data Privacy & Cybersecurity Compliance – With new data protection laws rolling out, having someone who understands both local and global standards is a must.
ESG & Sustainability Compliance – Companies are under pressure to prove they’re taking sustainability seriously, and that means bringing in specialists who can navigate the regulatory maze.
On paper, hiring makes perfect sense. You get instant expertise and can hit the ground running. But here’s the problem: good compliance talent is in short supply, and salaries are climbing fast. The best candidates have multiple offers, and recruitment cycles can drag on for months.
And even when you do secure a great hire, there’s still the challenge of integrating them into your team, getting them up to speed on your business, and keeping them engaged long-term.
Why Upskilling Might Be the Smarter Play
With hiring becoming more competitive (and expensive), many companies are doubling down on upskilling their existing teams instead. We’re seeing a rise in:
AI & Automation Training – Compliance teams need to understand how to work with AI-driven risk tools, not fear them.
Cross-Functional Training – More businesses are rotating employees between legal, risk, and compliance teams to build a well-rounded skill set.
Certifications & Professional Development – Employers are investing in ICA, ACAMS, and data privacy certifications to deepen in-house expertise.
The upside? Upskilling is a long-term investment that builds loyalty and reduces turnover. The downside? It takes time. And in compliance, where regulatory deadlines don’t wait, time isn’t always a luxury.
So… What’s the Right Answer?
Truthfully, there isn’t a one-size-fits-all solution. The most successful companies we work with take a hybrid approach:
Hire external specialists for niche, high-risk areas where mistakes can be costly.
Invest in upskilling for broader compliance functions, ensuring teams can grow with the business.
Use interim hires to bridge gaps when internal upskilling isn’t fast enough.
What This Means for You
If you’re a compliance leader, now’s the time to rethink your hiring and training strategy—waiting too long could mean falling behind.
If you’re a compliance professional, this is your chance to future-proof your career. Those who upskill in AI, financial crime, ESG, and cross-border regulations will be the most in demand over the next few years.
So, where do you go from here? Whether you’re looking to hire, upskill, or make a career move, we’re happy to have that conversation.
Get in touch with our team today.