Abdul Rehman Tariq Butt, the Regional Director for Middle East at SolarWinds, says professional development must transcend basic certifications. Tailored, region-specific mentorship is essential, particularly in the Middle East, where relationship-building is paramount
What strategies can companies implement to attract top IT talent in a competitive job market?
Finding top IT talent isn’t just about scanning CVs—it’s about identifying individuals who are ambitious, adaptable, and eager to grow. One of the best places to look is the channel. Candidates who are ready to make the move from the partner ecosystem into the vendor space often bring a wealth of regional knowledge, strong customer relationships, and a deep understanding of the market landscape. They’re also highly motivated—willing to embrace a learning curve and hit the ground running.
Another critical factor is the hiring process itself. Too many companies overcomplicate things, making candidates jump through endless hoops, which often leads to frustration. You have to remember that top candidates are usually balancing job applications with their current roles. Respecting their time, being transparent about timelines, and streamlining the interview process can make all the difference.
At SolarWinds, we recently had a position to fill in the UAE which received over 1,100 applicants. We completed the entire hiring process in just five weeks. We achieved this by leveraging structured panel interviews and rapid review cycles. A fast, efficient, and respectful process sends the right message to candidates about your company culture.
What role does offering professional development and training opportunities play in retaining IT talent?
Professional development is a key driver of retention, but it has to go beyond standard certifications and training programmes. Compliance-driven training is table stakes—every tech company offers it. What truly makes a difference is mentorship.
In the Middle East, business success is deeply tied to relationships. Yet, there aren’t courses or certifications that teach sales and technical professionals how to navigate the nuances of client engagement in this region. That’s where strong leadership comes in. Companies that invest in tailored, region-specific mentorship—where experienced professionals pass on insights about relationship building, negotiation, and market dynamics—will see their employees grow faster. When you help people accelerate their careers in meaningful ways, they’re much more likely to stay and contribute to the company’s long-term success.
How can businesses leverage remote and hybrid work models to attract IT professionals?
Flexible work models are no longer a ‘nice-to-have’—they’ve become an expectation. But rather than going all-in on remote work, a hybrid approach strikes the right balance.
There’s real value in in-person collaboration. Brainstorming, problem-solving, and mentorship all happen more naturally when teams are physically together. At the same time, professionals want autonomy—they want to feel empowered to structure their work in a way that makes sense for them.
A well-designed hybrid model delivers on both fronts, giving employees the flexibility they crave while also ensuring they have access to the right people, resources, and support systems to succeed. It’s about creating an environment where employees feel in control of their work while remaining connected to the larger organisation.
What role does leadership play in motivating and retaining IT professionals?
Leadership is one of the biggest factors in retention. A great salary and benefits package can attract talent, but it’s strong leadership that keeps them engaged and committed.
Take a typical IT sales professional. If they work under a leader who simply sets targets and demands results without offering guidance or support, they might hit their numbers—but they’ll likely burn out in the process. On the other hand, a leader who actively engages with their team, co-owns their successes and challenges, and fosters an open-door culture creates an entirely different experience. The goals may be the same, but the journey is vastly different.
People don’t just work for companies; they work for leaders. When employees feel supported, heard, and empowered, they’re far more likely to stay and invest in the company’s long-term vision.
