Taqat
Overview
Taqat is presented as Saudi Arabia’s national employment portal, helping job seekers and employers connect through digital services backed by the Human Resources Development Fund (HRDF).
Employers typically keep establishment and contract data aligned in Qiwa, run payroll through Mudad where applicable, and use Saudi Business Center (Meras) milestones when onboarding companies that scale hiring quickly.
Program availability changes—verify current announcements on taqat.sa and HRDF channels.
Recruiters should reconcile Taqat applicant profiles with active iqama and visa statuses maintained in Muqeem to avoid offers to candidates who cannot legally start on the proposed date.
Training subsidy approvals often require proof of Qiwa establishment health and Nitaqat colour bands—finance and HR should pull screenshots before grant submissions.
Graduate programmes may need coordination with academic calendars; delay posting until intake windows align with municipal ID services if relocations are involved.
Retail and hospitality seasonal hiring spikes should preload Taqat templates to publish dozens of roles without manual retyping errors.
Link Taqat analytics to internal diversity dashboards where boards track Saudization commitments tied to financing covenants.
This text is guidance only; programme rules on taqat.sa govern eligibility.
Key services
Publish roles
Create structured job postings with accurate salary bands and contract types.
Screen applicants
Use portal filters and integrations to validate certifications before interviews.
Claim subsidies
Follow HRDF guidance for training reimbursements tied to approved programmes.
How it works
- Verify establishment data
Align CR, Qiwa, and bank details before sponsoring programme seats.
- Launch campaigns
Publish roles or training seats and route responses to ATS workflows.
- Measure hiring KPIs
Track time-to-fill, conversion, and subsidy utilisation for leadership reporting.
When you need this platform
National reach
Centralised vacancy and candidate flows support nationwide hiring campaigns.
Programmes
Training and subsidy tracks help employers close skill gaps.
Digital hiring
Online applications reduce friction versus fragmented offline channels.
Requirements
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Active commercial registration and authorised HR signatories.
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Accurate job descriptions mapped to national occupation codes where required.
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Banking readiness for subsidy reimbursements or wage support schemes.
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Privacy compliance when exporting candidate data to assessment vendors.