The Super App Trend in Saudi Arabia: Key Players and Future Prospects

Sep 15, 2025

Ghada Ismail

 

Imagine this: You wake up and grab your phone. With just a few taps, you can order breakfast, pay your electricity bill, book a ride to work, and even schedule a doctor's appointment - all without leaving a single app. This isn't the future! it's happening right now in Saudi Arabia as local companies race to build the ultimate "everything app."

 

Originating in Asia with pioneers like China’s WeChat and Southeast Asia’s Grab, the ‘Super App’ model is now gaining traction in the Gulf. In Saudi Arabia, where smartphone penetration exceeds 98% and over 80% of the population is under 45, the appetite for mobile-first solutions is soaring. Add to that the government’s backing of digital transformation through initiatives like Vision 2030 and Saudi Payments, and the conditions are ripe for local champions to emerge.

 

These apps, which combine multiple services, such as payments, social networking, e-commerce, transportation, and more, into a single platform, are quickly becoming a core part of daily life in the Kingdom. As Saudi Arabia continues its push for digital transformation under Vision 2030, super apps are poised to play a pivotal role in reshaping the country’s economy and digital infrastructure. In this article, we will explore the key players in Saudi Arabia's super app scene, the features that make these apps stand out, the challenges they face, and the future opportunities they bring.

 

Key Players in Saudi Arabia’s Super App Landscape

Saudi Arabia’s super app scene is still in its infancy, but several key players have already established a significant presence, offering a glimpse of what the future could hold.

 

STC Pay

STC Pay, launched by Saudi Telecom Company (STC), is one of the most dominant players in the digital financial services sector in Saudi Arabia. Originally conceived as a payment platform, STC Pay has expanded into a multifunctional hub. Users can perform a wide range of activities, including transferring money, paying bills, and purchasing goods and services online. The platform also facilitates peer-to-peer payments and has been integrated into a variety of sectors, from retail to transportation. As Saudi Arabia continues to push for a cashless economy, STC Pay’s efforts to integrate financial services with e-commerce and more could position it as a leading super app.

 

Careem

Careem, a company originally founded as a ride-hailing service, has evolved significantly since its launch in Saudi Arabia. After its acquisition by Uber, Careem has expanded its portfolio of services, now including food delivery, transportation, payment solutions, and last-mile delivery. Careem’s ongoing shift towards becoming a super app is apparent as it aims to provide a one-stop platform for a range of services that cater to the daily needs of its users. This comprehensive approach to service integration places Careem in direct competition with other regional super apps.

 

Hala (by Uber)

Uber’s localized ride-hailing solution in Saudi Arabia, Hala, is another key player in the Kingdom’s super app race. While it primarily focuses on transportation, Uber’s deepening involvement in the Saudi market points to a strategic move toward the creation of a super app in the future. By combining transport services with other offerings, such as food delivery and digital payments, Hala aims to become an integral part of users’ lives, tapping into the growing demand for all-in-one digital platforms.

 

Noon

Noon, one of the leading e-commerce platforms in Saudi Arabia, has expanded beyond its online retail base to incorporate more services, including payments, grocery shopping, food ordering and customer loyalty programs. By creating a seamless experience for users to shop, pay, and access additional services, Noon is positioning itself as a potential contender in the super-app race. The company’s push to diversify its offerings could see it evolve into a multifunctional platform that covers everything from shopping to digital entertainment.

 

Emerging Players

Other emerging players in Saudi Arabia’s digital ecosystem are likely to make their mark as well. With fintech and e-commerce startups on the rise, collaboration between these companies could result in new super apps that cater to specific niches or combine unique service offerings, such as healthcare, transportation, and entertainment.

Jahez: From Food Delivery to Full Lifestyle Platform
Launched in 2016, Jahez started as a food delivery app and quickly rose to dominance thanks to its user-friendly experience, wide restaurant network, and early adoption of localized logistics. In 2021, Jahez became one of Saudi Arabia’s first tech startups to list publicly on Nomu, the parallel market of Tadawul—underscoring its local investor appeal.

Evolving into a Super App: Jahez has been aggressively expanding its verticals, aiming to evolve from a pure food delivery app into a comprehensive lifestyle logistics platform. Some of its most notable moves include:

  • Jahez Express: A same-day courier and package delivery service tapping into last-mile logistics.
  • Quick Commerce (Q-Commerce): Partnerships with convenience stores and pharmacies for ultra-fast delivery of non-food essentials.
  • Cloud Kitchens & Restaurant Tech: Jahez is investing in backend solutions for restaurants, positioning itself not just as a platform but a partner in operations.
  • Acquisitions & Subsidiaries: The company has made strategic acquisitions to build its infrastructure, like ‘The Chefz’ (a premium food delivery app), broadening its reach across segments.

HungerStation: Saudi’s Food Pioneer with Super App Ambitions
Launched in 2012, HungerStation was among the first food delivery platforms in the Kingdom. It was acquired by Delivery Hero, which provided the global scale and capital needed to keep up with the competitive landscape. Today, HungerStation operates in over 80 cities across Saudi Arabia.

Moving Toward a Super App Model: While still primarily associated with food delivery, HungerStation has been quietly adding services that align with super app strategies:

  • Grocery Delivery: Partnering with local stores and chains, HungerStation now lets users shop for essentials directly in-app.
  • Courier Services: Delivery for non-food items—documents, parcels, etc.—via third-party partnerships.
  • In-App Offers & Loyalty Programs: Integrating discounts, deals, and cashback—building a sticky user experience.
  • POS and Merchant Services: Beginning to offer backend support to its restaurant partners, though less aggressively than Jahez.

 

Key Features of Super Apps in Saudi Arabia

Super apps in Saudi Arabia combine a variety of services within one platform, making them an essential part of users' daily lives. These are some of the key features that set them apart:

  • Integrated Payment Solutions

At the heart of most super apps lies their integrated payment solutions. Apps like STC Pay and Careem have evolved into digital wallets that enable users to make payments, transfer money, pay bills, and even purchase goods and services, all from within the app. This financial integration is crucial for a cashless society and aligns with Saudi Arabia's broader push to increase digital financial transactions.

  • E-commerce and Online Marketplaces

Super apps in Saudi Arabia are also driving the e-commerce boom. Apps like Noon have expanded their services to offer everything from electronics to groceries, with built-in payment options. The ability to shop, track deliveries, and access customer service through a single platform offers great convenience for consumers and a competitive edge for businesses.

  • Transportation and Mobility

Ride-hailing services like Careem and Hala have already made a significant impact on urban mobility in Saudi Arabia. These services now go beyond simple transportation, offering features like delivery services and integrated payment options. With the inclusion of last-mile delivery solutions, these platforms are creating an integrated transportation ecosystem.

  • Social and Entertainment

While most super apps focus on e-commerce and finance, some are branching out into social networking and entertainment. These platforms aim to become all-encompassing digital spaces where users can not only shop and pay but also connect with others and enjoy entertainment content, further driving user engagement.

  • Healthcare and Digital Services

In line with Saudi Arabia’s vision to modernize healthcare, some super apps are exploring telemedicine and e-health services. These features allow users to consult with healthcare professionals remotely, book medical appointments, and access their health records, making healthcare more accessible.

 

Challenges Faced by Super Apps in Saudi Arabia

Despite the promising growth of super apps in Saudi Arabia, several challenges remain for both existing players and newcomers.

  • Regulatory Hurdles

One of the key challenges facing super apps is navigating the regulatory landscape in Saudi Arabia. The government’s efforts to streamline digital financial services and data privacy regulations will require super apps to adhere to stringent compliance requirements. This can be a barrier to entry for new players and a significant challenge for existing ones.

  • Consumer Trust

Building consumer trust is crucial for super apps, especially when dealing with sensitive data such as payment information, personal profiles, and shopping preferences. As more services are integrated into these apps, users may have concerns about the security and privacy of their data, which could hinder adoption.

  • Competition

The competition in Saudi Arabia’s digital ecosystem is fierce. Local companies are facing pressure from global giants like Uber and Amazon, who have the resources and experience to quickly scale their services. Additionally, new startups are emerging with innovative solutions, further intensifying competition in various sectors.

  • Technological Infrastructure

Delivering seamless user experiences on such complex platforms requires robust technological infrastructure. Super apps need to scale efficiently, ensure high availability, and integrate various services without compromising performance or security.

 

Future Trends and Opportunities

  • Partnerships and Collaborations

Super apps will likely continue to evolve through strategic partnerships and collaborations. Telecom companies, fintech startups, and government bodies may work together to create more integrated solutions, catering to the growing demand for digital services in Saudi Arabia.

  • Investment and Innovation

As the market for super apps grows, so too will investment in cutting-edge technologies such as artificial intelligence (AI), blockchain, and machine learning. These technologies could enhance user experiences, improve security, and streamline operations.

  • Vision 2030 and Digital Transformation

Super apps are integral to Saudi Arabia's Vision 2030, which aims to reduce the country’s dependence on oil and diversify its economy. By embracing digital platforms that offer a wide array of services, Saudi Arabia can further drive economic growth and boost technological innovation.

  • Customer-centric models

The future of super apps will be centered on creating customer-centric models, using data and AI to offer personalized services. As super apps accumulate vast amounts of data, they will be better equipped to anticipate user needs and provide tailored solutions.

 

Conclusion

The super app trend in Saudi Arabia is still in its early stages, but it shows great promise. With key players like STC Pay, Careem, Noon, and others leading the charge, the country is well on its way to becoming a hub for multifunctional digital platforms. While challenges like regulatory compliance, consumer trust, and competition remain, the opportunities for innovation, investment, and growth are immense. As super apps continue to develop and expand, they will play a central role in shaping Saudi Arabia’s digital future, transforming everything from finance and e-commerce to transportation and healthcare.

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Latest Experts Thoughts

Why fringe benefits matter more than ever for employers and employees

Noha Gad

 

Offering a strong salary is no longer enough to attract and retain top talent in today’s competitive job market, as employees increasingly look beyond base pay to evaluate the full value of a job offer, and that is where fringe benefits come in.

Fringe benefits are forms of non-wage compensation provided to employees in addition to their regular salary, including cash equivalents, property, services, or other privileges, such as health insurance, retirement contributions, company cars, tuition assistance, or paid time off.

Although they are viewed as extras, fringe benefits play a pivotal role in modern compensation packages for both employers and employees. For employers, they serve as powerful tools to enhance employer branding, boost employee morale and productivity, and gain tax advantages when structured correctly. For employees, they can significantly increase the real value of their compensation while improving financial security, health, and work-life balance.

 

What are fringe benefits?

Fringe benefits are additional remuneration that employees receive from their employers. They are designed to enhance the overall employee experience and provide added value beyond monetary compensation, serving as incentives that attract top talent and boost employee morale and satisfaction. By offering these extras, companies aim to create a positive work environment where employees feel valued and motivated.

Fringe benefits encompass a wide range of non-wage compensation that add another layer of appeal to any employment package, while creating a supportive workplace culture where employees feel appreciated for their hard work and dedication without only relying on financial remuneration.

 

Examples of fringe benefits

There are various types of fringe benefits that companies can offer to their employees, including:

  • Health insurance: Many employers offer comprehensive health insurance plans, covering medical, dental, and vision expenses for employees and their dependents.
  • Retirement plans: Companies may contribute to retirement savings accounts or offer pension schemes to ensure financial security for employees after they retire.
  • Paid time off: In addition to statutory holidays, companies often provide vacation leave, sick leave, personal days off, or paid parental leave to support employee well-being and family needs.
  • Employee Assistance Programs (EAP): These programs offer confidential counseling services for employees dealing with personal issues such as stress management or substance abuse problems.
  • Education reimbursement: Some organizations support continuous learning through tuition reimbursement programs or scholarships for further education or professional development courses.
  • Wellness programs: These initiatives promote employee health through gym membership discounts, wellness challenges, on-site fitness classes, or access to mental health resources.

 

Why do companies offer fringe benefits?

Offering fringe benefits gives companies a competitive edge in the job market, helping them to attract and retain top talent. Some advantages of providing fringe benefits include:

  • Increasing employee satisfaction. These benefits make employees feel valued and appreciated, leading to higher job satisfaction and making them more likely to be loyal and committed to their work.
  • Improving morale and motivation. Through fringe benefits, employers show they prioritize employees’ well-being, thereby boosting their morale and motivation.
  • Attracting top talent: A comprehensive package that includes attractive fringe benefits can be a major draw for highly skilled professionals.
  • Enhancing productivity: Offering fringe benefits helps create a positive work environment where individuals are motivated to excel. 
  • Reducing turnover: Investing in fringe benefits can help reduce employee turnover rates as individuals are less likely to leave an organization that provides valuable perks beyond salary alone.
  • Saving costs for employees: Some fringe benefits, like health insurance or retirement plans, may come with cost savings for employees compared to purchasing these services individually.

To sum up, fringe benefits have evolved from optional extras into a core component of strategic compensation, enabling employers to differentiate their offers, strengthen retention, and build a culture where employees feel genuinely supported.

These non-wage benefits can materially raise the real value of employees’ compensation while improving health, financial security, and work-life balance. For employers, a well-designed mix, aligned to workforce needs and local tax rules, can drive morale, productivity, and long-term cost efficiency.

Fringe benefits become a genuine investment in employees and a real advantage when it comes to winning and keeping great talent. For employers, all what they need to do is to choose benefits that truly fit their team and their goals, understand the full cost and tax picture, explain them in plain language, and revisit them often to see how they stack up.

Enterprise AI: What It Means and Why It Matters for Startups

Kholoud Hussein 

 

Artificial intelligence is moving beyond consumer applications such as chatbots, image generators, and personal productivity tools. As businesses shift from experimenting with AI to integrating it into core operations, a new category is gaining prominence: Enterprise AI.

At its simplest, Enterprise AI refers to the use of artificial intelligence within organizations to automate processes, analyze data, support decision-making, and improve operational efficiency. Unlike consumer AI, which is designed primarily for individual users, Enterprise AI addresses the more complex requirements of businesses, including data security, governance, integration, scalability, compliance, and measurable returns on investment.

What is Enterprise AI?

Enterprise AI encompasses AI-powered technologies deployed across functions such as finance, human resources, sales, marketing, customer service, cybersecurity, supply chains, and operations.

A bank, for example, may use AI to detect suspicious transactions, assess credit risks, automate customer support, and analyze financial data. A retailer could use AI to forecast demand, optimize inventory, and personalize customer recommendations, while a manufacturer could deploy it to predict equipment failures and reduce downtime.

The key distinction is that Enterprise AI is not simply about introducing an AI model into a company. It involves integrating AI into existing business systems and workflows to generate measurable business outcomes.

This makes integration one of the defining characteristics of Enterprise AI. Even a sophisticated AI model has limited business value if it cannot securely access relevant company data or interact with systems such as enterprise resource planning, customer relationship management, accounting, and supply-chain platforms.

From experimentation to infrastructure

The rapid development of generative AI has changed how companies approach the technology. Many businesses initially experimented with publicly available AI tools to generate content, summarize documents, or improve employee productivity.

The next stage is more complex: moving AI from an individual productivity tool to an integrated component of business infrastructure.

This transition is creating demand for technologies that connect AI models with proprietary company data and existing business applications. It is also increasing the importance of cybersecurity, data privacy, regulatory compliance, and human oversight.

As a result, companies are increasingly looking beyond the AI model itself and considering the infrastructure required to deploy AI securely and effectively at scale.

Where startups fit in

This shift creates a significant opportunity for startups.

Large technology companies may provide foundational AI models and cloud infrastructure, but startups can build specialized applications on top of these technologies to address specific enterprise problems.

Businesses often do not need a general-purpose AI system. They need a solution that understands a particular industry, workflow, or operational challenge.

A startup could, for example, develop an AI platform for insurance claims, legal document analysis, financial compliance, procurement, or logistics. By focusing on a specific problem, it can develop specialized workflows, integrate with existing enterprise systems, and potentially demonstrate a clearer return on investment.

This has contributed to the emergence of vertical AI startups—companies applying AI to specific industries rather than attempting to serve every type of customer.

Why Enterprise AI can be attractive to startups

Enterprise customers may be willing to pay more for technology that can reduce costs, increase productivity, accelerate revenue, or mitigate risk. This creates an opportunity for startups to build business-to-business AI products with higher contract values than many consumer applications.

However, selling to enterprises also raises the barriers to entry. Startups may need to pass security assessments, demonstrate regulatory compliance, integrate with existing systems, and convince multiple decision-makers before securing a contract.

Technical capability alone is therefore not enough. Successful Enterprise AI startups need to combine AI expertise with enterprise sales, cybersecurity, data governance, product integration, and a strong understanding of customer workflows.

The importance of proprietary data

Data is another critical component of Enterprise AI.

Companies hold large volumes of proprietary information that can make AI applications more relevant to their specific environments. Customer records, internal documents, transaction histories, operational data, and industry-specific knowledge can all support more specialized AI solutions.

This creates an opportunity for startups to build products around enterprise-specific data and workflows, rather than competing solely on the performance of an underlying AI model.

At the same time, enterprises increasingly expect clear controls over data access, storage, model training, and privacy, making responsible data management a central part of the Enterprise AI proposition.

The next opportunity for startups

The Enterprise AI opportunity extends well beyond building another chatbot. Startups can create value across the AI ecosystem, from data management and security to specialized applications, workflow automation, and AI agents.

AI agents are particularly significant because they can move beyond generating responses to performing sequences of tasks. An enterprise agent could retrieve information, analyze it, update a business system, and trigger a workflow with limited human intervention.

For startups, the central question is therefore not simply "Where can we use AI?" but "Which expensive, repetitive, or complex business process can AI fundamentally improve?"

That distinction captures the essence of Enterprise AI. Its value lies in transforming artificial intelligence from a standalone technology into a practical business capability that can be integrated into workflows, measured through business outcomes, and scaled across organizations.

For startups, this represents a growing opportunity—but also a higher bar for execution. Winning in Enterprise AI will increasingly depend not only on developing powerful AI technology, but on understanding a business problem deeply enough to turn that technology into a reliable, secure, and economically valuable solution.

 

Same Data, Different Eyes: Why Insight Beats Information Every Time

Ghada Ismail

 

In this second part, Abu Zannad turns to the resource startups actually have plenty of: creativity. He explains why “out-noticing” the competition matters more than out-spending them, and why so many founders confuse visibility, reputation, and meaning when they talk about “building a brand.”

 

How can startups use creativity as a competitive advantage when they cannot compete with larger companies on advertising budgets, resources, or brand recognition?

I think we first need to stop treating creativity as incidental, as this magical thing that occasionally happens when a talented person walks into a room. Creativity is becoming a much more important competitive capability precisely because AI is making so many other capabilities abundant.

Today, almost everyone can produce more content, more variations, more designs, more headlines and more analysis, faster and cheaper than ever before. So producing more is becoming less interesting. The competitive advantage increasingly lies in seeing something other people did not see.

I often describe it as the difference between information and insight. Two companies can have access to exactly the same data and come to completely different conclusions. Same data. Different eyes. That difference is human judgement.

And I don’t think insight has to be left to luck. There are conditions that make it more likely. Experience gives you patterns. Curiosity makes you notice what does not fit. Scepticism stops you accepting the first explanation. Contradictions reveal where reality is behaving differently from the category’s assumptions. Connections allow two things that normally live separately to collide.

Sometimes even constraint helps. I call that creative desperation: when you genuinely cannot solve the problem in the conventional way, you are forced to find another path. That is why startups may actually have an advantage. A large incumbent can often buy another media plan. A startup cannot. It has to notice something the incumbent has stopped noticing.

Look at the extraordinary group of younger businesses emerging around us:

Dollar Shave Club did not beat the shaving establishment by producing a more expensive shaving commercial. It understood internet humour and attacked the seriousness of the category.

Liquid Death looked at bottled water and asked why water had to behave like bottled water at all. It borrowed from punk, heavy metal and entertainment culture.

PRIME understood that creator communities themselves could become an extraordinary distribution system.

Crumbl turned cookies into something closer to sneaker drops; weekly anticipation, scarcity, reviewing and participation.

Sleep or Die looked at the soft, calming visual language of the sleep category and contradicted it completely.

And Dubai Chocolate may be one of the most fascinating cases of all. Someone created an unusually sensory product: “the crack of the chocolate, the colour of the pistachio, the texture of knafeh and a platform discovered that people could not stop watching it”. The algorithm accelerated the phenomenon; it did not originate the human fascination.

I think we should stop treating cases like these as amusing stories about things that “went viral.” They are evidence. We are watching something close to a new applied science of cultural creativity develop in front of us.

Every platform is producing an enormous live laboratory of human behaviour. Every unexpected breakout gives us something to study. What was the human tension? What cultural code did the brand recognize? What category convention did it violate? What community carried the idea? What made somebody want to participate rather than merely watch? What behaviour did the platform reward? What made the idea travel from one subculture into another?

Those are not questions only for advertising people anymore. They are questions for founders, anthropologists, behavioural scientists, strategists and technologists. And over time, we can begin building frameworks around them; not formulas for producing virality, because culture will never be that obedient, but better places to look for the unexpected.

That distinction matters. Creativity is not a formula. But neither is it magic. We can study it. We can develop our intuition. We can accumulate cases. We can recognize patterns. We can learn the grammar of a platform, a category, a culture or a subculture; and then have the courage to break that grammar when the human insight tells us to.

This, to me, is where AI becomes enormously useful. Let the machine search wider. Let it retrieve more cases, make more connections, generate more possibilities and accelerate experimentation.

But the human still has to ask: Which one matters? Which contradiction is interesting? Which observation is merely strange… and which one reveals something genuinely human? Which idea deserves to exist?

Because AI can increasingly generate ten thousand possibilities. The scarce capability is knowing which possibility is worth pursuing.

So my advice to startups would be: don’t try to out-produce the large companies. You probably can’t. And increasingly, there is little advantage in doing so anyway. Out-notice them. Out-understand them. And then use creativity to turn what you noticed into something the culture cannot ignore.

 

What do you think startups misunderstand most about building a brand: is it about visibility, reputation, or creating an identity people want to associate with?

I think what startups misunderstand most is the word brand itself.

They often think the sequence is: Build the product. Acquire customers. Grow. And when we become big enough, we will “do the brand.” Usually that means a new logo, a brand book, perhaps a large campaign.

But the uncomfortable truth is that you are building the brand from the first day whether you intend to or not. The first product experience builds it. The first customer complaint builds it. The way your founder speaks builds it. The price builds it. The packaging builds it. The people who choose you build it. The things you repeatedly say, and the things you repeatedly do, build it. So visibility, reputation and identity are not really three competing answers. They are three different layers.

Visibility means: I know you exist.

You can buy visibility. You can hack it. You can go viral and acquire enormous visibility almost overnight. But visibility is not a brand. We are surrounded today by things that became very visible and disappeared six months later.

Reputation means: I have learned what to expect from you.

You deliver. The product works. You keep your promises. There is consistency between what you say and what actually happens. Reputation takes longer because it has to survive contact with reality. And then there is something more interesting.

Meaning.

At some point, the strongest brands begin to signify something beyond the immediate utility of the product. Choosing the brand says something. Sometimes it says something to other people. Sometimes, more importantly, it says something to ourselves.

That is very close to the argument I make in AdEntity. Modern advertising became powerful because it taught objects to carry meaning. A watch stopped being only an instrument for telling time. A car was not only transportation. A pair of shoes was not only protection for the feet. Commercial objects became signals through which ambition, taste, rebellion, belonging, care or achievement could become socially legible.

And AdEntity does not argue that brands invented those desires. It argues that the surrounding system; the brand, product, image, celebrity and media environment… helped teach people how those desires could be recognized.

That is why I would hesitate to tell a founder, “Create an identity people want to associate with.” It is almost right. But it can lead to another mistake: inventing a beautiful brand personality with no relationship to the actual business.

Meaning has to be earned through product truth.

If Liquid Death behaved like a rebellious entertainment brand but the product, packaging and every interaction reverted to conventional bottled-water behaviour, the mythology would eventually collapse.

If Apple talks about creativity but produces experiences that feel careless, the symbolism weakens.

A brand cannot indefinitely advertise a meaning that the business itself does not substantiate. And this is where I think startups face a particularly modern trap. Startups live inside dashboards: ‘CAC. ROAS. Conversion. Cost per click. Retention. Downloads. Funnels’.

These numbers matter enormously. I would never advise a founder to ignore them. But because they are visible every morning on a dashboard, they begin to acquire psychological authority. What we can measure immediately starts to look more important than what is accumulating slowly.

And brand accumulates slowly. Memory accumulates. Familiarity accumulates. Trust accumulates. Distinctive assets accumulate. Meaning accumulates. This is why performance marketing is so seductive. You spend today and something happens tomorrow.

Brand building is more like compound interest. For a while, it can look as though very little is happening. And then one day people search for your name instead of the category. They recommend you without being paid. They recognize you before they see the logo. They forgive you a small mistake because there is accumulated trust. They consider you before the performance ad arrives. They may even pay slightly more because the alternative does not feel equivalent.

That is an economic asset, not a communications indulgence.

Airbnb gave us a fascinating demonstration of this. When the company dramatically reduced marketing during the pandemic, traffic recovered to roughly 95% of its 2019 level before marketing expenditure fully resumed. By the fourth quarter of 2020, more than 90% of traffic was direct or unpaid. Brian Chesky’s conclusion was essentially that Airbnb had become culturally established enough that the brand itself was generating demand.

That is what founders should aspire to. Not necessarily becoming a verb. But getting to the point where every customer does not have to be rented again from an advertising platform. Because if every sale requires another paid impression, another promotion and another retargeting message, you may have built an efficient acquisition machine. You have not necessarily built a brand.

There is another problem that optimization culture creates for startups: they change too much. New headline. New proposition. New design. New tone. New campaign. New audience. New creative every week because something performed 4% better. Experimentation is essential for discovering what works. But once you discover something valuable, brand building requires the opposite capability: the discipline to repeat it.

Memory needs consistency. And let’s not confuse consistency with repetition.

The Ehrenberg-Bass work on distinctive assets is useful here. Colours, sounds, shapes, characters, packaging and other recognizable cues only become assets when people repeatedly learn to associate them with one brand. They are built and protected over time; they do not become distinctive because somebody declared them distinctive in a brand guideline.

So perhaps I would give founders a very simple architecture: Be visible enough to enter the mind. Be good enough to earn a reputation. Be consistent enough to become remembered. Be meaningful enough to stand for something.

And make sure the product continuously earns the story you are telling.

Because a brand, in the end, is not the campaign. It is not the logo. It is not the number of followers. It is not even what the founder says the company stands for. A brand is the memory and meaning that remain when the advertising disappears. That is what startups should start building from day one.

What makes a 'VC-backable' startup?

Ghada Ismail

 

Not every good startup is a venture capital startup.

That can be hard for founders to hear, especially when they have built a product people like, attracted their first customers, and started generating revenue. But venture capital is not simply looking for businesses that work. It is looking for businesses that could become much, much bigger.

That is what makes a startup “VC-backable.” It is less about having a well-prepared investor presentation and more about showing investors that there is a real opportunity to build something with significant scale.

 

Market Size and Growth Potential

One of the first questions investors will ask is how big the opportunity really is.

A startup can solve a genuine problem and still have limited room to grow if its potential customer base is too small. For a VC-backed company, the ambition usually needs to go beyond building a profitable small business.

This is particularly relevant for startups in Saudi Arabia and the wider GCC. A founder may begin with a solution designed for Saudi customers, but investors will want to understand whether that business can eventually expand across the region or into other markets.

The bigger question is not just, “Who will buy this?” It is, “How many people or businesses could eventually need it?”

 

Customer Demand and Market Traction

A great idea is still only an idea until someone is willing to use it or pay for it.

This is where traction matters. Revenue, customer numbers, repeat purchases, retention, and transaction volumes can all show whether a startup is gaining genuine momentum.

For an early-stage company, traction does not necessarily mean millions in revenue. A growing user base, successful pilots, strong engagement or commercial partnerships can also demonstrate demand.

But there is a difference between growth and meaningful growth. Adding customers through heavy discounts, for example, does not necessarily prove that they will stay.

 

The Problem and the Value Proposition

The strongest startups tend to begin with a problem rather than technology for technology’s sake.

If a company can help businesses reduce costs, make a complicated process faster, improve access to finance, or solve a problem customers face regularly, its value becomes easier to understand.

Saudi Arabia’s rapidly developing fintech, healthcare, logistics, and technology sectors offer plenty of opportunities. The challenge is proving that the solution is valuable enough for customers to change their existing habits.

 

Founder Experience and Execution

Investors are putting money into a company, but they are also betting on the people running it.

Founders do not necessarily need decades of experience or impressive corporate backgrounds. What matters is whether they understand the problem, know their customers, and can keep adapting when things do not go according to plan.

Startups rarely follow the original business plan perfectly. Markets change, products need to be rebuilt, and early assumptions can prove wrong. Being able to respond to those changes can be just as important as having the original idea.

 

Scalability and Business Economics

Rapid growth sounds impressive until you look at how much it costs.

Investors will want to understand how much it costs to acquire a customer, how long that customer stays, and how much value they generate. A startup does not need perfect economics from day one, but there should be a credible path toward becoming more efficient as it grows.

That is also where scalability comes in. A Saudi startup might expand from one city to the wider Kingdom, then into the GCC or other international markets. The opportunity does not have to be global from day one, but investors will want to see what the next stages could look like.

Ultimately, being VC-backable does not mean a startup has to be perfect. Very few early-stage companies are.

It means giving investors a reason to believe the business can become significantly larger than it is today, and that the founders have a realistic way of getting there.

Why companies freeze hiring and how it affects their people

Noha Gad

 

Companies increasingly turn to cost-control measures to safeguard their financial stability. Among the most common and visible of these measures is the hiring freeze. While often presented as a temporary, strategic pause, a hiring freeze carries significant implications for employees, job seekers, and the organization’s long-term growth trajectory.

A hiring freeze is a business decision that sounds simple on paper but ripples through every corner of an organization. At its core, it is a temporary pause on bringing new people on board, no new roles, no backfills for departing employees, and often a hard stop on most recruitment activity. Companies often take this decision when they need to tighten budgets, navigate economic uncertainty, or reevaluate their workforce strategy without resorting to layoffs.

For current employees, a hiring freeze can feel like a mixed signal: there is short-term reassurance that jobs are safe, but also the creeping reality of heavier workloads, stalled promotions, and growing anxiety about the company’s future. For job seekers, it can mean suddenly stalled offers or roles that vanish midway through the interview process. And for leadership, it’s a balancing act between preserving cash and protecting morale, productivity, and long-term talent pipelines.

 

Why do companies implement a hiring freeze? 

Leaders may implement a hiring freeze to protect company finances and keep the business operational. They may also freeze new hires if the organization is plateauing or declining. There are a few other reasons why a halt in hiring may be necessary:

  • Budget deficit: If the process of hiring and paying new employees has the potential to cause overspending, leaders may halt recruitment. They may decide to delay hiring candidates until they improve the business's financial situation. 
  • Emerging liquidity issues: Liquid assets are a type of capital businesses have, such as cash balances and bank deposits. If an employer is uncertain whether a company is maintaining enough liquid assets, it might stop hiring efforts.
  • Upcoming layoffs: Layoffs are the discharge of temporary or permanent employees due to a lack of work or money available. Company leaders may implement a hiring freeze to save funds, preserve the fiscal stability of the business, and avoid layoffs.
  • Changes in market conditions: The shifts in market conditions can have a notable impact on revenue generation and overall profitability. Thus, leaders may implement a hiring freeze to counter the impacts of these changing conditions.

A hiring freeze may have an impact on current employees, as they might be responsible for completing additional tasks and working longer hours to keep a business operational. Professionals can overcome the challenge of a hiring freeze by:

  • Strengthening professional relationships with peers to position themselves as a valuable team member.
  • Seeking leadership opportunities, as a hiring freeze may leave certain positions open, including leadership positions.
  • Maintaining a positive mindset and attitude to be able to develop a positive reputation among colleagues and supervisors.  

 

Pros and cons

Although the hiring freeze delivers immediate financial relief, it sets off a chain of operational and cultural side effects that can last well beyond the freeze itself. Potential benefits include:

  • Immediate cost control: Halting new hires quickly reduces cash outflow without the legal, financial, and reputational costs of layoffs.
  • Preserving institutional knowledge: Because existing employees keep their jobs, a freeze avoids severance costs and the loss of expertise that come with mass redundancies.
  • Signaling fiscal discipline to investors and lenders: A freeze can be read as a proactive, responsible move to protect the balance sheet and extend runway.
  • Flexibility and reversibility: Unlike layoffs, a hiring freeze can be lifted relatively quickly when conditions improve, allowing the company to resume growth without rebuilding from scratch.

 

Key risks and downside include:

  • Increased workload and burnout: Vacant roles and natural attrition mean remaining staff absorb extra responsibilities, which can reduce performance, quality, and customer service over time.
  • Retention risks: Employees may interpret a freeze as a warning sign of deeper trouble, leading to disengagement or voluntary turnover.
  • Talent pipeline damage: Prolonged freezes can harm the employer brand, making it harder to attract top candidates later and causing promising prospects to drop out of the funnel.
  • Management challenges: Leaders may avoid addressing poor performance because removing an underperformer would leave a gap that can’t be filled, quietly lowering team standards.

To sum up, a hiring freeze can be a necessary, short-term response to financial pressure, but it is not a cost-free solution. While it buys time and preserves jobs in the near term, the hidden costs accumulate in heavier workloads, strained morale, stalled growth, and a weakened talent pipeline.