Check these items

  • Legal employer and work city
  • Job title and actual responsibilities
  • Basic wage, housing, transport and variable pay
  • Medical cover and dependent eligibility
  • Working days, hours and travel
  • Probation and termination provisions
  • Commission definitions
  • Relocation, work authorization and return-travel responsibility where applicable
  • Which language controls if documents differ

For non-Saudi hires, review responsibility for recruitment, residence and work-permit costs against the current official rules. Do not pay an unofficial recruiter merely because the opportunity is urgent.

Test verbal promises

Ask for promised housing, bonus, remote work or post-probation increases to appear in the formal documentation. Speak with a future peer and search the local operation, not only the global brand.