This research project analyzes the expectations mismatch between employers and employees so that policymakers, businesses, and educators can create better strategies for human capital development of Qatari nationals. The lack of incentives and the associated skills mismatch continues to be a hindrance to Qatarization. Despite educational reform, there remains a significant challenge in developing a national workforce that is willing and able in skills to deliver on the aims of Qatarization. Qatarization policies seek to reduce Qatar’s dependency on foreign workers and allow more nationals to benefit from economic growth. This project uses a mixed methods approach, combining long form interviews, focus groups and qualitative surveys with a statistical analysis of a nationally representative labor force data set to develop a full picture of the issues surrounding Qatarization and the expectations mismatch. In terms of qualitative data, this project interviewed human resource managers, Qatarization coordinators, and relevant Qatari policymakers to understand the expectations mismatch from the employers’ perspective. Our qualitative research demonstrates that the planning and implementation process for labor force nationalization is most advanced in the oil and gas sector. While companies in other sectors, such as construction and real estate, offer customized programs for national recruits and detailed career development plans. Using quantitative data we developed a social network analysis model of the education and career decision making process in order to better understand the job search and match process. This paper concludes by reviewing the implementation of reforms to the Kafala system in 2020 and how the Covid-19 pandemic and the 2017 Qatar diplomatic crisis with Saudi Arabia, Egypt, UAE and Bahrain affected the economic outcomes for Qatari national workers and expatriate workers.