This article explores the management of multilingual mobile communicators at the International Committee of the Red Cross (ICRC) according to institutional requirements and the consequences on Arabic-speaking communicators' careers. Based on interviews complemented by institutional documents, I analyse the impact of "multiple languages", "'easy' nationality" and "flexibility for non-family posts" as key requirements for mobile communicators. The institutional shortage of Arabic speakers largely limited their experience to Middle East and Northern Africa (MENA) while other communicators allegedly had a broader variety of field experience for career advancement. Linguistic repertoires and nationality shaped mission allocation since acceptance of one's nationality in the host country largely outweighed linguistic competences in Arabic in MENA, with a preference for European or dual nationals and the Lebanese over other Arab nationals. Flexibility for non-family posts, numerous in MENA, seems to reinforce an unequal distribution of reproductive work and structural gender inequalities. Many interviewed women felt that they had to choose between the agency and family. Although desirable, family posts outside MENA were not considered as exciting communications work. Besides hiring L2 speakers with an acceptable nationality, interviewed communicators suggested a new rotation system, advising roles for Arabic-speaking professionals and special quota for women.