International companies already know where skilled IT professionals exist. However, the real chaos begins when you decide to get them to work for you.
There are many ways to reach such talent, but the most efficient method is often unknown to employers. Even after successfully hiring them, companies often want to avoid the ongoing responsibilities.
In this post, we discuss how to hire in Türkiye, outsourcing methods, the costs of hiring, and the right companies to partner with when employing IT professionals.
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International companies already know where skilled IT professionals exist. However, the real chaos begins when you decide to get them to work for you.
There are many ways to reach such talent, but the most efficient method is often unknown to employers. Even after successfully hiring them, companies often want to avoid the ongoing responsibilities.
In this post, we discuss how to hire in Türkiye, outsourcing methods, the costs of hiring, and the right companies to partner with when employing IT professionals.
Author
Co-author
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Alp Atasoy
Sales and Business Development Consultant
If you are not hiring directly by registering your own legal entity and handling the complete process, then choosing the third party for hiring needs is the first critical step in Türkiye.
Not all hiring agencies operate in the same way. The goals for each agency differ based on hiring needs, budget level, and legal responsibility.
If you understand these key differences, you are already ahead of many employers who struggle with unnecessary costs, hiring risks, and a slow recruitment process.
These are traditional recruitment agencies that focus on sourcing and placing IT professionals for companies in Türkiye.
Key advantage: Fast access to pre-vetted local talent without building an internal recruitment team.
Limitation: You still handle employment contracts, payroll, and legal compliance.
These are large international agencies. Such firms operate across multiple countries and have standardized hiring systems.
Key advantage: Strong global reach and access to international talent pipelines.
Limitation: Usually more expensive and less flexible compared to local agencies.
EOR (Employer of Record) and IT outsourcing agencies handle many more responsibilities than recruitment agencies. They are the legal employers for your employees, and you manage their operational tasks.
Key advantage: You can hire talent in Türkiye without establishing a local entity, while staying fully compliant with labor laws.
Limitation: Higher service fees compared to traditional recruitment agencies.
Once you have decided what type of agency you want to partner with, define what you are actually looking for. The reason behind most hiring delays and bad candidate matches is not agency failure, it’s the requirements you give to them, which are often vague, incomplete, and unrealistic.
If the agency has a well-defined hiring brief, it can source better candidates faster and reduce back-and-forth communication. This approach also benefits you by ensuring you only receive relevant shortlists.
Start with a precise job title and scope of work.
For example:
Avoid generic titles like “Software Developer” unless absolutely necessary.
Clearly separate must-have vs nice-to-have skills.
This helps agencies filter candidates more accurately.
Define the seniority level clearly:
Without this, agencies may send mismatched candidates.
You should define:
This ensures candidates are financially aligned before interviews.
Specify:
Key insight: The more structured your hiring requirements are, the faster and more accurate your recruitment process becomes.
When you have selected the right type of agency model and have defined the hiring requirements, it’s time to engage with an IT recruitment agency. Now, the hiring process follows a structured workflow that is designed to deliver qualified candidates.
If you understand each step, you can manage expectations, speed up decisions, and avoid bottlenecks.
The process begins with you providing a detailed hiring brief.
This typically includes:
The clearer your requirements are, the more accurate the talent match will be.
The agency then starts sourcing candidates through multiple channels:
Top agencies target passive candidates in addition to active job seekers. They have a strong network due to their reputation, that is a plus point.
Before sending candidates to you, the agency conducts initial evaluations.
This includes:
Due to this single step, you only receive relevant and qualified candidates and save your time.
After screening, the agency shares a shortlist of candidates.
Typically includes:
Most agencies deliver the first shortlist within a few days. It depends on role complexity.
You then conduct interviews with selected candidates.
This may include:
At this step, the agency coordinates from both sides. It focuses on scheduling and gathering the information.
Once you select a candidate:
If you’re using an EOR or outsourcing agency, they will also handle:
The right recruitment partner does not mean just availing the services. It’s about finding an agency that aligns with your hiring scale, technical needs, and expansion goals. Below are some of the most trusted IT recruitment agencies in Türkiye:
FMC Group is a well-established recruitment and consulting firm with over 15 years of experience as an Employer of Record in Türkiye.
They specialize in:
What makes them stand out is their consultative approach. They work as a people-first agency and act as a local HR partner. FMC Group handles everything from candidate sourcing to contract negotiation.
Best for: Foreign companies needing both recruitment + compliance support
Gini Talent is one of the fastest-growing IT recruitment agencies in Türkiye, known for its tech-focused hiring approach.
They offer:
Best for: Companies building remote or distributed tech teams.
IT Talent Turkey (ITT) is a boutique recruitment agency. They focus on tech ecosystems specifically.
They are known for:
Best for: Startups and scaleups needing fast, efficient hiring
Manpower Turkey is part of the global ManpowerGroup, one of the largest workforce solutions companies worldwide.
They provide:
Best for: Enterprises and high-volume hiring needs
Companies that enter Türkiye for hiring needs often begin with an EOR model without setting up a legal entity.
After initial hiring, they switch to recruitment agencies to build a stable, long-term team with full control.
A mix of EOR (flexibility) and direct hiring (cost efficiency) is commonly used during the growth phase.
Once hiring scales, companies establish a local entity to reduce costs and manage employees directly.
At this stage, companies also look for payroll, finance, and cash management services in Türkiye.
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