Hiring in a new country can be challenging—especially in Turkey when local regulations, cultural norms, and labor practices differ significantly from what you may be used to. Turkey, strategically located at the crossroads of Europe and Asia, presents both opportunities and complexities for companies looking to expand their teams. Whether you are a multinational enterprise or a startup entering the Turkish market, understanding the hiring process in Turkey is crucial for success.
In this guide, we will walk you through every stage of the recruitment and hiring process in Turkey, including legal requirements, practical tips, and key challenges to consider.
1. Understanding the Turkish Labor Market
Turkey has a young, educated, and increasingly digital-savvy workforce, with over 60% of the population under the age of 35. The country produces a large number of university graduates every year, especially in fields like engineering, business, and IT. However, skill gaps still exist in areas such as software development, data science, and advanced manufacturing.
Key sectors actively hiring include:
- Information Technology (IT)
- E-commerce and retail
- Manufacturing and automotive
- Healthcare and pharmaceuticals
- Tourism and hospitality
Hiring in Turkey offers cost-effective access to skilled labor, especially compared to Western Europe, but employers must also deal with certain bureaucratic and legal challenges.
2. Key Steps in the Hiring Process in Turkey
a. Defining the Job Role
Start with a clear and detailed job description, including responsibilities, required qualifications, language skills (especially Turkish and English), and salary range. Turkish candidates expect clarity and transparency in job postings.
b. Posting the Job
Popular platforms for job postings in Turkey include:
- Kariyer.net – the most widely used local job portal
- LinkedIn – especially for white-collar and tech roles
- Eleman.net – often used for blue-collar positions
- Secretcv and Yenibiris – alternative platforms
- Recruitment agencies or Employer of Record (EOR) providers
You can also leverage local Facebook groups, universities, or co-working spaces to reach specific talent pools.
c. Screening Candidates
Employers typically receive a high number of applications for most positions. Screening can be time-consuming, especially if you don’t use Applicant Tracking Systems (ATS). HR professionals in Turkey often shortlist candidates based on:
- Educational background
- Language skills (particularly English proficiency)
- Work experience in similar roles
- Familiarity with international business standards (if applicable)
d. Interviews and Assessments
Structured interviews are common, typically involving HR first and then the hiring manager. For technical roles, candidates may be asked to complete a test or portfolio project. Cultural fit is also a key concern, as many Turkish organizations maintain tight-knit team environments.
For international employers, virtual interviews are widely accepted.
3. Employment Contracts and Legal Framework
a. Types of Employment Contracts
In Turkey, employment contracts can be:
- Indefinite-term (belirsiz süreli) – the most common
- Fixed-term (belirli süreli) – used for project-based or temporary roles
- Part-time or remote contracts – increasingly popular but must still comply with labor laws
By law, employment contracts should be in writing if the employment exceeds one month. The contract must specify:
- Salary and benefits
- Working hours
- Duration (if fixed-term)
- Job title and responsibilities
- Termination conditions
- Notice periods
b. Minimum Wage and Working Hours
As of 2025, the gross monthly minimum wage is subject to periodic government updates. Employers must follow regulations on:
- Maximum working hours: 45 hours/week (usually spread over 6 days)
- Overtime pay: 150% of hourly wage or compensatory time off
- Annual leave: minimum of 14 days after 1 year of employment
Make sure you register employees with the Social Security Institution (SGK) within the legal timeframe.
4. Taxation and Social Security Contributions
a. Employer Contributions
Employers in Turkey are required to pay social security contributions on behalf of employees. These include:
- Social Security (long-term insurance): ~20.5%
- Unemployment insurance: 2%
- Total employer cost: approximately 22.5% to 25% of gross salary
b. Employee Contributions
Employees contribute approximately 15% of their gross salary, which is deducted at source. Income tax in Turkey is progressive, ranging from 15% to 40%.
c. Payroll and Reporting
Employers must submit monthly payroll declarations and make payments to the tax office and SGK. Delays or errors can result in penalties. Many foreign firms work with local payroll providers or EOR services to ensure compliance.
5. Termination of Employment
Terminating an employee in Turkey requires adherence to strict labor laws. Key points:
- Notice period varies based on tenure (2 to 8 weeks)
- Severance pay is required for employees with more than one year of service (1 month’s salary per year worked)
- Unjust dismissal can lead to reinstatement claims or court-ordered compensation
Employers must document the reason for termination clearly. It is advisable to consult a local labor lawyer before proceeding.
6. Using an Employer of Record (EOR) in Turkey
If you don’t have a legal entity in Turkey, using an Employer of Record (EOR) or Professional Employer Organization (PEO) can be a strategic solution. EORs handle:
- Local compliance and registrations
- Payroll and tax payments
- Employment contracts
- Employee benefits
- Termination and dispute resolution
This approach allows you to hire legally in Turkey without setting up a subsidiary, reducing both cost and administrative risk.
7. Challenges in the Hiring Process in Turkey
Despite the benefits, foreign employers may face several challenges:
- Language barriers – especially in traditional industries
- Bureaucracy – paperwork and official processes can be slow
- Cultural nuances – hierarchical structures and indirect communication styles
- Talent shortages – particularly in tech, R&D, and data-related roles
Working with local partners or consultants is often necessary to navigate these hurdles effectively.
8. Final Tips for Successful Hiring in Turkey
- Be clear about job expectations and growth opportunities
- Offer competitive benefits (meal cards, bonuses, remote work flexibility)
- Foster an inclusive and supportive work culture
- Stay compliant with labor laws and consult legal experts when in doubt
Hiring in Turkey offers access to a motivated, skilled workforce at competitive costs. However, success depends on your ability to navigate the legal, cultural, and procedural landscape of the Turkish employment system. Whether you’re expanding your team or entering the market for the first time, a solid understanding of the hiring process in Turkey will help you avoid pitfalls and build a sustainable, compliant business operation.
If you’re looking to hire in Turkey with ease and confidence, consider working with a local HR advisor or EOR provider to streamline the process.
