As global hiring strategies evolve, companies are looking beyond major metropolitan areas to tap into emerging talent pools. In Turkey, the shift is particularly significant. While Istanbul, Ankara, and Izmir remain economic powerhouses, second-tier cities like Bursa, Gaziantep, Konya, Eskişehir, and Kayseri are fast becoming hotspots for skilled professionals—especially in tech, manufacturing, logistics, and customer service.
However, entering these local labor markets isn’t always straightforward for foreign businesses. That’s where an Employer of Record in Turkey (EOR) becomes a game-changer. By leveraging EOR services, companies can compliantly hire, manage, and pay employees across Turkey’s second-tier cities—without setting up a legal entity.
In this article, we’ll explore how EOR services unlock untapped potential in these regional talent hubs and why they should be part of every smart hiring strategy in 2025.
What Are Turkey’s Second-Tier Cities?
Turkey’s second-tier cities are regional centers with strong industrial bases, vibrant university ecosystems, and growing digital infrastructure. Unlike Istanbul or Ankara, these cities are often more affordable, less congested, and offer a lower cost of living for employees—without compromising talent quality.
Here are a few key second-tier cities attracting business attention:
- Bursa – A hub for automotive and textile manufacturing
- Gaziantep – Known for logistics, food production, and exports
- Eskişehir – A university city with growing tech and R&D capabilities
- Konya – Strong in agriculture technology and machinery
- Kayseri – Noted for furniture, textile, and industrial goods
These cities are increasingly producing well-educated, digitally skilled professionals ready to work with global firms—if given the opportunity.
Why Global Companies Overlook Second-Tier Cities
Many international firms focus on Istanbul or Ankara when entering Turkey. There are several reasons for this:
- Lack of local knowledge: Limited visibility into regional talent markets
- Concerns about compliance: Local labor laws vary and can be difficult to navigate without expert support
- Infrastructure uncertainty: Perceived gaps in connectivity or operational logistics
- HR and payroll complexity: Managing payroll, taxes, and contracts in different cities is time-consuming
This oversight can lead companies to miss out on highly qualified talent—often available at lower salaries than in Tier-1 cities.
How an Employer of Record in Turkey Makes Second-Tier Hiring Easy
Partnering with a trusted Employer of Record in Turkey removes all the operational and legal barriers that typically prevent foreign companies from hiring in second-tier cities.
Here’s how:
1. Fast and Compliant Onboarding
An EOR handles all administrative tasks required to hire an employee—whether they’re based in Istanbul or in Kayseri. This includes:
- Drafting compliant employment contracts
- Managing social security registrations
- Ensuring alignment with Turkish labor laws
- Handling severance and benefits obligations
This allows companies to hire within days instead of months, without navigating bureaucracy or legal uncertainty.
2. No Need for a Local Entity
Setting up a legal entity in Turkey is time-consuming and costly. With an EOR, you don’t need to open a branch office or subsidiary. The EOR becomes the legal employer on your behalf—you control the work, they handle the compliance.
This makes it practical to build distributed teams across Turkey, even in cities you’re not physically present in.
3. Access to Regional Talent Pools
EOR providers often have deep local knowledge. They can advise you on the best talent hubs for specific industries:
- Want to hire a logistics team? Try Gaziantep or Mersin.
- Need developers? Eskişehir and Konya are great alternatives to Istanbul.
- Looking for customer support agents? Kayseri and Denizli offer competitive salaries and strong work ethics.
EORs help map your hiring needs to regional strengths.
4. Payroll and Tax Compliance Across Jurisdictions
Each Turkish city falls under different tax offices and regional labor inspectorates. An EOR ensures that salaries, tax filings, insurance contributions, and leave entitlements are calculated accurately per region.
This reduces legal risk and ensures a positive employee experience, no matter where your staff is located.
5. Better Employee Retention
Second-tier cities offer lower attrition rates than Istanbul. Employees in these areas often prefer long-term, stable roles—especially if they can work remotely for global firms. Through an EOR, you can offer these professionals the stability and benefits they seek, while maintaining full HR oversight.
Benefits of Hiring in Turkey’s Second-Tier Cities
When supported by an EOR, hiring outside the big cities in Turkey can offer major advantages:
- Lower labor costs: Salaries are often 15–30% lower than in Istanbul
- Less competition for talent: Easier to retain employees for longer periods
- Growing tech and engineering graduates: University towns like Eskişehir and Konya are producing skilled STEM professionals
- Improved work-life balance: Employees in smaller cities often show higher job satisfaction, which reflects in performance
Case Example: A SaaS Company Hiring Developers in Eskişehir via EOR
Imagine a German SaaS firm wants to scale its development team but finds Berlin salaries unsustainable. They hear about Turkey’s talent pool and decide to explore Eskişehir—a city with two major universities and growing tech graduates.
Instead of opening a local company, they use an Employer of Record in Turkey to hire two front-end developers and one QA engineer in Eskişehir. The EOR:
- Drafts compliant Turkish employment contracts
- Manages social security and health insurance registrations
- Pays the employees in Turkish Lira
- Ensures all local labor laws are respected
The SaaS firm pays a monthly invoice to the EOR and gets full operational control of their team. Within weeks, their team is up and running—with no legal headaches or extra infrastructure.
Choosing the Right EOR Partner for Turkey
If you’re considering entering Turkey’s regional markets, it’s essential to work with an experienced EOR that understands both national compliance and local nuances. Look for an EOR with:
- Nationwide reach across Turkish cities
- A track record of working with international clients
- Transparent pricing and contract flexibility
- Expertise in Turkish HR regulations, taxes, and labor law
- Responsive support in English and Turkish
Conclusion
The future of hiring in Turkey is no longer limited to Istanbul and Ankara. With the right strategy, second-tier cities offer a compelling mix of talent, affordability, and stability. By using an Employer of Record in Turkey, companies can confidently expand into these markets—without bureaucracy, legal risk, or costly delays.
For global businesses aiming to grow smart and hire lean, this is the time to unlock the full potential of Turkey’s regional workforce.
Ready to hire in Turkey’s second-tier cities?
Contact us today to learn how our EOR solutions can help you find, hire, and manage top talent across the country—quickly and compliantly.
