How is the Recruitment Process in the Turkish IT Sector ? Turkey’s tech industry is booming, with a growing demand for skilled developers, data scientists, and IT project managers. As of 2025, Istanbul, Ankara, and Izmir are home to dozens of thriving startups, multinational tech offices, and digital innovation hubs. This expansion has made the recruitment process in the Turkish IT sector both dynamic and highly competitive. In this article, we explore the key stages of IT hiring in Turkey, the challenges faced by employers and job seekers, and how to navigate this evolving landscape effectively.
The Rise of Tech Jobs in the Turkish IT Sector
The Turkish IT sector has experienced rapid growth in the last decade. According to recent data, the tech industry contributes significantly to the national GDP, with government initiatives and foreign investments boosting digital transformation projects across the public and private sectors.
Key drivers of IT job growth in Turkey:
- Government-backed digital transformation programs
- Expansion of e-commerce and fintech sectors
- Tech talent outsourcing for European and MENA markets
- Growing startup ecosystem and tech incubators
As a result, job opportunities for developers, system analysts, cybersecurity experts, and UI/UX designers are abundant. However, attracting and retaining top talent has become increasingly challenging.
Typical IT Recruitment Process in the Turkish IT Sector
The hiring process in the Turkish tech industry typically follows a structured multi-step format:
1. Job Posting and Employer Branding
Companies post openings on job platforms like Kariyer.net, LinkedIn, and tech-specific boards such as Stack Overflow and GitHub. A strong employer brand—including a flexible work culture, hybrid options, and professional development—helps attract the best candidates.
2. CV Screening and Pre-Selection
Recruiters filter resumes based on education (often computer science or engineering degrees), certifications (AWS, Microsoft, Cisco), and relevant tech stack (JavaScript, Python, C#, etc.).
3. Technical Screening
This may involve:
- Online coding challenges (via HackerRank, Codility)
- Technical questionnaires
- Reviewing GitHub or portfolio projects
4. Technical Interviews
Candidates typically face 1–2 rounds of technical interviews with team leads or senior developers. These may include:
- Live problem-solving
- Code review
- System architecture discussions
5. HR and Culture Fit Interview
Soft skills, remote collaboration ability, English proficiency, and salary expectations are discussed. For multinational companies, cultural adaptability is also assessed.
6. Job Offer and Onboarding
After successful interviews, a competitive offer is made. Many IT companies offer flexible hours, health insurance, stock options, and remote work benefits.
Remote and Hybrid Work Trends
Since the pandemic, remote and hybrid working models have become standard across Turkey’s tech sector. This trend is now a major part of employer branding.
Benefits offered by Turkish tech companies in 2025:
- Fully remote or 3-day hybrid models
- Equipment and home office stipends
- Digital wellness programs
- Flexible work hours and global collaboration
Challenges in IT Recruitment
Despite the booming market, several challenges remain:
1. Talent Shortage
There is a growing gap between the number of open positions and qualified candidates, especially for mid-to-senior level roles.
2. High Turnover
Developers frequently change jobs for better salaries, more exciting projects, or relocation opportunities.
3. Salary Inflation
In-demand IT roles have seen a significant rise in salary expectations, making it harder for local startups to compete with global tech giants.
4. Language Barriers
While English proficiency is required in most roles, many applicants still struggle with professional fluency.
Solutions and Best Practices for Employers
To hire successfully in the IT sector in Turkey, employers should adopt the following strategies:
- Use Technical Recruiters: Recruiters who understand software development can better assess candidate suitability.
- Invest in Employer Branding: Promote your work culture, remote benefits, and growth opportunities through content marketing and social media.
- Offer Competitive Packages: Include performance bonuses, equity, and flexible work hours.
- Foster Continuous Learning: Support training, certifications, and mentorship to retain talent.
- Hire International Talent: If local hiring is tough, consider remote developers in other countries—Turkey’s timezone aligns well with Europe and the Middle East.
Job Platforms and Agencies in the Turkish IT Sector
Here are the most commonly used IT job boards and recruitment platforms in Turkey:
- LinkedIn Turkey
- Kariyer.net
- Eleman.net (junior roles)
- Techcareer.net
- StartupHR and TalentGrid (for startups)
- Freelance portals like Bionluk and Toptalent
Recruitment agencies specialized in in the Turkish IT Sector —such as Peoplise, Kolektif House Talent, or Michael Page Technology—can also streamline the process.
Recruiting in the Turkish IT sector in 2025 is both full of opportunity and complexity. With a rising need for digital talent, companies must streamline their hiring strategies, embrace remote work, and invest in employer branding to attract top candidates. Meanwhile, job seekers in the tech space should keep developing their skills, building their portfolios, and staying updated on the latest tools and languages to remain competitive.
