Hiring in Turkey can be an exciting yet complex process for foreign companies. From legal compliance to cultural nuances, employers need to understand how recruitment works locally to attract and retain the right talent. Whether you are setting up a new branch or partnering with an Employer of Record (EOR), mastering the hiring process in Turkey is key to a successful expansion.
This article provides a complete overview of how recruitment works in Turkey, including essential steps, legal considerations, and best practices.
1. Understanding the Turkish Labor Market
Turkey’s labor market is dynamic and diverse. With a young, educated population and strong sectors like IT, manufacturing, and services, the country offers excellent opportunities for international employers.
However, hiring in Turkey involves navigating strict employment regulations and understanding local hiring habits.
Most Turkish professionals value:
- Job security and social insurance benefits
- Opportunities for career growth and training
- Work–life balance and flexible working models
To attract top candidates, employers must align their offers with these expectations and ensure full compliance with Turkish labor law.
2. Recruitment Channels in Turkey
Companies in Turkey use a mix of traditional and digital recruitment methods. Here are the most effective ones:
- Online Job Platforms: Kariyer.net, Yenibiris, Eleman.net, and LinkedIn are the most popular job portals for qualified candidates.
- Recruitment Agencies: Local and international agencies help companies source specialized talent, especially in finance, technology, and engineering.
- Universities and Career Fairs: Many employers recruit graduates directly from top universities in Istanbul, Ankara, and Izmir.
- Internal Referrals: Personal recommendations play a major role in Turkish hiring culture.
For foreign companies without a local entity, an EOR partner in Turkey can handle all recruitment steps — from posting job ads to issuing compliant employment contracts.
3. Job Advertisements and Equal Opportunity
Under Turkish Labor Law No. 4857, employers must ensure that job postings respect equal opportunity and non-discrimination principles.
Job descriptions should clearly state:
- Position title and key responsibilities
- Required qualifications and experience
- Location and working hours
- Employment type (full-time, part-time, remote, fixed-term, etc.)
- Salary range (optional but encouraged for transparency)
Gender-biased or discriminatory language in job ads is strictly prohibited. The Turkish Employment Agency (İŞKUR) monitors compliance and can impose fines for violations.
4. Interview and Selection Procedures
The selection phase typically includes several stages:
- Initial screening of CVs and cover letters
- Phone or video interviews to assess language skills and communication
- Technical assessments for specialized positions
- Final interviews with HR or management
In Turkish culture, interpersonal skills, reliability, and loyalty are highly valued alongside qualifications. Employers often look for candidates who show commitment and alignment with company values.
Background checks and reference verifications are common, but must comply with personal data protection regulations (KVKK), similar to the EU’s GDPR.
5. Employment Contracts and Onboarding
Once a candidate is selected, a written employment contract must be signed before the employee starts work.
The contract should include:
- Job title and duties
- Start date and duration (if fixed-term)
- Salary and benefits
- Working hours and leave entitlements
- Termination clauses
Contracts can be indefinite (permanent) or fixed-term, depending on the nature of employment. All salaries must be paid in Turkish lira through a registered payroll system.
Employers are also required to register new hires with:
- The Social Security Institution (SGK) for insurance and pension coverage
- The Tax Office for income tax purposes
Failure to register employees can lead to significant administrative fines.
6. Probation and Notice Periods
Employment contracts in Turkey may include a probation period of up to two months, or four months if a collective agreement applies. During this time, either party can terminate the contract without notice or severance pay.
After probation, the notice periods depend on the length of service:
- Less than 6 months: 2 weeks
- 6–18 months: 4 weeks
- 18–36 months: 6 weeks
- Over 3 years: 8 weeks
Notice requirements must always be respected unless the termination is for just cause.
7. Employee Benefits and Compliance
All employees in Turkey are entitled to statutory benefits, including:
- Social security and health insurance
- Annual paid leave (14–26 days depending on seniority)
- Public holidays (approximately 15 per year)
- Severance pay in certain termination cases
Companies must also comply with occupational health and safety regulations, and maintain accurate HR and payroll records.
Working with an EOR in Turkey helps international companies manage these administrative tasks without setting up a local entity. The EOR becomes the legal employer on paper, ensuring full compliance with Turkish law.
8. Cultural Aspects of Hiring in Turkey
Understanding Turkish workplace culture is crucial for successful recruitment.
Employees generally appreciate:
- Clear communication and hierarchical respect
- Long-term stability and trust-based management
- Team spirit and recognition for achievements
A personalized approach to hiring — including transparent communication and prompt feedback — significantly improves candidate engagement.
9. How an Employer of Record (EOR) Simplifies Hiring in Turkey
An Employer of Record service allows foreign companies to hire employees in Turkey quickly and legally without creating a subsidiary.
With an EOR, your business can:
- Recruit and onboard Turkish talent within days
- Provide compliant local contracts and benefits
- Manage payroll, taxes, and social insurance
- Avoid the administrative burden of entity setup
This solution is ideal for companies testing the Turkish market or scaling remote teams.
The hiring process in Turkey combines a formal legal structure with a strong emphasis on human relationships. Employers must follow local labor laws, ensure fair recruitment practices, and respect cultural expectations to build a productive workforce.
Partnering with an EOR in Turkey simplifies every stage — from sourcing and onboarding to payroll and compliance — allowing your business to focus on growth while staying 100% compliant.