The competition for recruiting IT talent in Turkey has intensified since 2023. Local companies are now contending with global startups and foreign firms offering higher salaries and remote work flexibility.
At the same time, many organizations are experiencing brain drain, as skilled developers pursue opportunities abroad.
Rising salary expectations and shifting candidate priorities such as career growth, meaningful work, and flexibility are further complicating hiring efforts.
In this evolving digital landscape, recruitment teams must adopt strategies that are not just tactical, but also human-centered and adaptive.
From employer branding to market insight and employee retention, every step must align with the expectations of modern tech professionals.
While global hiring practices often dominate the conversation, Turkey’s IT job market has its own nuances. From rising tech migration to shifting generational values, recruiters in Turkey must rethink their approach to talent from sourcing to long-term retention.
This article outlines actionable strategies tailored to Turkey’s IT hiring market in 2025. It’s designed to help you attract and retain top tech talent in one of the region’s most competitive industries.
Read more: 6 Ways to Attract Cybersecurity Talent in a Tight Market
1. Start with a Structured IT Talent Acquisition Plan
Before posting any job openings, it’s essential to map out your IT hiring needs with a clear plan. Many tech companies in Turkey rush into recruitment without aligning hiring goals with their long-term business strategy.
Start by identifying which tech roles are critical whether it’s DevOps, backend developers, or AI specialists and define the required skills, experience level, and urgency. Collaborating closely with your CTO or team leads to forecast talent needs for the next 6–12 months.
Tools like Cascade’s Talent Acquisition Template can help structure your objectives and timelines clearly.
Without this groundwork, you risk attracting the wrong candidates or losing time on mismatched hires especially in a competitive market where skilled developers often get multiple offers within days.
2. Understand Your Target Candidates
To attract top IT talent in Turkey, it’s crucial to understand their preferences and motivations. According to the 2024 Stack Overflow Developer Survey, a significant number of developers prioritize opportunities for professional growth, flexibility, and meaningful work over salary alone.
Notably, 84% of respondents are employed either full-time, part-time, or freelance, indicating a dynamic and flexible workforce. Additionally, the survey highlights that 42% of developers prefer hybrid work environments, while 38% favor fully remote roles.
These insights suggest that offering flexible work arrangements and clear paths for career advancement can make your organization more attractive to potential candidates.
Moreover, many developers actively participate in online communities such as GitHub, Discord, and Stack Overflow. Engaging with these platforms can provide valuable opportunities to connect with potential candidates and understand their interests and concerns.
By tailoring your recruitment strategies to align with these preferences, you can enhance your ability to attract and retain top IT talent in Turkey.
Read more: How to Attract and Retain Gen Z Engineers
3. Build an Employer Brand That Speaks to Tech Talent
In Turkey’s competitive IT landscape, a compelling employer brand is essential to attract and retain top tech talent. Implementing the 4P model: Purpose, People, Product, and Paycheck can effectively communicate your company’s value proposition:
- Purpose: Clearly articulate your company’s mission and the impact of your work. Tech professionals are drawn to organizations with a meaningful purpose.
- People: Highlight your team’s culture, collaboration, and growth opportunities. Showcasing employee testimonials can provide authentic insights into your work environment.
- Product: Emphasize the innovative projects and technologies your company is developing. Demonstrating a commitment to cutting-edge solutions can attract ambitious candidates.
- Paycheck: Offer competitive compensation packages, including benefits like meal cards, paid military leave, and remote work options, which are particularly valued in Turkey’s tech sector, according to remote’s blog.
By integrating these elements into your employer branding strategy, you can create a resonant message that appeals to the motivations and values of tech professionals in Turkey.
4. Use Multi-Channel Recruitment Aligned with 2025 Trends
In 2025, effective IT recruitment in Turkey requires a multi-channel approach that aligns with current digital behaviors. Start by leveraging Kariyer.net, Turkey’s leading job board, which attracts millions of monthly visits and offers extensive reach across various industries .
To engage younger tech talent, incorporate Instagram Reels into your strategy. Short, 15–30 second videos showcasing your company culture, team events, or employee testimonials can significantly boost employer branding and attract passive candidates .
Additionally, tap into Discord communities frequented by developers. Servers like The Coding Den and Reactiflux are popular among software engineers for networking and job opportunities.
By actively participating in these channels and sharing job postings, you can connect with candidates who might not be reached through traditional platforms.
Combining these channels ensures a broader reach and resonates with the preferences of modern IT professionals in Turkey.
5. Create a Fast, Personalized, and Mobile-Friendly Candidate Experience
In 2025, tech candidates in Turkey expect a smooth, digital-first recruitment experience. According to AIHR, mobile-optimized hiring processes increase both candidate satisfaction and conversion rates.
Most developers are accustomed to user-friendly interfaces—so your application flow should feel as intuitive as using a modern app.
Consider enabling one-click apply features, allowing candidates to submit applications quickly without repetitive form-filling. Integrating WhatsApp updates into your hiring process can also personalize communication and keep candidates informed in real time.
As noted by Ringover, WhatsApp recruiting boosts response time and improves engagement, especially in younger, tech-savvy talent pools.
By delivering a fast, mobile-friendly, and human-centric experience, you position your company as modern, organized, and respectful of candidates’ time—key differentiators in a competitive hiring market.
Read more: How to Develop a Comprehensive IT Talent Acquisition Plan?
6. Offer Competitive Compensation and Clear Career Development Paths
Salary still matters, but for many developers in Turkey, it’s not the only deciding factor. Developers increasingly prioritize opportunities for continuous learning and career advancement.
Offering non-monetary benefits such as cloud certification training, conference allowances, and flexible working hours can significantly enhance your employer value proposition.
The 2024 TechReport Developer Survey by Techcareer.net provides valuable insights into the preferences and expectations of Turkish developers.
According to the survey, Turkish developers prioritize continuous learning and career development opportunities. Employers offering structured training programs and clear advancement paths are more attractive to this talent pool.
Incorporating this data into your article will strengthen your argument regarding the importance of offering professional development opportunities to attract and retain top IT talent in Turkey.
For instance, a study by Nucamp suggests that completing relevant certifications can improve job prospects by 38% . By investing in your employees’ growth, you not only foster loyalty but also build a more skilled and adaptable workforce.
Implementing clear career progression frameworks and supporting continuous learning initiatives can position your company as a desirable destination for ambitious tech professionals.
7. Onboarding and Retention: Focus on the First 90 Days
The initial 90 days are crucial for integrating new IT hires into your organization. Implementing a structured onboarding plan can significantly enhance retention and productivity.
One effective approach is the 30-60-90 day plan, which sets clear expectations and goals for new employees, facilitating a smoother transition into their roles.
Pairing new hires with an onboarding buddy, a seasoned employee who provides guidance and support can also improve the onboarding experience. Studies have shown that employees with onboarding buddies are more likely to feel satisfied and integrated into the company culture.
Additionally, providing a digital welcome pack that includes essential resources and information can help new employees acclimate more quickly.
Regular monthly evaluations during the first three months, coupled with an individualized development plan from the first week, can further support new hires in their professional growth and commitment to the company.
Read more: The Importance of Employer Branding in Attracting Top IT Talent
Case Study: Leveraging LinkedIn for Tech Talent Acquisition
In the competitive landscape of Istanbul’s tech industry, a local SaaS startup partnered with Gini Talent to enhance its recruitment strategy. Recognizing the importance of a strong online presence, Gini Talent utilized its active LinkedIn platform to showcase the startup’s culture, values, and opportunities.
Through targeted LinkedIn campaigns, including employee testimonials, behind-the-scenes content, and thought leadership articles, the startup attracted a wider pool of qualified candidates. This approach not only increased visibility but also built trust with potential applicants.
Over six months, the collaboration resulted in the successful hiring of 10 backend developers, demonstrating the effectiveness of combining professional networking platforms with strategic employer branding.
For more insights into innovative recruitment approaches, explore Gini Talent’s case studies: Gini Talent Case Studies.
