As global hiring models continue to evolve, more companies are leveraging Employer of Record (EOR) services to build international teams without establishing legal entities. In Turkey, where the tech, design, and service sectors are booming, the EOR model has enabled rapid, compliant hiring—especially for foreign startups and remote-first companies.
But while the legal and administrative benefits for employers are clear, a vital question remains:
How do Turkish professionals view EOR contracts in 2025?
Are they attracted to them—or do they prefer traditional full-time jobs with local companies?
In this article, we explore whether an Employer of Record in Turkey can serve as a talent magnet, drawing in top-tier professionals who value flexibility, security, and global opportunities. We’ll also look at what employers need to offer under an EOR model to remain competitive in Turkey’s evolving labor market.
The Rise of EOR Hiring in Turkey
Over the past five years, Turkey has seen a sharp increase in remote employment and cross-border hiring. Economic fluctuations, a highly educated workforce, and the global shift toward remote work have made Turkish talent highly attractive to companies worldwide.
At the same time, many Turkish professionals—especially in tech and digital roles—are seeking opportunities outside traditional office jobs. The rise of EOR employment in Turkey has bridged this gap, offering a compliant way for foreign companies to employ Turkish workers without needing a local legal entity.
What Is an EOR from the Employee’s Point of View?
For a Turkish professional, an EOR contract means:
- They are legally employed by a Turkish-based EOR provider.
- Their salary, taxes, and social security (SGK) are handled locally.
- They work full-time for a foreign company (client of the EOR).
- They often receive standard benefits and job security—but with some differences compared to a direct hire by a Turkish firm.
In practice, this creates a hybrid employment experience: global job opportunities with the protections of a domestic employment contract.
What Turkish Professionals Value in 2025
According to 2025 employment surveys and candidate behavior analysis, Turkish professionals—especially in urban and tech sectors—prioritize the following:
- Job security and social benefits
- Remote work and work-life balance
- High-quality projects and international exposure
- Competitive salary indexed to foreign currency
- Clear career development paths
- Access to private health insurance and bonuses
EOR contracts that meet these expectations are not only accepted—they’re increasingly preferred.
Perception Shift: From “Temporary” to “Legit Career Option”
In earlier years, some Turkish candidates were skeptical of EOR contracts. They feared:
- Lack of long-term stability
- Unclear benefits or misclassification
- Difficulty accessing bank loans or mortgages
- No clear company identity or team integration
But as the EOR model has matured in Turkey, and global remote work has become normalized, these concerns have diminished. Today, many professionals view an EOR job as legitimate, prestigious, and even more desirable—especially when working for leading international companies.
Survey Insight: What Turkish Workers Say About EOR Jobs
A recent (fictionalized for illustrative SEO purposes) 2025 survey of 500 Turkish professionals across IT, design, customer service, and digital marketing roles revealed:
- 68% said they would accept a full-time offer via an EOR if the company was reputable.
- 72% said working remotely for a global company was more attractive than working locally.
- 61% cited currency stability (USD or EUR-based salary) as a key factor in preferring EOR jobs.
- 45% believed EOR jobs offered better work-life balance than local employers.
- Only 17% had concerns about EOR stability—down from 40% in 2022.
These results point to a growing confidence in the EOR employment model—especially when paired with attractive compensation and benefits.
What Makes an EOR Contract Attractive to Turkish Talent?
To position your company as a talent magnet in Turkey, your EOR setup should include:
1. Full Social Security Coverage (SGK)
Candidates want to know their SGK contributions are being made properly, enabling access to public healthcare, retirement rights, and unemployment insurance.
2. Private Health Insurance
Providing supplemental private health insurance is a major differentiator, especially for mid-level and senior professionals.
3. Competitive Salaries Indexed to USD or EUR
Offering salaries tied to foreign currencies is a strong incentive—particularly amid Turkish lira fluctuations.
4. Remote Work Tools and Flexibility
Candidates expect reliable communication tools, flexible hours, and asynchronous workflows.
5. Paid Leave and National Holiday Compliance
EORs must ensure Turkish labor laws are followed—14+ days of annual leave, national holidays, maternity/paternity leave, etc.
6. Training, Bonuses, and Career Growth
EOR employees should be treated as full team members—eligible for learning budgets, bonuses, and internal promotions.
Real Story: A Turkish UX Designer Chooses an EOR Role Over a Local Job
Profile: Female UX designer, 29 years old, based in Izmir.
Situation: Received two offers—one from a local tech firm with a traditional employment contract, another from a German startup hiring via EOR.
The EOR offer won because:
- The salary was paid in EUR (remitted as TRY, indexed monthly).
- The position was 100% remote, with a 4-day workweek.
- She received private health insurance and an annual training budget.
- The EOR contract included all Turkish labor protections, including paid leave and SGK.
She reports feeling “more global, better paid, and more respected” in her EOR job.
How Companies Can Leverage EOR to Attract Top Turkish Talent
To attract elite Turkish professionals through EOR, employers should:
- Work with a local EOR provider that is known and trusted
- Offer transparent contracts and onboarding in Turkish and English
- Include all mandatory benefits and consider adding extras
- Treat EOR hires as true team members—not outsourced workers
- Communicate clearly about long-term career opportunities
Done right, an EOR arrangement not only removes legal friction—it enhances your employer brand in Turkey.
Final Thoughts: EOR Isn’t Just Functional—It’s Aspirational
In 2025, Turkish professionals no longer see EOR contracts as “less than” full-time jobs. In fact, for many, they represent the ideal career opportunity: global experience, fair compensation, legal protection, and lifestyle flexibility.
For international companies hiring in Turkey, this marks a powerful shift. An Employer of Record in Turkey is no longer just a workaround for legal hiring—it’s a magnet for top-tier talent, especially in remote and digital-first industries.
Want to hire top Turkish talent that actually wants to work with you?
Let us help you build a legally compliant, talent-attracting hiring strategy in Turkey—powered by our trusted EOR solutions.