Hiring in Turkey presents distinct operational challenges. The talent pool is concentrated in Istanbul, Ankara, and Izmir, with competition for senior technical and finance roles intensifying as multinationals expand regional hubs. Many hiring managers face friction sourcing qualified candidates quickly, managing language proficiency verification, and navigating work-permit requirements for non-Turkish nationals. Raffi operates as an agentic AI recruiter in Turkey by conducting interviews in Turkish and English across technical and non-technical roles, anchoring compensation discussions in Turkish Lira while maintaining clarity on local salary benchmarks. The platform integrates with Workable for your existing ATS workflow and Google Calendar for scheduling. Turkish employment law requires documented hiring processes—Raffi's interview transcripts and candidate assessments provide the audit trail you need. Setup requires no special compliance configuration; local labor standards are embedded. If your team is hiring for Istanbul tech roles, Ankara corporate positions, or distributed teams across Türkiye, Raffi reduces time-to-interview and removes language barriers for non-native Turkish speakers conducting initial screens. Start by connecting your job board and ATS. Raffi interviews candidates who apply, handles scheduling, and flags qualified profiles for your team to move forward.
3
Cities supported
30+
Candidate interview languages
<24 hrs
Application to first contact
Raffi calls every applicant for a 10-15 min structured interview. Not just the top 5 résumés — every one. Result: nobody good slips through.
Conversational AI interview, rubric-anchored scoring, transcripts you can read. You get a top 3-5 shortlist while competitors are still scheduling first-rounds.
SaaS pricing from $199/mo. No 15-25% of first-year salary, no per-hire kickback. Cancel anytime.
Turkey's labor market favors sectors with domestic consumption and export demand: software development, fintech, e-commerce, manufacturing, and tourism are absorbing talent. Higher education is producing engineers and business-school graduates at scale, but retention pressure is high—many mid-career professionals pursue roles in Europe or the US. English proficiency among white-collar candidates in metro areas is now standard expectation. Blue-collar and craft roles remain locally anchored with less geographic mobility. Work permits for non-Turkish EU and non-EU nationals require employer sponsorship and Ministry approval—a 4–8 week process. Currency volatility affects salary benchmarking; many employers now peg senior roles partially to USD or EUR. Remote-first hiring from Turkey is growing, reducing reliance on visa sponsorship for certain roles.
Turkey demands structured hiring process documentation to satisfy labor inspectorate standards. Language proficiency in Turkish is non-negotiable for customer-facing, HR, and compliance roles; technical teams increasingly hire English-speaking engineers. Work permits require employer commitment and formal documentation—you cannot hire non-Turkish nationals without this overhead. Salary expectations in TRY have shifted; candidates in Istanbul tech benchmark against global remote salaries, creating wage-tier separation between metro and regional hires. Hiring cadence accelerates in Q1 and Q4; summer hiring (June–August) sees reduced candidate availability. Job boards like LinkedIn, Kariyer.net, and sector-specific platforms dominate; recruitment agencies handle mid-to-senior search but charge placement fees.
Raffi's structured interview format and rubric-based scoring is designed to meet anti-discrimination standards in Turkey. AI use is disclosed to every candidate, and human review of every hire decision is built in.
Candidate transcripts and recordings are stored with consent, candidate-accessible, and removable on request. Per-country data residency available on Growth plan.
Yes. Raffi operates in 30+ languages and supports candidate calls in any timezone via self-booking — there's no per-country integration. If you can post a role from Turkey, you can run Raffi from Turkey.
Raffi is calibrated against the major AI-in-hiring frameworks (EU AI Act + NYC Local Law 144) and discloses AI use to every candidate before the call. For Turkey-specific work permits and right-to-work checks, those happen outside Raffi — we screen, you verify eligibility before extending an offer.
Work-permit processing is your responsibility as employer. Raffi's role is to interview candidates and flag qualified profiles. For non-Turkish nationals, budget 4–8 weeks for Ministry approval after you extend an offer. Ensure your legal and HR teams are aligned before committing to a hire.
Raffi interviews in Turkish and English. If your role requires Turkish fluency, Raffi can assess that during the interview. For roles open to English-speaking expats or remote hires, English-language interviews work seamlessly.
Raffi anchors compensation in Turkish Lira and shows you current market benchmarks during screening. Many employers peg senior roles to a USD or EUR floor with TRY conversion; discuss this with your finance team. Raffi's candidate interviews surface salary expectations early, letting you calibrate offers before formal negotiation.
Agentic recruiting is recruiting done by an AI agent that takes action on your behalf — not a chatbot or résumé summarizer. Raffi calls every applicant for a structured 10-15 minute interview, scores them against your rubric, and hands you a ranked top 3-5. The work happens autonomously.
Most agencies charge 15-25% of first-year salary as a placement fee — a $90k hire runs $13-22k. Raffi is SaaS at $199-599/mo plus per-action credits, typically landing under $10k/year for a team hiring 12 people. Same shortlist quality, no placement contract.
About 25 minutes to onboard, post your first role, and have Raffi ready to interview applicants. No engineering work, no integration project. Connect your work email, paste a JD, you're live.
Free $25 starter credit. No credit card. Screening live by tonight.