Turkey

Salary guide
2024
The cost of
winning in 2024
The end of 2023 saw slowing inflation, a positive sign for the
year ahead. But no matter what happens with the inflation rate,
people will still be feeling the pinch of the cost-of-living crisis
and an unstable exchange rate. Many will be looking for jobs that
can offer the salary and benefits they need to stay afloat.

It’s the people working in organisations that make the and keep doing this on a regular basis to ensure you
difference, so it is important that companies do all they have your finger on the pulse.
can to offer the best remuneration packages to attract
new, good quality hires and to retain their best people. Nine per cent of those surveyed said they do not
receive any benefits where they currently work. Of
Towards the end of last year, we conducted an annual those who do, the top-three benefits people receive
survey of Turkish workers to provide you with a are an annual salary increase (71%), private health
representative picture of the wants and needs of the insurance (66%), and a company mobile phone (63%).
country’s workforce. You can see an in-depth analysis
of the results of the survey further on in this guide, but When asked what they desired when looking for a new job,
interestingly, 77% of people are currently looking for, 60% would find a performance bonus to be one of the
or considering looking for, a new job. The top reasons most attractive benefits, followed by a company car or car
for looking to leave their current role include pay being allowance (59%), and private health insurance (57%).
insufficient or perceived to be better elsewhere, and
As we move forward, organisations should continue to
feeling like it’s time to move on to a different challenge.
address inequality in the workplace and it’s certainly
On top of this, just 30% of workers are happy with the something we are working on here at Reed. For
pay they receive, which means that many are not. Of example, addressing gender pay will bring a range of
those who aren’t satisfied with what they are earning, benefits to your business including improved morale,
more than four-in-five (81%) stated that this is because higher retention, increased innovation, improved
their salary hasn’t risen with the cost of living. Almost productivity and lower legal risks.
half (48%) say it’s not enough for them to live the
Not only must we bridge the pay gap, but business
lifestyle they want, and 43% feel they are unable to
leaders also need to ensure that no matter what journey
save enough money to meet their financial goals.
you find your organisations are on in 2024, inclusion and
As a business leader, I know it isn’t always possible to belonging should remain paramount in the workplace.
increase salaries, especially with elevated costs and This will ensure you widen your doors to access the best
the burden of overheads. However, it’s important that talent available. In an environment where you will need
if you can, you consider doing so, because even a small innovative, creative and productive people more than
amount can make a big difference. ever, this makes perfect business sense.

In my experience, the best investment you can make Remember, your people are your superpower!
is in people, and in return, you will see improvements
Wishing you all the best for the year ahead.
to productivity, employee retention, customer
satisfaction and ultimately your bottom line. But if
there really isn’t anything you can do with salary, focus
on the benefits you can offer – make your place of
work difficult to leave and become a ‘star player’ when
it comes to added value.

Our research highlights the disparity between what is James Reed CBE
being offered and what people really want, so don’t be Chairman and Chief Executive, Reed
afraid to ask your colleagues what they actually want

Turkey | 2
Why use
Reed’s Turkey
salary guide?
For both jobseekers and employers alike,
Reed’s salary guide stands as an invaluable
resource, offering unparalleled insights to
keep you well-informed and ahead of the
curve in 2024.

The full picture Expert insight Stay well informed

This guide covers salaries for some of Our recruitment experts have provided The data in this guide is based on
the most popular roles across seven insight into the labour market across salaries expected today. Use the
specialist industries in the country, at the country, with local industry experts information to guide your decisions and
all seniorities, providing you with the offering key insight into their sectors. make informed choices on the salary
knowledge you need to attract and you offer your team, or accept yourself.
retain the best talent or benchmark
your own salary.

Contents
Introduction 4 Human resources 18

Our survey says... 6 Need interview questions fast? 20

Why choose Reed? 12 Procurement & supply chain 21

Accountancy & finance 13 Sales & marketing 23

Business support 15 Technology 25

Engineering 16

Contents Turkey | 3
Growing demand
for talented
professionals

Asiye Yıldırım.
General Manager, Reed

Cost-of-living increases, especially in food and electrical filling facilities – both of which will help propel
and housing, have forced many people to think the country forward in innovation standards.
about changing their jobs to cover these ongoing
challenges – causing high turnover rates for all ↓ The challenges ahead
industries across Turkey.
The Turkish lira, which is still unstable, will remain important
This trend looks set to continue during 2024, as inflation rates when forecasting and pricing goods and services for
remain high, while the devastating earthquake in February companies in the country. However, the ongoing pressure on
2023 has left the country focusing on reconstruction efforts - consumers when it comes to purchasing power will continue
with residents still psychologically affected by its impact. to be a challenge.

Retention is still a hot topic for businesses, as the majority Due to high inflation, the employment sector will be very
of companies struggle to manage employee salary demands active. Multinational companies with strong financial power
caused by inflation pressures. This means it’s even more will navigate recruitment challenges, but SMEs will be facing
important to have robust recruitment strategies in place to more difficult times in managing their accounts and, because
overcome the talent shortages. of this, may miss out on talent and lose members of their
current workforce.
↓ Demand remains across key sectors
Management styles and ways of working have also changed,
We’re seeing accountancy and finance positions, alongside meaning every company should listen carefully to the needs
those in manufacturing, in high demand for 2024. Finance of customers and employees, gathering and evaluating data
professionals are playing a more strategic role for companies as part of any decision-making process that will impact
during the economic crisis, while manufacturing and them. They must implement their decisions, supported by
engineering professionals continue to move outside of technological support and data, in a timely manner, otherwise
Turkey, so there’s an urgent need for replacements, rather leaders will continue to face business challenges.
than new investments. HR roles are in high demand, as always.
↓ Predictions for 2024
An ongoing effort to create a green economy is focused
on sustainable investments, employment and skills. Multi- In this period of decreasing profitability, financial
stakeholder partnerships to accelerate and consolidate management is much more critical for companies. Some
sustainable changes in both consumption and production businesses may downsize their workforce, perhaps
patterns are likely to result in the creation of new roles. outsourcing services to relieve the pressures brought about
by high inflation, or introducing flexible work policies, with
Changes and targets in the automotive industry are leading temporary positions to manage staff costs a viable option.
to the emergence of different roles within battery production

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Over the past five years, most jobs across the country With skills and talent shortages ongoing, companies need
have been direct replacements rather than newly created to be adaptable and flexible. Those with a clear focus on
positions, as the market tries to adjust following economic learning and development, as well as investment in employee
struggles. Owing to the volatile state of the Turkish Lira, it skills, will stand out when looking to hire.
is a very favourable time for foreign companies to invest
in Turkey, while local investors continue to expand across It’s important to listen to employees to better understand what
service sectors in different European countries. it is they desire from their jobs. Utilise feedback and advice
from employee surveys to understand their motivations and
Finding the right personnel who share similar values to their issues and consider making changes specifically to improve
prospective employer will be critical as the battle for talent the company culture and profitability in the long term. This will
continues. Top-level managers remain attractive for companies also mean that employers need to become emotional leaders,
looking to take their organisation forward, helping to both as management roles shift to managing both operational
enhance business growth and reduce operational costs. outcomes and employee wellbeing.

↓ Recruitment advice to businesses Don’t forget that salaries are still highly important to
professionals, and despite minimum wage increases, it’s worth
As competing with inflation becomes near impossible, reviewing compensation packages frequently to help retain staff.
companies will need to look towards alternative fringe
benefits and working models to ensure they keep their
workforce happy and their business appealing to new
talent. Fringe benefits can include offering flexible working,
alongside additional holiday and wellbeing packages.

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 Our
Oursurvey says... says…
survey
Reed conducted a snap survey of 5,000 professionals
at the end of 2022. The questionnaire asked about
At the end of 2023, Reed conducted a snap survey of 216
their current and preferred salary and benefits, their
workers across Turkey. The research asked workers about
organisation’s performance and priorities, how they
their current and preferred salary and benefits, their
rated their job security and the future of their sector,
organisation’s performance and priorities, how they rated
and the key recruitment and skills trends they’re
their job satisfaction and career prospects, as well as the
witnessing. Here is what their answers revealed:
key recruitment and skills trends they’re witnessing. Here’s
what their answers revealed:

Salaries ↓ How happy or unhappy are you with

your current salary?
With ongoing cost-of-living challenges due to high
inflation, salaries will continue to be a huge area Very unhappy
of discussion in the employment market, for both
professionals and businesses.
Somewhat
As many are feeling the pinch, we’ve seen more talent move 18% unhappy
around to secure higher paid roles, with businesses analysing Very happy
how much they can stretch to get the people they need. 5%
Getting professionals’ take on their salaries is critical for 29%
businesses looking to benchmark what they can offer.

Currently, only 30% of workers are happy with the pay 25%
they receive, a slight incline from the previous year (28%).
Worryingly, 47% of professionals feel unhappy with their
current salary. 24%
Of those who are happy with their pay, 52% say it’s because
Somewhat
it goes with their role, 41% feel it gives them enough to live happy Neither happy
comfortably, and 38% are satisfied they are paid well or on nor unhappy
par in comparison to their peers.

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↓ Why are workers happy with their current salary/earnings?

It gives me enough to live comfortably 41%

I feel satisfied that the work I do is right for the salary/pay I get 32%
It goes with my role 52%
I am paid on par or well in comparison to my peers 38%
I don’t have financial pressures 25%
I feel little pressure due to the work I do and the salary/pay I receive 13%
I only work because I enjoy it 6%
Other 5%

But, as expected, continued increases in inflation and bills have put many under increased financial pressure. Eighty-one per
cent of those who aren’t satisfied with their salary shared that this is because it hasn’t risen with the cost of living, almost half
(48%) say it’s not enough for them to live the lifestyle they want, and 43% feel they are unable to save enough money to meet
their financial goals.

↓ Why are workers unhappy with their current salary/earnings?

It has not risen with the cost of living 81%

The job and industry I work in isn’t well paid 20%
I think I could get paid more elsewhere 39%
I do so much more in my job role than I should 26%
It’s not enough for me to live the lifestyle I want 48%
I don’t feel I can meet general financial obligations
(e.g. mortgage, bills, etc)
31%
I am unable to save enough to meet my financial goals
(e.g. to purchase a house, to retire, etc) 43%
The hours I work for my job role and salary are too long 25%
I have seen adverts showing higher salaries at competitors 37%
I have seen colleagues and peers gain pay while mine has
stayed the same 18%
Other 3%

The disparity between the average wage and the salary people would be comfortable with remains quite large. For employers
looking to retain staff, the survey found that 52% state to live comfortably they feel they would need to earn over 900,000
(net/annual) Turkish Lira per year, with only 22% currently doing so. With 74% feeling confident they will achieve their
comfortable salary at some point, those who wish to earn more may consider moving companies to secure a higher wage.

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↓ What would you consider to be a ‘comfortable’ net/annual salary for you to live on?

Actual salary Comfortable salary

8% 240,000 or under 1%
8% 240,001 – 300,000 2%
19% 300,001 – 450,000 6%
14% 450,001 – 600,000 12%
11% 600,001 – 720,000 13%
12% 720,001 – 900,000 14%
12% 900,001 – 1,200,000 16%
4% 1,200,001 – 1,500,000 17%
6% 1,500,001 or above 19%
6% Prefer not to say 1%

As the economy has continued to take its toll on professionals over the past two years, we also looked at how people have been
managing their wages, and whether the current financial climate has impacted their financial goals and savings.

↓ What are your financial savings goals?

Saving to buy my first home 29%

Saving to move home 9%
Saving for a new car 32%
Saving for retirement 33%
Saving for a family/child 51%
Saving for a holiday 28%
I can’t afford to save currently – the cost of living is too high. 56%
Other 6%
I am not saving for anything 4%

The top three financial savings goals of those surveyed are: 51% are saving for a family/child, 33% are saving for retirement, and
32% of people are saving for a new car. Most interestingly, 56% aren’t saving any of their salary because they can’t afford to do
so, with almost half (45%) not feeling confident they will meet their financial saving goals on time.

Workers’ mental health is also suffering due to finances. Eighty-four per cent of workers say their financial situation is impacting
their mental health negatively, compared with only one per cent who are not suffering from any form of mental health impact.

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↓ T
 o what extent would you say your current financial outgoings are impacting your
mental health?

Significantly impacting
my mental health
44%

Not really impacting

my mental health
15%

40% 1% Not at all impacting

Somewhat impacting my mental health
my mental health

All about the benefits

It seems that offering a higher salary remains the most
ideal way to attract and retain employees – but this isn’t
viable for every business, as they are also battling rising
bills and tighter overheads.

Where raising salaries isn’t an option, the benefits businesses offer can potentially tip the balance when people are considering
changing jobs. Surprisingly, however, nearly one-in-10 (9%) say they don’t receive any workplace benefits at all.

There seems to be a more even playing field when it comes to the benefits in demand this year versus last year. Last year, workers
were feeling the initial impact of rising energy bills and inflation, which was reflected in their desire for more financial-led benefits,
such as salary increments and performance bonuses. This year, however, there’s a stronger balance between money and flexibility.

There also seems to be some disconnect when it comes to offering workplace benefits. For those that do get workplace benefits,
the three most common are: annual salary increase (71%), private health insurance (66%), and a company mobile phone (63%).

In comparison, the top-three desired benefits are: a performance bonus (60%), a company car or car allowance (59%), and private
health insurance (57%). There’s a disparity between what is being offered and what is desired, especially as only two per cent of
workers currently receive one of the most demanded benefits – a four-day working week (41%).

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↓ Company benefits - received vs desired

Benefits received Benefits desired

63% Company mobile phone 14%

18% Wellness programme 8%
23% Ability to purchase additional annual leave 13%
28% Flexible working hours 51%
43% Performance bonus 60%
66% Private health insurance 57%
18% Life insurance 12%
11% Eye/dental insurance 25%
10% Discount on brands 5%
71% Annual salary increase 55%
15% Moving days 1%
33% Company car/car allowance 59%
6% The choice of creating bespoke packages/benefits from a list 19%
0% Uncapped annual leave 13%
0% Electric vehicle scheme 4%
1% A company pension that’s higher than the required amount 8%
1% Cycle-to-work scheme 1%
2% Four-day working week 41%
4% Gym membership 6%
7% Other 1%
9% I don’t receive any benefits 2%

Looking into people’s savings priorities, we can also pinpoint where businesses may be able to help. The top thing people are
saving for is a family/child (51%), meaning businesses that offer help with flexible working hours can be more attractive – a
benefit that only 28% of workers are currently receiving but 51% would prefer.

Another top item people are saving for is a new car (32%). In such cases, offering a company car or car allowance may help; a
benefit that 33% receive but, again, 59% would like.

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In summary
Over three quarters of professionals (77%) are currently looking or considering looking for a new job – highlighting a need
for businesses to audit what they are offering their current, and future, talent.

Two of the top-five reasons for people looking elsewhere is due to the salary not being enough or feeling like it’s time to move
on, with another top reason being that the benefits package isn’t sufficient.

There are some areas where businesses could better align their benefits packages to the wishes of candidates. Aside from the
company car/car allowance, the most popular benefits do fall into the top benefits employers offer but aren’t as high up in terms
of importance when compared with employee preferences.

There are also some areas where companies could save money by removing less popular benefits from their offering.

Days off work for moving home is a popular benefit supplied by workplaces (15%) but fall into one of the least desired benefits
for employees, with only one per cent finding it an attractive add-on. Only 11% receive eye/dental insurance, whereas 25% find
it an attractive benefit; a similar trend is found in company mobile phones, with only 14% of employees wanting it, but 63% of
businesses offering it.

Businesses should consider evaluating the benefits they offer and whether they appeal to their workers today, as the money
they save on removing undesirable benefits could be better spent on more costly rewards that attract and retain top talent.

↓ W
 hat is the main reason why you are either actively looking or considering looking
for new job opportunities?

The pay I receive is not sufficient 40%

It’s time to move on 11%
There’s better pay elsewhere 9%
The benefits I receive are not good enough 5%
The culture is toxic 9%
I don’t like my manager 4%
I don’t like the people I work with 1%
Other 14%
No reason in particular 6%

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 Why Reed?
We’ve pioneered specialist recruitment since 1960
and each year we help thousands of businesses find
the talent they need to flourish.

Recruitment experts across A tailored service to fit different

20 different sectors worldwide organisational requirements

Localised maket knowledge

A large candidate database
with national reach

Let our experts help you…

Visit Reedglobal.com.tr to get in touch

Contents Turkey | 12
 Accountancy
& finance

Accounts payable/credit control/payroll

TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

Accounting Manager ₺55,000 ₺77,500 ₺100,000 ₺32,500 ₺20,000 ₺15,500

Accounts Assistant Manager ₺45,000 ₺60,000 ₺75,000 ₺24,250 ₺15,500 ₺12,000

Credit Analyst ₺30,000 ₺45,000 ₺60,000 ₺18,500 ₺11,500 ₺8,875

Accountant ₺30,000 ₺42,500 ₺55,000 ₺18,500 ₺11,500 ₺8,875

Finance
TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

Chief Financial Officer ₺100,000 ₺162,500 ₺225,000 ₺72,500 ₺53,500 ₺42,750

Finance Director
₺90,000 ₺135,000 ₺180,000 ₺57,500 ₺36,750 ₺29,250
(+10 Years PQE)

Finance Director
₺90,000 ₺120,000 ₺150,000 ₺50,000 ₺30,000 ₺23,250
(+6 Years PQE)

Financial Controller
₺80,000 ₺100,000 ₺120,000 ₺41,500 ₺23,750 ₺18,250
(8-12 Years PQE)

Finance Manager
₺70,000 ₺85,000 ₺100,000 ₺35,000 ₺19,500 ₺14,500
(2-4 Years PQE)

Financial Controller
₺70,000 ₺85,000 ₺100,000 ₺35,000 ₺18,750 ₺14,500
(4-8 Years PQE)

Financial Assistant Manager ₺60,000 ₺75,000 ₺90,000 ₺30,000 ₺16,000 ₺12,250

Financial Analyst ₺40,000 ₺50,000 ₺60,000 ₺19,000 ₺11,875 ₺9,000

Newly Qualified
₺22,500 ₺33,750 ₺45,000 ₺13,500 ₺8,250 ₺6,125
(0-2 Years PQE)

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Accountancy &
finance insight
The job market across the accountancy and that the demand for these specialists will employees, besides just the salaries they
finance sector continues to be very active. increase across the country. can offer. By allowing employees to explore
The unexpected and uncontrolled rise of career opportunities, having a structure
inflation in Turkey has caused many rapid Employers looking to attract talented that can establish work-life balance, and
changes, which is expected to continue finance professionals need to prioritise promoting a hybrid system, companies can
into 2024, where high salary expectations employee loyalty and retention, stand out from the competition and secure
have caused companies to struggle with strengthening their sense of belonging to those desired professionals.
maintaining their current internal balances. the company by protecting their interests,
particularly during challenging economic For those jobseekers looking for their
The adoption of international sustainability times. This could include increasing the next career move, clear visibility on
standards by the Turkish government, quality and relevance of benefits offered. LinkedIn and keeping an eye on the
which requires companies to disclose their It will also be wise for businesses to social media platforms of companies you’re
environmental, social and governance support their employees with training and interested in is a very effective way to find
(ESG) performance, will, however, create development, to nurture skills and identify new opportunities. Don’t forget the value
new opportunities and challenges for future leaders. of improving your skills in your current role,
accountants and auditors – who will need to seeking out training where necessary to
develop the skills and knowledge necessary To appeal to top professionals, businesses boost your chances of landing a great
for sustainability reporting. It’s expected should look at what’s important to new role.

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 Business support

Business support
TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

Senior Executive Assistant ₺65,000 ₺72,500 ₺80,000 ₺28,750 ₺18,500 ₺13,750

Executive Assistant/Personal
₺50,000 ₺62,500 ₺75,000 ₺27,500 ₺11,500 ₺8,750
Assistant

Office Manager ₺40,000 ₺50,000 ₺60,000 ₺20,000 ₺12,500 ₺9,250

Secretary ₺26,000 ₺30,500 ₺35,000 ₺14,000 ₺7,625 ₺5,125

Customer Services
₺20,000 ₺30,000 ₺40,000 ₺12,750 ₺7,750 ₺5,250
Administrator

Office Assistant ₺20,000 ₺27,500 ₺35,000 ₺10,500 ₺7,125 ₺4,875

Receptionist ₺18,500 ₺26,750 ₺35,000 ₺12,875 ₺6,750 ₺4,625

Data Entry Operator ₺18,000 ₺21,500 ₺25,000 ₺9,250 ₺5,500 ₺3,650

Business support insight

The business support sector in Turkey is a has led jobseekers to expect higher pay in professionals considering salary as equally
key component of the country’s economic return, across the sector. important to the manager and senior team
development strategy. However, the they work for.
country also faces challenges such as Owing to the language skills gap, it’s
high inflation, external vulnerabilities, and important for companies to act on this Professionals looking to enhance their
institutional issues that could hamper its issue and invest in training their employees career prospects should keep up to date
long-term growth prospects. to increase retention. In addition to fair with trends across the industry, and
pay, flexible working can contribute to increase their understanding of world
Salary expectations for administration and attracting jobseekers, as well as increasing affairs and different cultures, which can
support roles now exceed inflation. Last loyalty among current employees. be an asset in multinational companies.
year, it was higher than in 2022 – with the It’s important to maintain positive
pattern looking set to continue as we head The main reason employees looked to communication with your network,
further into 2024. Depending on the role, change roles in 2023 was due to economic stay visible, and continue to expand
more and more employers are looking for conditions affecting the labour market, your contacts.
professionals to understand English, which and a year later, the trend continues, with

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 Engineering

Senior engineering management

TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

Plant Director ₺100,000 ₺162,500 ₺225,000 ₺57,500 ₺57,500 ₺34,125

Engineering Manager ₺100,000 ₺120,000 ₺140,000 ₺50,000 ₺50,000 ₺19,500

Construction Manager ₺100,000 ₺115,000 ₺130,000 ₺48,750 ₺48,750 ₺18,000

Contract Manager ₺90,000 ₺112,500 ₺135,000 ₺48,750 ₺48,750 ₺18,000

Project Manager ₺90,000 ₺105,000 ₺120,000 ₺40,000 ₺40,000 ₺16,500

Production Manager ₺90,000 ₺105,000 NEW ₺120,000 N/A N/A N/A

Sales Manager ₺70,000 ₺97,500 NEW ₺125,000 N/A N/A N/A

Quality Manager ₺60,000 ₺80,000 ₺100,000 ₺29,250 ₺29,250 ₺16,750

Mid-level engineering management

TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

Construction Engineer ₺50,000 ₺65,000 ₺80,000 ₺25,000 ₺25,000 ₺10,750

Design Engineer ₺40,000 ₺65,000 ₺90,000 ₺27,500 ₺27,500 ₺9,750

Maintenance Engineer ₺40,000 ₺65,000 ₺90,000 ₺21,500 ₺21,500 ₺9,750

Planning Engineer ₺50,000 ₺62,500 NEW ₺75,000 N/A N/A N/A

Civil Engineer ₺40,000 ₺60,000 ₺80,000 ₺24,000 ₺24,000 ₺10,750

Manufacturing Engineer ₺40,000 ₺60,000 ₺80,000 ₺21,500 ₺21,500 ₺10,750

Mechanical Engineer ₺40,000 ₺60,000 ₺80,000 ₺24,000 ₺24,000 ₺8,500

Senior Engineer ₺40,000 ₺57,500 ₺75,000 ₺23,750 ₺23,750 ₺12,000

Sales Engineer ₺35,000 ₺57,500 ₺80,000 ₺21,500 ₺21,500 ₺10,750

Quality Engineer ₺40,000 ₺55,000 NEW ₺70,000 N/A N/A N/A

Agricultural Engineer ₺30,000 ₺45,000 ₺60,000 ₺18,500 ₺18,500 ₺8,500

Inspector ₺40,000 ₺45,000 ₺50,000 ₺20,000 ₺20,000 ₺8,000

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Engineering
insight
The engineering sector in Turkey is creating more opportunities across to convince employees to stay and better
expected to grow steadily in 2024, as the country. themselves with the business.
the country recovers from the pandemic
and resumes its ambitious infrastructure For companies looking to attract Professionals are encouraged to define
projects. Some of the major construction professionals, it’s important to listen to a career strategy, keep moving in that
plans include the high-speed rail network, what the new generation wants and needs direction, and progress to reach their
the renewable energy plants, and the from a job and ensure these are considered. desired goal. As the English language
new urban development programme In terms of talent acquisition, being flexible becomes more important in business,
– leading to demand for qualified, with working conditions, salary negotiations it’s essential that engineers increase
experienced professionals. and benefits will heighten the appeal of their proficiency. Instead of staying in
your company to top engineers. their comfort zone, engineers need to
Companies are increasingly focusing be flexible and push themselves to learn
on diversity and inclusion in their practices, With career progression high on the agenda, and enhance their careers if they want to
and this is set to top the agenda in 2024 – be sure to showcase available opportunities advance and earn the salaries they desire.

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 Human resources

Human resources
TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

HR Director ₺120,000 ₺150,000 ₺180,000 ₺68,125 ₺48,750 ₺39,250

HR Manager ₺85,000 ₺97,500 ₺110,000 ₺47,500 ₺30,500 ₺23,500

People & Culture Manager ₺75,000 ₺92,500 NEW ₺110,000 N/A N/A N/A

Organisational Development
₺80,000 ₺90,000 ₺100,000 ₺36,750 ₺24,250 N/A
Manager

Recruitment Manager ₺70,000 ₺85,000 ₺100,000 ₺32,625 ₺21,500 ₺16,500

Training Manager ₺70,000 ₺85,000 ₺100,000 ₺34,500 ₺22,500 ₺16,500

HR Executive ₺60,000 ₺72,500 ₺85,000 ₺26,250 ₺13,500 ₺9,750

HR Business Partner ₺50,000 ₺70,000 ₺90,000 ₺25,000 ₺17,500 ₺13,000

Organisational Development
₺50,000 ₺67,500 ₺85,000 ₺26,250 ₺13,500 N/A
Executive

Training Executive ₺50,000 ₺65,000 ₺80,000 ₺26,250 ₺13,500 N/A

HR Specialist ₺35,000 ₺52,500 ₺70,000 ₺18,500 ₺10,250 ₺7,500

HR Generalist ₺35,000 ₺47,500 ₺60,000 ₺18,500 ₺10,250 ₺7,500

HR Administrator ₺30,000 ₺37,500 ₺45,000 ₺15,250 ₺8,750 ₺6,750

Compensation & benefits

TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

Compensation & Benefits

₺100,000 ₺115,000 ₺130,000 ₺54,000 ₺31,500 ₺24,375
Manager

Employee Relations Manager ₺80,000 ₺87,500 ₺95,000 ₺33,750 ₺16,500 ₺12,750

Payroll Specialist ₺30,000 ₺40,000 ₺50,000 ₺16,000 ₺10,250 ₺7,500

Contents Turkey | 18
Human resources
insight
2023 was an active year for the HR work environment that centres around offer. Also, be sure to promote a strong
candidate market. Talented jobseekers innovation and creativity. This includes employee value proposition and a positive
were abundant, but their salary implementing policies and initiatives to organisational culture.
expectations were often too high for many address gender equality, cultural diversity,
businesses to meet. In some cases, this led and equal opportunities. As a result, This year will continue to see talented
employers to consider the type and quality opportunities within in-house HR teams employees making a difference across a
of employee benefits to attract and retain are readily available. variety of HR functions, from recruiting
valuable staff. and training to organisational development
Those companies looking to attract and employee relations. While experienced
As a culturally diverse country that talented HR professionals, need to professionals are expected to lead
hosts different ethnicities, religions, and consider working models, career and organisations, it is those who contribute to
languages, organisations are striving to development opportunities, and most business development who will make the
create a more inclusive and equitable importantly, the salary package on biggest difference.

Contents Turkey | 19
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Contents Turkey | 20
 Procurement
& supply chain

Procurement
TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

Procurement Manager ₺65,000 ₺82,500 ₺100,000 ₺37,500 ₺23,250 ₺17,750

Procurement Specialist ₺30,000 ₺45,000 ₺60,000 ₺21,750 ₺14,250 ₺11,000

Purchasing Staff ₺20,000 ₺32,500 ₺45,000 ₺15,250 ₺9,250 ₺7,000

Quality
TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

Quality Manager ₺60,000 ₺80,000 ₺100,000 ₺33,750 ₺19,500 ₺15,000

Quality Specialist ₺30,000 ₺40,000 ₺50,000 ₺18,750 ₺10,750 ₺8,000

Quality Assurance Analyst ₺25,000 ₺35,000 ₺45,000 ₺16,500 ₺9,750 ₺7,125

Supply chain
TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

Supply Chain Manager ₺75,000 ₺102,500 ₺130,000 ₺47,500 ₺25,500 ₺19,000

Logistics Manager ₺65,000 ₺82,500 ₺100,000 ₺40,000 ₺23,250 ₺17,750

Supply Chain Specialist ₺30,000 ₺45,000 ₺60,000 ₺19,250 ₺10,750 ₺7,750

Contents Turkey | 21
Procurement
& supply chain
insight
The procurement and supply chain sector enable procurement and supply chain professionals stay at the top of their game
in Turkey will face some challenges, but professionals to use digital opportunities through upskilling in areas such as English
also some opportunities, in 2024. Turkey to their advantage, such as advances in AI language, global citizenship, project
is undergoing a transition to a low-carbon and machine learning, cloud computing, management, and leadership. Due to high
economy, which may require procurement and blockchain. This could see new inflation, salary demands are still soaring,
and supply chain professionals to minimise possibilities for innovation, efficiency, and so make sure this is considered when
value chain emissions, secure high- value creation in the sector, as well as new negotiating with prospective candidates.
demand green materials, and manage challenges to overcome such as cyber
the capital expenditure required to security, data privacy, and ethical sourcing. Professionals looking for new roles
achieve net zero. This may create new should continue to improve their English
skill requirements and job roles in the Companies looking to secure talented proficiency and keep learning new skills
sector, such as sustainability managers, professionals need to consider what in the field if they want to progress. It’s
circular economy specialists, and green generation Z desire from a role, as well also vital to assess the impact of the
procurement analysts. as defining the hiring strategy to appeal role in terms of its contribution to the
to those professionals – showing clear organisation. If you are looking for a new
Turkey is also experiencing rapid career progression opportunities. It’s role be ready to leave your comfort zone, be
digital transformation, which may also important to help experienced flexible and push yourself to learn new skills.

Contents Turkey | 22
 Sales &
marketing

Sales
TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

Sales Director ₺80,000 ₺120,000 ₺160,000 ₺57,500 ₺45,000 ₺35,000

Sales Manager ₺50,000 ₺75,000 ₺100,000 ₺30,500 ₺26,000 ₺20,000

Development Manager ₺40,000 ₺62,500 ₺85,000 ₺26,500 ₺22,000 ₺16,500

Account Manager ₺35,000 ₺52,500 ₺70,000 ₺23,000 ₺18,750 ₺14,750

Sales Executive ₺30,000 ₺40,000 ₺50,000 ₺16,750 ₺11,750 ₺8,750

Sales Representative ₺22,500 ₺31,250 ₺40,000 ₺15,000 ₺11,500 ₺8,500

Marketing
TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

Marketing Director ₺80,000 ₺125,000 ₺170,000 ₺55,000 ₺45,000 ₺35,000

Marketing Manager ₺50,000 ₺80,000 ₺110,000 ₺34,500 ₺27,750 ₺21,500

Corporate Relationship
₺55,000 ₺70,000 ₺85,000 ₺25,000 ₺17,750 ₺14,250
Manager

Product Manager ₺40,000 ₺65,000 ₺90,000 ₺23,500 ₺19,250 ₺14,250

Communications Manager ₺40,000 ₺62,500 ₺85,000 ₺21,750 ₺17,250 ₺14,000

Public Relations Manager ₺45,000 ₺62,500 ₺80,000 ₺25,000 ₺17,500 ₺13,750

Brand Manager ₺40,000 ₺55,000 ₺70,000 ₺19,500 ₺17,000 ₺13,250

Marketing Executive ₺30,000 ₺52,500 ₺75,000 ₺22,000 ₺17,500 ₺13,750

Assistant Brand Manager ₺30,000 ₺42,500 ₺55,000 ₺14,750 ₺11,250 ₺8,500

Contents Turkey | 23
Sales &
marketing
insight
The outlook for the sales and marketing such as in data analytics, eCommerce, and also offer competitive salaries and benefits
candidate market in Turkey for 2024 is social media management, is imperative. to attract talent, while providing training
positive, as the industry is expected to grow Attracting and retaining talent in a highly opportunities, mentoring programmes and
and innovate due to changing consumer competitive market where candidates have career progression to increase employee
behaviours, and the increased use of digital high expectations for salary, benefits, and engagement and loyalty. Flexible working
channels and platforms. There may be rapid career development can be difficult, but is models such as remote working, flexible
advancements of digitalisation this year, vital for continued business success. hours or part-time working, which have
alongside the growing importance of data- become widespread since the Covid period,
oriented approaches, and the necessity of Companies need to invest in human capital, should be implemented as much as possible.
adapting to new technologies – especially offer attractive benefits, develop a culture
in popular areas such as Mersin, Antalya, of innovation and learning, and monitor Jobseekers should update their CVs to
Alanya, and Istanbul. market trends and opportunities to attract accurately reflect their work experience,
the professionals they desire. Employers educational knowledge, and skills. They
Finding candidates with the right skills must take a strategic approach to talent should regularly review job postings, or
and competencies to capitalise on the attraction and focus on employee needs, speak to a recruitment expert who can
digital transformation of the industry, creating a strong employer brand. They must help them with their search.

Contents Turkey | 24
 Technology

TL / Net / Month 2024 2023 2022 2021

Role Min Average Max Average Average Average

Chief Information Officer ₺125,000 ₺175,000 ₺225,000 ₺105,000 ₺42,750 ₺31,000

IT Director (7-10 Years) ₺100,000 ₺130,000 ₺160,000 ₺85,000 ₺32,000 ₺23,500

Software Development
₺75,000 ₺90,000 ₺105,000 ₺55,000 ₺21,000 ₺15,750
Manager

IT Manager (5-7 Years) ₺65,000 ₺82,500 ₺100,000 ₺55,000 ₺23,000 ₺17,750

IT Project Manager
₺65,000 ₺82,500 ₺100,000 ₺50,000 ₺18,750 ₺14,250
(5-7 Years)

Senior Developer (5-7 Years) ₺60,000 ₺80,000 ₺100,000 ₺45,000 ₺16,000 ₺12,250

SAP Solution Architect ₺65,000 ₺75,000 ₺85,000 ₺45,000 ₺17,750 ₺12,750

Software Engineer
₺45,000 ₺72,500 ₺100,000 ₺45,000 ₺15,500 ₺11,000
(3-7 Years)

Database Administrator ₺50,000 ₺65,000 ₺80,000 ₺47,500 ₺20,000 ₺15,000

DevOps Engineer ₺45,000 ₺62,500 ₺80,000 ₺40,000 ₺15,250 ₺11,500

Business Analyst Lead ₺50,000 ₺60,000 ₺70,000 ₺40,000 ₺16,500 ₺11,000

Business Analyst ₺45,000 ₺57,500 ₺70,000 ₺29,000 ₺14,250 ₺10,000

Back-end Developer ₺40,000 ₺55,000 ₺70,000 ₺29,000 ₺14,500 ₺10,500

SAP Consultant ₺35,000 ₺55,000 ₺75,000 ₺27,500 ₺14,750 ₺10,500

eCommerce Specialist
₺40,000 ₺55,000 ₺70,000 ₺28,000 ₺12,750 ₺9,500
(3-5 Years)

Cyber Security Consultant ₺35,000 ₺52,500 ₺70,000 ₺32,500 ₺16,000 ₺12,500

Network Engineer
₺45,000 ₺52,500 ₺60,000 ₺31,500 ₺13,750 ₺9,750
(3-6 Years)

Front End Developer ₺40,000 ₺50,000 ₺60,000 ₺24,000 ₺14,500 ₺10,500

UNIX Admin (3-6 Years) ₺40,000 ₺50,000 ₺60,000 ₺25,000 ₺12,500 ₺10,250

Analyst (MIS/Data) ₺40,000 ₺50,000 ₺60,000 ₺25,000 ₺12,750 ₺9,000

IT Systems Engineer/
₺35,000 ₺47,500 ₺60,000 ₺26,500 ₺12,750 ₺8,500
Administrator (2-5 Years)

Information Security
₺30,000 ₺45,000 ₺60,000 ₺24,000 ₺14,750 ₺10,250
(2-5 Years)

Systems Support (2-5 Years) ₺30,000 ₺45,000 ₺60,000 ₺23,000 ₺10,500 ₺7,875

VAS Engineer (2-5 Years) ₺35,000 ₺42,500 ₺50,000 ₺24,000 ₺11,500 ₺8,000

IT Support Analyst
₺30,000 ₺42,500 ₺55,000 ₺23,000 ₺10,250 ₺7,875
(2-5 Years)

Support Specialist
₺30,000 ₺37,500 ₺45,000 ₺18,500 ₺8,750 ₺5,625
(2-4 Years)

Contents Turkey | 25
Technology
insight
The technology sector in Turkey continues of talent is a major advantage, as is the talent shortages, companies may want
to suffer from professionals leaving the ability to attract skilled professionals who to consider adopting internal training
country to move abroad. While this pattern can keep pace with the rapid adoption programmes such as coding boot camps
emerged during the pandemic, it has since of technology, automation, and AI in the to upskill new and existing employees who
increased because of the effect of economic workplace. These developments have led to desire career growth.
fluctuations across the country. Last year, demand for experienced tech professionals.
around one-in-three candidates moved Professionals searching for their next role
abroad for work. Many of the professionals Companies looking to recruit in 2024 should look at opportunities that offer
who stayed in Turkey now want to receive are advised to continue offering strong clear career paths, as well as good salary
their salaries in foreign currency, to be less salaries and benefits to prospective and benefits. As technology, data analytics
affected by the economic downturn. candidates, while remote, hybrid, and and AI evolve, candidates must keep up
flexible working conditions are still highly to date with the latest developments and
The strategic location of Turkey between desired. It’s also worth attending talent learn technical skills relevant to their field.
Europe and Asia, presents employers conferences, forums and networking It’s also wise to research the companies
with both opportunities and challenges activities to gain visibility and share your that interest you, and make choices
for finding and retaining skilled software vision and company purpose with existing based on their reputation for employee
developers and IT professionals. Diversity and future tech talent. Owing to the satisfaction and loyalty.

Contents Turkey | 26
If you are looking to recruit a highly-skilled professional for
your business, or you are looking to take the next step in
your career, visit Reedglobal.com.tr for further information.

We specialise in recruiting for the following sectors:

Accountancy & finance | Business support | Engineering

Human resources | Procurement & supply chain
Sales & marketing | Technology

Contents Reedglobal.com.tr