Pitch N Hire's executive search helps Istanbul, Turkey companies hire senior engineering and leadership roles — heads of engineering, architects, and functional leaders — through a discreet, research-led process. PNH maps the market, approaches passive candidates and runs structured assessment, so a Istanbul business fills business-critical leadership roles with rigour rather than relying on inbound applications.
Executive search is a targeted, research-led method for hiring senior and hard-to-fill leadership roles, where the best candidates are usually employed and not actively applying. Instead of posting a job and waiting, Pitch N Hire maps the relevant talent market, discreetly approaches qualified passive candidates, and runs structured, evidence-based assessment against the role's real requirements. This is used for engineering leadership, architecture, and specialist senior roles where a wrong hire is expensive and confidentiality matters. PNH's search process pairs experienced recruiters with structured interview tooling to keep the assessment consistent and defensible, whether the role is based locally or leads an offshore team.
We work with you to define the mandate — responsibilities, the outcomes the leader must deliver, and the competencies and experience that predict success in your context.
PNH researches and maps the relevant talent market, building a longlist of qualified people in comparable roles at comparable organisations — including those not actively looking.
Candidates are approached confidentially and professionally, protecting your employer brand and the candidates' current positions while gauging genuine interest and fit.
Interested candidates go through structured, evidence-based interviews and scorecards against the success profile, so the shortlist is comparable and defensible, not gut-feel.
You interview a small, high-quality shortlist; we support referencing, offer negotiation and a careful close, given how much a senior hire matters.
Research-led search suits senior and business-critical roles where a mis-hire is costly:
Istanbul is Turkey's economic engine and by far its largest technology market, concentrating the country's venture funding, startups and multinational engineering offices across two continents. It is the heart of a globally notable mobile-gaming cluster — Peak and Dream Games among its billion-dollar exits — alongside strong fintech, payments, e-commerce and logistics-tech scenes that keep demand high for mobile, backend and data engineers.
Istanbul's talent pool is the deepest in Turkey and skews toward mobile game development, Unity/C#, backend and data engineering, with strong pockets in payments and marketplace platforms. Graduates flow from top universities such as Boğaziçi, ITU and Koç, but competition from well-funded studios and foreign remote employers makes senior mobile and backend specialists genuinely hard to secure locally.
Istanbul commands Turkey's highest developer pay, and because of high inflation many senior roles are quoted in USD; senior engineers often land roughly 90,000–170,000 TRY per month locally, with dollar-denominated packages common at funded studios. Teams stretching budgets or needing niche skills quickly often blend local Istanbul hires with offshore India-based engineers sourced through PNH.
For Istanbul founders and engineering leaders, an offshore pod adds capacity fast: PNH sources and vets India-based engineers, overlaps most of the working day with TRT given only a 2.5-hour gap, and handles employment and compliance through its Employer of Record — so a studio or scale-up can grow delivery without competing for scarce senior local talent.
You can engage Pitch N Hire in whichever way fits your Istanbul team's stage and workload — and mix them as you scale:
A pre-screened India talent pool means matched shortlists in days, not the months a local permanent hire can take.
You interview and choose every person; Pitch N Hire surfaces qualified candidates and handles the operational load.
Offshore hires are employed through PNH's India Employer of Record — payroll, tax and statutory compliance are taken care of.
Building part of your team offshore keeps comparable seniority on the roster at a lower total cost than local-only hiring.
Engineers work on overlapping working hours and inside your tools and sprints — collaboration, not black-box outsourcing.
Staffing, recruitment, EOR and the ATS/interview software come from one provider, so hiring stays joined-up as you scale.
Staffing and recruitment services, the applicant tracking software, and hiring resources — all in one place.
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