For companies in Istanbul, Turkey, staff augmentation is the fastest way to add capacity: Pitch N Hire supplies vetted, India-based engineers who slot into your team on overlapping working hours, with no local entity to set up. You keep control of the roadmap while PNH handles sourcing, vetting, employment and compliance, so you scale delivery in weeks rather than months.
Staff augmentation lets you extend your existing team with dedicated external engineers who work under your direction, using your tools, standups and sprint process — rather than outsourcing a whole project. Pitch N Hire sources this talent primarily from India's large engineering pool, screens for the specific stack and seniority you need, and employs each engineer through its Employer of Record so payroll, tax and compliance are handled for you. Because there is no local entity, contract, or long recruitment cycle to manage, augmented engineers can typically start within weeks and scale up or down as the roadmap changes — a flexible, lower-blended-cost complement to permanent local hiring.
Tell us the roles, tech stack, seniority and team culture you need. We align on time-zone overlap, communication cadence and the outcomes you want the augmented engineers to own.
From its pre-vetted India talent pool, Pitch N Hire returns a shortlist of engineers screened for the exact skills and level — usually within days, with profiles, assessments and availability.
You interview the candidates yourself (technical and cultural fit) using structured scorecards, and pick the people you want. You stay in control of every hiring decision.
Selected engineers are employed through PNH's Employer of Record and onboarded into your tools, repositories and sprint process, so they are productive quickly with compliance already handled.
As the roadmap changes you add or release capacity with short notice — no severance risk, no entity overhead — while PNH manages ongoing payroll, retention and administration.
Pitch N Hire can augment your team across the full engineering stack and adjacent roles:
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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