Blue-collar workforce solutions in Türkiye
We hire production, warehouse and technical staff within Türkiye — welders, CNC and forklift operators included — and source workers from abroad when the local market cannot fill the role. Employer cost, shift continuity and first-30-day attrition are planned up front. Payroll ownership is written down before anyone starts.
Reviewed by Mey Fidan, Gini Talent
Who we work with
Plant, HR and warehouse managers need people who can start on the rostered shift: MYK where the role requires it, practical tests, group interviews and a plan for the first 30 days — not a pile of CVs.
Close high-volume vacancies without derailing your hiring calendar.
Fill gaps by line and shift before they hit output.
Plan capacity ahead of a new site, a new line or peak season.
Run hiring with one point of contact and clear costs and responsibilities.
Two ways to build your team
We source candidates in your region, screen and assess them against your brief, and plan start dates shift by shift — including MYK checks and practical tests for welders, CNC and forklift operators.
When skilled roles cannot be filled locally, we source workers internationally and coordinate the ÇSGB work-permit process, arrival and onboarding. Approval is never guaranteed; criteria are reviewed per employer.
Workforce solutions
Hire dozens of employees in the same period through needs analysis, a candidate pool, structured group assessment and staggered starts.
Source skilled workers from abroad for blue-collar roles you can’t fill locally — with vocational assessment, permit process coordination and onboarding.
Position plans, shift rosters, a hiring timeline and start-up organisation for a new plant or warehouse.
Demand forecasting, early candidate preparation and an on-time start plan for seasonal capacity peaks.
Sectors
Manufacturing, construction, trades, logistics and food — where shift work and skilled labour are hardest to fill.
Production, assembly and packaging staff for single or multi-shift plants.
Warehouse teams, certified forklift operators and order pickers.
Skilled welders, CNC operators and maintenance technicians.
Welders, electricians, mechanics and maintenance technicians tested against the standard your site actually requires.
Skilled trades and site workers for programmes where headcount has to arrive on a schedule, not eventually.
Hygiene-ready production and warehouse crews for food plants, packing lines and cold chain.
Process
Positions, headcount, shifts, location and target start date.
Sourcing channels, assessment method and a realistic hiring timeline.
Candidates are reached and pre-screened against your brief.
Practical and interview-based assessment; you approve the shortlist.
Staggered starts and follow-up to reduce early drop-outs.
Engagement models
The same blue-collar crew can join your own payroll, or a defined part of your operation can be run by Gini Talent under a service contract. We write down only the model that will actually run — before anyone starts.
Compare responsibilitiesWe handle sourcing, screening, assessment and start coordination. Employment, payroll and on-site management stay with you.
Under a service contract, a defined operation is run turnkey under Gini Talent’s coordination: work organisation and day-to-day direction are our responsibility, with lawful payroll and personnel files under Gini Talent’s guarantee.
Work permits are issued for a specific employer and workplace. We plan them for the site where the person will work; workers are never moved to another workplace. Approval is not guaranteed.
Questions
Look for a supplier that can show, in writing:
• Vocational fit (MYK where the role requires it) and practical tests, not CV screening alone.
• A clear written statement of the model (recruitment or managed services) and of who is responsible for payroll, direction and safety.
• First-30-day attrition tracking after start, not only CVs sent.
• Capacity to run group interviews and staggered starts for 10+ hires in the same period.
It depends on the model agreed before anyone starts. In recruitment, employees join your payroll. In managed services, a defined operation is run by Gini Talent under a service contract: work organisation and direction are Gini Talent’s responsibility, and payroll and personnel files are handled lawfully under Gini Talent’s guarantee. The model is written into the proposal.
When the local market cannot fill skilled roles — typically welders, CNC operators and heavy-industry trades — in the time your shifts require. Work permits are assessed against current Ministry of Labour (ÇSGB) criteria for each employer; we coordinate the process and documents, we do not guarantee approval.
Confirm the offer the same day, lock start groups against the shift roster, keep a reserve shortlist for each wave, and follow the first 30 days with a named contact. Time-to-fill is useless if people do not actually start on the planned shift.
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Looking for a job? BlueCollar works with employers — candidates can see open positions on Gini Talent.
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