Warehouse & Logistics Staffing
Warehouse teams, certified forklift operators and order pickers.
Workforce solution
Seasonal and Campaign Blue-Collar Staffing in Türkiye
For campaign periods, production peaks or year-end volumes, we prepare candidates in advance based on your demand forecast and get your team started before the peak begins.
Whose payroll are the employees on?
- Recruitment — employees on your payroll
- Managed services — run by Gini Talent under a service contract
Recruitment is not labour subcontracting. Seasonal staff can join your payroll on fixed-term contracts. In managed services, the work and its day-to-day direction are run for the season by Gini Talent under a service contract. The model is written before the peak.
Pool and shift roster before the peak
Starting late is the usual failure: candidate supply shrinks, start dates slip, first-30-day attrition rises. Demand forecasting starts weeks before the peak; forklift and MYK roles lock even earlier.
Warehouse campaigns, food harvest, year-end logistics
- Campaign / peak volume in e-commerce and retail warehouses
- Harvest and peak production in food manufacturing
- Year-end volumes in logistics and distribution
- High season in tourism and hospitality
A reserve shortlist and same-day offer confirmation are methodology against ghosting — they do not zero mid-season drop-out. Foreign recruitment is a separate ÇSGB-gated plan if the local pool is too thin.
| When | What | Why |
|---|---|---|
| 6–8 weeks before peak | Headcount forecast, ads, pre-screen | Before skilled roles dry up |
| 2–3 weeks before | Assessment, offers, reserve list | No-show buffer |
| Peak week | Group starts, first-30-day follow-up | Shift continuity |
Budgeting: Türkiye Salary Calculator.
What’s included
- Demand and headcount forecast based on previous seasons
- Candidate pool preparation before the peak
- Group assessment and start schedule
- A reserve candidate list for extra needs during the season
- End-of-season review and a candidate pool for next season
Not included
- Shift planning and day-to-day site management (recruitment model)
- Setting pay and bonus policy
- Delivering occupational health and safety training
Process
How it works
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Demand forecast
Positions and headcount are forecast from previous seasons and expected volume.
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Early preparation
A candidate pool is built and pre-screened weeks before the peak.
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Assessment
Candidates are assessed with practical and interview-based methods for each role.
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On-time starts
Employees start before the season begins, in groups if needed.
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End of season
Performance is reviewed; strong performers join next season’s candidate pool.
Sectors
Relevant sectors
Manufacturing & Factory Staffing
Production, assembly and packaging staff for single or multi-shift plants.
Food Production Staffing
Hygiene-ready production and warehouse crews for food plants, packing lines and cold chain.
Questions
Frequently asked questions
When should seasonal hiring start?
Usually a few weeks before the peak — earlier if headcount is high or the role requires certificates. We set the timeline together based on your previous seasons.
What if we need more people mid-season?
We prepare a reserve candidate list at the start, so extra needs and drop-outs during the season can be covered faster.
Can we work with the same people every season?
In the end-of-season review we add strong performers to next season’s candidate pool, which reduces the need to start from scratch every year.
How many people, in which position?
Share your need in a short form. We’ll review it and come back to you with the next steps.