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Services / Employer Eligibility & Quota Analysis
Before Planning Foreign Staff, Clarify Your Company's Eligibility
Before you apply to hire foreign employees, we assess your company's headcount, financial adequacy, position needs, wage level and application capacity together.
Pre-Assessment ServiceQuota analysis · Financial adequacy check · Position and wage assessment
CAPACITY ANALYSISQuota · Financial Adequacy · Strategy
The right application starts with the right eligibility analysis
The first step in any foreign employment process is assessing whether the company meets the application criteria. Without reviewing headcount, financial adequacy, position needs, wage level and the candidate profile together, it is not sound to build a definitive application plan.
Zirve Global analyses the employer's current standing before the application: how many foreign employees can realistically be planned for, which criteria need to be checked, and which application model the process can follow — all communicated to the employer clearly.
What does this service provide?
It ensures the employer is pre-assessed — before filing any foreign employment application — in terms of current headcount, financial adequacy, the wage criterion, position suitability and application capacity. This analysis helps establish a more planned and predictable process ahead of the official application.
- Pre-check of company headcount and quota eligibility
- Assessment of financial adequacy indicators
- Review of position, job description and wage criteria
- Preliminary analysis of how many foreign employees can be applied for
- Identification of improvement recommendations before applying
How many foreign employees can be planned for is assessed in advance
In foreign employment applications, the employer's current number of Turkish employees is one of the key assessment criteria. As a general rule, a set number of Turkish employees at the same workplace is required for each foreign employee — the 5-to-1 quota (five Turkish employees per foreign hire).
Current headcount
The company's existing number of Turkish employees at the same workplace is one of the core criteria in planning foreign hires.
Targeted number of foreign employees
How many people the application is planned for is evaluated together with current headcount and company capacity.
Workplace and address alignment
The workplace named in the application, the work address and the job description are checked within the same plan.
Staged application plan
When more than one foreign employee is needed, whether applications proceed at once or in stages is assessed separately.
Planning Note
Quota analysis is carried out to build a pre-application capacity picture. In official applications, the final assessment and decision rest with the Ministry of Labour and Social Security (ÇSGB).
Company scale and financial indicators can affect application capacity
In foreign employment applications, not only headcount but also the company's financial structure is among the assessment criteria. Indicators such as capital, net sales, exports and business activity structure should be checked before applying.
Capital structure
The company's paid-in capital is assessed against the application criteria.
Net sales performance
Last year's net sales figures may be taken into account in terms of company scale and application capacity.
Export capacity
For exporting companies, the annual export volume can be a significant indicator in the application assessment.
Business activity structure
The company's sector, activity code, commercial structure and the fit between the applied-for position and its operations are reviewed together.
Special Case Assessment
For workplaces with net sales of 50 million TL or more in the last year, the employment criterion for the first 5 foreign employees may be assessed differently. This is checked separately within the company's scale and application plan.
For workplaces subject to balance-sheet accounting, the ÇSGB assessment criteria include financial adequacy items such as capital, net sales or exports. These criteria are taken into account in the pre-application analysis.
Position and wage level must align with the application file
In foreign employment applications, the job description, occupation details, employment contract and wage level are assessed together.
Unskilled / operational roles
For roles such as production, warehouse, packaging, auxiliary operations and field support, the base wage and job description criteria are reviewed.
Semi-skilled roles
For positions requiring experience, shift responsibility or specific work practice, the job description is clarified.
Technical / specialist roles
Diplomas, certificates, professional experience and the wage level are checked separately.
Managerial and engineering roles
A higher wage level, professional credentials and job description fit are assessed together.
The wage level is assessed against the gross minimum wage on the application date and the type of position. This is why the position and wage plan must be handled together before applying.
We clarify the critical pre-application items in a single table
| Review area | What is analysed? | Output |
|---|---|---|
| Headcount | Current number of Turkish employees and the targeted number of foreign employees | Preliminary quota assessment |
| Company scale | Capital, net sales, exports and business activity structure | Financial adequacy picture |
| Position | Job description, occupation code, employment contract and justification of need | Position suitability note |
| Wage | Gross minimum wage on the application date and position level | Wage criterion pre-check |
| Candidate profile | Candidate qualifications, document status and application type | Candidate/position fit assessment |
| Application type | Application from abroad, in-country application, extension or amendment | Process plan |
* This matrix lets the employer see its current standing before the official application. The outcome of the official application depends on the Ministry's assessment.
A clear analysis flow from initial consultation to application plan
- 01
Initial consultation
We learn the company's sector, headcount, city, position needs and the targeted number of foreign employees.
- 02
Collecting company information
Headcount, financial indicators, field of activity and workplace details are prepared for analysis.
- 03
Preliminary quota check
A preliminary quota assessment is made based on current headcount and the targeted number of foreign employees.
- 04
Financial adequacy check
Capital, net sales, exports and company scale are reviewed against the application criteria.
- 05
Position and wage assessment
The job description, wage level and candidate profile are assessed together.
- 06
Defining the application strategy
Whether the application proceeds from abroad, in-country, as an extension or under a different model is planned.
- 07
Preliminary eligibility result
Before moving to the application, the employer receives the eligibility picture, the points requiring attention and the recommended process plan.
A clear roadmap takes shape before moving to the application
How many hires can be planned
A realistic foreign employee capacity is assessed based on the company's current standing.
Which criteria are strong
Strong areas across headcount, financial adequacy, position and wage are identified.
Preparation and improvement recommendations
Missing or weak items are identified and presented to the employer as actionable steps.
Application timing
Whether the application should proceed immediately, after preparation or in stages is assessed.
Position and wage clarity
A preliminary framework is built for the job description and wage level to be used in the application.
Process costs and official payments
Official fees, the valuable-paper fee (değerli kâğıt) and the service scope are assessed separately, giving the employer transparent information.
Official criteria and legal thresholds
Employer eligibility and quota analysis is a planning exercise carried out before the official application. In work permit applications, the final assessment and decision rest with the Ministry of Labour and Social Security. Zirve Global supports the employer with pre-application analysis, document preparation and process coordination.
Source note: the ÇSGB work permit assessment criteria set out employment, financial adequacy and wage criteria; the application types cover processes such as applications from abroad, reference numbers and extension applications.
Clarity and a regulation-first focus in the analysis
Realistic capacity analysis
The targeted number of staff is weighed rationally against the company's current capacity and the official criteria.
Regulation-driven assessment
Headcount, financial adequacy, position and wage criteria are reviewed against the current application framework.
Final-decision awareness
At every stage it is made clear that in official application outcomes, the assessment of the Ministry of Labour and Social Security is decisive.
Common questions about employer eligibility and quota analysis
- What does quota analysis do?
- Quota analysis builds a pre-application capacity picture based on the company's current headcount and the targeted number of foreign employees. It helps the employer plan on firmer ground before moving to the official application.
- Is there a requirement of 5 Turkish employees per foreign employee?
- As a general rule, the criterion of at least 5 Turkish employees at the same workplace for each foreign employee — the 5-to-1 quota — is taken into account. However, different assessments may apply depending on company scale, sector, investment or special circumstances.
- Which information is checked for financial adequacy?
- Items such as capital, net sales, exports, field of activity and company scale are assessed before applying. This information matters for application capacity and the eligibility analysis.
- How is the wage assessed for unskilled positions?
- For unskilled production, warehouse, packaging and auxiliary operations roles, the wage can generally be assessed at the minimum wage level. Different criteria may come into play for technical or specialist positions.
- If the company is not eligible, does the process end completely?
- No. The preliminary analysis identifies the items that are missing or need strengthening. In some cases the headcount, the position or the timing can be re-planned.
- Does the analysis result mean definite application approval?
- No. Eligibility and quota analysis is a pre-application planning exercise. In work permit applications, the final assessment and decision rest with the Ministry of Labour and Social Security.
- What does the 50 million TL net sales exception mean?
- For workplaces with net sales of 50 million TL or more in the last year, the employment criterion for the first 5 foreign employees may be assessed differently. This is checked on a company-specific basis.
- Does this service also cover preparing the application file?
- This service is the pre-application assessment stage. If a decision is made to apply, document preparation and process coordination can be planned as a separate service.
- Do you serve companies across Türkiye?
- Yes. We provide eligibility analysis support to employers across Türkiye in sectors such as manufacturing, logistics, textiles, food and services.
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Let's clarify your company's foreign employee capacity together
In a short initial consultation, let's assess your current headcount, position needs, financial adequacy and application target together.
Quota pre-check · Financial adequacy analysis · Position and wage assessment · Application plan