Global Hiring
Source-country selection, paperwork flow, and hiring orchestration
Services / International Candidate Operations
Manage Your Overseas Candidate Process in a Planned and Controlled Way
For foreign employee candidates coming from different source countries, we coordinate profile definition, document pre-checks, candidate suitability, employer evaluation and pre-arrival operations under a single plan.
Operational CoordinationSource country plan · Candidate pre-screening · Document readiness
ARRIVAL PLANCoordination · Timeline · Suitability
The right candidate process starts with the right profile plan
Planning foreign employee candidates from abroad is not just about choosing a country or building a candidate list. The company's sector, shift pattern, job description, wage level, working conditions, document requirements and arrival timeline must be assessed together.
Zirve Global plans the candidate profile, source country strategy, document readiness and pre-arrival operational steps according to the employer's needs. The candidate's final evaluation, working conditions, salary, SGK (Turkish social security) registration, accommodation and onboarding proceed under the employer's responsibility.
What does this service cover?
International candidate operations cover clarifying the candidate profile that fits the employer's needs, planning the source country, pre-checking candidate documents, organising the employer interview process and following up the operational steps before arrival in Türkiye.
- Defining the candidate profile that fits the business
- Source country and candidate pool planning
- Pre-checking candidate documents
- Coordinating the employer evaluation and interview process
- Visa/consulate and pre-arrival operations follow-up
- Organising the flow of information and documents
The right candidate profile is clarified from the start
No two businesses need the same foreign worker profile. A production line, a warehouse, field operations or a technical role each carry different requirements.
Job description
What work the candidate will do, which shift they will work and which operation they will be part of is clarified.
Experience level
The need for unskilled, semi-skilled, technical or experienced candidates is assessed separately.
Shift fit
Working hours, shift pattern, potential overtime and work tempo are reflected in the candidate profile.
Physical and operational suitability
For production, warehouse, field or facility support roles, the physical and operational requirements of the job are taken into account.
Language and communication needs
Basic communication, the ability to follow instructions and on-site adaptation are assessed according to the team structure.
Arrival timeline
The candidate's document status, consulate process, visa stage and arrival timeline for Türkiye are planned together.
The more clearly the candidate profile is defined, the more smoothly the source country plan and the document process proceed. This work keeps the process well planned; the final decision belongs to the employer.
The source country is chosen based on position and operational needs
Source country selection should be assessed together with candidate availability, document preparation, consulate schedules, the visa process and cultural fit.
Production and shift roles
Suitable candidate profiles are assessed for production line, packaging, warehouse, auxiliary operations and field support needs.
Technical and semi-skilled roles
For positions requiring experience, certificates, professional qualifications or specific work practice, candidate quality is reviewed separately.
Service and facility support roles
Working conditions are clarified for facility support, operational services, maintenance, cleaning, support staff and similar needs.
Fit and continuity
The candidate's fit with the working routine, the employer's expectations, the team structure and the long-term continuity goal are taken into account.
The source country plan is finalised in the initial consultation based on the position, the sector, candidate availability, the document process and the employer's working routine.
The candidate process is made ready for the employer interview
| Review area | What is it assessed for? |
|---|---|
| Position fit | Are the candidate's experience, the job description and the employer's need aligned? |
| Document status | Are the passport, identity details, diploma/certificates and other documents ready? |
| Arrival timeline | Can a realistic timeline be built for the consulate, the visa, the flight and the start date? |
| Shift fit | Does the candidate suit the employer's working hours and operational tempo? |
| Communication and adaptation | Can the candidate's basic communication, on-site adaptation and ability to follow instructions be assessed? |
| Employer expectations | Is the candidate profile compatible with the employer's wage, accommodation, shift and working conditions? |
Pre-screening is preparatory work that helps the employer make a sounder decision about the candidate. The final candidate evaluation and the hiring decision are made by the employer.
Candidate documents are tracked systematically ahead of arrival
Items tracked on the candidate side
- Passport and identity details
- Photograph and personal details
- Diploma, certificate or professional credentials
- Contact and address details
- Consulate / visa information
Items matched on the employer side
- Position and job description
- Wage level
- Work address
- Employment contract framework
- Accommodation and onboarding plan
* All document visuals must be representative. Real personal data is kept confidential as part of our operational security.
The candidate is presented in a way that fits the employer's decision process
Candidate profile summary
The candidate's experience, role fit and key details are prepared so the employer can evaluate them.
Interview coordination
Online interviews, pre-assessments or additional information flows are organised according to the employer's needs.
Expectation matching
Items such as wage, shift, accommodation, working routine and job description are clarified.
Employer decision
The final candidate evaluation and the decision to proceed with the candidate are made by the employer.
Zirve Global coordinates the candidate process and the flow of information, providing the operational groundwork to support the employer's selection and hiring decision.
After approval, arrival and onboarding preparation are planned
- 01
The candidate profile is clarified
The candidate profile and job description matching the business's needs are defined.
- 02
Document readiness is checked
Key information and documents on both the candidate and employer sides go through a pre-assessment.
- 03
The employer interview is organised
The candidate profile is presented to the employer; interviews and additional information flows are arranged where needed.
- 04
The decision to proceed is made
The employer evaluates whether to continue with the candidate.
- 05
The official process is prepared
Information and document flows are organised for the work permit, consulate, visa or related application steps.
- 06
The arrival timeline is planned
The visa, flight, arrival and reception are scheduled together with the employer.
- 07
A pre-onboarding briefing is provided
It is made clear that after arrival in Türkiye, SGK registration, salary, accommodation and working conditions are the employer's responsibility.
Who owns each step is clear from the start
| Process item | Zirve Global's role | Employer's role |
|---|---|---|
| Candidate profile | Builds a profile plan matching the need | Clarifies the position and working conditions |
| Source country plan | Assesses suitable source country options | Shares business priorities and the timeline |
| Candidate documents | Pre-checks document readiness | Provides the required employer documents |
| Interview process | Coordinates the information flow between candidate and employer | Evaluates the candidate and decides |
| Official process preparation | Prepares the work permit/visa/consulate steps | Provides the approvals and information required for official applications |
| Pre-arrival operations | Coordinates the flight, reception and arrival plan | Runs accommodation, work arrangements and onboarding preparation |
| After onboarding | Provides process briefings and adaptation support | Manages salary, SGK, accommodation, occupational health and safety (İSG) and working conditions |
A clearer, more manageable candidate process for the employer
A clear candidate profile
The candidate profile is clarified by position, experience, job description and working conditions.
A source country plan
Which source country and candidate profile may fit best is assessed based on the need.
Document visibility
The candidate's document status and pre-arrival readiness become easier to see.
Interview preparation
The employer can see key details and expectations before meeting the candidate.
An operations timeline
The visa, consulate, flight and arrival plan become more predictable.
Clear responsibilities
Tasks on the candidate, employer and Zirve Global sides are separated from the start.
The initial adaptation period is followed up within the contract scope
Early-period communication
The employer's feedback and the candidate's adaptation process are followed up.
Position fit
The candidate's fit with the job description and the working routine is assessed.
Candidate re-planning
If suitability issues arise, a new candidate plan can be considered under the contract terms.
This section describes an operational support process. Candidate re-planning or adaptation follow-up steps can be assessed within the contract scope.
Clarity, fit and follow-up are essential in candidate operations
The right profile
The candidate process does not start before the employer's position needs and working conditions are clear.
Document discipline
The candidate's key document status and pre-arrival preparations are checked regularly.
Employer decision
The decision to proceed with a candidate rests on the employer's evaluation.
Transparent operations
Candidate, document, interview, visa and arrival timeline updates flow to the employer regularly.
Candidate profile plan
Source country strategy
Document pre-check
Pre-arrival coordination
Common questions about international candidate operations
- What do international candidate operations mean?
- It is the planning of profile definition, document pre-checks, employer evaluation, visa/consulate steps and pre-arrival operations for candidates coming from abroad.
- Does Zirve Global select the candidates itself?
- Zirve Global coordinates the candidate process and the flow of information. The final candidate evaluation and the decision to proceed with the candidate are made by the employer.
- Which countries can candidates be planned from?
- The source country is determined by the position, the sector, candidate availability and the employer's working routine. The most suitable options are assessed together in the initial consultation.
- Are the candidate's documents checked from the start?
- Yes. The passport, identity documents, diploma and the key documents that can affect the arrival timeline go through a pre-assessment according to the application type.
- Can we interview the candidate?
- Yes. Online interviews, pre-assessments or additional information flows can be organised according to the employer's needs.
- Who is responsible for salary and SGK once the candidate arrives in Türkiye?
- Once the employee arrives in Türkiye, salary, SGK (social security) registration, accommodation, occupational health and safety and working conditions are the employer's responsibility.
- Is the candidate's work permit process included in this service?
- Candidate operations focus on coordination. The work permit process can be planned as a separate service scope or included in the process under the contract.
- What happens if the candidate does not arrive or is found unsuitable?
- Depending on the contract scope, candidate re-planning or an alternative profile assessment can be carried out. This is an operational support process.
- How long does the process take?
- The duration depends on the source country, the candidate's document status and the consulate schedule. An estimated timeline is assessed in the initial consultation.
- Do you serve companies across Türkiye?
- Yes. We provide candidate operations planning support to employers across Türkiye in a range of sectors.
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Let's plan the right candidate profile for your business together
In a short initial consultation, let's clarify your position needs, working routine, candidate profile and pre-arrival operational steps together.
Candidate profile · Source country plan · Document pre-check · Pre-arrival operations