Walr Ltd. – IT staffing of Senior Software Developers from Turkey

Ani Gasparyan

Last updated on November 26, 2025 | 14 min read

Walr, a global data collection company, partnered with DevsData LLC to strengthen its engineering hub in Istanbul. The goal was to recruit Senior Backend and Frontend Developers with expertise in Python, Node.js, and React, alongside strong problem-solving skills and solid English communication abilities. These hires needed to be completed within a two-month timeframe, which is faster than the regional average of 3-4 months typically required to fill senior engineering roles. The candidates also had to be ready to adapt quickly to a hybrid work environment.

Given the challenges of the Turkish market, including long commutes in Istanbul, language and compensation differences, filling senior roles during this period required a focused and tailored recruitment approach.

Client overview

Walr Ltd. is a global data collection company with around 200 employees and an estimated revenue of $54.4 million as of 2025. The company supports market research and analytics firms by providing tools and services that simplify the execution and scaling of survey-based studies. Its offering includes streamlined survey programming, automated quality control, transparent multi-source sampling, and 24/7 consultative support, enabling organizations worldwide to access reliable respondents and conduct research projects more efficiently.

Project scope

Walr engaged DevsData LLC to recruit Senior Software Developers for its Istanbul hub. Istanbul was selected as a strategic location due to its large pool of highly skilled engineers, cost-efficient salary levels compared to those in Western Europe, and proximity to both European and Middle Eastern markets. The project required identifying developers with strong technical backgrounds, solid English communication skills, and the flexibility to work in a hybrid model that included three days per week in the office.

The recruitment process encompassed the full cycle, from sourcing and screening to technical evaluation and cultural alignment, to complete hires within a competitive two-month timeframe.

DevsData LLC value proposition

DevsData LLC has extensive experience recruiting top-tier IT professionals across Europe, North America, and the Middle East. Our value proposition to Walr combined both commercial advantages and technical strengths:

Commercial benefits

• Success fee pricing model, meaning clients only pay once a hire is successfully made, removing upfront risks and aligning incentives.
• Guarantee period, so if a candidate does not work out, replacement is provided at no extra cost.
• Global recruitment expertise, enabling navigation of diverse markets and tailoring of searches to local specifics.

Technical and process strengths

• Proprietary database of 65000+ vetted professionals across multiple regions and specializations, including Backend and Frontend Developers, DevOps Engineers, Data Scientists, and Senior Architects, with profiles ranging from mid-level to senior leadership roles.
• Rigorous recruitment process with in-depth 90-minute technical interviews and cultural fit assessments, typically filtering out 70-80% of initial applicants to ensure only the most qualified candidates move forward.
• Expertise in navigating local employment practices, taxation systems, and contractual frameworks.

Challenge

Recruiting developers in Istanbul involved several challenges that required adjustments to the process.

Language proficiency

Many candidates rated their English higher on their CVs than in practice. Since Walr works with international teams, strong communication skills at a B2 level were essential. According to the EF English Proficiency Index, Turkey is ranked 71 out of 116 countries with a score of 497, placing it in the “moderate proficiency” band. This highlighted the importance of introducing additional screening to identify candidates who could reliably meet the required communication standard.

Hybrid work setup

Walr’s hybrid policy required developers to attend the Istanbul office three days per week. Istanbul’s large size and long commute distances already constrained the candidate pool, especially given that many developers have grown accustomed to remote or hybrid arrangements. In a 2024 survey of Turkish software professionals, about 44.6% followed a hybrid working model, while 55.4% worked remotely. This highlighted that requiring multiple days of in-office presence significantly narrowed the pool of interested candidates.

Compensation expectations

Walr offered salaries in gross amounts, reflecting the standard format used in its other international offices, while most candidates in Turkey are accustomed to negotiating in net values. In addition, many professionals had limited familiarity with local contract types, including direct contracts of employment and arrangements through an employer of record (EoR).

Glassdoor reports that Senior Software Developers in Istanbul usually earn TRY 15000 to 38000 per month (≈ $500 to $1250), with the midpoint at TRY 21000 (≈ $700). Because Walr presented salaries in gross amounts, it was necessary to explain gross-to-net conversions and outline tax implications to ensure candidates had a clear basis for comparison.

Our approach

To address Walr’s recruitment needs in Istanbul, DevsData LLC designed a tailored strategy that tackled each challenge directly.

• 1. Targeted sourcing

The plan was to focus on professionals within practical commuting distance of Walr’s Istanbul office, making the hybrid setup realistic. LinkedIn was selected as the primary sourcing channel to reach experienced Senior Developers directly, rather than relying on outdated databases or broad job boards. According to the HireGen 2025 Recruiting Benchmark Study, hires made via LinkedIn are completed in an average of 27 days, compared to 33 days on job boards. Additionally, only 28% of LinkedIn applications are unqualified, versus 52% from job boards. These figures demonstrate why targeted LinkedIn outreach was more effective in securing Senior Developers who could meet Walr’s technical and hybrid work requirements.

• 2. Language assessment

Because English communication was critical for working with international teams, the strategy included an early screening step to filter out candidates who did not demonstrate sufficient fluency. This measure was intended to identify those capable of contributing effectively in a global environment.

• 3. Technical evaluation

The recruitment process was designed to incorporate rigorous 90-minute technical interviews and coding tasks. These were conducted by DevsData LLC’s Senior Engineers and Technical Consultants, who evaluated both theoretical knowledge and real problem-solving ability. This approach helped confirm whether candidates could perform at Walr’s required engineering standards.

• 4. Transparent salary discussions

A proactive approach to compensation was built into the plan. Our recruiters would explain gross-to-net conversions and taxation during initial conversations, using examples to help candidates accurately understand the structure and compare it to their expectations.

For instance, a monthly gross offer of TRY 30000 (≈ $1000) could translate to around TRY 24000 net (≈ $800) after standard income tax and social security deductions. Providing such examples gave candidates clarity on their take-home pay and helped align expectations early in the process.

• 5. Contract clarification

The strategy accounted for the possibility of uncertainty around contract types and included plans to guide candidates through different arrangements, such as direct employment and EoR models, to reduce confusion and build trust during the process.

• 6. Onboarding support

Finally, the plan also included support beyond hiring. Assistance would be provided in coordinating start dates, aligning workflows, and clarifying responsibilities so new hires could adapt smoothly to Walr’s hybrid model and organizational culture.

Drawing from our experience with similar projects, including large-scale IT staffing for international clients, we applied a methodology that balanced technical depth, cultural fit, and local employment considerations.

Execution

The strategy was implemented step by step, translating the plan into action. Candidates moved through English screenings, technical interviews, and coding tasks, followed by cultural fit assessments. Clear communication with candidates kept them engaged, while regular updates to Walr’s Hiring Managers, including feedback and local market insights, supported quick, well-informed decisions.

Business impact

The recruitment project delivered value beyond the immediate staffing results. Completing two senior hires within two months gave Walr confidence in the scalability of its Istanbul hiring efforts. Additionally, DevsData LLC pre-screened a smaller pipeline of 5-6 vetted candidates who could be revisited for future openings. This demonstrated that high-quality talent could be secured despite market challenges and validated Istanbul as a sustainable location for Walr’s continued growth.

In addition, the project gave Walr deeper, experience-based insights into the Turkish talent market. While the company already had a presence in Istanbul, DevsData LLC’s guidance helped refine expectations around language proficiency, assess the practical impact of hybrid work policies, and clarify local compensation structures. These insights reduced risks, such as offer rejections and early attrition, and equipped Walr to scale its hiring efforts in Turkey with greater confidence and efficiency.

Key highlights of the project

• Two senior hires completed within two months, faster than regional benchmarks.
• A pipeline of 5-6 additional pre-screened candidates available for future consideration.
• Clear guidance on language screening, hybrid work impact, and gross-to-net salary expectations.

Results

Two Senior Software Developers were successfully hired in Istanbul within a two-month timeframe, including a Senior Backend Engineer (Python/Node.js) and a Senior Frontend Engineer (React).

Both hires demonstrated advanced technical expertise, strong problem-solving ability, and effective communication skills for collaboration in international teams. Their backgrounds included work with cloud-based architectures, large-scale data systems, and modern CI/CD pipelines, showing that they could contribute immediately to Walr’s platform development. They also showed adaptability to hybrid work arrangements and alignment with Walr’s culture, making them strong long-term additions to the company’s engineering hub.

Contact Us

If your company is expanding internationally and facing challenges in new markets, DevsData LLC can provide tailored recruitment solutions that adapt to local specifics while maintaining global standards.

With a proprietary database of over 65000 professionals and a success fee pricing model, we help organizations hire with confidence and efficiency.

Whether you are looking to build a hybrid team in a large city like Istanbul or to scale operations in other regions, our proven approach delivers both technical excellence and cultural alignment.

Contact us at general@devsdata.com or visit www.devsdata.com to discuss how we can support your recruitment goals.

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Ani Gasparyan Senior copywriter and marketer

Ani is a marketing enthusiast and content writer. With 6+ years of expertise in marketing, she succeeded in developing engaging marketing collaterals, including blog articles, social media content, and other promotional materials. With a keen eye for detail and a knack for storytelling, she thrives in crafting compelling content that resonates with the target audience.

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