Your Trusted Partner for Recruitment in Kazakhstan

To better fulfill your recruitment needs, we at Remote People are here to help you find top talent in Kazakhstan more effectively than recruiting on your own. Our team understands the local language, customs, and the intricacies of the Kazakhstan talent market, giving you a significant advantage in securing the right candidates.

We know where to advertise your job openings to ensure maximum exposure and attract the best talent. Additionally, we assist in designing competitive, locally-appropriate compensation packages that not only appeal to top candidates but also help you optimize costs.

Get in touch with us to navigate the Kazakhstan’s recruitment landscape with confidence and ease.

Recruitment Services in Kazakhstan

Kazakhstan is among the most developed countries in Central Asia, with an estimated GDP of over $288 billion in 2024. Its well-performing energy and mining-based economy has a dynamic recruitment market that requires highly specific knowledge.

The country’s recruitment landscape reflects the economic sectors represented and also the multi-ethnic and multi-lingual nature of the population.

Professional recruiters like Remote People can help connect employers to the right candidates in this growing market.

Executive Search

Executive search is a recruiting process that identifies top talent in the search for filling senior-level vacancies, such as leadership roles. For businesses in Kazakhstan, these leadership positions are key to further strengthening the local workforce, given the current competitive environment. Professional service is needed to fill upper-level management positions that require critical experience in Kazakhstan’s economy and bring growth.

Executive search firms usually emphasize C-suite executives, country managers, regional directors, and other leadership roles that are vacant and require in-depth market understanding. The whole process can be broken down to detailed mapping of the market, non-transparent identification of the candidates, and quality checking of the technical competencies and cultural fit.

The procedure includes screening, reference checking, and the determination of compliance of potential candidates to work in a particular regulatory environment. Search consultants have expertise in Kazakhstan’s business culture, relationship-building norms, communication, and behavioral patterns, which are critical for executive success.

The executive search process is lengthy and requires 90-120 days due to the limited availability of senior-level talent with specific industry experience. It also includes extensive consultation to determine strategy and desired leadership qualities.

Recruiting Expats in Kazakhstan

Kazakhstan’s growing economy has increased the demand for foreign workers in various industries. However, employers and employees should comply with the immigration and work permit regulations.

Foreign workers must have an employer-sponsored work permit and a C3 work visa (single-entry up to 90 days; multi-entry up to 3 years; up to 5 years for AIFC workers). The employer applies to the local executive body (akimat) for permission to attract foreign workers and then applies for a visa. There are also self-employment (C4) and business-immigrant (C5) options. Citizens of other EAEU states can work in Kazakhstan without a visa, but they are still subject to registration and employment regulations.

Remote People can make the work permit process easier for the employer and the employee. Our team deeply understands the regulations in Kazakhstan, ensuring business compliance.

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Overview of Kazakhstan's Workforce

Kazakhstan has a workforce of about 9.75 million people. Approximately 9.2 million of the labour force are employed, and the unemployment rate is 4.6%. Literacy rates are high, and the workforce has strong technical training. There is also a system of ongoing education reforms that supports a well-educated workforce.

The workforce is distributed among several fields of activity. Retail trade is the largest employer, with about 17% of the workforce. The education sector provides work for about 13%, while the Industry provides 12.5% and agriculture 10.3%. Agriculture accounts for 6–8% of GDP. The service and manufacturing sectors continue to increase their share.

Traditionally, the economy is mostly based on energy, mining, and agriculture, while IT, financial services, and renewable energy sectors are rapidly developing. Steady economic growth is expected to continue in the coming years.

Overview of Kazakhstan's Recruitment Landscape

Kazakhstan’s recruitment industry has evolved from basic job matching to offering full talent acquisition services for both local and international employers.

Oil and gas, mining, financial services, and IT have strong demand, driven by economic growth and the launch of new projects. Recruitment is highly competitive, constrained by a limited pool of senior and executive-level professionals, language requirements, and talent migration. Employers often require specialized recruitment strategies and attractive compensation packages.

Local recruitment agencies are often more specialized by industry, while international firms have been involved in executive search and other technical positions that require a global reach.

Recruitment Season in Kazakhstan

Recruitment in Kazakhstan is characterised by distinct seasonal trends driven by business planning and hiring patterns. A strong season usually starts in January and February. Many professionals engage in a job search after bonus payments and performance reviews are complete, driving demand for experienced talent.

Spring months (March–May) are also busy as companies launch annual business plans and budgets and announce new initiatives that require additional staffing. Recruitment of graduates peaks in late spring and early summer months, with companies initiating early programs to ensure the best students are not lost to competition.

Fall (September–November) sees a last period of activity for recruiters as they hire for year-end targets and begin to plan for the following year, particularly when hiring for senior or strategic roles.

Major Job Portals and Recruitment Platforms in Kazakhstan

Kazakhstan’s online recruitment market is served by a mix of international platforms and local portals.
hh.kz is the most popular job board in Kazakhstan, offering broad industry coverage and powerful search tools used by job seekers at all seniority levels.

LinkedIn is becoming increasingly popular among professionals in multinational companies and in highly technical or IT roles, and is also used as a recruitment channel.

Other key job boards include Rabota.kz, one of the oldest local platforms, and
Enbek.kz, the state-owned electronic labor exchange.

Global job sites such as Indeed and
Glassdoor are present in the market but play a relatively minor role compared to local job boards.

Labor Laws and Employment Regulations in Kazakhstan

Who Can Legally Hire in Kazakhstan?

Only locally registered business entities can directly employ staff in Kazakhstan. The most common forms are:

  • Limited Liability Partnerships (LLP): The most popular business form, flexible, with simple governance, and full hiring rights. Available to both local and foreign-owned companies.
  • Joint Stock Companies (JSC): Used primarily by larger companies. More regulated with stricter reporting requirements, but also with full hiring authority.
  • Branches and Representative Offices: A branch can conduct commercial activity and hire staff to support it. A representative office has a more limited scope of activity and usually only has the right to hire local staff to support admin and other support functions.

For a foreign company that does not wish to set up a legal entity, a way around this is to use Employer of Record (EOR) services. An EOR legally employs staff in Kazakhstan, looking after the contracts, payroll, taxes, and compliance while the client company directs the day-to-day work.

Work Requirements for Employees

Working age usually begins at 16, though children aged 14 and 15 can work in certain conditions with restrictions in place. Each employee must have proper identification and the right to work. Foreign citizens must also have the proper work permits, which are assigned to specific employers and positions.

Education may be needed for regulated fields such as medical and dental work, teaching, and technical fields. Foreign education is usually required to be recognized by the Kazakhstan education authorities.

Employment Contracts

Kazakhstan allows fixed-term or open-ended contracts. A fixed-term contract cannot last longer than 5 years and will automatically turn into an open-ended contract if the employee works past the end of the contract period. An open-ended contract is a standard contract with no ending date.

Contracts are most often written in Kazakh Tenge (KZT), and a foreign currency amount may be shown for some positions. Benefits may include social insurance, paid vacation, and sick leave, as well as other negotiated perquisites. Probationary periods are typically between 1 and 6 months.

Working Hours

Most Kazakhstani workers have 40 working hours per week, usually from Monday to Friday and from 8 a.m. to 5 p.m. Many companies operate shift schedules, as well as part-time schedules, depending on the nature of the job.

The law allows overtime, but with some restrictions. A worker can work up to 2 hours extra per day. No more than 12 hours of overtime is allowed per month. The overtime is paid at least one and a half times the ordinary rate.

Minimum Wage

Kazakhstan’s national minimum wage is KZT 85,000 a month as of 1 January 2025. The rate is the same in all sectors and regions, and is the floor for all employment relationships without exception.

Annual Leave

Employees are entitled to a minimum of 24 paid calendar days off annually, not including public holidays. The leave may be taken in parts, provided that one of them is no less than 14 days. The part of the leave the employee does not take is entitled to carry over or paid when the employment relationship is terminated. The employer must pay for the leave at least three working days before the start of the leave.

Sick Leave

Sick leave is a legal right, which is available to an employee who provides a medical certificate. It is usually provided for up to 20 days. In the event of more serious illnesses, it may be extended to 60 days; however, this is subject to the approval of a medical commission.

Marriage Leave

There is no legislation that obliges an employer to grant paid leave for the occasion of marriage. An employee is entitled to request up to 5 days of unpaid leave. Some companies may grant paid leave for marriage as a workplace benefit.

Maternity Leave

A female employee is entitled to 126 days of maternity leave, 70 days before the expected date of birth and 56 days after. In the event of a complicated or multiple birth, the leave after the birth is 70 days, which totals 130 days of leave. Payment of maternity leave is made as a one-time social benefit from the State Social Insurance Fund.

After maternity leave, either parent is entitled to unpaid leave of up to three years to care for the child. The labour contract is in force during this leave.

Benefits of Partnering with a Recruitment Agency in Kazakhstan

Cultural intelligence allows for understanding of Kazakhstan’s diverse labor network and its communication and workplace norms. Agencies are well-versed in the local employment laws, visa regulations, and compliance, avoiding expensive legal problems.

Access to networks allows agencies to tap into passive candidates and leverage extensive professional networks cultivated over the years. Efficiency and speed are achieved through specialization and dedicated resources focused on talent acquisition.

Market intelligence helps companies make data-driven compensation decisions. Risk mitigation involves rigorous candidate screening, reference checks, and evaluating qualifications and cultural fit.

How to Choose a Kazakhstan Recruitment Agency

When choosing a recruitment agency in Kazakhstan, consider industry specialization. Specialized agencies understand the local market and have networks to identify appropriate candidates faster and with higher accuracy. Employers should also consider how the recruitment agency uses technology. A robust candidate tracking system and clear communication channels facilitate an organized recruitment process.

Asking for a client reference is also one of the best ways to verify an agency’s track record and quality of service. Finally, compliance expertise is essential for any employer that hires foreign nationals or operates in a highly regulated industry.

Recruit Top Talent Across Asia-Pacific with Our Recruitment Expertise

Navigating the complexities of hiring and workforce management across different countries can be challenging. Partnering with a reliable recruitment agency ensures you stay compliant with local labor laws, streamline the hiring process, and secure top talent. Learn how Remote People can help you recruit in the following countries:

Recruitment Coverage in Asia-Pacific
ArmeniaAustraliaBali
BangladeshBhutanBrunei
CambodiaChinaFiji
GeorgiaGrenadaGuam
Hong KongIndiaIndonesia
JapanKazakhstanKiribati
KyrgyzstanLaosMacau
MalaysiaMaldivesMarshall Islands
MicronesiaMyanmarNauru
NepalNew ZealandPakistan
PalauPapua New GuineaPhilippines
Pitcairn IslandSaint Kitts and NevisSaint Lucia
Saint Vincent and the GrenadinesSamoaSingapore
Solomon IslandsSouth KoreaSri Lanka
TaiwanThailandTimor-Leste
TongaTrinidad and TobagoTurkmenistan
TuvaluUzbekistanVanuatu
Vietnam  

Recruit Top Talent in Kazakhstan with Remote People

Remote People offers global recruitment services in Kazakhstan, with a team of experienced talent acquisition specialists and extensive international networks. We provide end-to-end talent solutions, from identifying unique challenges to delivering global best practices tailored to your needs.

Our deep talent acquisition expertise covers junior to senior management hiring across all industries. We can source from within and beyond Kazakhstan, utilising our vast global networks to find both local and international candidates interested in opportunities here.

We also offer support with work visas and compliance. From application to ongoing management, we ensure your processes are complete and up-to-date. To help your organisation function effectively in a multicultural environment, we also offer cultural integration services such as orientation and training.

Frequently Asked Questions

Not by law, but often it is useful to consider hiring with a local partner for market insight and administrative assistance.

Salary ranges vary widely depending on the industry, position, and individual candidate experience. Salaries for entry-level positions are above the KZT 85,000 per month minimum wage.

Russian is frequently used in business communication channels, although it is not required for all industries or positions. Kazakh is the official language in Kazakhstan. Russian, however, is very much used in the business space, and thus, it is more advantageous to have Russian proficiency.