Key Takeaways

The recruitment landscape in Kazakhstan in 2025 is driven by a competitive labor market, with high demand for skilled professionals, particularly in technology sectors.
Employers are adopting flexible work models and AI-powered recruitment tools to attract top talent and streamline hiring processes.
Job seekers must focus on in-demand skills like AI, cybersecurity, and cloud computing, while also improving soft skills to enhance employability.

As we progress through 2025, Kazakhstan’s recruitment and hiring landscape is undergoing a profound transformation driven by economic modernization, technological advancement, and shifting workforce expectations.

Positioned as the largest economy in Central Asia, Kazakhstan continues to emerge as a regional hub for innovation, trade, and investment.

These developments are significantly influencing how companies attract, hire, and retain talent across various sectors, from energy and mining to fintech, education, and healthcare.

The State of Recruitment and Hiring in Kazakhstan in 2025

The recruitment industry in Kazakhstan is experiencing a pivotal moment shaped by several key factors. The government’s ambitious economic diversification programs, such as “Kazakhstan 2050” and the “Digital Kazakhstan” initiative, have led to the creation of new industries and increased demand for highly skilled professionals. Additionally, globalization and Kazakhstan’s strategic partnerships, particularly with China, Russia, and European markets, have introduced international hiring standards and practices, raising the bar for local recruitment processes.

In 2025, technological innovation is at the core of hiring strategies. Artificial intelligence (AI)-powered recruitment platforms, automated candidate screening tools, and sophisticated data analytics are now widely adopted by forward-thinking companies.

These tools not only accelerate hiring timelines but also enhance the quality of matches between employers and job seekers. Remote hiring practices, which gained momentum during the COVID-19 pandemic, have matured into an established norm, allowing Kazakhstani businesses to tap into global talent pools and offer hybrid or fully remote work arrangements.

The talent market itself is evolving rapidly. Kazakhstan’s young, tech-savvy population is increasingly prioritizing flexible work conditions, professional development opportunities, and socially responsible employers. Millennials and Gen Z workers, who make up a growing portion of the labor force, are driving new expectations around corporate culture, diversity, and work-life balance.

At the same time, there is a noticeable skills gap in critical industries such as information technology, renewable energy, and advanced manufacturing, prompting both public and private sectors to invest heavily in education, upskilling, and reskilling initiatives.

Moreover, the regulatory environment is also adapting. Reforms in labor laws, the implementation of digital employment records, and greater protections for freelance and gig economy workers reflect a broader effort to modernize Kazakhstan’s labor market infrastructure. Recruiters and employers must stay abreast of these legal changes to maintain compliance and competitiveness.

Another important aspect is the rise of employer branding as a strategic necessity. In a competitive job market, organizations in Kazakhstan are investing more than ever in building strong employer brands, leveraging social media, professional networks, and employee advocacy programs to attract top talent. Reputation, corporate values, and career growth opportunities have become decisive factors for candidates evaluating job offers.

The recruitment agencies operating in Kazakhstan are also evolving to meet new market demands. Executive search firms are specializing in niche industries, staffing companies are offering more project-based solutions, and talent acquisition teams are increasingly collaborating with educational institutions to develop internship and apprenticeship programs that create direct pipelines to employment.

As we analyze the state of recruitment and hiring in Kazakhstan in 2025, it becomes clear that the market is at an exciting crossroads. Those organizations that adapt to technological advancements, understand the changing needs of the workforce, and embrace a forward-looking approach to talent management will not only survive but thrive in this new era.

This article will delve deeply into the current trends, challenges, and opportunities shaping Kazakhstan’s recruitment landscape. We will explore sector-specific hiring insights, emerging best practices, and expert predictions to provide a comprehensive overview for employers, recruiters, job seekers, and policymakers alike.

Before we venture further into this article, we would like to share who we are and what we do.

About 9cv9

9cv9 is a business tech startup based in Singapore and Asia, with a strong presence all over the world.

With over nine years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of The State of Recruitment and Hiring in Kazakhstan in 2025.

If your company needs recruitment and headhunting services to hire top-quality employees, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Find out more here, or send over an email to [email protected].

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The State of Recruitment and Hiring in Kazakhstan in 2025

The Macroeconomic Context of Recruitment and Hiring in Kazakhstan
The Current State of the Labor Market in Kazakhstan
Key Trends Shaping Recruitment and Hiring in Kazakhstan
The Demand for Talent: In-Demand Roles and Critical Skills in Kazakhstan
The Evolving Compensation and Benefits Landscape in Kazakhstan
The Legal and Regulatory Environment Shaping Recruitment and Hiring in Kazakhstan
Recruitment Channels and Strategies in Kazakhstan: An Overview for 2025
Challenges and Opportunities in Kazakhstan’s Recruitment Market in 2025
Recommendations for Stakeholders in Kazakhstan’s Recruitment and Hiring Market in 2025

1. The Macroeconomic Context of Recruitment and Hiring in Kazakhstan

Kazakhstan’s recruitment and hiring landscape in 2025 is deeply influenced by a dynamic economic environment, shaped by growth in key industries, fiscal policies, and broader market forces. Understanding these macroeconomic factors is essential for employers, recruiters, and job seekers to navigate opportunities and challenges effectively.

Key Macroeconomic Indicators for Kazakhstan (2024-2026)

Indicator	2024 (Estimated)	2025 (Projected)	2026 (Projected)
GDP Growth Rate	4.0%	4.5-5.0% / 4.7%	3.5% / 6.0%
Inflation Rate	N/A	7.5-8.0%	6.0-6.5%
Fiscal Deficit (% GDP)	N/A	3.1%	2.7% / 1.7%

Economic Growth and Its Impact on Hiring

Sustained Economic Expansion
- Kazakhstan’s economy recorded an estimated growth of 4.0% in 2024.
- Projections for 2025 indicate a temporary acceleration to 4.5–5.0%, fueled by a one-time surge in oil production.
- Increased exports and strong fiscal stimulus measures further bolster economic activity.
- Business confidence is high, encouraging investment, expansion projects, and greater workforce demand.
- Sectors such as energy, infrastructure, and export-driven industries are expected to see significant recruitment activity.
Role of Energy Sector in Driving Employment
- Oil production remains a key growth driver, emphasizing the importance of the energy sector for job creation.
- The Future Growth Expansion project at the Tengiz field is a major catalyst, necessitating labor across engineering, technical services, and administrative support.
- Related industries, such as logistics, construction, and manufacturing, are also poised to experience a surge in hiring needs.

Forecasted Slowdown and Strategic Workforce Planning

Anticipated Economic Deceleration Post-2025
- Projections suggest a moderation of growth after 2025, attributed to:
  - Persistently low productivity rates.
  - A projected slowdown in new investments.
- Companies are advised to maximize current hiring opportunities while preparing for a tighter labor market in subsequent years.
Strategic Focus for Employers
- Enhancing workforce efficiency will become critical.
- Talent retention strategies will gain importance to secure key roles.
- Emphasis on employee training, development, and engagement will help mitigate potential future skills shortages.
Government’s Role in Sustaining Employment Growth
- Long-term efforts to diversify Kazakhstan’s economy are essential.
- Focus areas include renewable energy, technology, education, and services sectors.
- Such diversification initiatives are designed to generate new employment avenues beyond traditional industries.

Official Economic Projections and Recruitment Implications

World Bank and Asian Development Bank Insights
- The World Bank projects Kazakhstan’s economy will grow by 4.7% in 2025.
- The Asian Development Bank similarly predicts growth tied to expanded oil production.
- These projections reinforce a broadly optimistic hiring environment throughout 2025.
- Large-scale projects like the Tengiz expansion are expected to create high volumes of both direct and indirect employment opportunities.

Fiscal Policy, Inflation, and Salary Expectations

Expansionary Fiscal Policies in 2025
- Kazakhstan’s government deficit is forecasted at 3.1% of GDP for 2025.
- Increased government spending, particularly on infrastructure and social programs, will stimulate sectors heavily reliant on public contracts.
- Companies benefiting from state-funded projects will likely expand their hiring activities.
Expected Fiscal Consolidation in 2026
- Deficit reduction to 2.7% of GDP suggests future fiscal tightening.
- Anticipated decreases in government spending may lead to more cautious hiring in public sector-dependent industries starting in 2026.
Inflation Trends and Wage Pressures
- Inflation in 2025 is projected to range between 7.5% and 8%.
- While easing slightly to around 6% in 2026, 2025 inflation remains above the National Bank’s target rate of approximately 5%.
- Persistently high inflation is expected to:
  - Drive up salary expectations among job seekers.
  - Increase operational costs for employers.
  - Influence compensation strategies as businesses strive to attract and retain top talent.
Impact of Anticipated VAT Increase
- Inflation expectations rose by 13.7% in February 2025, partly due to the planned increase in VAT.
- Candidates may demand higher salaries to offset the rising cost of living.
- Employers must factor these evolving salary expectations into their recruitment planning.

Sector-Specific Hiring Trends in Kazakhstan for 2025

Energy Sector
- Oil and gas continue to dominate as primary employment engines.
- Future Growth Expansion projects in key oil fields require a diverse range of professionals.
Manufacturing and Services Sector
- Purchasing Managers’ Index (PMI) data from early 2025 shows solid growth in manufacturing and service sectors.
- These sectors are creating broader opportunities for mid-skilled and high-skilled workers alike.
Challenges in the Trade Sector
- Goods exports fell by 13.4% year-on-year in January 2025.
- Declines in crude oil shipments and lower global oil prices (falling by 11.9%) have impacted export revenues.
- Companies involved in international trade and export logistics are likely to adopt more cautious hiring strategies.
Diversification of Employment Opportunities
- Economic shifts highlight an emerging trend toward diversification.
- Non-energy sectors, including technology, finance, healthcare, and education, are gradually offering new job prospects.
- Recruitment professionals must monitor these sectors closely for emerging hiring demands.

Conclusion: Strategic Hiring Outlook for 2025 and Beyond

Kazakhstan’s macroeconomic environment in 2025 offers a promising, albeit nuanced, backdrop for recruitment and hiring activities. While current conditions support robust hiring across multiple industries, particularly energy and manufacturing, stakeholders must remain vigilant about potential economic headwinds in 2026. Strategic workforce planning, competitive compensation practices, and investment in employee development will be key differentiators for businesses seeking to thrive in an increasingly competitive labor market. Continuous adaptation to evolving economic conditions will be essential for sustaining recruitment success in Kazakhstan’s dynamic marketplace.

2. The Current State of the Labor Market in Kazakhstan

Kazakhstan’s labor market entering 2025 reflects a period of notable strength and resilience. A detailed analysis of employment figures, labor force participation, and sectoral dynamics provides important insights into the overall state of recruitment and hiring in the country. The trends observed suggest a relatively stable and healthy job market, but with nuances that employers, recruiters, and policymakers must consider carefully.

Key Labor Market Statistics for Kazakhstan (2023-2025)

Statistic	2023	Q4 2024	January 2025
Total Labor Force (Number)	10,221,158	N/A	N/A
Total Employed (Number)	N/A	9,197,000	N/A
Employment Rate (Population aged 15+) (%)	N/A	65.0%	N/A
Unemployment Rate (ILO Methodology) (%)	N/A	4.6%	4.6%
Officially Registered Unemployment Rate (%)	N/A	N/A	2.9%
Wage Workers (Number)	N/A	7,047,800	N/A
Self-Employed (Number)	N/A	2,149,200	N/A

Employment Overview and Workforce Composition

Total Employment Figures
- As of the fourth quarter of 2024, approximately 9.2 million people (specifically 9,197,000) were employed across various sectors.
- This translates to an employment rate of 65% among the population aged 15 years and older, indicating a high level of labor force engagement.
Nature of Employment
- Wage Workers:
  - 76.6% of the workforce (about 7,047,800 individuals) were wage employees.
  - This figure underscores the dominance of formal employer-employee relationships within Kazakhstan’s labor market structure.
- Self-Employed Individuals:
  - 23.4% of the workforce (approximately 2,149,200 individuals) were self-employed.
  - The substantial share of self-employment points to a vibrant informal economy and a culture of entrepreneurship.

Unemployment Rates and Labor Force Trends

General Unemployment Trends
- According to International Labour Organization (ILO) methodology, Kazakhstan’s unemployment rate in Q4 2024 stood at a low 4.6%.
- This low figure signifies a relatively tight labor market, where the supply and demand for labor are closely balanced.
Registered Unemployment Rates
- As of January 2025, the officially registered unemployment rate was even lower, at 2.9%.
- The discrepancy between the ILO-calculated and officially registered rates suggests that not all unemployed individuals actively seek registration with government agencies, a phenomenon often seen in transitioning economies.
Stability in Labor Market Conditions
- The unemployment rate remained stable at 4.6% between December 2024 and January 2025.
- Such consistency highlights ongoing labor market stability, providing employers with a reliable base for workforce planning at the start of 2025.

Broader Labor Force Dynamics

Labor Force Size
- The World Bank reported a labor force of 10,221,158 individuals aged 15 and older in Kazakhstan during 2023.
- This comprehensive figure contextualizes the employment statistics, emphasizing the relatively high level of workforce engagement.
Annual Employment and Unemployment Figures
- The unemployment rate averaged 4.7% throughout 2024, demonstrating overall labor market resilience.
- Consistent annual, quarterly, and monthly figures suggest that Kazakhstan’s economy has maintained a stable employment environment heading into 2025.

Year-on-Year Growth in Employment

Employment Growth Compared to 2023
- Between Q4 2023 and Q4 2024, total employment increased by 154,800 individuals.
- This growth was primarily driven by:
  - 141,500 additional wage workers, reflecting strength in formal employment.
  - 13,300 more self-employed individuals, highlighting continued entrepreneurial activity.
Implications for the Labor Market
- The parallel growth of both formal and informal sectors suggests that Kazakhstan’s economic expansion is broadly based.
- Increased employment across both sectors points to sustained job creation opportunities for a diverse range of skill sets.

Sector-Specific Employment Insights

Top Sectors by Share of Employment in Q4 2024:
- Trade Sector:
  - Accounted for 16.8% of total employment, maintaining its role as the largest employer.
- Education Sector:
  - Comprised 13.1% of the employed workforce, reflecting strong demand for educational services.
- Industry (Manufacturing and Related Sectors):
  - Made up 12.5% of total employment, showing industrial activity’s critical contribution to the economy.
- Agriculture:
  - Represented 10.6% of employment, underscoring the continued importance of rural economic activity despite broader urbanization trends.
Observations on Sector Growth
- Expansion in trade and education sectors demonstrates the diversification of employment opportunities beyond traditional industries like oil and agriculture.
- Industrial employment remains steady, aligned with Kazakhstan’s strategic focus on enhancing its manufacturing capabilities.

Youth Employment and NEET Trends

NEET Youth Population
- In the fourth quarter of 2024, 6.6% of youth were classified as NEET (Not in Education, Employment, or Training).
- This figure is relatively low compared to regional averages, suggesting positive engagement levels among young people.
Youth Unemployment Rate
- The unemployment rate among individuals aged 15 to 34 was recorded at 3.3%.
- This low figure points to strong labor market absorption for younger workers, a crucial indicator for long-term economic vitality.

Conclusion: A Stable Yet Evolving Labor Market in Kazakhstan

The labor market in Kazakhstan as of early 2025 presents a picture of relative stability, healthy employment growth, and strong workforce engagement. Low unemployment rates, combined with steady expansion in both formal and informal sectors, indicate a favorable environment for both job seekers and employers. However, sectoral nuances, youth engagement patterns, and the significant role of self-employment must be carefully considered by policymakers and business leaders. As Kazakhstan continues to evolve its economic structure, a nuanced understanding of these labor market trends will be essential for shaping effective recruitment and workforce strategies in the years ahead.

3. Key Trends Shaping Recruitment and Hiring in Kazakhstan

Kazakhstan’s recruitment and hiring landscape is evolving rapidly in 2025, shaped by technological advancements, changing workforce expectations, and broader economic reforms. Businesses, HR professionals, and job seekers must navigate a dynamic environment where digital innovation, skills-based hiring, and flexible work arrangements are becoming critical drivers of success.

Key Recruitment Trends in Kazakhstan (2025)

Trend	Description	Impact on Employers	Impact on Job Seekers
AI Integration in Recruitment	Increased use of AI for tasks like job posting, candidate sourcing, screening, and even initial interviews.	Enhanced efficiency, wider reach, potential cost savings, but requires strategic human oversight.	New tools and platforms to navigate, potential for faster initial screening, need to be prepared for AI-driven interviews.
Rise of Remote and Hybrid Work	Growing adoption of flexible work arrangements, especially in the tech sector.	Access to wider talent pools, potential for reduced overhead costs, need for robust remote work infrastructure and management strategies.	Greater flexibility in work location and schedule, increased importance of remote work skills like communication and self-management.
Emphasis on Skills-Based Hiring	Prioritizing specific skills and competencies over traditional qualifications.	Focus on identifying and assessing critical skills, potential for hiring individuals with non-traditional backgrounds but relevant abilities.	Need to highlight specific skills and competencies in resumes and interviews, potential for greater opportunities based on demonstrated abilities.
Importance of Employer Branding and Candidate Experience	Growing recognition of the need to build a strong employer brand and provide a positive experience for candidates.	Increased ability to attract top talent, enhanced company reputation, better candidate engagement.	Opportunity to research company culture and values, expectation of a respectful and efficient recruitment process.

Integration of Digitalization and Artificial Intelligence in Recruitment

Increased Role of AI in Talent Acquisition
- The adoption of Artificial Intelligence (AI) in Kazakhstan’s recruitment processes is accelerating.
- AI technologies are being used to assist in sourcing candidates, crafting job descriptions, and screening applicants.
- Despite early excitement around AI’s capabilities, organizations now recognize that human oversight remains essential, particularly in areas requiring nuanced judgment like candidate evaluation and cultural fit assessments.
Emergence of AI-Driven Recruitment Startups
- Local companies such as Call2Action.ai and KOZ are leading the way in AI-powered recruitment innovations.
- These startups are leveraging AI to automate candidate screening calls, analyze video interviews, and generate curated shortlists for employers.
- KOZ is further developing AI agents capable of conducting interviews, performing candidate assessments, and managing broader HR functions, signaling a future where AI plays a deeply integrated role across the HR lifecycle.
Government Support for Digital Transformation
- The Kazakh government is investing heavily in digitalization initiatives, aiming to train 100,000 IT specialists by 2025 through programs like Tech Orda.
- This national focus on digital skills is expected to drive not only the growth of the tech sector but also the wider adoption of AI and digital platforms across recruitment and HR practices in various industries.
Impact of AI on the Broader Labor Market
- AI is poised to automate routine tasks, augment human productivity, and create entirely new types of jobs.
- The extent of this transformation will depend on the pace of technological innovation and the strategic policy responses from government and industry stakeholders.

Rise of Remote and Hybrid Work Models

Current State and Future Potential of Remote Work
- Although less than 1% of Kazakhstan’s workforce currently operates remotely, experts predict the potential for remote work could reach up to 30%.
- The technology sector is at the forefront of this shift, with many companies adopting hybrid work models that blend remote flexibility with in-office collaboration.
Advantages of Remote and Hybrid Models
- Remote work enables access to a broader talent pool beyond traditional geographic boundaries.
- Hybrid arrangements allow employees to optimize their productivity and work-life balance, enhancing job satisfaction and retention.
Demand for Remote Work Skills
- Employers are increasingly seeking candidates with:
  - Strong digital communication skills.
  - Technical expertise in fields like Python, blockchain, Linux, SQL, and AWS.
  - Core competencies such as problem-solving, project management, and adaptability to virtual work environments.
Influence of Labor Reforms on Work Flexibility
- Labor reforms introduced in 2023 have empowered companies to implement flexible schedules, including four-day workweeks, staggered shifts, and job-sharing arrangements with employee consent.
- These changes are fostering a labor market that is more responsive to workers’ demands for flexibility.
Preferences of the Younger Workforce
- Younger generations entering the labor force increasingly prioritize jobs offering flexible work arrangements and a healthy work-life balance.
- Companies that embrace these models are better positioned to attract and retain emerging talent.

Emphasis on Skills-Based Hiring Practices

Shift from Degree-Based to Skills-Based Recruitment
- Organizations in Kazakhstan are moving beyond traditional qualifications and focusing more on candidates’ critical skills and competencies.
- Skills such as:
  - Effective communication,
  - Leadership,
  - Problem-solving,
  - Relevant technical expertise, are now considered better predictors of job performance than formal academic degrees.
Growth of Skills Development Initiatives
- Mentorship programs and professional development initiatives are gaining traction as companies invest in shaping a future-ready workforce.
- These programs help bridge the gap between academic training and industry needs.
Demand for Specialized Technical Skills
- In sectors like cybersecurity, there is an urgent need for professionals skilled in:
  - Penetration testing,
  - Ethical hacking,
  - Advanced threat analysis.
- Continuous skill enhancement is critical for staying ahead in rapidly evolving fields.

Rising Importance of Employer Branding and Candidate Experience

Strategic Employer Branding
- In an increasingly competitive labor market, companies that effectively articulate their values, workplace culture, and employee value propositions have a distinct advantage in attracting top-tier talent.
- A strong employer brand also enhances corporate reputation and supports long-term talent acquisition strategies.
Focus on Positive Candidate Experiences
- Delivering a seamless and engaging candidate experience throughout the hiring process is becoming a top priority.
- Companies that prioritize transparency, timely communication, and respect for candidates are more likely to secure the best hires and build a loyal talent pipeline.

Conclusion: Kazakhstan’s Evolving Recruitment Landscape in 2025

Kazakhstan’s recruitment and hiring trends in 2025 reflect a labor market at the crossroads of technological innovation and human-centric strategies. The increasing integration of AI, the shift toward remote and hybrid work models, the rise of skills-based hiring, and the critical importance of employer branding are reshaping how organizations attract and retain talent. For companies operating in Kazakhstan, staying ahead will require embracing these changes strategically and fostering a recruitment approach that balances digital efficiency with a personalized, human touch.

4. The Demand for Talent: In-Demand Roles and Critical Skills in Kazakhstan

Kazakhstan’s recruitment and hiring landscape in 2025 reflects a labor market undergoing a profound shift towards technology-driven industries. The increasing integration of digital technologies across sectors, combined with ambitious national job creation targets, is shaping new opportunities and redefining the key skills required for career success.

Top 10 In-Demand Job Roles and Skills in Kazakhstan (2025)

Job Title	Key Technical Skills	Key Soft Skills	Estimated Average Salary Range (USD Annual)
AI Specialist	Python, Java, Data Modeling, Machine Learning Algorithms	Problem-solving, Analytical skills, Communication	$60,000+
Cybersecurity Analyst	Penetration Testing, Ethical Hacking, Cloud Security, Incident Response	Critical Thinking, Adaptability, Communication	$45,000 – $60,000+
Cloud Solutions Architect	AWS, Azure, Google Cloud, Cloud Security, DevOps	Communication, Problem-solving, Leadership	$65,000 – $95,000
Data Scientist	Python, R, SQL, Machine Learning, Data Visualization	Statistical Analysis, Business Acumen, Communication	Up to $80,000
Software Engineer	Python, Java, C++, JavaScript, Software Architecture	Problem-solving, Teamwork, Communication	$25,000 – $70,000+
UX/UI Designer	Figma, Sketch, Adobe XD, User Research, Prototyping	Creativity, Empathy, Communication	$30,000 – $60,000 (Estimate)
DevOps Engineer	AWS, Azure, Docker, Kubernetes, CI/CD Pipelines	Collaboration, Automation, Problem-solving	$40,000 – $80,000 (Estimate)
Tech Project Manager	Project Management Methodologies (Agile, Waterfall), Risk Management	Leadership, Communication, Organization	$45,000 – $110,000
Financial Security Specialist	Network Security, Risk Assessment, Fraud Prevention	Analytical Skills, Attention to Detail, Communication	$40,000 – $70,000 (Estimate)
Infrastructure Protection Specialist	Network Security, Cloud Security, Threat Intelligence	Technical Proficiency, Problem-solving, Communication	$35,000 – $65,000 (Estimate)

High-Demand Sectors and Emerging Roles

Dominance of the Technology Sector
- The technology industry remains the primary driver of job creation in Kazakhstan in 2025.
- This surge is fueled by nationwide digital transformation initiatives and the expanded adoption of advanced technologies across industries such as finance, healthcare, education, and manufacturing.
Critical Roles Experiencing Strong Demand
- Software Developers: Essential for building scalable digital platforms and applications.
- Cybersecurity Experts: Vital for securing digital assets against an increasing wave of cyber threats.
- Data Analysts and Scientists: Crucial for interpreting large datasets to guide business strategy and operational efficiency.
- AI Specialists and Architects: Involved in the development and implementation of artificial intelligence systems.
- Cloud Architects: Responsible for designing and managing secure, scalable cloud infrastructures.
- UX/UI Designers: Needed to create intuitive user experiences for digital products.
- DevOps Engineers: Bridging the gap between development and IT operations to improve product delivery and reliability.
Salary Trends Highlighting Talent Value
- Entry-Level Tech Roles: Starting salaries for roles such as junior developers or analysts begin at approximately $24,000 annually.
- Mid-Level Specialists: Experienced professionals in cybersecurity and data analysis command average salaries around $45,000 annually.
- AI Architects: Among the highest-paid non-executive roles, seasoned AI architects can earn upwards of $60,000 annually, reflecting the premium placed on specialized AI expertise.

Government Initiatives and Sector Growth Projections

Ambitious National Employment Targets
- The government of Kazakhstan has committed to creating 2.6 million new jobs by 2025, positioning the technology sector as a central pillar of this goal.
- Initiatives supporting IT and engineering job creation are crucial to achieving sustained economic development.
Expansion of Engineering and IT Fields
- Engineering jobs have experienced a notable 25% increase since 2022, reflecting growing investment in infrastructure, industrial modernization, and technology integration.
- The broader IT sector is projected to sustain an annual growth rate of 20%, reinforcing the long-term demand for technical and digital skills.

Essential Technical Skills in Demand

Core Technical Competencies
- Programming Languages: Proficiency in Python and Java remains fundamental for software development roles.
- Database Management: Expertise in SQL is crucial for managing and analyzing structured data.
- Cloud Architecture: Skills related to building and maintaining cloud environments are increasingly sought after across industries.
Specialized Expertise Areas
- Cybersecurity Skills:
  - Penetration testing and ethical hacking to assess system vulnerabilities.
  - Cloud security management and AI-powered threat detection systems.
  - Implementation of zero-trust security architectures.
  - Knowledge of quantum-resilient cryptography for future-proof security.
- Emerging Technologies:
  - Fluency in Artificial Intelligence applications.
  - Understanding and deploying cloud computing solutions in dynamic environments.

Increasing Importance of Professional and Soft Skills

Communication and Collaboration
- With the rising prevalence of remote work models, the ability to communicate effectively through digital platforms is indispensable.
- Cross-functional collaboration skills are valued for enhancing productivity in hybrid work settings.
Technical and Professional Skill Sets
- Problem-solving and critical thinking capabilities.
- Expertise in Linux, AWS (Amazon Web Services), and SQL for system operations and cloud solutions.
- Strong project management skills to oversee complex, multi-phase technical projects.
Linguistic and Multicultural Proficiency
- Multilingualism is increasingly beneficial, with high demand for professionals fluent in both English and Russian to navigate Kazakhstan’s multilingual business environment and its expanding global ties.

Rising Interest in AI and Digital Skill Development

Growing Public Awareness and Aspiration
- Surveys indicate a significant rise in interest among Kazakhstan’s workforce in acquiring skills related to Artificial Intelligence and other emerging digital technologies.
- This growing awareness highlights the population’s understanding of the transformative impact AI will have on future employment opportunities.
Broad Cross-Industry Skill Needs
- Beyond the technology sector, industries seek professionals equipped with:
  - Data science expertise,
  - AI fluency,
  - Software development abilities,
  - Creativity and innovation,
  - Leadership and team management capabilities,
  - Adaptability to rapidly changing environments.

Conclusion: Navigating Talent Demand and Career Opportunities in Kazakhstan (2025)

The recruitment and hiring trends in Kazakhstan in 2025 showcase a rapidly evolving labor market driven by digital innovation and strategic economic reforms. As the technology sector continues to expand, so too does the demand for a diverse range of technical, professional, and linguistic skills. Companies, job seekers, and policymakers must align their strategies to harness these opportunities, ensuring that Kazakhstan remains competitive in the global digital economy. The future belongs to those who adapt, upskill, and embrace the dynamic world of technology-driven work.

5. The Evolving Compensation and Benefits Landscape in Kazakhstan

The compensation and benefits environment in Kazakhstan in 2025 showcases a dynamic and evolving labor market, shaped by sector-specific demands, the pace of digital transformation, and overall economic trends. Understanding the nuanced landscape of salaries, benefits, and employment regulations is essential for businesses aiming to attract top talent and for professionals planning their career strategies within the country.

Average Salary Ranges and Key Benefits in Kazakhstan (2025)

Industry	Common Job Title	Estimated Annual Salary Range (USD)	Key Mandatory Benefits
Technology	Software Engineer	$25,000 – $85,000+	Minimum 24 days annual leave, 3-6 days paid sick leave, 126 days maternity leave
Technology	Cybersecurity Analyst	$45,000 – $60,000+	Minimum 24 days annual leave, 3-6 days paid sick leave, 126 days maternity leave
Finance	Financial Analyst	$30,000 – $70,000 (Estimate)	Minimum 24 days annual leave, 3-6 days paid sick leave, 126 days maternity leave
Mining	Mining Engineer	$40,000 – $80,000 (Estimate)	Minimum 24 days annual leave, 3-6 days paid sick leave, 126 days maternity leave
Manufacturing	Factory Worker	$8,800 (Average)	Minimum 24 days annual leave, 3-6 days paid sick leave, 126 days maternity leave

General Overview of Salary Trends in Kazakhstan (2025)

Average Salary Levels Across the Nation
- As of early 2025, the official average monthly nominal salary in Kazakhstan stands at approximately ₸342,083, which equates to around $815 USD.
- This average masks significant variability, as salaries fluctuate depending on:
  - Industry sector,
  - Specific job role,
  - Employee experience and expertise,
  - Regional economic conditions within Kazakhstan.
Salary Range Across the Workforce
- A large segment of Kazakhstan’s employed population (approximately 80%) earns monthly salaries between ₸202,000 and ₸633,000.
- The minimum monthly wage remains at ₸70,000 as of January 1, 2024, and continues at this level into 2025.

Sector-Specific Compensation Insights

Technology Sector Salaries
- The technology sector offers some of the highest compensation packages in Kazakhstan.
- Key tech roles and estimated annual salaries include:
  - Software Engineers: Average compensation around $62,450 USD annually, with senior engineers earning up to $85,000 USD.
  - Artificial Intelligence (AI) Specialists: Earning approximately ₸20 million annually (around $45,000 USD).
  - Cybersecurity Professionals:
    - Entry-level: Starting at around $16,800 USD per year.
    - Experienced: Up to $60,000 USD or higher annually.
  - Data Scientists: Salaries reaching as much as $80,000 USD annually.
  - Cloud Solutions Architects: Earning between $65,000 and $95,000 USD per year.
Creator Economy Roles
- The rise of the digital economy has also fueled demand for niche roles:
  - Creator Economy Specialists earn on average $30,105 USD per year.
  - Junior specialists: $18,063 to $24,084 USD.
  - Senior specialists: $36,126 to $54,189 USD.
Traditional Industry Compensation
- Factory Workers in Kazakhstan earn an average of ₸3,702,956 per year, translating to roughly $8,800 USD annually.
- Salaries for factory workers range from ₸2,810,544 to ₸4,310,241 depending on experience and region.
Financial and Insurance Sectors
- Professionals in finance and insurance enjoy some of the highest wages, with average monthly nominal salaries exceeding $1,700 USD as of September 2024.
- The finance and mining industries are consistently among the top-paying sectors within the country.

Important Considerations: Domestic vs. International Salary Data

Misinterpretation of “Kazakhstan” Salary Figures Abroad
- Some data sources report an average salary of $116,840 USD; however, this figure likely pertains to Kazakhstani professionals working under U.S.-based entities and does not accurately reflect in-country compensation due to differing living costs and economic conditions.

Mandatory Contributions and Payroll Deductions

Employer Obligations
- Employers are mandated to contribute to several social programs, including:
  - Social Insurance: 3.5% of salary (subject to a limit).
  - Medical Insurance: 3% of salary (subject to a limit).
  - Social Tax: 9.5% of gross income.
  - Professional Pension Contributions: 5% for workers in hazardous conditions.
Employee Contributions
- Payroll deductions required from employees include:
  - Health Insurance: 2% of gross salary.
  - Mandatory Pension Contributions: 10% of gross salary.
Personal Income Tax
- Kazakhstan applies a flat income tax rate of 10% for all monthly earnings exceeding ₸85,001.

Employee Benefits and Leave Policies

Mandatory Employment Benefits
- Annual Leave:
  - Full-time employees are entitled to at least 24 calendar days of paid vacation annually.
- Sick Leave:
  - Employees receive at least 3 paid sick days per year, with potential extensions in cases of severe illness.
- Maternity Leave:
  - A minimum of 126 days of paid maternity leave is guaranteed.
- Parental Leave:
  - Either parent can take unpaid leave until the child reaches the age of three, with full job protection upon return.
Discretionary and Optional Benefits
- Bonuses are generally not mandatory in Kazakhstan and are awarded at the discretion of the employer.
- Some companies are beginning to offer more flexible benefit packages, especially in sectors facing talent shortages, to enhance their employee value propositions.
Absence of Paternity Leave
- Kazakhstan currently does not have a statutory provision for paid paternity leave, although unpaid parental leave is available to both parents.

Conclusion: Compensation and Benefits as a Strategic Advantage in Kazakhstan’s 2025 Labor Market

In Kazakhstan’s rapidly evolving labor market of 2025, competitive compensation and comprehensive benefits are pivotal for attracting and retaining skilled professionals, particularly in high-demand sectors like technology, finance, and engineering. Understanding sector-specific salary trends, mandatory social contributions, and evolving employee expectations will be crucial for companies seeking to strengthen their talent acquisition strategies. Meanwhile, professionals entering or advancing within the Kazakh workforce must align their skill sets with market demands to maximize their earning potential in this dynamic economic landscape.

6. The Legal and Regulatory Environment Shaping Recruitment and Hiring in Kazakhstan

In 2025, Kazakhstan’s employment landscape is heavily influenced by a robust and evolving legal framework. Companies seeking to recruit and retain talent must navigate a complex array of labor laws designed to protect workers’ rights, regulate employment conditions, and encourage fair practices in the workplace.

Key Aspects of Kazakhstan’s Labor Code Relevant to Hiring (2025)

Area	Key Provisions/Regulations	Supporting Snippet IDs
Standard Working Hours	Typically 40 hours per week, usually 5 days of 8 hours each.
Overtime	Limited to 2 hours per day, 12 hours per week, 120 hours per year. Written consent required from 2025. Increased pay for holiday night work (2.5x).
Minimum Wage	KZT 70,000 per month (as of 2024, no change reported for 2025).
Employment Contract	Mandatory written agreement required, outlining job details, working hours, salary, etc.
Termination	Specific legal grounds required for termination. Minimum 1-month notice by employer, severance pay of at least 30 days’ salary.
Foreign Workers	Specific regulations and quotas apply. New Digital Nomad Visas introduced. Proposed amendments for stricter local candidate search and contract registration.
Recent Amendments (2025)	Agreements for additional work must detail procedures for granting rights/duties. Non-transferable parental leave is 62 calendar days. Prohibition of violence/harassment against employees and supervisors. Faster reporting of executive hires to Sodra. Long-term bonus for bankruptcy-related dismissals. Relaxed rules for temporary employment agency registration.

Core Employment Regulations in Kazakhstan

Primary Legal Framework
- The Labor Code of the Republic of Kazakhstan, enacted in 2015 and continually updated, governs employment relations.
- This legislation defines the rights and responsibilities of both employers and employees.
- It covers working hours, overtime, wages, holidays, employment contract standards, and termination processes.
Mandatory Compliance
- All employers operating in Kazakhstan must strictly adhere to the Labor Code to maintain legal compliance and protect workforce rights.

Standard Working Hours and Overtime Regulations

Working Time Norms
- The standard workweek consists of 40 hours, typically spread over five eight-hour days.
- Under special circumstances, a six-day workweek can be implemented.
Overtime Restrictions
- Overtime is tightly regulated:
  - No more than two additional hours per day (one hour for hazardous conditions).
  - Maximum of 12 hours of overtime per week.
  - Annual overtime must not exceed 120 hours.
- Overtime must be pre-authorized and compensated according to legal rates.
New Overtime Rules (Effective 2025)
- Work performed during holiday nights must be paid at 2.5 times the employee’s regular wage.
- Formal written consent from the employee is now required for any overtime assignment.

Employment Contract Requirements

Written Agreements Are Mandatory
- Employment must be formalized through a written contract, ensuring transparency.
- Required details in contracts include:
  - Detailed job description,
  - Start date and duration (for fixed-term contracts),
  - Working hours and salary payment schedule,
  - Exact salary amount and payment terms.
Protection of Employee Rights
- Written contracts protect both employer and employee, minimizing disputes and enhancing legal clarity.

Probationary Period Regulations

Standard Probation Terms
- For most employees, probation periods can last up to three months.
- For senior roles (e.g., executives, chief accountants), probation can extend up to six months.
- Duration of the probationary period must be explicitly stated in the employment contract.

Employment Termination Rules

No At-Will Employment
- Kazakhstan does not recognize at-will employment.
- Employers must provide a valid legal basis for terminating an employee.
- The law mandates:
  - Minimum notice period of one month,
  - Severance pay equivalent to at least 30 days’ salary.
Employee Protections
- Employees benefit from strong protections against arbitrary or unjust dismissals.

Recent Amendments to Labor Laws (2025)

Additional Work Agreements
- Agreements covering extra duties must now specify:
  - Scope and schedule,
  - Compensation terms,
  - Rights and obligations associated with additional work.
Strengthened Workplace Protections
- New amendments explicitly prohibit workplace violence and harassment, extending protections to both employees and supervisors.
- Parental leave regulations now clarify that the non-transferable leave portion covers 62 calendar days.
Notification Requirements for Executive Hiring
- Companies must inform the Social Insurance Fund Board (Sodra) one hour before a company executive begins work, significantly reducing the previous one-working-day notification period.
Bankruptcy and Severance Benefits
- A long-term employment bonus is now granted to employees dismissed due to bankruptcy, aligning with benefits offered for dismissals due to liquidation.
Labor Agencies and Temporary Employment
- Requirements for temporary employment agencies to be included in the official register have been relaxed to encourage more flexible hiring practices.

Foreign Employment in Kazakhstan (2025)

Current Foreign Workforce Statistics
- As of March 1, 2025, 13,584 foreign citizens were officially employed in Kazakhstan.
- Key industries utilizing foreign labor include:
  - Construction,
  - Industry and Manufacturing,
  - Agriculture, Forestry, and Fisheries.
Types of Roles Occupied
- Foreign workers fill various positions:
  - Managerial roles,
  - Heads of structural divisions,
  - Skilled specialists,
  - Seasonal and corporate transfer roles.
Main Source Countries
- Most foreign employees originate from China, India, Türkiye, and Uzbekistan.
Domestic Workforce Priority
- Despite the presence of foreign workers, 96.5% of employees in enterprises using foreign labor are Kazakhstani citizens.

Immigration Reforms and Talent Attraction Strategies

New Visa Categories
- Kazakhstan has introduced:
  - Neo Nomad Visa,
  - Digital Nomad Visa.
- These initiatives aim to attract highly skilled IT professionals and offer pathways to permanent residency.
Work Permit Process Updates
- Proposed changes to work permits require:
  - Demonstration of efforts to hire local candidates before seeking foreign hires,
  - Mandatory registration of all employment contracts involving foreign workers in a unified national system.
Simplified Permits for Labor Immigrants
- The process to issue permits for foreign workers has been streamlined, allowing for durations of up to 12 months.

Conclusion: Understanding Kazakhstan’s Labor Law Dynamics for Strategic Hiring in 2025

Kazakhstan’s legal and regulatory environment in 2025 presents both opportunities and challenges for employers and foreign investors. With robust employee protections, strict compliance requirements, and evolving reforms aimed at transparency and fairness, businesses must be diligent in structuring employment relationships. Employers that adapt quickly to legal updates, offer compliant and competitive contracts, and understand the nuances of local and foreign talent management will be best positioned to succeed in Kazakhstan’s growing and diversifying economy.

7. Recruitment Channels and Strategies in Kazakhstan: An Overview for 2025

In 2025, the recruitment and hiring landscape in Kazakhstan is increasingly dynamic, influenced by technological advancements, evolving workforce expectations, and a growing emphasis on skills-driven hiring practices. Both employers and job seekers are leveraging a variety of online and offline channels to navigate the labor market efficiently.

Leading Online Job Portals in Kazakhstan

The digital transformation of recruitment continues to gain momentum in Kazakhstan, with online job portals playing a pivotal role.

HeadHunter.kz
- The largest and most popular job portal in Kazakhstan.
- Offers comprehensive coverage across multiple industries and job levels.
- Extensive database of job postings and candidate resumes facilitates efficient matching.
Rabota.kz
- A widely used platform that provides a variety of employment opportunities.
- Appeals to a broad demographic of job seekers and employers.
Enbek.kz
- The official electronic labor exchange of the Republic of Kazakhstan, supported by government initiatives.
- Focused on national employment efforts, offering verified and regulated job listings.
Hipo.kz
- Targets top and mid-level professionals within Kazakhstan and the broader CIS region.
- Known for premium job opportunities and career development resources.
Market.kz
- A general classifieds platform offering free job advertisements.
- Popular among smaller businesses and startups for quick hiring.
Rabota.nur.kz
- Features a diverse array of job vacancies across various industries.
- Gaining popularity for its easy-to-navigate interface.
Jooble.kz
- Functions as a job search engine aggregating listings from numerous sources across Kazakhstan.
- Provides job seekers with a broad overview of available opportunities.
9cv9 Job Portal
- An emerging player offering curated job listings across Kazakhstan and the broader Asia-Pacific region.
- Known for its AI-enhanced job matching features and user-friendly experience for both employers and candidates.

Prominent Recruitment Agencies in Kazakhstan

Recruitment agencies in Kazakhstan continue to bridge the gap between employers and qualified candidates, offering specialized solutions tailored to diverse industry needs.

Gini Talent
- Specializes in mass recruitment and Employer of Record (EOR) services.
- Ideal for businesses seeking rapid workforce expansion.
Airswift Kazakhstan
- Expertise in recruiting for STEM sectors including oil, gas, and engineering.
- Offers global mobility solutions and project staffing services.
Smart Solution
- Focuses on specific industries such as FMCG, IT, retail, and healthcare.
- Provides targeted recruitment solutions for specialized hiring needs.
TRUSS
- Extensive network across Central Asia, including Kazakhstan.
- Combines local market expertise with international recruitment standards.
Global Partner (G-P)
- Offers a Global Growth Platform™ facilitating streamlined mass recruitment.
- Ensures compliance with local labor laws through a technology-driven approach.
9cv9 Recruitment Agency
- A rapidly growing international recruitment agency now operating in Kazakhstan.
- Specializes in providing skilled professionals across industries, with a strong focus on IT, digital, and finance sectors.
- Offers end-to-end recruitment services, including remote staffing and Employer of Record (EOR) solutions.
Other Specialist and Generalist Agencies
- Numerous smaller agencies provide bespoke recruitment services for niche industries and local markets.

Emerging Recruitment Strategies in Kazakhstan

Kazakhstan’s recruitment landscape in 2025 is shaped by innovative strategies designed to attract and retain top talent.

AI-Powered Recruitment Tools
- Increased adoption of AI for candidate sourcing, resume screening, and initial interviews.
- Enhances efficiency, reduces time-to-hire, and minimizes unconscious bias.
Social Media Recruitment and Employer Branding
- LinkedIn, Instagram, and Facebook are heavily utilized for talent attraction.
- Companies focus on showcasing workplace culture and employee testimonials.
Virtual Hiring Processes
- Virtual interviews, assessments, and onboarding processes are now standard practice.
- Helps companies tap into a geographically wider talent pool without logistical barriers.
Skills-Based Hiring Focus
- Employers prioritize candidates’ skills and competencies over traditional qualifications.
- Increased use of practical assessments and project-based evaluations during recruitment.
Candidate Experience Optimization
- Focus on transparent communication, quick feedback loops, and personalized interactions.
- Positive candidate experiences contribute significantly to employer branding and talent attraction.
Employee Referral Programs
- Remain a trusted strategy for sourcing high-quality candidates through internal networks.
- Often incentivized through bonuses and recognition schemes.
Alignment with Organizational Goals
- Recruitment strategies are increasingly tied to business growth objectives.
- Emphasis on hiring for critical roles that drive innovation and organizational resilience.
Data-Driven Recruitment Decisions
- Companies leverage recruitment analytics to improve hiring outcomes.
- Metrics such as cost-per-hire, time-to-hire, and quality-of-hire are actively monitored.
Focus on Diversity, Equity, and Inclusion (DEI)
- Inclusive hiring practices are being prioritized to foster diverse workforces.
- DEI initiatives are seen as integral to enhancing organizational culture and competitiveness.

Conclusion: Navigating Recruitment and Hiring in Kazakhstan in 2025

The recruitment environment in Kazakhstan in 2025 is marked by rapid digital transformation, innovative hiring practices, and a greater emphasis on skills and candidate experience. With major online platforms like HeadHunter.kz and 9cv9 Job Portal, along with specialized agencies such as 9cv9 Recruitment Agency and others, companies are well-equipped to meet their staffing needs in a highly competitive labor market. Employers that adopt technology-driven strategies, focus on candidate experience, and align hiring practices with strategic business goals will be best positioned to attract, engage, and retain top talent in Kazakhstan’s evolving workforce landscape.

8. Challenges and Opportunities in Kazakhstan’s Recruitment Market in 2025

Kazakhstan’s recruitment landscape in 2025 presents both significant challenges and promising opportunities for businesses operating within the country. These challenges are shaped by economic factors, evolving labor laws, and changing workforce expectations, while opportunities emerge from the government’s focus on digital transformation, the increasing shift towards remote work, and a growing demand for upskilling.

Challenges in Kazakhstan’s Recruitment Market

The recruitment market in Kazakhstan is characterized by several challenges that companies must navigate to remain competitive in the labor market.

Tight Labor Market and Low Unemployment Rates
- The labor market in Kazakhstan is relatively tight due to low unemployment rates.
- Attracting and retaining top talent has become increasingly competitive as companies vie for a limited pool of skilled professionals.
Skills Gap in Emerging Technologies
- Despite government initiatives to foster the technology sector, there is a persistent skills gap in specialized fields such as AI, cybersecurity, and other advanced technologies.
- The rapid pace of technological innovation often outpaces the supply of qualified professionals, leading to a mismatch between market demands and available expertise.
Evolving Workforce Expectations
- There is a noticeable shift in workforce expectations, particularly among younger generations.
- Increasing demand for flexible work arrangements, remote work, and a work-life balance are now critical factors for job seekers.
- Companies that do not offer hybrid or remote work models may struggle to attract younger professionals, particularly those seeking a better work-life integration.
Navigating Labor Laws and Compliance
- The evolving nature of labor laws and regulations presents a continual challenge for employers.
- Staying informed about the latest legislative amendments and ensuring full legal compliance is crucial to avoid penalties and mitigate potential legal risks.
Attracting International Talent
- Kazakhstan has introduced new visa programs to attract international tech talent, but navigating the regulatory landscape can still be complex.
- Employers may face bureaucratic challenges in hiring foreign workers, with a focus on prioritizing local candidates as part of the national employment policies.

Opportunities in Kazakhstan’s Recruitment Market

Despite the challenges, the recruitment market in Kazakhstan also offers a host of opportunities for growth, innovation, and talent development.

Digital Transformation and IT Sector Growth
- The Kazakh government’s focus on digital transformation and the expansion of the IT sector presents abundant opportunities for technology professionals.
- As the government invests in infrastructure and technological advancements, there is significant potential for growth within technology-related fields.
Adoption of Remote Work Models
- The rise of remote work allows companies in Kazakhstan to access a global talent pool, overcoming geographical limitations.
- This enables employers to tap into specialized skills and diverse perspectives that may not be available within the local labor market.
Upskilling and Reskilling Opportunities
- There is a growing emphasis on skills development in Kazakhstan, as businesses recognize the need to equip their workforce with the skills needed for the future job market.
- Upskilling and reskilling initiatives present opportunities for both individuals and companies to invest in continuous learning and improve their competitiveness.
Vibrant Startup Ecosystem
- Kazakhstan is witnessing the rise of a vibrant startup ecosystem, especially within the technology and innovation sectors.
- These startups are creating new jobs, driving innovation, and fostering a dynamic entrepreneurial environment that contributes to the overall economic growth of the country.
Advancements in AI and Automation
- The continued development of AI and automation technologies has the potential to significantly increase productivity across multiple industries.
- While there are concerns about job displacement, the growth of AI and automation will also create new job categories and career paths that did not exist before.

Global and Social Trends Impacting Kazakhstan’s Labor Market

Kazakhstan’s labor market is also influenced by larger global and social trends that shape recruitment and hiring practices in the country.

Demand for Digital Skills
- The increasing global demand for digital skills has a direct impact on Kazakhstan’s recruitment market.
- As digital technologies continue to evolve, there is an urgent need for professionals who are proficient in areas such as software development, data analysis, and cybersecurity.
Rise of Remote Work
- The global shift towards remote work is reshaping recruitment strategies in Kazakhstan, allowing companies to hire talent from across the world.
- The ability to work remotely is no longer just a perk; it has become a necessity for attracting and retaining top talent.
Focus on Sustainability
- The growing global emphasis on sustainability and corporate social responsibility is likely to influence Kazakhstan’s recruitment market.
- Companies are increasingly prioritizing environmentally and socially responsible practices, and the demand for professionals in sustainable development, green energy, and related fields is expected to rise.
Impact of Global Economic Trends
- Kazakhstan’s labor market is not isolated from global economic conditions. International economic disruptions, recessions, or slowdowns can impact the country’s workforce and hiring needs.
- Monitoring global economic trends is essential for businesses to anticipate potential shifts in Kazakhstan’s recruitment and hiring landscape.
Inclusive Growth and Addressing Inequalities
- As part of the global movement towards inclusive growth, Kazakhstan is likely to align its labor policies with practices aimed at reducing inequalities in the workforce.
- This will involve creating opportunities for all segments of society, including women, ethnic minorities, and those in rural areas, thus fostering a more diverse and inclusive labor market.

Conclusion: The State of Recruitment in Kazakhstan in 2025

The recruitment market in Kazakhstan in 2025 is evolving rapidly, with new challenges and opportunities emerging for both employers and job seekers. While the competition for top talent intensifies in a tight labor market, businesses have the chance to innovate and thrive by adapting to new technological trends, embracing flexible work models, and investing in workforce development. Moreover, global economic shifts and the growing importance of sustainability and inclusivity will continue to shape the local recruitment landscape. By staying informed and agile, companies can effectively navigate the challenges while seizing the opportunities to drive success in Kazakhstan’s recruitment market.

9. Recommendations for Stakeholders in Kazakhstan’s Recruitment and Hiring Market in 2025

In 2025, the recruitment and hiring landscape in Kazakhstan is undergoing significant shifts. Both employers and job seekers face a dynamic market, where adapting to new trends and embracing best practices is essential for success. Below are comprehensive recommendations for stakeholders in this evolving labor market.

Recommendations for Employers in Kazakhstan

To remain competitive and effectively attract and retain top talent in Kazakhstan, employers need to adopt strategies that align with the evolving workforce expectations and market conditions.

Offer Competitive Compensation and Benefits Packages
- Employers must provide compensation that meets or exceeds industry standards, particularly in high-demand sectors such as technology, finance, and engineering.
- A comprehensive benefits package, including healthcare, retirement savings, and other perks, is crucial for attracting skilled professionals who have multiple employment options.
Embrace Flexible Work Arrangements
- The demand for remote and hybrid work models continues to grow, particularly among younger professionals. Employers should proactively offer flexible work options to attract a wider talent pool.
- Flexible work arrangements not only help in recruitment but also contribute to higher employee satisfaction and retention, as they promote a better work-life balance.
Invest in Employee Training and Development
- To address the skills gap in specialized areas like AI, cloud computing, and cybersecurity, employers should invest in upskilling and reskilling their workforce.
- Offering robust training programs ensures employees stay ahead of technological advancements, which helps maintain a competitive edge in the market.
Build a Strong Employer Brand
- Companies must develop a compelling employer brand that effectively communicates their corporate values, culture, and what they offer employees.
- A strong employer brand helps attract top talent, especially in competitive industries, by positioning the company as an attractive place to work.
Leverage AI-Powered Recruitment Tools
- The use of AI-powered recruitment tools can streamline candidate sourcing, screening, and initial interviews, saving valuable time and resources.
- While AI can automate certain tasks, human judgment remains vital for making strategic hiring decisions, ensuring the right cultural and professional fit for the company.
Prioritize Skills-Based Hiring
- Employers should move away from traditional qualifications and academic credentials, focusing instead on identifying and assessing the skills critical for each role.
- This shift helps identify high-potential candidates who may not have traditional academic backgrounds but possess the necessary competencies to excel in their roles.
Stay Updated on Labor Laws and Regulations
- With frequent amendments to labor laws in Kazakhstan, it is essential for employers to stay informed about the latest regulations to ensure legal compliance.
- Companies should seek legal counsel when necessary to avoid legal challenges, particularly regarding employee rights, compensation, and termination practices.
Partner with Specialized Recruitment Agencies
- Employers should consider establishing partnerships with recruitment agencies that have expertise in their specific industries or job roles.
- Specialized agencies can help source highly qualified candidates more efficiently, especially for large-scale or niche hiring needs.
Engage with Job Portals and Professional Networking Platforms
- Actively utilizing online job portals such as HeadHunter.kz, Rabota.kz, and 9cv9 Job Portal, along with professional networking sites like LinkedIn, can help employers connect with a diverse pool of candidates.
- These platforms offer a broader reach, enabling companies to engage with professionals across various industries and geographies.
Enhance Candidate Experience
- A positive and engaging candidate experience throughout the recruitment process can improve a company’s reputation and increase the likelihood of securing top talent.
- Ensuring timely communication, transparency about job roles, and a streamlined interview process is key to attracting high-quality candidates.

Guidance for Job Seekers in Kazakhstan

For job seekers in Kazakhstan, particularly in a rapidly evolving job market, taking proactive steps to enhance their employability and career prospects is crucial.

Focus on Acquiring In-Demand Skills
- Job seekers should prioritize gaining skills in high-growth areas such as Artificial Intelligence, cybersecurity, cloud computing, and data analysis to enhance their employability.
- These skills are in high demand across industries, and having expertise in these fields can increase job prospects and earning potential.
Develop Soft Skills
- In addition to technical expertise, employers highly value soft skills such as communication, problem-solving, adaptability, and critical thinking.
- Job seekers should work on honing these interpersonal skills to stand out in a competitive job market.
Explore Opportunities in the Technology Sector
- The technology sector in Kazakhstan is expanding rapidly, with numerous job opportunities available for skilled professionals. This sector offers competitive salaries and long-term career growth potential.
- Job seekers should consider pursuing career opportunities in technology-related fields, where demand for talent continues to outpace supply.
Be Open to Flexible Work Arrangements
- Job seekers should be open to remote and hybrid work models, which have become more common across various industries.
- Embracing flexible work options can improve work-life balance and offer greater job satisfaction, which is highly valued by many professionals.
Network Actively
- Networking is crucial for job seekers in Kazakhstan. Engaging with professionals on platforms like LinkedIn, attending industry events, and joining relevant groups can open doors to new job opportunities.
- Networking helps job seekers connect with potential employers and learn about job openings before they are publicly posted.
Tailor Resumes and Cover Letters
- Job seekers should customize their resumes and cover letters for each position they apply to, highlighting the skills and experiences most relevant to the job.
- This targeted approach demonstrates a clear understanding of the employer’s needs and helps job seekers stand out from other applicants.
Research Companies Before Applying
- Conduct thorough research on companies of interest to understand their culture, values, and mission. Ensuring alignment with the company’s vision can help job seekers make informed decisions and improve their chances of finding a suitable fit.
Prepare for Skills-Based Assessments and Virtual Interviews
- Job seekers should be ready for skills-based assessments, which are increasingly common in Kazakhstan’s recruitment process. These assessments evaluate candidates based on their ability to perform specific tasks rather than just academic credentials.
- Virtual interviews are also becoming standard, so it’s important for job seekers to be comfortable with video interview platforms and present themselves professionally.
Negotiate Compensation Effectively
- Job seekers should research the average salary ranges for their desired roles and industries in Kazakhstan to ensure they are being offered competitive compensation.
- Being prepared to negotiate based on skills, experience, and market value can help job seekers secure better salaries and benefits.

Conclusion

The recruitment landscape in Kazakhstan in 2025 presents both challenges and opportunities for employers and job seekers. Employers must adapt to new workforce expectations, embrace digital transformation, and prioritize skills-based hiring. At the same time, job seekers can improve their prospects by acquiring in-demand skills, building strong networks, and being open to flexible work arrangements. By aligning their strategies with these recommendations, both employers and job seekers can thrive in Kazakhstan’s evolving recruitment market.

Conclusion

As Kazakhstan navigates through 2025, the recruitment and hiring landscape is undergoing significant transformation. Driven by technological advancements, evolving workforce expectations, and changing regulatory environments, the country’s labor market is both challenging and filled with untapped opportunities. Understanding these shifts and adapting to the new dynamics is crucial for both employers and job seekers looking to thrive in this competitive environment.

Recruitment Trends Shaping Kazakhstan’s Workforce

In 2025, Kazakhstan’s recruitment market is heavily influenced by global and local trends. The increasing demand for digital skills, especially in fields like AI, cloud computing, cybersecurity, and data science, is transforming the hiring landscape. As the country continues to embrace digital transformation, businesses are increasingly seeking professionals with specialized knowledge to drive technological innovation. Employers must prioritize sourcing candidates with these in-demand skills, as the competition for talent in these sectors is fierce.

The rise of remote and hybrid work models is another defining trend in Kazakhstan’s labor market. Flexible work arrangements, once considered a perk, are now expected by a large segment of the workforce, particularly among younger generations. Companies that fail to adopt these work models may find it more difficult to attract and retain top talent. Furthermore, the shift towards remote work opens new opportunities for businesses to access a wider talent pool, including professionals from other regions or countries, without geographical constraints.

With the increasing use of AI-powered recruitment tools and skills-based hiring practices, employers are moving away from traditional hiring processes that rely heavily on academic credentials. The focus is now shifting to evaluating candidates based on their actual skills and competencies. This approach not only helps companies identify top performers but also enables candidates who may not have traditional qualifications to showcase their potential.

Challenges in the Recruitment Market

Despite the exciting opportunities, the recruitment market in Kazakhstan in 2025 also presents several challenges. One of the most significant issues is the skills gap in specialized areas such as AI, data science, and cybersecurity. Although the government has taken steps to encourage digital transformation, the pace of technological advancement often outstrips the supply of qualified professionals. As a result, employers in these sectors must either invest in training and development or look abroad for talent to fill these critical roles.

Additionally, the tight labor market poses a challenge for businesses seeking to attract skilled professionals. With low unemployment rates and an increasingly competitive recruitment environment, employers must offer competitive compensation packages and strong employer branding to stand out. Companies that fail to do so may struggle to attract the best talent, leading to higher turnover rates and a potential loss of competitive advantage.

Furthermore, navigating the evolving landscape of labor laws and regulations in Kazakhstan can be challenging. As the country continues to update its labor policies, companies must stay informed to ensure compliance and avoid legal issues. This is particularly important for businesses that are expanding or hiring international talent, as there are often regulatory complexities to address when dealing with foreign workers.

Opportunities for Growth and Development

Despite these challenges, there are numerous growth opportunities in Kazakhstan’s recruitment market. The country’s focus on digital transformation and the development of the technology sector has created a thriving ecosystem for professionals in IT and tech-related fields. The government’s push to attract international tech talent through new visa programs has opened doors for skilled workers from around the world. These efforts not only enhance the talent pool but also position Kazakhstan as an attractive destination for companies seeking to expand in the region.

Moreover, the shift towards remote work has significantly broadened the scope of recruitment efforts. Employers in Kazakhstan can now access a global talent pool, allowing them to find candidates with specialized skills that may not be available locally. This shift also enables companies to tap into diverse perspectives, which can drive innovation and improve overall performance.

Another area of opportunity lies in skills development. As the demand for digital skills increases, there is a growing need for upskilling and reskilling initiatives. Companies that invest in their employees’ professional development not only enhance their own talent pool but also contribute to the broader economic development of the country. For job seekers, this presents a chance to build expertise in high-demand fields, increasing their employability and earning potential.

The Role of Recruitment Agencies and Job Portals

Recruitment agencies and online job portals play a pivotal role in facilitating the connection between employers and job seekers in Kazakhstan. Platforms like HeadHunter.kz, Rabota.kz, and 9cv9 Job Portal offer a wide range of job listings across multiple industries. These portals are particularly beneficial for employers looking to attract a large number of candidates or fill specialized roles. By leveraging these platforms, companies can streamline their recruitment process, reaching a diverse pool of candidates with minimal effort.

Similarly, specialized recruitment agencies such as Gini Talent, Airswift Kazakhstan, and Smart Solution help businesses tap into industry-specific talent pools. These agencies offer a wealth of expertise in sourcing candidates for sectors like oil and gas, engineering, and FMCG, where the competition for qualified professionals is fierce. By partnering with recruitment agencies, companies can gain access to a broader range of talent and ensure that they are hiring candidates who meet both their technical and cultural requirements.

Global Trends Impacting Kazakhstan’s Recruitment Market

Kazakhstan’s recruitment market is not only influenced by local factors but also by global trends. The rising demand for digital skills worldwide is pushing the labor market in Kazakhstan towards greater emphasis on technology. The global rise of remote work has also contributed to the changing recruitment dynamics, as employers can now source talent from across the globe, reducing reliance on local labor.

Furthermore, the global emphasis on sustainability and inclusive growth is having an impact on hiring practices in Kazakhstan. Companies are increasingly looking to hire professionals who not only have the required technical skills but also align with values related to sustainability and corporate social responsibility (CSR). As a result, job seekers are also focusing on finding employers who prioritize ethical practices and contribute to social and environmental causes.

The broader economic landscape also plays a crucial role in shaping Kazakhstan’s recruitment market. Global economic slowdowns, geopolitical tensions, and disruptions in international supply chains can all influence the demand for labor in Kazakhstan. Companies must be agile and prepared to adapt to changing economic conditions, which may involve adjusting hiring strategies or focusing on specific industries that are less vulnerable to external disruptions.

Conclusion: Looking Ahead to the Future of Recruitment in Kazakhstan

In conclusion, the state of recruitment and hiring in Kazakhstan in 2025 is a complex and rapidly evolving landscape. The combination of technological advancements, shifting workforce expectations, and regulatory changes has transformed the way companies hire and the way job seekers approach their careers. To succeed in this dynamic environment, employers must offer competitive compensation packages, embrace flexible work models, and invest in training and development. They must also stay informed about labor laws and utilize advanced recruitment tools to streamline their hiring processes.

For job seekers, success in the Kazakhstani job market requires a focus on developing in-demand skills, particularly in the tech sector, and embracing flexibility in work arrangements. Networking, tailoring applications, and staying updated on industry trends will also be key to standing out in a competitive market.

As Kazakhstan continues to position itself as a hub for digital transformation and innovation, the recruitment market will undoubtedly continue to evolve. The focus on upskilling, diverse hiring, and global talent mobility will shape the future of the labor market, creating a wealth of opportunities for both employers and job seekers. By staying proactive and adaptable, stakeholders can capitalize on the opportunities and navigate the challenges ahead, ensuring success in the rapidly changing recruitment landscape of Kazakhstan.

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Sources

Agency for Strategic Planning and Reforms of the Republic of Kazakhstan Bureau of National Statistics

International Labour Organization

Kazinform

World Bank

World Economic Forum

The Astana Times

Trading Economics

The Economic Times

Nucamp

City University of Seattle

Upwork

Playroll

Ancor Kazakhstan

Salary.com

Paylab

Take-profit.org

Rödl & Partner

KPMG International

Zalaris

Airswift

Smart Solutions

Gini Talent

ERI Economic Research Institute

CEIC

DKNews

Fragomen

Tau Education Platform

Truss

Tengrinews.kz

Jobicy

WTW (Willis Towers Watson)

Safeguard Global

Paul Hastings LLP

Dentons

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The State of Recruitment and Hiring in Kazakhstan in 2025

Key Takeaways

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The State of Recruitment and Hiring in Kazakhstan in 2025

1. The Macroeconomic Context of Recruitment and Hiring in Kazakhstan

Economic Growth and Its Impact on Hiring

Forecasted Slowdown and Strategic Workforce Planning

Official Economic Projections and Recruitment Implications

Fiscal Policy, Inflation, and Salary Expectations

Sector-Specific Hiring Trends in Kazakhstan for 2025

Conclusion: Strategic Hiring Outlook for 2025 and Beyond

2. The Current State of the Labor Market in Kazakhstan

Employment Overview and Workforce Composition

Unemployment Rates and Labor Force Trends

Broader Labor Force Dynamics

Year-on-Year Growth in Employment

Sector-Specific Employment Insights

Youth Employment and NEET Trends

Conclusion: A Stable Yet Evolving Labor Market in Kazakhstan

3. Key Trends Shaping Recruitment and Hiring in Kazakhstan

Integration of Digitalization and Artificial Intelligence in Recruitment

Rise of Remote and Hybrid Work Models

Emphasis on Skills-Based Hiring Practices

Rising Importance of Employer Branding and Candidate Experience

Conclusion: Kazakhstan’s Evolving Recruitment Landscape in 2025

4. The Demand for Talent: In-Demand Roles and Critical Skills in Kazakhstan

High-Demand Sectors and Emerging Roles

Government Initiatives and Sector Growth Projections

Essential Technical Skills in Demand

Increasing Importance of Professional and Soft Skills

Rising Interest in AI and Digital Skill Development

Conclusion: Navigating Talent Demand and Career Opportunities in Kazakhstan (2025)

5. The Evolving Compensation and Benefits Landscape in Kazakhstan

General Overview of Salary Trends in Kazakhstan (2025)

Sector-Specific Compensation Insights

Important Considerations: Domestic vs. International Salary Data

Mandatory Contributions and Payroll Deductions

Employee Benefits and Leave Policies

Conclusion: Compensation and Benefits as a Strategic Advantage in Kazakhstan’s 2025 Labor Market

6. The Legal and Regulatory Environment Shaping Recruitment and Hiring in Kazakhstan

Core Employment Regulations in Kazakhstan

Standard Working Hours and Overtime Regulations

Employment Contract Requirements

Probationary Period Regulations

Employment Termination Rules

Recent Amendments to Labor Laws (2025)

Foreign Employment in Kazakhstan (2025)

Immigration Reforms and Talent Attraction Strategies

Conclusion: Understanding Kazakhstan’s Labor Law Dynamics for Strategic Hiring in 2025

7. Recruitment Channels and Strategies in Kazakhstan: An Overview for 2025

Leading Online Job Portals in Kazakhstan

Prominent Recruitment Agencies in Kazakhstan

Emerging Recruitment Strategies in Kazakhstan

Conclusion: Navigating Recruitment and Hiring in Kazakhstan in 2025

8. Challenges and Opportunities in Kazakhstan’s Recruitment Market in 2025

Challenges in Kazakhstan’s Recruitment Market

Opportunities in Kazakhstan’s Recruitment Market

Global and Social Trends Impacting Kazakhstan’s Labor Market

Conclusion: The State of Recruitment in Kazakhstan in 2025

9. Recommendations for Stakeholders in Kazakhstan’s Recruitment and Hiring Market in 2025

Recommendations for Employers in Kazakhstan

Guidance for Job Seekers in Kazakhstan

Conclusion

Conclusion

Recruitment Trends Shaping Kazakhstan’s Workforce

Challenges in the Recruitment Market

Opportunities for Growth and Development

The Role of Recruitment Agencies and Job Portals

Global Trends Impacting Kazakhstan’s Recruitment Market

Conclusion: Looking Ahead to the Future of Recruitment in Kazakhstan

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