There are 2 Companies in Kazakhstan
that provide Recruiting Services!

Kazakhstan's high economic growth has been attributable to large and growing oil and gas exports, but some non-export sectors also featured double-digit growth, including construction, banking, and real estate. The IT sector was never a priority for the government-supported economy fields, and thus web industry developed by itself, with small steps, and exclusively based on market requirements. 

According to Paylab, the salary in the IT sector in Kazakhstan varies from $565.62/mo - $1,902.39/mo. The average hourly rate, as expected, varies between $4 - $11 for web developers, which means that a local agency may charge slightly more per hour than the official numbers. 

Why Work With Kazakh Web Agencies?

Even though there are no visible changes and state-supported policies that would develop the branch, Kazakhstani web agencies still exist and provide the same range of services as Western European ones, but for a considerably lower price.

What to Be Aware of When Working With Kazakh Web Agencies

However, you may want to give a second thought to whether the price range is your main reason, and also explore other options in the region. Even though web services are cheap in Kazakhstan, you may find difficulties in communication, project management, software piracy, and also in project delivery terms. 

Are Kazakh Agencies Reliable? 

It depends from case to case on how reliable web development and design agencies from Kazakhstan really are. Tech Behemoths don’t interfere in the selection process, but you may consider having a call with all agencies from the country, and also try to avoid agencies based in small cities. 

How Does Kazakhstan Relate to Its Neighboring Countries in Terms of IT?

On the background of a well-developed IT sector in Armenia, and a slightly lower IT development sector in Georgia, Kazakhstan faces challenges of exiting the global market and promoting its services and web products. Also, web companies lack substantial state support and government policies that will encourage the development of this branch. On the other hand, the lack of strong competition in the IT sector in this country makes it a good target for IT startups.

All in all, Kazakhstan has a still undiscovered IT potential and hopefully will develop this field in the coming years. Until then, few web agencies struggle to acquire new products and use the latest technologies and lower prices to get a relatively strong presence on the local market.

Kazakhstan IT Market in 2025

As the Digital Kazakhstan program, launched in 2018, is enhanced by other government-supported actions in the ICT sector, Kazakhstan has registered a strong growth and aims even further. In 2025, Kazakhstan bids on three tech pillars - Gov Tech, Smart City Tech, and FinTech: these are the top priorities the central authorities have in the long term. Another catalyst of the enhanced digitalization program in Kazakhstan is the Astana Hub, which has over 600 members and is considered the engine of the IT sector of Kazakhstan. All these put together are considered enough for the moment to boost Kazakhstan's tech industry. Additionally, the country focuses on AI development and integration in public sectors like energy, healthcare, and education, following the National AI Development Concept running through 2029.

During the re­cruitment stage of the e­mployee life cycle­, organizations search for and evaluate pote­ntial candidates to find the best fit for a job ope­ning. This involves assessing require­d skills, relevant expe­rience, and cultural compatibility with the organization. Esse­ntially, it's about identifying people who possess the ne­cessary qualifications and align with the company's values.

Recruitment is currently going through many changes. A survey shows that 70% of companies reported that at least half of their recruitment and onboarding process is conducted virtually.

Recruiting typically follows this process: 

• Job analysis - Conducted to docume­nt the necessary knowle­dge, skills, abilities, and other characte­ristics required or desire­d for the position. This information is then included in a pe­rson specification.

• Sourcing - Attracting or identifying candidates.

• Screening & Sele­ction - Involves carefully choosing, intervie­wing, and hiring the most suitable candidate for a position.

Let's explore­ the benefits of impleme­nting a strategic recruitment process:

• Hiring the right fit: The­ key to finding the ideal candidate­s lies in dedicating time and e­ffort to a well-organized recruitme­nt process. This ensures that you bring onboard individuals who are­ perfectly suited for the­ job at hand.

• Efficient re­source allocation: Implementing a standardize­d process for all potential candidates can re­sult in significant time and cost savings over time.

• Avoiding legal issue­s: Using a consistent recruitment proce­ss for all candidates can help safeguard against accusations of bias or le­gal complications related to hiring.

There are over 600 recruitment service providers on the TechBehemoths. You can use the smart filters to pick the companies you need and view their profiles. Feel free to reach out to them to start cooperating or submit your project. TechBehemoths team will help you find your matching recruiting service provider. 

Hirig talent in 2026: challenges and how to adapt 

According to World Economic Forum reports, by 2030, it is estimated that 170 million jobs will be created globally due to structural transformations of the labor market.

This represents approximately 14% of all existing jobs, and the main factors determining this change are:

• Digitalization

• Automation

• Green transition

A major factor that is worth mentoning is the current trend in implementing AI and automating processes in companies, that can lead to layoffs, but at the same time can create new hiring opportunities in the long term.

How can businesses adapt and hire efficiently?

Here are some key strategies to consider:

• Prioritize AI and specialized job roles - prioritize strategic and AI-focused roles over administrative and support ones

• Implement AI-driven hiring - use AI to automate technical and/or administrative HR tasks.

• Adopt skills-based hiring - don't solely rely on traditional CVs. Use practical assessments and skill tests to evaluate the actual competence of candidates.

• Encourage adaptability and learning - these days, competitive advantage is no longer just the technology adoption - it’s the speed at which a team can learn and adapt.

• Consider remote and hybrid work - according to Zoom, 84% of employees express a preference for a hybrid or fully remote work model, they also feel much more productive in these work settings.

• Focus on on data-driven decision making - according to IBM reports, companies that widely implement DDDM achieve an average of 19% increase in profitability and a 16% reduction in operational costs.

Common mistakes to avoid when hiring tech talent/providers

Try to avoid these common mistakes that may put at risk your project’s success. Otherwise, you can have significant challenges like money and time waste, frustration, and high employee turnover. 

1. Trusting the CV too much

How to avoid? Evaluate the skills of candidates by using practical tests, collaborative interviews, and soft-skills analysis.

2. Too much focus on tech skills

How to avoid? Provide tasks that are close to real work, let someone from the team observe the real-time work/problem solving skills based on real scenarios.

3. Not including exact job requirements

How to avoid? Specify exactly what skills, experience, and level of education will be required for the job, so you hire the right professionals and don't waste your and their time.

4. Choosing cost over quality

How to avoid? Try to find a balance between budget and quality to make sure your project’s outcome is successful.

5. Ignoring soft skills

How to avoid? During the interview, use the opportunity to study the candidate's soft skills to determine whether they can meet the requirements from this perspective.

6. Selection process is too long

How to avoid? Define the required skills precisely, keep applicants updated, provide real-life questions/tasks and try to move fast though the recruitment stages.

7. Ignoring the cultural aspect

How to avoid? Make sure that candidate follows the cultural/local values, communication skills, and the work ecosystem that your company provides.

8. Remuneration is too low

How to avoid? Research the local rates and offer a salary that is not below average, provide additional benefits like holiday bonuses, remote work possibilities, annual training, etc.

9. Ignoring time zone differences

How to avoid? Employ professionals or companies from your location or a place with similar time zones. Don't go too far, as a 6-8 hour difference can be disruptive for your team.

10. Not providing training

How to avoid? Providing trainings that are a good way to help new employees get used to their new roles and increase the productivity of the team.