Ambidextrous Recruitment in the Technical Talent Market: A Market Segmentation Analysis Based on LinkedIn Job Postings

Yıl 2026, Cilt: 7 Sayı: 3 , 327 - 359 , 29.03.2026

Ayşe İlgün Kamanlı

https://doi.org/10.54733/smar.1838343

https://izlik.org/JA83YT85UZ

Öz

The research investigates technical talent market segmentation through a comparison between standard recruitment methods from public job listings and the premium senior engineering recruitment model of Talent by Blind. The research uses organisational ambidexterity theory to explain how businesses achieve efficient mainstream hiring (exploitation) and innovative recruitment approaches (exploration) for their senior engineering positions. The research analyses 7,927 LinkedIn job postings to identify the main specialisations and seniority levels and work arrangements found in the accessible technical workforce. The research shows that most job postings on public job boards focus on hiring mid-level professionals working in Indian technology centres, yet director and executive positions make up only 1% of available positions. The premium senior engineering segment uses private recruitment networks and candidate acquisition methods instead of traditional job posting strategies. The research demonstrates that organisations use ambidextrous recruitment approaches to handle talent shortages and technological changes and changing workforce needs through their different recruitment systems for high-end and standard positions. The research combines market segmentation methods with organisational ambidexterity theory to explain how organisations use different recruitment approaches for modern technology workers.

Anahtar Kelimeler

organisational ambidexterity , talent acquisition , digital transformation , artificial intelligence , human resource management

Teknik Yetenek Piyasasında Çift Yönlü İşe Alım: LinkedIn İş İlanları Üzerinden Bir Pazar Segmentasyonu Analizi

https://izlik.org/JA83YT85UZ

Öz

Bu araştırma, teknik yetenek piyasasının segmentasyonunu kamuya açık iş ilanlarından elde edilen standart işe alım yöntemleri ile Talent by Blind’ın kıdemli mühendisler için uyguladığı premium işe alım modeli arasındaki karşılaştırma üzerinden incelemektedir. Araştırma, işletmelerin ana akım işe alımlarda verimliliği (exploitation) ve kıdemli mühendis pozisyonları için yenilikçi işe alım yaklaşımlarını (exploration) nasıl gerçekleştirdiklerini açıklamak için örgütsel çift yönlülük (organisational ambidexterity) teorisini kullanmaktadır. Çalışma, erişilebilir teknik iş gücünde görülen başlıca uzmanlık alanlarını, kıdem seviyelerini ve çalışma düzenlerini belirlemek amacıyla LinkedIn’deki 7.927 iş ilanını analiz etmektedir. Bulgular, kamuya açık iş ilanlarının büyük çoğunluğunun Hindistan’daki teknoloji merkezlerinde görev yapacak orta seviye profesyonelleri hedeflediğini; direktör ve üst düzey yönetici pozisyonlarının ise mevcut iş ilanlarının yalnızca %1’ini oluşturduğunu göstermektedir. Premium kıdemli mühendislik segmenti ise geleneksel iş ilanı stratejilerinden ziyade özel işe alım ağları ve aday kazanım yöntemlerini kullanmaktadır. Araştırma, kuruluşların üst düzey ve standart pozisyonlar için farklı işe alım sistemleri kullanarak yetenek kıtlığı, teknolojik dönüşüm ve değişen iş gücü ihtiyaçlarıyla başa çıkmak amacıyla çift yönlü işe alım yaklaşımlarını benimsediğini ortaya koymaktadır. Bu çalışma, modern teknoloji çalışanları için kuruluşların farklı işe alım yaklaşımlarını nasıl kullandığını açıklamak üzere pazar segmentasyonu yöntemleri ile örgütsel çift yönlülük teorisini bir araya getirmektedir.

Anahtar Kelimeler

organizasyonel çift yönlülük , yetenek kazanımı , dijital dönüşü , yapay zekâ , insan kaynakları yönetimi

Kaynakça

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