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Talent & Leadership in Central Asia & Eurasia
As businesses expand across the region, strong leadership and local expertise become critical success factors. The market rewards organizations that invest in:
Leaders with regional insight
Digital skills and innovation capabilities
Attracting talent who have had exposure to international benchmarks
Long-term partnerships with local institutions
Multilingual and cross-cultural teams
Sound corporate governance practices.
Talent is increasingly globally mobile, ambitious, and eager to shape the region’s next stage of development.
One of the main bottlenecks that any foreign investor or commercial actor faces in the region is around qualified staff. The region has a young, growing labor
force but also skills mismatches, limited specialized training and strong competition for top talent across lucrative international markets.
In terms of capacity to attract, retain and grow experienced managers and leaders in senior positions, all markets are still developing and not mature.
However, we see major companies in the region have leapfrogged development of their managerial capabilities through investment in people, organisations and corporate cultures and by acquiring expertise in key areas like management,
talent development, corporate governance.
One of the main bottlenecks that any foreign investor or commercial actor faces in the region is around qualified staff. The region has a young, growing labor
force but also skills mismatches, limited specialized training and strong competition for top talent across lucrative international markets.
In terms of capacity to attract, retain and grow experienced managers and leaders in senior positions, all markets are still developing and not mature.
However, we see major companies in the region have leapfrogged development of their managerial capabilities through investment in people, organisations and corporate cultures and by acquiring expertise in key areas like management,
talent development, corporate governance.
What makes hiring difficult in Central Asia and the Caucasus?
Foreign investors often face hiring difficulties for a number of reasons:
- High performers quickly receive multiple job offers
- Demand outstrips supply in growing economies
- Retention is difficult – talent moves fast to higher-paying markets
- CV inflation is common
- Practical experience is limited
- English or technical documentation skills are lacking
Skills mismatch and skill shortage
Universities often emphasize theory, while industry needs hands-on capabilities. Moreover, most foreign investors and foreign trade partners are looking for employees who speak English. The English proficiency varies greatly. Kazakhstan and Azerbaijan are improving fast, but in Uzbekistan, Kyrgyzstan and Tajikistan English speaking specialists are still limited.
There is an overall gap in project managers, engineers (mechanical, mining,
chemical, automation), high-level technicians, logistic specialist and date
software specialists. A significant number of highly trained Central Asians work abroad, which is a “brain-drain” that further reduces these resources. On the other hand, we have seen an influx of Russian professionals following the 2022 events. These represent an interesting pool for recruitment, however it is highly volatile and dependent on attractiveness of neighbouring markets.
Another option is to hire an expat. However, such expats are only successful if they have a strong understanding and affinity with the region and the right network with the local relevant business community in a region where a lot is relationship-based. It is also important for expats to either speak the local language or at least Russian (which is still widely spoken in the region).
There is an overall gap in project managers, engineers (mechanical, mining,
chemical, automation), high-level technicians, logistic specialist and date
software specialists. A significant number of highly trained Central Asians work abroad, which is a “brain-drain” that further reduces these resources. On the other hand, we have seen an influx of Russian professionals following the 2022 events. These represent an interesting pool for recruitment, however it is highly volatile and dependent on attractiveness of neighbouring markets.
Another option is to hire an expat. However, such expats are only successful if they have a strong understanding and affinity with the region and the right network with the local relevant business community in a region where a lot is relationship-based. It is also important for expats to either speak the local language or at least Russian (which is still widely spoken in the region).
Energy and renewables
Advanced manufacturing
Logistics and supply chain
IT and digital skills
Engineering
Many graduates do not have the practical skills needed by employers, especially in
Where is it most difficult to hire?
- Engineering (oil & gas, mining, renewables)
- IT and software engineering
- Industrial technicians/automation specialists
- Logistics and supply chain managers
- Finance & Accounting
- Sales & Marketing (depending on the level)
- Business operations and HR
- General labor
- Service-sector jobs
- Entry-level administrative jobs
Country Differences?
- Deep pool of engineering and industrial talent, especially oil&gas
- Lower English proficiency than Armenia/Georgia, but improving
- Strong state-linked educational and technical training systems
- Shortages in IT, digital skills an private-sector mobility
Azerbaijan
- Best availability of service-sector and logistics talents
- Very good English among young professionals
- Limited engineering and manufacturing talent due to small industrial base
- Strong hospitality workforce, growing but modest IT sector
Georgia
- Strongest IT and engineering talent in the region, but small talent pool
- Good English proficiency, strong diaspora connections
- High-quality STEM education, producing capable developers and analysts
- Shortages in technical trades and logistics, plus high emigration of skilled
- workers
Armenia
- Limited local industry > fewer specialized professionals
- Many skilled workers leave for Russia
- Good supply of general labor
Kirgyzstan&Tajikistan
- Large young population
- Very high demand for engineers, logistic workers and skilled technicians
- Reforming education system but still catching up
- Many workers migrate abroad
Uzbekistan
- Best trained workforce in the region
- Strong in engineering and oil & gas
- But shortage of IT talent and specialized technicians
- Salaries are high, competition is strong
Kazakhstan
Due to a powerful combination of a strong local business understanding, hands- on business development support, governmental access on the one hand, and first-class experience in executive search and talent development, DESERT ROSE is uniquely placed to address your hiring needs.