<p>Persistent gender disparities in labor markets raise questions about hiring discrimination and occupational segregation. While studies document gender biases in hiring across developed economies, evidence from developing countries remains mixed. This study examines hiring discrimination in Türkiye, a country with significant gender inequality in employment but limited experimental research. Through a large-scale correspondence field experiment involving 2330 job applications, our findings reveal that gender gaps at the resume screening stage are modest and context-dependent. Penalties are more likely in technical and ostensibly gender-neutral fields but are small or statistically imprecise in female-dominated occupations and among high school-educated applicants. Moreover, gender penalties intensify at callbacks. In higher-skill tracks, women receive 4–6% points fewer positive responses than their male counterparts, with the effect being strongest in technical postings. These results suggest that discrimination amplifies occupational segregation rather than operating as a uniform barrier across the market. Additional heterogeneity reveals larger penalties in areas where women are underrepresented and no statistically significant gaps in areas where women are well-represented; given the limited power in these strata, small effects cannot be ruled out. These findings suggest hiring discrimination reinforces occupational gender segregation and is shaped by industry context rather than universally hindering female employment.</p>