International approach
International recruiting requires more than a good job posting. Each country has its own labor market dynamics, legal frameworks and business rules, and these help determine whether a working relationship succeeds.
Here you can read what to expect by country and how we tailor our approach accordingly.
Tom – Managing Consultant Belgium
Belgium
Close, but emphatically different. Those who approach Belgium as an extension of the Dutch market quickly run into walls.
Belgium has one of the most highly protected labor markets in Europe. Trade unions play a major role and working conditions are largely fixed in sectoral collective bargaining agreements. This means that a candidate you hire in Belgium will have different expectations about contract, security and working conditions than a Dutch candidate, and as an employer you need to be well prepared before you enter the market.
Added to this are the regional differences: Flanders and Wallonia are two separate worlds in terms of labor market and business culture. Anyone operating in both regions is actually dealing with two markets. We know both and tailor our approach for each region, so that there are no surprises when it matters most.
Germany
Europe’s largest economy offers enormous opportunities, but also places high demands on how you present yourself as an employer.
German candidates expect a German employment contract with German law, not a Dutch contract with an appendix. This is non-negotiable and those who are not prepared for this lose candidates even in the finalization phase. Germany is also a country where decisions are made thoroughly: candidates take their time to consider and expect you as an employer to show the same diligence. Wanting to complete quickly is counterproductive. At the same time, the expectation of fast communication is high. Responding within 24 hours is not a favor, but the norm.
This combination of care and speed requires a specific way of guidance, in which we support you throughout the process and manage the expectations of candidates well.
Mark – Senior Consultant Germany
Erwin – Consultant France
France
Doing business in France requires patience. Not because it is difficult, but because relationships there are the basis for everything that comes after.
French labor law is strict and multi-layered: dismissal procedures are lengthy, unions are influential, and working conditions are strongly determined by sector and collective bargaining agreement. As a Dutch employer who wants to hire someone in France, you need to know this legal reality. Otherwise you will run into problems you would not have seen coming. But there is more.
French candidates orient themselves differently on a new job than Dutch candidates. Posting a vacancy and waiting doesn’t work; the best people don’t come up by themselves. They want to be addressed, and only by someone who knows the market and comes across as credible.
We do that through our local network and our knowledge of the French market, so we reach the right people and you as an employer have credibility at the table.
United Kingdom
All that glitters is not gold.” The British job market is direct and results-oriented, but anyone who thinks speaking the language and doing business in the UK are the same has read the text but missed the piece.
The British are courteous, indirect and skilled at saying yes while meaning no. Understanding culture and context is not a soft skill here. It is the key to having the right conversation with the right people.
British employment law is evolving rapidly: the Employment Rights Act 2025 brings sweeping changes to contracts, dismissal law and terms and conditions of employment. Knowing what these mean for your position as an employer makes the difference between a good start and a costly miss.
On top of that, the labor market remains one of the most volatile in Europe. Good professionals have choice. A strong employer story, clear growth perspectives and a fast decision-making process are therefore not an afterthought. They are prerequisites to retain the best people.
Roy – Senior Consultant UK
Is your market not listed, or not sure yet which country it will be?
Besides our 4 core markets, we also support projects in other countries. In our first meeting we discuss: which market suits your ambition, what the right timing is, and what international recruiting requires in your situation.
