Hiring in the Netherlands means competing for talent in a high-wage, high-skilled labor market where candidates expect transparency, clear role definition, and genuinely competitive offers. Dutch employers face tightness in technical roles—software engineers, data specialists, and skilled trades remain in short supply—while administrative and junior positions draw adequate pipelines. Many hiring managers report extended time-to-hire because candidates here conduct thorough due diligence and often juggle multiple offers. Cultural expectations favor direct communication, flexible work arrangements, and clarity on growth; vague job descriptions or slow feedback loops cost you candidates. Raffi operates natively in this environment. You post a role on your job board or ATS; Raffi conducts structured interviews with applicants in Dutch or English, gathers technical and cultural signals, and delivers ranked profiles to your calendar. We integrate directly with Workable, so your existing workflows stay intact. All correspondence and salary discussions happen in EUR, and compliance with Dutch labor-law frameworks—from probation periods to mandatory pension contributions—stays your responsibility, but Raffi removes the interviewing bottleneck. No recruitment agency fees. No per-hire costs. You control every hiring decision. If you're managing 5 open roles or 50, Raffi handles the volume: screening, scheduling, and synthesis, so you see only credible candidates ready to talk next steps.
5
Cities supported
30+
Candidate interview languages
<24 hrs
Application to first contact
Raffi calls every applicant for a 10-15 min structured interview. Not just the top 5 résumés — every one. Result: nobody good slips through.
Conversational AI interview, rubric-anchored scoring, transcripts you can read. You get a top 3-5 shortlist while competitors are still scheduling first-rounds.
SaaS pricing from $199/mo. No 15-25% of first-year salary, no per-hire kickback. Cancel anytime.
The Dutch labor market remains supply-constrained in high-skill categories. Technology, healthcare, and skilled manufacturing report persistent vacancy rates above 4 percent. Salary growth has moderated but remains above EU averages, particularly in Amsterdam and tech hubs around Eindhoven and Utrecht. White-collar sectors—finance, consulting, software development—attract strong pipelines but face high candidate expectations on work environment and compensation. Blue-collar and vocational roles show tighter supply, with logistics, construction, and healthcare services competing hard for workers. Non-EU recruitment is common but requires visa sponsorship (highly skilled migrant visas, knowledge migrant status), which extends hiring timelines by 4–8 weeks. Domestic mobility remains high; Dutch candidates often test multiple employers before commitment. Flexibility, transparent management, and professional development matter more than title or brand prestige.
Dutch hiring requires clear articulation of salary in EUR (typically monthly gross, with 13th-month bonuses common in corporate roles) and honest communication about role scope and team dynamics—Dutch candidates research companies methodically and reject roles if messaging feels misaligned. Language expectations vary: senior technical and leadership roles often demand English fluency, while customer-facing or operational roles may require Dutch proficiency or willingness to learn. Work permits are mandatory for non-EU citizens; most hiring managers must budget 4–8 weeks for visa processing if sponsorship is needed. Job boards—LinkedIn, Indeed NL, and industry-specific platforms like Werkinator—dominate discovery. Probation periods (typically 2 months, extendable to 4) are standard, and mandatory pension contributions (ABP, PGGM, or sector schemes) are employer obligations. Cultural norms favor directness over hierarchy; candidates expect regular feedback and transparent decision-making throughout the process.
Hiring AI is a high-risk system under the EU AI Act. Raffi meets the transparency, human-oversight, and audit-trail obligations: every candidate is told they're talking to AI, you review and approve every hire, and we keep transcripts + risk scores per interview.
Candidate interview recordings and transcripts are stored with explicit consent and candidate-accessible. Right-to-be-forgotten requests are honored within 30 days.
Yes. Raffi operates in 30+ languages and supports candidate calls in any timezone via self-booking — there's no per-country integration. If you can post a role from Netherlands, you can run Raffi from Netherlands.
Raffi is calibrated against the major AI-in-hiring frameworks (EU AI Act + NYC Local Law 144) and discloses AI use to every candidate before the call. For Netherlands-specific work permits and right-to-work checks, those happen outside Raffi — we screen, you verify eligibility before extending an offer.
Non-EU candidates require a residence permit. The most common route is the highly skilled migrant visa, which requires employer sponsorship and a salary threshold (roughly EUR 5,000/month gross for 2024). EU citizens have freedom of movement. Processing takes 4–8 weeks, so factor that into your hiring timeline if the candidate is outside the EU.
Dutch candidates expect salary ranges in job postings and early conversation. Withholding salary invites candidate distrust and reduces applications. Quote monthly gross salary plus any standard bonuses (13th month is common). Use EUR and specify whether the figure includes statutory pension contributions.
English is widely spoken in corporate and tech environments, especially in Amsterdam and larger cities. Technical and leadership roles rarely require Dutch. Customer-facing or operations roles often benefit from or require Dutch proficiency. Make language expectations explicit in your job posting.
Agentic recruiting is recruiting done by an AI agent that takes action on your behalf — not a chatbot or résumé summarizer. Raffi calls every applicant for a structured 10-15 minute interview, scores them against your rubric, and hands you a ranked top 3-5. The work happens autonomously.
Most agencies charge 15-25% of first-year salary as a placement fee — a $90k hire runs $13-22k. Raffi is SaaS at $199-599/mo plus per-action credits, typically landing under $10k/year for a team hiring 12 people. Same shortlist quality, no placement contract.
About 25 minutes to onboard, post your first role, and have Raffi ready to interview applicants. No engineering work, no integration project. Connect your work email, paste a JD, you're live.
Free $25 starter credit. No credit card. Screening live by tonight.