Entering the Dutch Life Sciences Market: What to Expect When Working with a Recruiter

I hear it all the time from candidates:

• “Will I lose control of my job search if I work with a recruiter?”

• “Are recruiters just middlemen between me and the company?”

• “Do they really add value, or just forward my CV?”

• “Can I trust that they actually have my best interests at heart?”
  
  

These concerns are understandable, especially if you’ve had mixed experiences before. But here’s the truth: a good recruiter is not a middleman. We’re a guide, advocate, and strategist who helps you unlock opportunities you might never find on your own.

In fact, research shows that up to 70% of jobs are never advertised publicly, they’re filled through networks and recruiter connections. Without the right partner, you may never even know those roles exist.

Think of recruiters as your career strategists. Our job is not to push you into the first available role, but to help you secure the right role, one that aligns with your skills, ambitions, and lifestyle.

Here’s what that looks like in practice:

• Market insight: The Dutch life sciences sector is booming, with record openings due to talent shortages. We know who’s hiring, what skills are in demand, and what company cultures are really like.

• Access to hidden opportunities: Many of the best roles in pharma, medtech, and biotech never get published. Trusted recruiters are often the first point of contact.

• Pre-vetting: You’ll only be introduced to roles that match your expertise and aspirations.

• Process support: From interview prep to feedback, salary benchmarking, and offer negotiation, we manage the details so you can focus on performing at your best.

• Relocation resources: We don’t handle relocation logistics for you, but we can connect you with networks, resources, and contacts who specialise in relocation support.

• No cost to you: Recruitment fees are paid by the hiring company, not the candidate. A reputable recruiter will always be clear about this and set expectations around how we work together.
  
  

In short, we help you avoid wasted time, ensure you’re paid what you’re worth, and give you an edge in a competitive market.

The Netherlands is known for its employee-friendly labour laws. If you’re relocating or starting your first role here, it’s important to understand the basics:

• Notice periods: Standard is one month for employees, though this can vary.

• Trial (probation) periods: Typically one month (maximum two for permanent contracts).

• Fixed-term contracts: A common starting point (7–12 months, with extensions) before converting to indefinite contracts.

• Holiday allowance: Legally required 8% of your gross annual salary, usually paid in May.

• Vacation days: Minimum of 20 days per year; most companies offer 25.

• 13th-month salary or bonus: Many companies in pharma and medtech offer either a 13th-month payment (~8.3% of salary) or a performance bonus of up to 10%, depending on seniority and package

• Work permits & 30% Ruling: For internationals, the Dutch 30% ruling allows 30% of your salary to be paid tax-free for up to 5 years if you qualify. Companies apply on your behalf, but it’s granted by the government and depends on your eligibility.
  

The Dutch system has strong protections, but you may need to adapt to different ways of working. Knowing what’s standard is your best first step to success here.

 

There isn’t just one way to work in the Dutch life sciences market. Recruiters can help you navigate setups depending on your goals, flexibility needs, and legal status.

Common misconceptions & FAQs

• Permanent doesn’t mean indefinite. It simply means you’re hired directly by the company; the first contracts are often fixed-term before moving to indefinite.

• Can I freelance as a non-Dutch national? Yes, but visa and tax rules apply. Many internationals do this successfully with the right setup.

• Will I get sick pay? Yes, if you’re on permanent or payroll contracts. Freelancers need private insurance.

• Is freelancing risky? Not in life sciences. Demand is high, contracts often get extended, and rates compensate for the lack of benefits.
  
  

A strong recruiter–candidate relationship is a partnership, and here’s what you should expect:

• Realistic preparation: Honest feedback, constructive coaching, and interview prep tailored to you.

• Transparency: On salaries, timelines, and feedback—even when it’s not what you want to hear.

• Negotiation support: Ensuring your offer is competitive and aligned with Dutch market standards.

• Two-way commitment: The process works best when both recruiter and candidate communicate openly and promptly.
  

• Guidance through complexity: The hiring process can be long and complex. Your recruiter should guide you through those moments and ensure you are always in the loop on the next step ahead.

At its best, recruitment is not transactional; it’s transformational. The right recruiter will open doors you can’t access alone, simplify complex systems (like Dutch contracts and expat benefits) and coach and advocate for you at every stage.

So if you’re planning a move to the Netherlands, or already navigating the process, this is your reminder: you deserve a recruiter who works with you, not on you.

And if you want to dive deeper, I’ve put together a white paper designed specifically for professionals and companies relocating to the Netherlands: The Ultimate Guide to Cross-Border Recruitment in MedTech - you can download it below!