Navigating startup growth in the Netherlands: How to successfully scale your team

A startup’s initial team, particularly the first 20 hires, plays a critical role in shaping the company’s trajectory. However, amid establishing your company culture, securing funding, and fine-tuning your core business, hiring can feel like just one of many pressing priorities.

From our experience helping businesses establish their foundational teams in the Netherlands, here’s what we’ve learned.

Understanding Dutch labour laws

First things first—you need an expert who can navigate complex Dutch labour laws. Before you start hiring, ensure that contracts, working hours, and employee rights are fully compliant. The Netherlands has strict regulations, from mandatory vacation days to detailed dismissal procedures.

A HR partner with experience in Dutch employment laws can help you streamline this process, ensuring compliance and preventing costly mistakes.

Your employer branding and company culture are key

When we support startups with recruitment, we always emphasise the importance of selling the vision. You’re not just offering a job; you’re inviting talent to join a mission-driven startup from the ground up.

Showcase your company culture, highlight career growth opportunities, and communicate the impact employees can have in your company’s journey. Candidates—especially in the Netherlands—value meaningful work, a healthy work-life balance, and a strong sense of belonging.

Who do you need to hire?

Before you start hiring, take a step back and evaluate your current team. Conducting a workforce audit helps identify skill gaps, workload distribution, and future hiring needs. This ensures you bring in the right talent to support your growth without overextending resources.

Startups that succeed in the Dutch market embrace flexibility in their hiring strategy. We often recommend starting with temporary hires, which allows you to scale quickly without the long-term commitment of permanent contracts.

• Temporary hires allow you to scale your team quickly without the long-term commitment of permanent contracts.
• As your company stabilises, you can reassess your workforce needs and decide whether to transition temporary roles into permanent positions.
• Startups often need specific expertise for short-term projects, such as launching a product or implementing new tech. Temporary hires bring specialised skills allowing you to stay agile and competitive.
• Staffing agencies handle payroll, contracts, and compliance if you hire interim employees through them. This reduces your administrative burden and allows you to focus on scaling.

Staying competitive when you can’t afford it

While you may not be able to match the salaries and perks of other competition for talent on the market, focus on what you can offer.

• Flexible working arrangements – The Netherlands has a strong remote and hybrid work culture.
• Professional development – Offer training, mentorship, or budget for courses.
• Future incentives – Be transparent about how your benefits package will evolve as the company grows.

Startups that communicate their long-term vision clearly and offer an engaging work environment can still attract top-tier candidates.

Multi-channel recruitment 

The best hiring strategies involve a multi-channel approach. To reach the right candidates, use a mix of:

• Your career page.
• Online job boards (e.g. IamExpat, Indeed, Nationale Vacaturebank).
• Networking events, and personal referrals.
• Social media platforms.
• A recruitment partner

Creating an interview process

Candidates in the Netherlands appreciate transparency during the entire recruitment and interview process. A pleasant process involves open lines of communication, even when being rejected. The interview process itself can highly depend on the type of role and level of seniority you intend to hire for, but generally advise:

Before you start interviewing

• Use pre-interview questions during the application to filter candidates efficiently 
• Conduct initial phone screenings to get a first impression of an applicant

Interview structure

• Plan interviews thoroughly, reviewing resumes and cover letters
• Ask open-ended questions that encourage discussions
• Evaluate problem-solving abilities and expertise in the field.
• Understand past performance and cultural fit (e.g., “Describe a challenging situation you faced and how you managed it.”).
• Assess how candidates would handle hypothetical scenarios related to the role.
• Involve team members in the hiring process

Remember, a well-structured interview process doesn’t mean slow hiring. It means efficient filtering and informed decision-making.

Is your onboarding plan in place?

Startups are fast-paced and ever-evolving, which means structured onboarding can be overlooked. However, a poor onboarding experience can lead to high turnover.

Before hiring, ensure you have a clear onboarding process in place:

• Who will new hires report to?
• How will you measure their success?
• Do they have the tools and resources needed to do their job effectively?
• How will they be introduced to your company culture?
• What initial training will they receive?
• How will feedback be gathered and provided?

Building a startup team in the Netherlands is about more than just filling roles—it’s about strategically shaping the foundation of your company. By understanding Dutch labour laws, strengthening your employer brand, embracing flexibility in hiring, and ensuring a strong onboarding process, you set yourself up for long-term success.