inter SL recruits people who work in more than one language. Six specialisms, eight language desks, and a language level that is tested by a consultant who speaks it rather than copied off a CV. Placement runs across the Netherlands, Belgium, Germany and the wider EU.
Multilingual hiring fails in a specific way. The shortlist looks right, the language turns out to be conversational rather than professional, and the role reopens a quarter later. Every candidate we send carries a CEFR level per skill, so you can see whether someone can hold an escalation call or only answer written tickets.
Native-speaker support, service desk and back-office teams for shared service centres covering several European markets from one location.
Commercial hires who sell in the buyer's own language, from inside sales desks through to country managers opening a new market.
Engineering and IT hires where the working language is English but stakeholder management, support or compliance runs in a local language.
Finance hires that need both the local statutory framework and a second or third working language for group reporting.
Freight, planning and warehouse leadership for operations that move goods across borders and speak to carriers and customs in several languages.
Regulated and technical roles where documentation, audits and authority contact happen in the local language.
Other languages are covered on request through the partner network. Ask before assuming a combination is out of reach.
Multilingual recruitment is the sourcing, assessment and placement of candidates who work in more than one language. It differs from ordinary recruitment because language ability has to be tested rather than taken from a CV, and because the candidate pool for a given language often sits outside the country where the job is based.
Every candidate is screened by a consultant who speaks the target language, and the level is recorded against the CEFR scale from A1 to C2. We report the level for speaking, writing and reading separately, because a role that answers written tickets and a role that handles escalation calls need different things.
We run desks for German, French, Dutch and Flemish, Spanish, Italian, the Nordic languages, Polish, Czech and Slovak, and Portuguese, placing into the Netherlands, Belgium, Germany and the wider EU. Other languages are covered on request through the partner network.
A common language such as German or Dutch in a well-supplied market typically produces a shortlist within two weeks. A scarce combination, for example Finnish plus a regulated technical skill, is a search rather than a recruitment assignment and should be planned over six to twelve weeks.
Yes. Multilingual hiring usually means moving someone across a border, so the process covers relocation planning, the 30 percent ruling where it applies in the Netherlands, and the permit route for candidates from outside the EU.
Send the role and the language combination. You get a view on whether it is a two-week shortlist or a twelve-week search before anyone signs anything.
Get in touch