Dutch Hiring Reality: What do interviews actually measure?

Over time recruiting IT professionals in the Netherlands, I’ve noticed something interesting that I would like to share, that migh help my followers navigate to the Dutch tech job market better.

Some technically strong developers don’t make it past the 1st interview, and it’s rarely about coding.

Why does it happen?

1️⃣ It’s not just about technical skills.

In many Dutch companies (especially consultancies), hiring decisions go beyond technical ability. Interviewers also look for signals like:

• Clear communication

• Autonomy and ownership

• Stakeholder/client interaction

• Cultural fit (how you collaborate day-to-day)

If someone writes great code but can’t explain their thinking clearly, it creates risk for the team.

2️⃣ The “Consultancy factor”.

• Many engineers I recruit will eventually:

• Work directly with clients

• Join stakeholder meetings

• Represent the company externally

So there’s often a hidden interview question: “Would I confidently put this person in front of a client?”

If the answer is uncertain, even very strong engineers may not move forward.

3️⃣ Cultural differences matter

As someone who moved to the Netherlands myself, I often notice patterns among international candidates:

• Overly formal communication

• Long explanations, indirect answers

• Avoiding disagreement

• Not asking clarifying questions

But Dutch work culture values directness, clarity, and constructive debate.

It’s less about hierarchy, more about transparency.

4️⃣ My QA lens

Before moving into tech recruitment, I spent more than 10 years working as a QA engineer. That experience shaped how I evaluate candidates today.

Great engineers often stand out because of:

• Structured thinking

• Clear explanations or a concrete example (STAR methods)

• Logical and precise breakdowns

• Connecting with the interviewer

Unfortunately, many strong developers struggle in interviews not because they lack skills, but because they lack structured communication.

5️⃣ What to do to win an interview in the Netherlands:

• Prepare a concise intro (30–45 seconds)

• Use STAR for real examples (impact + decisions + tradeoffs)

• Learn the difference: consultancy vs product expectations

• Show ownership (what you decided, improved, prevented)

  
  

💡 Technical excellence gets you shortlisted.

💡 Communication and cultural alignment get you hired.

What’s the biggest interview challenge you’ve seen in Dutch tech hiring? Are there about communication, culture... or something else? I'd love to hear. 👇