A specialist EU-wide recruitment firm covering 31 European economies with both in-country local hiring and dedicated remote employees for European businesses.
European businesses hire in two very different ways. Some roles have to sit in-country: a Munich site engineer, a Milan legal counsel, a Copenhagen wind-turbine project manager. Others are indifferent to geography and are better hired remote: a full-stack engineer, a growth marketer, a bookkeeper, a customer-success lead. Most European employers we speak to have both requirements every quarter.
The recruitment industry has not caught up. In-country desk chains cover local competently but push you toward local for everything. Offshore staffing agencies cover remote competently but push you toward remote for everything. When the honest answer to a brief is a mix, or when you have both requirements simultaneously, you end up managing two vendors and translating between them.
Europe Recruitment was set up to close that gap. One firm. Both models. Honest recommendation on which fits each role. One consultant on the brief from intake through onboarding follow-up.
We place hires for European employers across 31 economies: EU-27 plus the UK, Norway, Switzerland and Iceland. Each country has its own consultant lens: sector map, key business hubs, notice-period conventions, package bands in local currency, and a country-appropriate set of recommended remote-hire source markets when the role can be done remotely.
For local hires the person joins your local entity or an appropriate cross-border structure. For remote hires we walk you through direct-hire on your entity via cross-border rules, or payroll and compliance handled by our employer-of-record partner in the talent’s home country.
Every candidate on a Europe Recruitment shortlist has been assessed against the same standard before an introduction:
The right remote source region depends on the country you are hiring for. Poland is our deepest pool for CET/CEST-aligned engineering across German, Dutch, Nordic and Central-European employers. Portugal is a top pick for GMT/WET-aligned roles for UK, Irish and Iberian employers. Romania and Ukraine extend the technical bench across the EET belt. India provides depth for engineering, data and back-office at scale. Latin America extends coverage into the later European working day for global-hours businesses. South Africa is our top English-native remote source for UK and Nordic firms. Each country page carries the region recommendation that fits the market.
Our clients include European technology companies, industrial manufacturers, financial-services firms, professional-services businesses, retail and e-commerce operators, life-sciences and pharma companies, and family-office holdings across the 31 economies we cover. Founders, GMs, department heads and hiring managers who want a shortlist that answers the brief honestly rather than one that answers the vendor’s desk shape.
A successful placement is not a signed offer letter. It is the moment eighteen months later when the site engineer has closed out a critical package on plan, when the full-stack engineer has shipped the second major release, when the growth marketer has moved CAC in the right direction three quarters in a row. That is the only outcome that matters, and it is why our published median for hires still in role at twelve months is ninety-one percent, local and remote combined.
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