What to Expect at a Job Interview in the Netherlands (2026)

So you've done the hard part. You reformatted your CV, wrote a motivatiebrief that doesn't sound like a robot, sent out a dozen applications, and then one morning you open your inbox and there it is: "We'd like to invite you for an interview." Your heart rate goes up. You start googling "Dutch interview tips" at 11pm. You're here now.

Good. Because Dutch interviews are different. Not harder, not easier — just different from what you're probably used to. The dress code is different, the questions come in a different order, the whole vibe is different. And if nobody tells you that beforehand, you'll walk in expecting one thing and get another.

Let's walk through the whole thing so there are no surprises.

How Dutch interviews are different

If you've interviewed in the US, the UK, or most of Asia, the Dutch approach is going to feel... informal. Maybe surprisingly so. That's by design. The Netherlands has a flat work culture, and interviews reflect that. You're not being grilled by a panel of executives behind a mahogany desk. You're having a conversation with someone who might end up being your colleague.

Here's a quick side-by-side of what to expect:

The biggest mindset shift: a Dutch interview is a two-way street. You're expected to ask questions, push back, and evaluate whether you want to work there. Sitting quietly and saying "yes sir, sounds great" to everything will actually work against you. They want to see that you have opinions and that you're genuinely thinking about fit.

The typical process (and realistic timelines)

Every company is different, but the most common interview process in the Netherlands looks something like this:

1. Phone screen (15–20 minutes)

Usually with a recruiter or HR person. They'll check the basics: are you legally allowed to work here, what are your salary expectations (yes, already), when can you start, and a quick sense check on whether your background matches the role. This is a filter, not a deep dive. Be warm, be clear, have your numbers ready.

2. First interview (45–60 minutes)

Typically with the hiring manager, sometimes with one team member joining. This is the real conversation. They'll ask about your experience, your motivation for the role, and how you work. Expect it to feel more like a chat than an interrogation. They'll also leave time for your questions — and they pay attention to what you ask.

3. Case study or assessment (varies)

More common at larger companies, consultancies, and multinationals. This might be a take-home assignment, a case presentation, a personality test, or a skills assessment. Not every company does this — startups and SMEs often skip it entirely. More on this below.

4. Second interview (45–60 minutes)

This is usually about team fit. You might meet more of the team, or speak with someone more senior. Some companies use this round to go deeper on technical skills. Others just want to see if you vibe with the people you'd be working with every day. At some Dutch companies, particularly startups, the team actually gets a vote on whether to hire you.

5. Offer

If they want you, they'll usually call first, then follow up with a written offer. Dutch offers tend to include the full package: salary, holiday allowance (8% on top of your salary — this is standard and sometimes surprises people), pension contribution, travel allowance, and vacation days. You can negotiate. More on that in our salary negotiation guide. And if you've been recruited from abroad, ask about the 30% ruling — it could add hundreds of euros to your monthly take-home.

The whole thing — from first phone call to offer — typically takes 2 to 4 weeks. Dutch companies generally move faster than big corporates elsewhere, but slower than Silicon Valley startups that want to close you in 48 hours. If you haven't heard back after a week at any stage, following up is perfectly fine. They won't think you're pushy. They'll probably appreciate the reminder.

Common questions — and what they really mean

Dutch interviewers tend to be straightforward, but that doesn't mean there isn't subtext. Here are the questions you'll almost certainly get, and what's actually behind them.

"What are your salary expectations?"

This comes early. Usually in the phone screen, sometimes in the first interview. They're not being aggressive or trying to lowball you — they genuinely don't want to waste your time (or theirs) if you're 20K apart. Have a number. We'll go deeper on this below.

"Why the Netherlands?"

Translation: "Are you going to stay?" Dutch companies invest in onboarding, work permits, and integration. They want to know you're here for real, not passing through for six months before heading to Berlin. Talk about what drew you here. Talk about what keeps you here. If you're learning Dutch, mention it. If your partner is Dutch or has a job here, mention that too. They want stability signals.

"Where do you see yourself in 5 years?"

They ask this everywhere, but Dutch people take it literally. Don't give some aspirational speech about wanting to be CEO. Be realistic. "I'd like to grow into a senior role in this area" or "I'm interested in eventually moving toward team leadership" — that kind of thing. Honesty scores higher than ambition here.

"What would your colleagues say about you?"

They're testing self-awareness, not fishing for compliments. The worst answer is a humble brag. The best answer shows you know your strengths and your edges. "They'd say I'm reliable and good at keeping projects on track. They'd also say I can be too detail-oriented sometimes and need to be pulled back to the big picture." That's a real answer. That's what they want.

"Do you have questions for us?"

They genuinely expect questions. This isn't a formality. Asking nothing is a red flag in the Netherlands — it signals you're not really thinking about whether this is the right place for you. Ask about the team dynamics. Ask what a typical day looks like. Ask what success in this role looks like after 6 months. Ask about the thing in the job description that confused you. Be curious. That's all they're looking for.

The salary question in round 1

This deserves its own section because it throws almost every expat off the first time.

In most countries, salary is a final-round topic. You dance around it for weeks, then negotiate at the end once they've already decided they want you. In the Netherlands, expect the question in your very first phone call. Sometimes it's literally the second or third thing they ask.

This is not rude. It's practical. The Dutch approach is: why would we both invest hours in interviews if we're not even in the same ballpark? It's actually respectful of your time, once you adjust to it.

But you need to be prepared. If you stammer or say "I'd rather not discuss that yet," it reads as evasive. Here's how to handle it:

• Research beforehand. Check glassdoor.nl, levels.fyi, and payscale for benchmarks in your field and city. Amsterdam salaries are higher than Eindhoven. Tech pays differently than marketing. Know the range for your role.
• Give a range, not a single number. "Based on my research and experience, I'd expect something between 55,000 and 65,000 — but I'm open to discussing the full package including benefits." This shows you've done your homework without boxing yourself in.
• Remember the 8% holiday allowance. Dutch salaries are often quoted as a gross annual amount, and the 8% vakantiegeld (holiday allowance) may or may not be included. Always ask: "Is that including or excluding holiday allowance?" It makes a real difference.

For a deeper dive into how to negotiate your offer once you get one, read our Dutch salary negotiation guide.

What to wear (and what not to)

The Netherlands is one of the most casually dressed professional cultures in Europe. This confuses a lot of expats who show up in a full suit and immediately feel overdressed.

Here's the general rule: smart casual is the default. For most interviews — tech, marketing, media, startups, even most corporate roles — jeans with a nice shirt or blouse works perfectly. A blazer without a tie is solid for more formal settings. Clean sneakers are fine in most places.

A few nuances:

• Tech companies and startups: Wear what you'd normally wear to work. Seriously. Nobody will judge you for jeans and a clean sweater. Overdressing might actually make you seem like a poor culture fit.
• Corporate, banking, legal, consultancy: A bit more polished, but still below US or UK standards. A blazer, nice trousers, closed shoes. No need for a full suit unless it's a very traditional firm.
• Creative industries: Express yourself. They want to see personality. Just look put-together.

The key principle: look like you put thought into it without looking like you're trying too hard. Dutch people notice both extremes — showing up in a rumpled t-shirt says "I don't care," but showing up in a three-piece suit says "I don't get this place." Aim for the middle. When in doubt, check the company's Instagram or team photos on their website. That'll tell you everything.

Dutch directness in interviews

You've heard that Dutch people are direct. In an interview, this shows up in ways that can feel jarring if you're not expecting it.

"We're concerned about your lack of experience in X." In many cultures, that's basically a rejection wrapped in polite language. In the Netherlands, it's an invitation. They're telling you their concern so you can address it. This is your chance to say "That's fair — here's how I'd close that gap" or "Actually, I do have experience in that area, let me give you an example." They want you to push back.

"We're not sure this role is the right fit." Again — not necessarily a no. Sometimes they're thinking out loud. Sometimes they're testing whether you'll advocate for yourself. Don't crumble. Respond thoughtfully.

The flip side is that they expect the same directness from you. If something about the role doesn't appeal to you, say so. "I'm really interested in the strategic part of this role, but I noticed the job description mentions a lot of admin work — can you tell me more about the split?" That kind of honesty isn't risky here. It's valued. Pretending everything is perfect and nodding along to everything reads as inauthentic, and Dutch people have a very good radar for that.

Assessment rounds and case studies

If you're interviewing at a larger company, a consultancy, or a multinational with a Dutch office, there's a decent chance you'll encounter some kind of assessment. This can take several forms:

• Personality or psychometric tests — Common at Dutch corporates. They might use tools like DISC, MBTI, or proprietary assessments. Don't overthink these. Answer honestly. There's no "right" personality.
• Case presentations — You're given a business problem and asked to present your analysis and recommendations to the team. Consultancies love this. So do product and strategy roles.
• Take-home assignments — A work-from-home task that simulates the actual job. Might be writing a marketing plan, building a small feature, or analyzing a dataset. Usually comes with a deadline of a few days to a week.
• Team presentations — Some companies ask you to present to the team you'd be joining. This is partly about your skills and partly about seeing how you interact with the group.

A few tips for navigating these:

• Ask about time expectations upfront. "How many hours should I expect to spend on this?" is a completely reasonable question. Good companies will tell you. If they expect 20 hours of free work, that's a red flag about the company, not about you.
• Treat it as a sample of how they work. Are they organized? Did they give you clear instructions? Is the team friendly during the presentation? This tells you a lot about what working there would actually be like.
• Don't be surprised by the format. Dutch companies are pragmatic. If they think a case study is the best way to evaluate you, they'll use one. It's not a trick or a power move — they genuinely want to see how you think.

After the interview

Here's the part that surprises Americans the most: you don't need to send a thank-you note.

In the US, skipping the post-interview thank-you email is practically a cardinal sin. In the Netherlands, it's just... not a thing. Nobody expects it. Nobody's tracking whether you sent one. If you want to send a quick "Thanks for your time, I enjoyed the conversation" email — that's perfectly fine. It won't hurt. But it also won't move the needle. Don't stress about it.

What you can do: follow up if you haven't heard back. A week after your interview, a polite "Just checking in on the timeline" email is completely normal and won't annoy anyone. Dutch companies appreciate directness, remember? If anything, they'll respect that you're organized enough to follow up.

And here's maybe the best thing about Dutch interview culture: they'll give you honest feedback if you ask. This is genuinely unusual. In most countries, a rejection comes with a vague "we decided to go with another candidate" and that's it. In the Netherlands, if you reply with "Thanks for letting me know — would you be able to share any feedback on my interview?" you'll usually get a real answer. "We felt your technical skills were strong but we needed someone with more leadership experience." "You were great but another candidate had more direct industry experience." Actual, useful information.

That kind of feedback is gold. Use it. Adjust. Apply it to the next one.

Go land that interview

You've got the knowledge now. You know what to expect, what to wear, what to say when they ask about salary in the first five minutes, and what to do when Dutch directness catches you off guard. The rest is practice and confidence — and both of those come from actually doing it.

If you're still working on your application materials, we've got you covered. Read our guide to formatting your CV for the Dutch market, learn how to write a motivatiebrief that actually works, or grab our free Dutch CV template and get started today. And once you get that offer, make sure you understand your Dutch work contract before you sign.

You've already done the hardest part — moving to a new country and putting yourself out there. The interview is just a conversation. You've got this.