Hiring someone from outside the EU: which route is right for you?
Many employers who find a good candidate from outside the EU run into the same assumption. They think there's only one way to employ that person, and that it's too expensive or too slow. In practice, you have more options. For highly skilled staff, three routes are relevant to most employers. The right one depends mainly on how often you'll do this and how quickly the person needs to start.
Route 1: become a recognised sponsor yourself
To employ a highly skilled migrant (kennismigrant), you need to be a recognised sponsor (erkend referent). You apply for this status yourself at the IND, the Dutch immigration service. The fee is €5,080, or €2,539 for companies with fifty employees or fewer. You won't get it back if the IND rejects your application. The IND has up to ninety days to decide. It's often faster, but don't build your planning around that.
For start-ups, the financial assessment can be more thorough. The IND can ask RVO, the Netherlands Enterprise Agency, to advise on the company's continuity and solvency. RVO may look at your business plan, market potential, organisation and financing. For a young company, this mainly means the preparation takes longer.
This route makes sense if you regularly hire people from outside the EU. The investment pays for itself, and you keep the process in your own hands.
Route 2: outsource the employer role
If you're hiring one person, or someone needs to start soon, you can outsource the employer role to a party that's already a recognised sponsor. That party employs the person, applies for the permit, prepares the IND file and runs the payroll. The employee works at your company, and you receive an invoice.
The advantage is that nobody has to wait for a recognition procedure before they can start. Some employers also use this route as a bridge: they apply for their own recognition and take the employee over once it comes through.
Route 3: the EU Blue Card
The EU Blue Card is a European residence permit for highly qualified workers. The main difference from the highly skilled migrant permit is that the employer doesn't need to be a recognised sponsor. Other conditions apply instead, including a degree or proven relevant work experience.
In 2026, the salary threshold for the regular EU Blue Card is €5,942 gross per month, excluding holiday pay. That's the same as the threshold for a highly skilled migrant aged thirty or over. Some recent graduates qualify for a lower threshold of €4,754 gross per month.
Processing usually takes longer than a highly skilled migrant permit through a recognised sponsor. The Blue Card is mainly an option if you're hiring one highly qualified person and don't want to go through a recognition procedure.
What every route has in common
Whichever route you choose, the IND always checks three things. The salary must meet the threshold and be in line with the market for the role. The job description must match the work the person will actually do. And the documents, such as the degree certificate and passport, must be ready on time and in the right form.
These are also the points where applications get delayed. They're easy to prepare, just not at the last minute.
Choosing your route
Three questions usually help.
How often will you do this? If you hire from outside the EU several times a year, your own recognition is the logical choice. For a single hire, outsourcing is often faster and cheaper.
How quickly does the person need to start? If the start date is within two months, your own recognition procedure won't be ready in time, unless you bridge that period.
How long has your company existed? Young companies can face a more thorough financial assessment, which takes extra preparation and time.
Not sure which route fits your situation? Book a call and we'll walk you through the options.
