Talent & Resourcing
The right people, at the right time.
We source, screen and place IT and project management talent with you — on a contracting basis or per assignment.
Profiles
The profiles we place
We cover the full chain of an IT department, from project steering to day-to-day operation. French, Dutch and English, depending on what your team needs.
Project and service managers
People who can hold a schedule, a budget and a steering committee. Used to organisations where several stakeholders have to move at the same pace.
- Steering of IT projects and transformation programmes
- Service management and SLA compliance, within an ITIL framework
- Traditional and agile methods: PRINCE2, PMI, Scrum
- Reporting the business and the board can both read
Support & service desk
Your users' first point of contact, and often the image your IT department projects of itself. We look for procedural discipline as much as the composure to calm a user in a hurry.
- Level 1 and level 2 service desk, in French and Dutch
- Incident and request handling in your ticketing tool
- Workplace, Microsoft 365 and business application support
- Temporary reinforcement during a migration or a peak period
Infrastructure & network engineers
The people who keep the platform running: servers, network, backups. The ones nobody mentions until something falls over.
- Servers, virtualisation, storage, backup and restore
- LAN and WAN networking, Wi-Fi, VPN, segmentation and firewalls
- Microsoft and Azure environments, hybrid infrastructure
- Migrations, rollouts and on-site interventions
Security profiles
Consultants able to hold a security framework without blocking the business. Security that stops people working always ends up bypassed.
- Operational security: hardening, access management, logging
- Risk analysis and prioritised remediation plans
- Support for NIS2, ISO 27001 and GDPR programmes
- Awareness training for internal teams and phishing tests
Analysts & IT project leads
Between the business and the technical side: the people who turn a vague need into specifications a development team can work from.
- Gathering and framing business requirements
- Writing functional specifications and test cases
- Support during acceptance testing and go-live
- Change management with end users
Method
Four steps, no grey areas
You always know where your search stands, including when the news is bad.
- 01
Framing the need
We map your need and your context precisely: the role, the team receiving it, the stack, the working language, the type of engagement and the real start date.
- 02
Targeted sourcing
Sourcing within our network and our talent pools, built over more than ten years of assignments in financial institutions and the public sector. We call people we have seen work.
- 03
Qualified shortlist
Technical and personal interview, reference checks, availability and expectations verified. You only meet relevant candidates, with an honest note on their limits.
- 04
Assignment follow-up
Regular check-ins with you and with the consultant throughout the assignment. If the collaboration drifts, we organise the replacement rather than waiting for the contract to end.
Why us
Three differences that matter
A network built in the field
Our network was built inside financial institutions and the public sector, not in a purchased database. It shows on senior profiles — the ones who no longer answer mass outreach.
Both hats
We do not just place people: we deliver the technical work too. An engineer who has run infrastructure projects recognises an infrastructure engineer — and spots an embellished CV.
Three ways to engage
Permanent hire, contracting or freelance: we advise you based on how long the need lasts and where the role sits in your organisation. Terms for taking the consultant on are set in the framework agreement, not debated at the end of the assignment.
Learn more
Frequently asked questions
Send us the job description, or simply a few lines about the role. We will tell you honestly whether the profile exists in our network, and on what terms.
What is the difference between permanent hire, contracting and freelance in Belgium?
With a permanent hire, the candidate signs directly with you and joins your payroll; we handle the search and the screening. With contracting, the consultant stays under contract with the supplier and is invoiced to you per day worked: you keep flexibility on duration. With freelance, you contract with a self-employed professional who invoices through their own company. The choice depends mostly on how long the need lasts and where the role sits in your organisation.
How much does an IT contractor cost per day in Belgium?
The daily rate depends on seniority, how scarce the profile is, the length of the assignment, the languages required and how much on-site presence is expected. We do not publish a rate card: an experienced project lead and a support profile are not comparable. Describe the role and you get a realistic range before we start searching, not after.
How long does it take to find a developer in Belgium?
It depends on the stack and the level. For a common profile and a well-framed assignment, first introductions usually arrive within one to two weeks; for a scarce profile (security, ERP, data), expect longer. What slows a search most is almost never the sourcing: it is a poorly framed need or an interview process so long that good candidates sign elsewhere.
Can we hire a contractor permanently after the assignment?
Yes, and it is a frequent request that we do not block. The takeover terms — notice period, any fee, formalities — are set in the framework agreement at the start. Nobody benefits from discovering those rules at the moment the consultant wants to stay.
Which IT profiles are hardest to recruit in Belgium?
Security profiles, ERP integrators (Odoo, Dynamics 365) and genuinely bilingual cloud and infrastructure engineers are the tightest. The language requirement often weighs as much as the technical one: asking for French, Dutch and English sharply reduces the available pool. When a role stalls, we would rather suggest adjusting the scope or starting on a contracting basis than leave a position empty for six months.
Do you work across Belgium?
Yes, across the whole country. We place profiles in Flanders, Brussels and Wallonia, in French as well as Dutch, and we travel on site when the assignment calls for it.
A role to fill? Let's talk.
Send us the job description, or simply a few lines about the role. We will tell you honestly whether the profile exists in our network, and on what terms.