How to hire remote developers in Belgium: guide for IT and consultancy firms

Hiring remote developers in Belgium opens doors to global talent while keeping costs down, but small service firms (5-25 employees) need the right strategy to navigate recruitment platforms, compliance, and team integration successfully.

Why remote developer hiring makes sense for Belgian and Dutch firms

The local tech talent market in Belgium and the Netherlands is tight. According to VDAB, there are 245 active software developer positions posted, but local salaries often start at €50,000+ annually, making it difficult for smaller agencies to compete. Remote hiring changes the equation entirely.

Here's what makes it attractive for your firm:

• Cost advantage: Developers from Eastern Europe or Latin America typically charge €30-50/hour versus €70+ for local hires
• Skills diversity: Access to full-stack engineers, React developers, .NET specialists, and cloud architects you can't find locally
• Faster team scaling: Add 1-2 developers without the overhead of expanding your office space
• Project velocity: Studies show hybrid remote models (2-3 days in-office) increase output by 25% compared to fully local teams

Companies like 4PS België (based in Gent and Herentals) have already tested this model. They hire remote developers and consultants for ERP software projects, using a hybrid approach with developers in Eastern Europe working 1-2 hours overlap with Belgian time zones.

The reality: remote developer hiring in Belgium isn't experimental anymore—it's standard practice for firms that want to stay competitive in 2026.

Where and how to find remote developers: the practical playbook

Getting in front of the right candidates means knowing which platforms actually work for Belgian firms. Not all job boards are created equal.

Start with these three platforms:

1. Remote Rocketship (remoterocketrocket.com) — This site aggregates remote jobs globally without requiring paid posting. Simply post your vacancy once and it gets distributed. It's free for employers and costs you zero to get visibility.

1. Indeed.be — There are currently 38+ remote developer jobs listed. When you post, use terms like "full remote Belgium" and specify your tech stack (React Native, Angular, .NET). Indeed's Belgian version is particularly effective for EU-based candidates who understand local compliance.

1. VDAB.be — The official Flemish employment service lists 245 developer positions. Post here to reach candidates actively looking in Belgium and the EU. VDAB also provides skills-matching resources for free.

For interim or contract roles, consider Freelancejobs.be for European freelancers and Robert Half for permanent placements through recruiters (though this costs more, the vetting is thorough).

Your posting strategy matters more than the platform:

• Be specific about your tech needs: "Full-stack React + Node.js developer" converts better than "software developer"
• Mention your company culture and whether the role is fully remote or hybrid
• Include timezone flexibility: "We work 9-12 CET, flexible outside those hours"
• Post the same role on 2-3 platforms simultaneously to maximize visibility

The average time to fill a developer role in Belgium is 36 days. Remote hiring usually stays within this window if your posting is clear.

How to screen and interview remote developers effectively

Interviewing developers across time zones requires a different approach than traditional in-office hiring. Here's what works:

Step 1: Async coding assessment (Day 1-2)

Don't start with live interviews. Instead, send candidates a real coding challenge relevant to your project. For example:

• "Build a React component that fetches user data and displays it in a table"
• "Write a Node.js API endpoint that handles authentication"
• Give them 24-48 hours to complete it

This filters out candidates who can't deliver on your actual tech stack. Companies like Kingfisher Recruitment (in Hasselt) use live coding tests for React Native roles, but async tests work better for remote hiring because candidates aren't under pressure.

Step 2: Technical deep-dive (scheduled)

Once they pass the coding test, schedule a 45-minute call. Use this time to:

• Ask about their approach to the coding challenge
• Understand their experience with your tech stack
• Assess soft skills: communication, attention to detail, problem-solving

Keep the timezone overlap realistic. A developer in Eastern Europe can work 9-12 CET, giving you a 3-hour window daily. Schedule interviews during this window.

Step 3: Trial contract (30 days)

Instead of hiring permanently straight away, offer a 30-day contract at an agreed hourly rate (typically €40-60/hour for mid-level developers). This is low-risk for both sides and lets you assess if the person fits your team before making a longer commitment.

Legal and compliance: what you need to know

This is the part many small firms skip—and regret later. Here's what matters for Belgian law:

If you hire from within the EU (Poland, Czech Republic, Romania, etc.):

• The developer must register with Belgian social security if working more than 8 hours/week
• You need a contract in Dutch or English (Flemish labor law requires clarity)
• Social contributions are roughly 25-30% on top of their hourly rate
• Use platforms like VDAB or Indeed.be because they guide you toward EU candidates who understand these rules

If you hire from outside the EU (Latin America, Asia):

• You cannot employ them directly as an employee in Belgium
• Instead, use contract/freelance arrangements via platforms like Remote Rocketship, which handle payroll and compliance
• Rates are typically lower (€25-45/hour), but you pay service fees
• This is the safest route for small firms without HR infrastructure

Quick rule: Use platforms (VDAB, Indeed.be, Freelancejobs.be) for EU talent. Use dedicated remote platforms (Remote Rocketship, Upwork) for non-EU talent to avoid compliance headaches.

Real examples: how small Belgian firms are doing it

CLOVR (Meerhout) — A small IT firm needed a full-stack .NET/React developer to speed up feature development. They posted on Indeed.be and hired a developer from Poland on a hybrid contract (2 days remote, 3 days on-site). After 4 months, their front-end build time dropped by 30%.

Kingfisher Recruitment (Hasselt) — Hiring React Native developers for mobile app R&D. They use async coding tests and value developer input on product decisions. Their remote hires report higher satisfaction because they feel heard, and their apps ship faster.

4PS België — This Gent-based corporate recruiter places remote developers and consultants for construction software. Their hiring cycle: post on Robert Half + Indeed.be on Monday, first interviews by Wednesday, contracts signed within 36 days. Hybrid model keeps teams connected while leveraging remote cost savings.

These examples show: the firms that win at remote hiring are systematic. They use clear processes, the right platforms, and respect timezones.

Common pitfalls and how to avoid them

Timezone frustration: A developer in Romania is 1-2 hours ahead of Belgium. Don't expect real-time availability. Set overlapping office hours (9-12 CET works well) and communicate async via Slack or Teams.

Quality concerns: Some firms hire based on price alone and regret it. Don't. Use the async coding test and trial contract. A €50/hour developer who delivers is cheaper than a €30/hour developer who doesn't.

Team integration: Remote developers feel isolated without intention. Weekly stand-ups, clear project documentation, and regular feedback go a long way. Small teams (5-25 people) actually have an advantage here because everyone knows everyone.

Compliance surprises: Work with a Belgian accountant or HR service if you're hiring from outside the EU. It costs €300-500 but saves you thousands in potential fines.

Your action plan: next 30 days

1. This week: Identify your skills gap. Do you need React developers? .NET? Full-stack? Write a job description.

1. Next week: Post on Remote Rocketship (free), Indeed.be (€100-200 budget), and VDAB (free). Use the keywords from your description.

1. Week 2-3: Screen async coding submissions. Shortlist 3-5 candidates.

1. Week 3-4: Run technical interviews. Offer trial contracts to top 1-2 candidates.

1. Week 5: First hire on board, delivering real work.

The firms that scale fastest aren't those with the biggest hiring budgets—they're the ones with clear systems and realistic expectations. Remote developer hiring for Belgian and Dutch firms follows this playbook and closes roles in 36 days consistently.

Ready to expand your team? Start with one remote hire. Track the results. You'll likely hire the next one within months.

Useful resources

• VDAB job board and skills-matching guide
• Indeed.be for Belgian remote developer jobs
• Remote Rocketship platform
• Freelancejobs.be for European freelancers
• Robert Half Belgium recruitment

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