Recruiting talent for IT & Digital role

The sector

Belgium’s IT/digital market in 2025 is robust—with strong growth forecasts despite broader economic caution. Scarce talent in cloud, AI, data infrastructure, and cybersecurity fuels keen competition. Permanent contracts dominate, but high-value freelance roles remain viable—particularly for senior tech functions. Brussels is the epicentre, followed by strategic clusters in major Flemish cities. Efficient hiring, attractive tech stacks, and clear career progression are decisive factors in recruitment success.

They don’t need to code, but they understand enough to qualify and discuss roles credibly:

Core tech areas: software development, infrastructure, cloud, data, cybersecurity, UX/UI, AI/ML, DevOps, product management.
Popular languages & frameworks: Java, Python, JavaScript/TypeScript, C#, React, Angular, Node.js, .NET, SQL, Go, Kotlin.
Cloud platforms: AWS, Azure, Google Cloud, OCI.
Methodologies: Agile, Scrum, Kanban, CI/CD.
Emerging tech: generative AI, blockchain, IoT, quantum computing basics.

We also understand the Tech-Specific Certifications such as:

Security: CISSP, CISM, CEH, CompTIA Security+.
Cloud: AWS Certified Solutions Architect, Azure Administrator, Google Cloud Professional.
Project & product: PMP, PRINCE2, CSPO, CSM.
Data: Google Data Analytics, Microsoft Certified: Data Scientist.

We also developed a strong Market & Business Acumen

Knowing supply vs. demand trends for key roles—some skill sets have <10% active candidate availability.
Awareness of salary benchmarks and how equity/stock options factor in.
Understanding digital transformation priorities in the target industry (e.g., e-commerce personalization, fintech compliance, SaaS scaling).

We are able to set up tailor-made candidate assessment centres covering:

Ability to screen for depth: distinguishing a candidate who’s “used” a tool vs. one who’s architected a solution.
Evaluating problem-solving and adaptability—crucial in tech where priorities shift rapidly.
Using technical assessments (coding challenges, take-home tests, whiteboard sessions) in partnership with hiring managers.

Our experts are able to source IT & Digital thanks to:

Deep familiarity with tech talent hotspots.
Experience with both active & passive candidate sourcing—top developers often ignore traditional job boards.
Crafting role pitches that resonate with tech talent (challenges, autonomy, growth potential > job title).

We also understand the importance of a relevant Employer Branding for Tech & Digital Talent:

Highlighting engineering culture: code review practices, tooling, agile maturity.
Showcasing innovation opportunities—hackathons, open-source contributions, R&D funding.
Addressing work-life balance & flexibility (remote/hybrid setups are major deal-breakers).