Finding staff in Brussels is challenging due to a combination of mobility issues and growing expectations around remote work. Candidates increasingly factor in their daily commute when evaluating a job offer, and a Brussels location is seen as a disadvantage by many. In this article, we answer the most frequently asked questions about this issue and give employers concrete tools to attract strong talent nonetheless.
How does Brussels traffic affect candidate decisions?
Brussels traffic has a significant impact on candidate decisions: a daily commute of one to two hours in congestion weighs more heavily for many people than a higher salary or an interesting role. Brussels ranks among the most congested cities in Europe, and candidates who live outside the city factor in commute time as a hidden cost of the job.
What this means in practice for employers: a vacancy in Brussels automatically attracts fewer candidates than a comparable role in a suburban municipality or a city with better accessibility. Candidates who live further away drop out of the application process more quickly as soon as they see the location. And candidates who do accept the job are quicker to move on to an employer who is closer or offers more flexibility.
Public transport accessibility provides partial relief, but it is not a realistic option for everyone. Candidates from Walloon Brabant, Hainaut, or further afield in Flanders often have no direct connection, meaning the train or bus extends rather than shortens their commute. The result: the effective recruitment catchment area around Brussels is smaller than employers typically assume.
Why do employees increasingly choose remote work over a Brussels-based job?
Employees increasingly choose remote work because it saves them time, money, and energy. A job that requires commuting to Brussels three to five days a week competes directly with roles that are largely home-based. For many candidates, the ability to work from home is no longer a perk — it is a baseline expectation.
Since the accelerated adoption of hybrid working, the norm in the Belgian labor market has shifted. Mid-level and senior candidates expect an average of two to three days of remote work per week as standard. Employers who do not offer this are quickly ruled out in comparison to competitors who do — even when the salary or role content is more attractive.
Brussels plays a dual role in this dynamic. On one hand, the city is an appealing place to work, home to many international companies and a wide variety of roles. On the other hand, the mobility challenges make every day in the office relatively more burdensome than in other cities. Candidates who have a choice are therefore quicker to opt for a hybrid or fully remote position than for a job requiring five days of presence in Brussels.
Which profiles are hardest to find in Brussels?
The hardest profiles to find in Brussels are mid- to senior-level roles in finance, IT, legal, HR, and operations. These are candidates who are already employed, well compensated, and unlikely to change jobs unless the overall proposition is right. The combination of talent scarcity in the labor market and Brussels’ mobility challenges makes finding these profiles especially difficult.
In practice, we see the following roles proving hard to fill:
- Finance managers and controllers with knowledge of Belgian regulations
- HR business partners and talent acquisition specialists
- IT profiles such as project managers, business analysts, and data professionals
- Legal counsels and compliance officers
- Operations and supply chain managers
What these profiles have in common: they are scarce, they are actively approached by multiple employers simultaneously, and they can afford to be selective. A Brussels location without sufficient flexibility is often a dealbreaker for them. Employers looking to attract these candidates need to go beyond a standard job posting and actively build a compelling overall offer.
What can employers do to attract talent in Brussels?
Employers in Brussels can attract talent by actively lowering the mobility barrier and offering an overall proposition that goes beyond salary alone. Candidates weigh the full employment experience, and employers who consciously address this set themselves apart from competitors who compete on pay alone.
Practical measures that make a difference:
- Offer hybrid working as the default, not the exception. Communicate this proactively in the job posting and during the first interview.
- Provide a mobility budget or company transport as an alternative to a company car. Candidates who commute by train appreciate full reimbursement or a mobility allowance.
- Introduce flexible hours so candidates can avoid peak traffic. Leaving at 7:00 a.m. or 9:30 a.m. means avoiding the worst congestion.
- Deliberately broaden the recruitment catchment area. Think beyond candidates already living in Brussels or the immediate surroundings, and consider people further afield who are willing to commute two or three days a week.
- Strengthen employer branding with concrete information about workplace culture, flexibility, and growth opportunities. Candidates are not just looking for a job — they are looking for a workplace that suits them.
Employers who combine these elements find they reach a larger pool of candidates and that candidates are quicker to say yes. The goal is not to obscure the Brussels location, but to actively offset its disadvantages with a proposition that genuinely stacks up.
When is a specialized recruiter the right choice for Brussels vacancies?
A specialized recruiter is the right choice when your vacancy is difficult to fill through standard channels, when discretion is required, or when you lack the time or market knowledge to actively approach the right candidates. For mid- to senior-level roles in Brussels, that is more often the case than employers expect.
The added value of a specialized recruiter comes down to three things. First, a good recruiter has access to candidates who are not actively looking but are open to the right opportunity. Second, a recruiter with local market knowledge understands salary ranges, candidate expectations, and the competitive positioning of your offer. Third, a recruiter saves you time: instead of sifting through hundreds of CVs, you receive a focused shortlist of candidates who are a genuine fit.
For Brussels vacancies, local expertise is particularly relevant. The Brussels labor market has specific characteristics: bilingualism or trilingualism plays a role, the mix of national and international companies shapes candidate expectations, and the mobility barrier calls for a targeted approach throughout the recruitment process. A recruiter who understands that context can both select candidates more effectively and motivate them more successfully to enter into conversation.
How we help you find staff in Brussels
We understand that finding staff in Brussels is challenging — particularly for mid- to senior-level roles where candidate expectations are high and the mobility barrier is real. Our approach is practical and results-driven:
- We thoroughly map your vacancy and organization before we begin searching
- We actively approach candidates who are not listed on job boards, through our network in Brussels and Flemish Brabant
- We screen on role fit, cultural alignment, and willingness to commute, so you don’t waste time on candidates who drop out
- We provide a focused shortlist with in-depth candidate profiles rather than a stack of CVs
- We advise you on salary benchmarks, market expectations, and how to position your offer competitively
Whether you are looking for a permanent hire or strategic reinforcement for your team, Skill&Will supports you with in-depth market knowledge and a people-first approach. Want to know how we can help in practice? Get in touch and we will explore the possibilities together.
