Engineering & Technical Sales Recruiters in Belgium
Building a sustainable technical sales & engineering team in Belgium?
With deep market knowledge, local candidate networks, and a proven track record across Europe, Mase Consulting makes it simple to attract and hire high-performing professionals in Belgium.
Whether you’re expanding into new Belgian territories or strengthening your existing presence, we provide the specialist recruitment support you need to grow your team with confidence.
Speak to a Recruitment Expert
Providing a bespoke technical sales & engineering recruitment strategy.
If you’re expanding into Belgium and need to grow your commercial or engineering team, you might be considering outsourcing to an agent. But there’s another way: partnering with a specialist technical sales and engineering recruiter in Belgium to build a high-performing, in-house team.
At Mase Consulting, we help you identify, attract and retain local professionals who understand the Belgian market, speak your customers’ language, and align with your long-term business goals.
As well as a dedicated recruiter, you will also have access to our other services such as Candidate Behavioural Assessments and Salary Benchmarking.
SUCCESSFULHIRES
2000+
talented individuals
placed in UK, Europe, Middle East, North America & Asia.
CUSTOMER SATISFACTION
5 star
rating on Google, attesting to our commitment to excellence.
ASSIGNMENTS DELIVERED
92%
of assignments we’ve received have been successfully placed.
MARKETEXPERTS
15 Years +
of experience as trusted industry specialists.
QUALITYCANDIDATES
91%
of CVs we send to clients secure interviews.
Why Hire Local Talent in Belgium?
Building Trust
Over 80% of Belgian companies prefer to work with businesses that have a localised presence. A local team builds credibility, removes language barriers, and shows long-term commitment to the market.
Growing Revenue
Hiring professionals with local knowledge allows you to tap into established networks, navigate complex buying processes, and spot new opportunities ahead of your competitors.
Retaining Relationships
With in-country support and service engineers, you can respond quickly to issues, build trust through aftercare, and create strong customer relationships that drive repeat business.
Why Hire Local Talent in Belgium?
We support companies across Belgium’s key commercial and engineering regions, from major cities to specialised industrial hubs. Whether you’re hiring in a well-known business centre or a niche manufacturing location, we have the experience and reach to help. Our recruitment services cover locations including:
- Brussels
- Antwerp
- Ghent
- Bruges
- Leuven
- Liège
- Namur
- Mons
How our retingency approach addresses recruitment challenges:
Upfront Costs
Expanding in Begium often requires a specialist recruiter, but traditional retained models ask for upfront costs before results. With our Retingency service, you get all the benefits of a retained search (dedicated account manager, headhunting, strategy) but only pay when we deliver a successful placement.
No financial risk. No compromise on quality.
Lack of Candidate Insights
When hiring in a new country like Belgium, guessing isn’t an option. That’s why we include behavioural assessments in our process at no extra cost. It gives you deeper insight into how a candidate thinks and works, helping you avoid costly mis-hires and make better decisions, backed by data, not just CVs.
Continuity
Many contingency recruiters focus on volume, not value, especially across borders. We take a different approach. With Retingency, you get a dedicated account manager and a team who have a deep understanding of your industry and goals. We’ll align closely with your needs and deliver culturally and commercially suitable candidates across Belgium.
Other Countries we recruit in.
Our current vacancies in Belgium
See how our services could benefit your business.
If you’re seeking a technical sales and engineering recruitment partner or looking for insights into salary and compensation packages in Belgium, we suggest scheduling a chat with one of our specialists.
To book a discovery call with one of our experts, simply click on the relevant tab below and submit your details.
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Frequently Asked Questions About Recruitment in Belgium
Find answers to common questions about technical sales and engineering recruitment in Belgium. Our FAQs explain how Mase Consulting helps employers attract high-performing professionals and supports candidates navigating this multilingual and innovation-driven market.
We recruit professionals across mid to senior levels in both technical and commercial disciplines. This includes Sales Engineers, Product Managers, Service Engineers, Technical Managers, Business Development Managers, and Engineering Directors across industrial automation, process control, electronics, and manufacturing sectors.
Belgium’s biggest hiring challenge is its multilingual, regionally divided workforce. Employers often need candidates fluent in Dutch, French, and English — a rare combination, especially in customer-facing technical sales. Additionally, engineering shortages persist in key sectors like chemicals, machinery, and logistics technology, where demand far exceeds supply.
It’s extremely competitive. With unemployment among engineers sitting below 2%, many professionals are already employed in secure, long-term roles. This means proactive headhunting, strong branding, and competitive compensation are essential for attracting talent.
Most roles take between 6 and 10 weeks to complete. We typically deliver a qualified shortlist within 7 to 14 days. However, complex roles requiring trilingual skills or niche technical expertise may extend timelines.
Belgian professionals value job security, fair compensation, and an employer who respects work-life balance. They expect clear communication and structured career progression. Transparent leadership and tangible benefits like meal vouchers, company cars, and flexible hours are often deciding factors.
Our Salary Benchmarking service provides precise, localised pay data segmented by region and language. It helps employers set competitive offers, especially in sectors where salary norms differ between Flanders, Wallonia, and Brussels.
We combine local insight with international reach. Our consultants understand Belgium’s multilingual market and tailor searches by region and language to ensure clients receive qualified, culturally aligned candidates.
Yes. We regularly support global firms expanding into Belgium, helping them hire their first Sales Engineer, Service Engineer, or Country Manager. We also advise on regional employment nuances and compensation expectations.
Belgium’s recruitment environment is uniquely complex because of its three languages, three regions, and diverse industries. A candidate who thrives in Ghent may not fit seamlessly into Liège or Brussels. Success here relies on understanding cultural differences, tailoring communication, and offering flexibility to appeal across linguistic lines.
Yes — it’s one of the biggest hiring challenges in Belgium. The country’s split linguistic landscape means most candidates are fluent in either Dutch or French, but not both. Adding English proficiency (often required by international employers) narrows the pool even further.
Trilingual professionals who can manage customer relationships across Flanders, Wallonia, and Brussels are in high demand, especially in technical sales and key account management roles. These candidates often receive multiple offers and expect competitive packages.
Employers who offer flexibility — such as regionally focused roles, hybrid setups, or bilingual customer coverage models — are more successful at securing top talent without limiting themselves to a tiny trilingual candidate pool.
Benefits carry significant weight in Belgian recruitment. Candidates often evaluate the total package, not just base salary. Common expectations include meal vouchers, eco vouchers, company cars or allowances, insurance, flexible hours, and hybrid work options.
For many technical sales and engineering professionals, a company car remains one of the most decisive benefits — particularly for roles that involve frequent travel between regions. Pension contributions and extra leave days are also valued highly.
Benefits carry significant weight in Belgian recruitment. Candidates often evaluate the total package, not just base salary. Common expectations include meal vouchers, eco vouchers, company cars or allowances, insurance, flexible hours, and hybrid work options.
For many technical sales and engineering professionals, a company car remains one of the most decisive benefits — particularly for roles that involve frequent travel between regions. Pension contributions and extra leave days are also valued highly.
Employers who communicate a clear, structured benefits package up front — and who tailor perks to regional norms — often gain a competitive edge in attracting and retaining skilled technical professionals.
of the biggest hiring challenges in Belgium. The country’s split linguistic landscape means most candidates are fluent in either Dutch or French, but not both. Adding English proficiency (often required by international employers) narrows the pool even further.
Trilingual professionals who can manage customer relationships across Flanders, Wallonia, and Brussels are in high demand, especially in technical sales and key account management roles. These candidates often receive multiple offers and expect competitive packages.
Employers who offer flexibility — such as regionally focused roles, hybrid setups, or bilingual customer coverage models — are more successful at securing top talent without limiting themselves to a tiny trilingual candidate pool.
Yes — it’s one
Benefits carry significant weight in Belgian recruitment. Candidates often evaluate the total package, not just base salary. Common expectations include meal vouchers, eco vouchers, company cars or allowances, insurance, flexible hours, and hybrid work options.
Standing out in Belgium’s compact but competitive talent market requires clarity, authenticity, and speed. Employers that succeed tend to:
Clearly outline career development and training opportunities — Belgian professionals value long-term stability and upskilling.
Communicate in the candidate’s preferred language and adapt their tone for each region.
Move quickly — delayed interview feedback is a major reason candidates accept other offers.
Promote company culture, not just the job title. Engineers and technical salespeople are drawn to businesses that demonstrate purpose, innovation, and respect for work-life balance.
Even small improvements — like a personalised hiring approach or locally adapted job descriptions — can make a significant difference when competing against larger, established employers in Belgium’s limited talent pool.
Benefits carry significant weight in Belgian recruitment. Candidates often evaluate the total package, not just base salary. Common expectations include meal vouchers, eco vouchers, company cars or allowances, insurance, flexible hours, and hybrid work options.
For many technical sales and engineering professionals, a company car remains one of the most decisive benefits — particularly for roles that involve frequent travel between regions. Pension contributions and extra leave days are also valued highly.
Employers who communicate a clear, structured benefits package up front — and who tailor perks to regional norms — often gain a competitive edge in attracting and retaining skilled technical professionals.
of the biggest hiring challenges in Belgium. The country’s split linguistic landscape means most candidates are fluent in either Dutch or French, but not both. Adding English proficiency (often required by international employers) narrows the pool even further.
Trilingual professionals who can manage customer relationships across Flanders, Wallonia, and Brussels are in high demand, especially in technical sales and key account management roles. These candidates often receive multiple offers and expect competitive packages.
Employers who offer flexibility — such as regionally focused roles, hybrid setups, or bilingual customer coverage models — are more successful at securing top talent without limiting themselves to a tiny trilingual candidate pool.