High tech · High touch
International recruitment strategy · Hiring operations
Hiring that keeps up with how fast you're growing.
TechDutch helps engineering, manufacturing and energy companies around the world build a hiring plan that works — and then helps run it. Senior recruitment advice and hands-on support, delivered remotely across borders and time zones, without adding headcount to your HR team.
Sound familiar?
Everyone wears three hats
Hiring lands on leaders who are already at 150%. Good candidates wait, then accept somewhere else.
Roles that don't exist yet
Your first electrical or packaging engineer has nobody to learn from. That first hire sets the bar.
Lots of applicants, few fits
Hundreds of responses, wrong locations, missing certifications, fake profiles. The right people never apply.
A story nobody hears
Great culture, real impact, family first — but the careers page opens with a list of vacancies.
Services
Two things, done together: a strategy, and the people to run it.
01 — ADVISORY
Recruitment strategy
Decide which roles you need in the next one to three years, which to hire yourself and which to source through partners — then build the engine that delivers them.
02 — OPERATIONAL SUPPORT
Fractional recruiter
Senior recruitment capacity, a set number of hours a week, working inside your process and tools. Fully remote, wherever you are, with overlap in your time zone when it matters.
Roadmap
From strategy to execution, in six phases.
One roadmap, from your growth plan to people in seats. Start at phase one, or step in where you are today. Open roles can't wait, so quick wins run alongside from week one.
Discover
Where is the business going, and what does that mean for people?
- Growth plan and business goals
- Leadership workshop, on site or remote
- Audit of current hiring: sources, funnel, drop-off
You get: a clear baseline and shared priorities
Define
Which roles, when, where — and how to fill each one.
- Workforce plan for 12–36 months
- Critical roles and priorities
- Build, buy or borrow per role, per country
You get: a talent strategy and hiring roadmap
Design
Why should the right people choose you — and what happens when they do?
- Employer value proposition
- Candidate journey and interview process
- Role profiles, salary bands, tooling and ATS
You get: a hiring blueprint your team can follow
Build
Put the engine in place before you need it.
- Careers page and LinkedIn presence
- Sourcing playbooks and outreach templates
- Talent pools per role family and market
You get: a visible brand and a warm pipeline
Execute
Fill the seats, with a fractional recruiter in your team.
- Active sourcing and discreet outreach
- Screening and ready-to-interview shortlists
- Interview coordination through to offer
You get: the right people, hired
Measure & improve
Know what works, and do more of it.
- Time to hire, source quality, offer acceptance
- Retention of new hires after 6 and 12 months
- Quarterly review and plan update
You get: a hiring machine that keeps getting better
About
Clear, practical advice, built on 20+ years in recruitment.
I'm Michiel van Gemert. I held senior roles at ManpowerGroup, Experis and Vitae, and co-own a recruitment campaign agency in the Netherlands. My background is in technical business administration — so I speak both engineer and HR.
TechDutch is how I work directly with growing technical companies worldwide: advice you can act on, and an extra pair of hands to make it happen — from the Netherlands, for teams in any country.
Ways to work together
Strategy workshop
One focused session plus a written hiring plan with priorities and next steps.
Fractional recruiter
A fixed number of hours per week for sourcing, screening and process support.
Advisory retainer
A sparring partner for leadership and HR, on call as you build the team.
Let's look at your next 12 months of hires.
A 30-minute call. No pitch deck — just your plans, your open roles and where I can help.