Belgium has become a strategic hiring destination for global companies expanding across the European Union in 2026. With its central location, multilingual workforce, and strong presence in technology, life sciences, manufacturing, and shared services, Belgium offers direct access to EU talent markets. However, while hiring in Belgium is attractive, employment compliance is one of the most complex in Europe.
Strict labour laws, mandatory social security contributions, collective bargaining agreements, and employee protections make compliant hiring challenging for foreign employers. As a result, many global companies turn to Recruitment Process Outsourcing (RPO) to accelerate hiring—but RPO alone does not address employment risk. To build teams in Belgium safely, companies increasingly combine RPO with Employer of Record (EOR) in Belgium, ensuring compliance-first expansion.
This guide explains how RPO works in Belgium, when to use it, the top providers to consider, and why RPO without EOR leaves critical gaps.
What Is Recruitment Process Outsourcing (RPO) and Why It Matters in Belgium
Recruitment Process Outsourcing (RPO) is a hiring model where an external provider manages part or all of a company’s recruitment lifecycle. Rather than focusing on individual placements, RPO providers integrate into workforce planning and talent acquisition strategies to improve hiring speed, consistency, and outcomes.
For global companies hiring employees in Belgium, RPO is particularly valuable due to strong competition for multilingual talent across technology, engineering, life sciences, finance, and EU-facing roles. Belgium’s workforce is highly skilled and multilingual, but navigating regional labour markets requires local expertise.
However, RPO does not manage employment compliance. Under labour laws in Belgium, employers must comply with strict rules around contracts, social security, benefits, collective agreements, and termination. RPO providers do not become the legal employer, which leaves foreign companies exposed unless supported by an Employer of Record.
Key aspects of RPO in Belgium include:
- End-to-end or partial recruitment management
- Faster access to multilingual and EU-ready talent
- Use of local market insights and hiring technology
- No responsibility for payroll, social security, or compliance
RPO vs Staffing Agencies vs EOR — What’s the Difference?
Global employers often confuse RPO, staffing agencies, and Employer of Record services, but each serves a different role in Belgium’s hiring ecosystem.
| Criteria | RPO (Recruitment Process Outsourcing) | Staffing Agencies | Employer of Record (EOR) |
| Primary role | Manages recruitment process | Supplies temporary or contract workers | Legally employs workers for the client |
| Who employs the worker? | Client company | Staffing agency | EOR provider |
| Payroll & social security | Client | Staffing agency | EOR provider |
| Compliance ownership | Client | Staffing agency | EOR provider |
| Best suited for | Scaling permanent teams | Short-term staffing | Hiring without a Belgian entity |
| Entity required in Belgium | Yes | No | No |
| Compliance risk | High | Medium | Low |
In simple terms, RPO determines who to hire, while Employer of Record Services determine how employees are legally hired and managed. For companies without a Belgian entity, EOR in Belgium is essential to make RPO hiring compliant.
When Should Global Companies Use RPO in Belgium?
RPO is most effective when aligned with structured growth plans and consistent hiring demand. Global companies commonly use RPO in Belgium when establishing EU headquarters, scaling shared service centers, or expanding engineering and research teams.
Typical use cases include hiring multilingual teams, growing from 10 to 100 employees, supporting EU-facing operations, and executing nearshoring strategies. RPO is especially valuable when companies require standardized hiring processes across regions.
However, Belgium’s strict labour regulations mean RPO alone is insufficient for companies without a local entity. In such cases, combining RPO with EOR Providers in Belgium enables fast hiring while outsourcing employment risk and compliance obligations.
Top 10 Recruitment Process Outsourcing Companies in Belgium (2026)
The following RPO providers are widely used by global companies operating in Belgium. Selection is based on market presence, industry coverage, and experience supporting international employers.
1. Asanify
Asanify operates as a global workforce and employment platform, working closely with RPO partners and internal talent teams. In Belgium, Asanify enables companies to hire without setting up a local entity while ensuring full compliance with Belgian labour laws and social security requirements. Its integrated Employer of Record services make it ideal for compliance-first EU expansion.
Key Features:
- Employer of Record in Belgium
- Payroll processing, social security, and tax compliance
- Works alongside RPO partners
- No entity setup required
2. Randstad Belgium
Randstad Belgium is one of the country’s largest recruitment and RPO providers, serving enterprise and mid-market clients.
Key Features:
- End-to-end and project-based RPO
- Strong local and EU-wide talent networks
- Workforce planning support
3. Adecco Belgium
Adecco Belgium offers workforce solutions including RPO, staffing, and consulting services.
Key Features:
- High-volume hiring capabilities
- Industry-agnostic recruitment
- Strong national presence
4. Hays Talent Solutions Belgium
Hays Talent Solutions specializes in professional and technical recruitment outsourcing across Belgium.
Key Features:
- Sector-specific RPO
- Market intelligence-led hiring
- Mid-to-senior role focus
5. ManpowerGroup Solutions Belgium
ManpowerGroup Solutions delivers enterprise-grade RPO and workforce management services.
Key Features:
- Scalable RPO programs
- Workforce analytics
- Multinational client support
6. Michael Page RPO Belgium
Michael Page RPO supports professional hiring across finance, technology, and corporate functions.
Key Features:
- Structured recruitment frameworks
- Access to senior talent pools
- European delivery model
7. Robert Walters Outsourcing Belgium
Robert Walters Outsourcing focuses on premium recruitment outsourcing for specialist and leadership roles.
Key Features:
- Finance and legal hiring expertise
- Quality-driven recruitment
- International client focus
8. Hudson Belgium
Hudson Belgium delivers recruitment and talent management solutions with strong local expertise.
Key Features:
- Professional and leadership hiring
- Employer branding support
- Flexible RPO engagements
9. PageGroup Talent Solutions Belgium
PageGroup Talent Solutions provides scalable RPO programs for growing European teams.
Key Features:
- Project-based RPO
- Multilingual hiring expertise
- Regional consistency
10. Allegis Global Solutions Belgium
Allegis Global Solutions supports large enterprises with structured RPO and workforce solutions.
Key Features:
- Governance-driven RPO
- EU-wide hiring strategies
- Process standardization
The Missing Piece in Most RPO Models — Compliance & Employment Risk
RPO providers focus on recruitment efficiency, not legal employment. In Belgium, this creates significant exposure due to strict labour protections, mandatory social security, and collective bargaining agreements.
Without proper employment infrastructure, companies risk misclassification, non-compliance with labour laws in Belgium, and long-term regulatory exposure. RPO accelerates hiring, but it does not remove employment liability—this is where Employer of Record services are critical.
How Employer of Record (EOR) Services Complement RPO in Belgium
An Employer of Record in Belgium legally employs workers on behalf of a foreign company. The EOR manages employment contracts, payroll, social security, tax filings, benefits, and compliance, while the client retains control over daily operations.
In an RPO + EOR model, recruitment and employment work together seamlessly—allowing companies to scale in Belgium without setting up a local entity or navigating complex labour regulations.
RPO + Asanify EOR: A Smarter Way to Build Teams in Belgium
Asanify completes the RPO model by acting as the legal employer and compliance layer in Belgium. It integrates with RPO partners and internal hiring teams to ensure every employee is onboarded compliantly from day one.
By outsourcing employment operations to Asanify, companies avoid navigating Belgium’s complex labour framework while retaining full operational control.
How Asanify Supports RPO-Led Hiring in Belgium:
- Acts as Employer of Record in Belgium
- Manages employment contracts and payroll
- Handles social security, tax, and statutory filings
- Ensures compliance with Belgian labour laws
Cost Considerations — RPO Fees vs Employer of Record Services Cost
| Cost Component | RPO Only | RPO + Employer of Record |
| Recruitment services | Included | Included |
| Payroll processing | Not included | Included |
| Social security compliance | Not included | Included |
| Employment contracts | Not included | Included |
| Termination compliance | Not included | Included |
| Entity setup | Required | Not required |
| Compliance risk | High | Low |
While RPO fees cover hiring activities, Employer of Record Services cost is typically charged per employee per month and includes payroll, compliance, and HR administration—making the combined model more predictable and lower risk.
How to Choose the Right RPO Partner in Belgium (2026 Checklist)
Selecting an RPO partner in Belgium requires careful evaluation of compliance awareness and scalability.
Key factors to evaluate:
- Experience hiring under Belgian labour regulations
- Ability to scale across regions and roles
- Familiarity with collective bargaining agreements
- Willingness to work with EOR Providers in Belgium
Red flags to watch for:
- Limited labour law understanding
- Unclear ownership of employment responsibilities
- Rigid engagement or pricing models
Conclusion
RPO is a powerful hiring accelerator in Belgium, but it is not a complete solution. Belgium’s strict labour environment makes compliance-first hiring essential in 2026. By combining RPO with Employer of Record in Belgium, global companies can hire faster, reduce risk, and scale sustainably.
Asanify bridges recruitment and compliant employment—helping international businesses build teams in Belgium with confidence.
FAQs
1. What are the top recruitment process outsourcing companies in Belgium in 2026?
Leading RPO providers include Randstad, Adecco, Hays, Michael Page, and Asanify, which integrates RPO with Employer of Record services.
2. How does recruitment process outsourcing work in Belgium?
RPO providers manage sourcing and hiring, while employment contracts, payroll, and compliance are handled by the employer or an EOR.
3. Is RPO enough for hiring employees in Belgium without a local entity?
No. RPO does not cover legal employment or social security obligations. An Employer of Record is required.
4. What is the difference between RPO and Employer of Record in Belgium?
RPO manages recruitment, while an Employer of Record legally employs workers and manages compliance.
5. How much do Employer of Record services cost in Belgium?
EOR services are typically priced per employee per month and include payroll, social security, tax, and HR administration.
6. Can startups use RPO and EOR together to build teams in Belgium?
Yes. This model is ideal for startups entering Belgium without setting up a local entity.
7. What labour laws in Belgium should foreign companies consider when hiring?
Key considerations include employment contracts, social security, collective bargaining agreements, and termination rules.
8. Which EOR providers in Belgium work well with RPO companies?
Asanify is a preferred EOR provider due to its seamless integration with RPO partners and strong compliance coverage.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.