Why Global Companies Hire Freight Forwarding Managers from Netherlands

The Netherlands has established itself as a global logistics powerhouse, making Dutch freight forwarding managers some of the most sought-after logistics professionals worldwide. Several compelling factors drive global companies to recruit freight forwarding expertise from this strategic European hub:

• Strategic geographic advantage: The Netherlands serves as Europe’s premier logistics gateway, with Rotterdam being the continent’s largest port and Amsterdam Schiphol ranking as one of Europe’s busiest cargo airports. Dutch freight forwarding managers bring intimate knowledge of these critical transportation hubs.
• World-class logistics infrastructure: Dutch professionals have experience working within one of the world’s most sophisticated logistics networks, with advanced intermodal connections between sea, air, road, and inland waterways.
• International trade expertise: With the Netherlands functioning as a major European distribution center, Dutch freight managers possess exceptional knowledge of international shipping regulations, customs procedures, and cross-border logistics.
• Innovation leadership: The Netherlands consistently pioneers logistics technologies and sustainable supply chain practices. Dutch managers bring forward-thinking approaches to optimizing freight operations.
• Multilingual capabilities: Dutch professionals typically speak excellent English along with other European languages, facilitating seamless communication across global supply chains.

Who Should Consider Hiring Netherlands Freight Forwarding Managers

Several types of organizations stand to benefit significantly from bringing Dutch freight forwarding expertise into their operations:

• Global manufacturing companies: Organizations with complex international supply chains can leverage Dutch expertise in multimodal transportation optimization and customs efficiency.
• E-commerce businesses: Companies expanding their European distribution operations benefit from Dutch managers’ knowledge of regional logistics networks and last-mile delivery optimization.
• International trading companies: Businesses engaged in global import/export activities gain valuable insights into European customs regulations, documentation requirements, and compliance procedures.
• Logistics service providers: Transportation and warehousing companies can strengthen their European operations with Dutch professionals who understand the region’s logistics landscape.
• Companies establishing European distribution centers: Organizations setting up or expanding European hubs benefit immensely from Dutch expertise in strategic location planning and operational efficiency.

Key Skills and Specializations for Freight Forwarding Managers

Dutch freight forwarding managers typically bring specialized expertise across various domains that make them valuable additions to global logistics operations:

Core Specializations

• Port and terminal operations: Deep knowledge of maritime logistics, vessel scheduling, and container management
• Air freight management: Expertise in air cargo regulations, space allocation, and priority shipping
• Intermodal transportation: Skills in coordinating seamless transfers between shipping modes (sea, air, road, rail)
• Customs compliance: Extensive understanding of EU customs procedures, documentation, and regulatory requirements
• Warehousing and distribution: Experience with inventory management, order fulfillment, and distribution center operations
• Supply chain optimization: Ability to analyze and improve end-to-end logistics processes for efficiency and cost reduction

Technical Knowledge

• Transportation management systems: Proficiency with logistics software platforms and digital freight management tools
• Compliance management tools: Experience with customs declaration systems and regulatory compliance platforms
• Warehouse management systems: Knowledge of inventory control and distribution center management software
• Data analytics: Skills in analyzing logistics performance metrics and implementing improvements
• Blockchain applications: Emerging familiarity with blockchain for supply chain transparency and documentation

Comparison of Dutch Freight Forwarding Specializations

Experience Levels of Netherlands Freight Forwarding Managers

Freight forwarding professionals in the Netherlands typically progress through several career stages, each offering different levels of expertise and capabilities:

Entry-Level (0-3 years)

At this stage, professionals have typically completed logistics-focused education and gained initial operational experience:

• Basic understanding of freight documentation and shipping procedures
• Experience with freight booking and tracking systems
• Knowledge of fundamental customs requirements
• Familiarity with logistics terminology and transportation modes
• Often specialized in a single transportation mode (air, sea, or land)

Mid-Level Managers (4-8 years)

Mid-career Dutch freight professionals bring substantial operational expertise:

• Comprehensive knowledge of multiple transportation modes and intermodal connections
• Experience managing freight operations teams
• Deeper understanding of international trade regulations and documentation
• Ability to handle complex routing and customs challenges
• Skills in negotiating with carriers and service providers
• Experience with supply chain optimization and cost management

Senior Managers (9+ years)

Senior Dutch freight forwarding managers offer strategic leadership and specialized expertise:

• Strategic supply chain planning and design capabilities
• Experience managing large-scale logistics operations
• Deep expertise in international trade compliance and risk management
• Strong carrier and partner relationship management skills
• Advanced knowledge of logistics technology and digital transformation
• Capability to drive continuous improvement initiatives
• Experience integrating logistics operations with broader business strategy

Executive Level (15+ years)

At the executive level, Dutch freight forwarding professionals bring comprehensive strategic vision:

• Global logistics network design and optimization expertise
• Strategic leadership of complex, multinational logistics operations
• Deep understanding of global trade patterns and market dynamics
• Experience with logistics mergers, acquisitions, and partnerships
• Ability to align logistics strategy with corporate business objectives
• Crisis management and business continuity planning capabilities

Hiring Models to Choose From

When bringing Dutch freight forwarding expertise into your organization, several hiring models are available, each with distinct advantages depending on your specific needs:

Common Hiring Models

• Direct employment: Hiring freight forwarding managers as full-time employees within your organization
• Contract-based engagement: Employing managers for fixed-term projects or specific logistics initiatives
• Freelance consultation: Engaging independent logistics consultants for specialized expertise
• Staff augmentation: Temporarily expanding your team through a third-party provider
• Build-Operate-Transfer (BOT): Establishing a Dutch logistics team that can later be integrated into your organization

Comparison of Hiring Models

When selecting a hiring model, consider factors such as the strategic importance of the role, project duration, required integration level, and long-term logistics strategy. Many organizations implement a hybrid approach, using different models for various positions within their logistics operations.

How to Legally Hire Freight Forwarding Managers in Netherlands

Hiring freight forwarding managers in the Netherlands requires navigating Dutch employment laws, which offer strong worker protections and specific compliance requirements. Companies have two primary approaches to legally employ Dutch logistics talent:

Entity Setup vs. Employer of Record

Entity Setup Approach

Setting up a Dutch legal entity involves:

• Establishing a Dutch legal entity (BV, NV, or branch office)
• Registering with the Dutch Chamber of Commerce (KVK)
• Setting up Dutch payroll and tax accounts
• Establishing compliant HR policies and employment contracts
• Securing office space if needed for logistics operations

This approach is most suitable for companies planning substantial logistics operations in the Netherlands with multiple employees over an extended period.

Employer of Record Solution

An Employer of Record in Netherlands like Asanify offers:

• Legal employment of your chosen freight forwarding managers
• Compliant employment contracts following Dutch labor laws
• Management of payroll, benefits, and tax requirements
• HR administration and compliance monitoring
• Risk mitigation for employment-related liabilities

For companies hiring individual freight forwarding managers or small teams in the Netherlands without an established Dutch presence, an EOR solution typically offers the most efficient path to compliant employment while minimizing administrative burden and upfront investment.

This approach also allows companies to outsource work to the Netherlands efficiently while maintaining full compliance with local regulations.

Step-by-Step Guide to Hiring Freight Forwarding Managers in Netherlands

Follow these key steps to successfully recruit and onboard Dutch freight forwarding talent:

Step 1: Define Requirements

• Identify specific freight forwarding expertise needed (maritime, air, customs, etc.)
• Determine required experience level and industry focus
• Establish must-have technical skills and certifications
• Define language requirements (Dutch, English, other European languages)
• Clarify reporting relationships and team structure
• Set expectations regarding travel and work location flexibility

Step 2: Choose Your Hiring Model

• Evaluate entity setup vs. EOR approach based on scope and timeline
• Determine employment type (permanent, contract, freelance)
• Establish budget parameters including salary and benefits expectations
• Consider compliance requirements and administrative capacity
• Decide on remote work policies and operational integration approach

Step 3: Source Candidates

• Engage with Dutch logistics and supply chain professional networks
• Utilize specialized freight forwarding job platforms
• Leverage LinkedIn and industry-specific recruitment channels
• Consider recruitment agencies specializing in logistics professionals
• Tap into industry associations like FENEX (Dutch Association for Forwarding and Logistics)
• Explore connections through Rotterdam and Amsterdam logistics hubs

Step 4: Evaluate Candidates

• Review candidates’ experience with relevant shipping modes and routes
• Assess knowledge of European customs regulations and documentation
• Evaluate experience with transportation management systems
• Conduct situational interviews focused on logistics problem-solving
• Verify industry certifications and educational credentials
• Check references from previous logistics roles

Step 5: Onboard Successfully

• Create clear employment contracts following Dutch labor law
• Establish communication channels with existing logistics teams
• Provide comprehensive introduction to company systems and procedures
• Define clear objectives and performance expectations
• Facilitate introductions to key partners and service providers
• Leverage Asanify’s EOR services to ensure smooth, compliant onboarding and ongoing employment administration

Salary Benchmarks

Understanding competitive compensation is essential for attracting top Dutch freight forwarding talent. The following benchmarks represent average annual gross salaries in Euros (€) for freight forwarding managers in the Netherlands as of 2025:

Specialization Premium

Certain freight forwarding specializations command higher salaries in the Dutch market:

• Air freight specialists: +5-10% over base salary
• Dangerous goods experts: +8-15% over base salary
• Customs compliance managers: +7-12% over base salary
• Supply chain technology specialists: +10-20% over base salary

Mandatory Benefits

According to Dutch labor laws, employers must provide:

• Minimum 20 days of paid vacation (most companies offer 25-30 days)
• 8% holiday allowance (typically paid in May)
• Pension scheme contributions
• Sick leave coverage (up to 2 years at 70% salary)
• Maternity/paternity leave

Common Additional Benefits

• Transportation allowance or company car
• Flexible working arrangements
• Professional development budget
• Performance-based bonuses
• Healthcare supplements

Tax optimization in the Netherlands is an important consideration when structuring compensation packages, as it can significantly impact both employer costs and employee net income.

What Skills to Look for When Hiring Freight Forwarding Managers

When evaluating Dutch freight forwarding managers, look for a combination of technical expertise, industry knowledge, and soft skills that will drive successful logistics operations:

Technical Skills

• Transportation management: Expertise in coordinating multimodal freight movements
• Customs compliance: Knowledge of EU and international customs regulations and documentation
• Route optimization: Ability to determine most efficient shipping paths and modes
• Rate negotiation: Experience securing competitive carrier rates and service contracts
• Logistics technology: Proficiency with transportation management systems and supply chain platforms
• Documentation expertise: Understanding of international shipping documents, permits, and certificates
• Inventory management: Knowledge of warehousing operations and inventory control
• Data analysis: Ability to interpret logistics metrics and implement improvements

Industry Knowledge

• European transportation networks: Understanding of key routes, hubs, and connections
• Carrier relationships: Established connections with shipping lines, airlines, and trucking companies
• Regulatory awareness: Knowledge of changing international trade regulations
• Port and airport operations: Familiarity with key logistics hubs, especially Rotterdam and Schiphol
• Industry trends: Awareness of emerging logistics technologies and practices
• Sector-specific requirements: Understanding of specialized needs for industries like pharmaceuticals, hazardous materials, or perishables

Soft Skills

• Problem-solving: Ability to resolve logistics disruptions and find alternative solutions
• Communication: Clear articulation of complex logistics concepts to various stakeholders
• Negotiation: Skill in securing favorable terms with carriers and service providers
• Relationship management: Ability to maintain productive relationships with partners and clients
• Time management: Capability to handle multiple shipments and priorities simultaneously
• Adaptability: Flexibility to respond to changing logistics conditions and requirements
• Leadership: Experience managing freight operations teams and driving performance
• Attention to detail: Precision in handling documentation and compliance requirements

Professional Qualifications

• Education: Degree in logistics, supply chain management, or business administration
• Certifications: FENEX certification, FIATA diplomas, or international logistics credentials
• Languages: Fluency in Dutch and English; additional European languages are valuable
• Specialized training: Dangerous goods handling, customs brokerage, or specific transportation modes

Legal and Compliance Considerations

Employing freight forwarding managers in the Netherlands requires adherence to specific employment regulations and compliance with Dutch labor law:

Employment Contracts

Dutch law recognizes several types of employment agreements:

• Permanent contracts: Open-ended employment relationships with comprehensive protections
• Fixed-term contracts: Limited duration agreements with specific end dates
• Zero-hour contracts: Flexible arrangements with no guaranteed hours (restrictions apply)
• Freelance/independent contractor agreements: Non-employment arrangements subject to specific criteria

All employment contracts must comply with Dutch labor laws, including provisions for notice periods, probation terms, and termination conditions.

Working Hours and Conditions

• Standard workweek: 36-40 hours
• Maximum working hours: 12 hours per day, 60 hours per week (with restrictions)
• Rest periods: Mandatory daily and weekly rest periods
• Overtime regulations: Often regulated by collective agreements
• Special considerations: Rules for night shifts and weekend work in logistics operations

Tax and Social Security

• Employer contributions to social security (approximately 20-25% of salary)
• Income tax withholding requirements
• VAT considerations for certain service arrangements
• Potential eligibility for 30% ruling for highly skilled migrants

Industry-Specific Regulations

• Freight forwarding licensing requirements
• Customs representation authorizations
• Transport operator certifications
• Professional liability considerations

Data Protection

• GDPR compliance for employee and shipping data
• Trade data security requirements
• Cross-border data transfer considerations

Navigating these complex requirements can be challenging for international employers. Working with an experienced Employer of Record like Asanify ensures all aspects of legal compliance are properly managed when hiring Dutch freight forwarding managers.

Common Challenges Global Employers Face

When hiring and managing freight forwarding managers in the Netherlands, international employers often encounter several challenges:

Navigating Complex Labor Regulations

The Netherlands has comprehensive employment laws that provide strong worker protections:

• Strict dismissal regulations requiring valid grounds and procedures
• Detailed working hours regulations with specific rest period requirements
• Mandatory benefits that may differ from global standards
• Collective labor agreements that may apply to logistics sectors

Cultural and Work Style Differences

Dutch professional culture has distinct characteristics:

• Direct communication styles that might seem blunt to those from more diplomatic cultures
• Consensus-based decision making that may extend project timelines
• Strong emphasis on work-life balance and respect for personal time
• Flatter organizational hierarchies with less emphasis on titles and status

Remote Management Complexities

For companies managing Dutch freight forwarding managers remotely:

• Coordination across time zones (albeit modest with Europe)
• Integration with global logistics teams and workflows
• Maintaining visibility into local operations and performance
• Building cohesive team culture across geographical boundaries

Administrative Burden

Employing Dutch professionals requires managing:

• Complex payroll calculations with various allowances and deductions
• Mandatory benefits administration
• Detailed record-keeping requirements
• Regular reporting to tax and social security authorities

Industry-Specific Challenges

In the freight forwarding sector specifically:

• Ensuring proper licensing and certifications for specific logistics functions
• Managing liability considerations for international shipments
• Navigating rapidly changing trade regulations and documentation requirements
• Aligning global logistics policies with Dutch and European standards

Asanify’s Employer of Record solution addresses these challenges by providing comprehensive employment management, ensuring compliance with Dutch regulations, and handling all administrative aspects of employment while you focus on leveraging Dutch freight forwarding expertise.

Best Practices for Managing Remote Freight Forwarding Managers in Netherlands

Successfully integrating and managing Dutch freight forwarding managers within your global operations requires thoughtful approaches to communication, operational integration, and cultural awareness:

Effective Communication

• Structured check-ins: Establish regular communication rhythms for operational updates and planning
• Clear documentation: Maintain detailed records of shipping requirements, procedures, and expectations
• Collaborative platforms: Implement shared systems for tracking shipments and logistics operations
• Transparent information sharing: Ensure Dutch managers have visibility into global supply chain strategies
• Direct feedback channels: Create mechanisms for timely problem resolution and improvement suggestions

Operational Integration

• System compatibility: Ensure freight management systems integrate with global platforms
• Standardized processes: Develop consistent approaches to documentation and shipping procedures
• Clear escalation paths: Establish protocols for handling logistics disruptions and exceptions
• Performance metrics: Define and track relevant KPIs for freight operations
• Collaborative planning: Include Dutch managers in strategic supply chain discussions

Cultural Awareness

• Direct communication style: Understand that Dutch directness is professional, not personal
• Respect for expertise: Recognize and leverage the specialized knowledge Dutch logistics professionals bring
• Work-life boundaries: Honor the Dutch emphasis on personal time and scheduled vacations
• Collaborative decision-making: Involve Dutch managers in determining shipping strategies and approaches
• Punctuality and planning: Respect the Dutch preference for well-structured schedules and advance notice

Team Building

• Virtual team integration: Create opportunities for Dutch managers to connect with global colleagues
• Knowledge sharing: Facilitate exchange of regional logistics expertise across your organization
• Recognition: Acknowledge the unique contributions of Dutch freight managers
• Professional development: Support continued growth in logistics expertise and leadership
• Occasional in-person collaboration: When possible, schedule face-to-face meetings for relationship building

Technology Utilization

• Shared visibility tools: Implement systems providing real-time tracking of freight movements
• Digital documentation: Utilize platforms for centralized storage and access to shipping documents
• Collaborative planning tools: Leverage shared calendars and project management systems
• Video conferencing: Maintain face-to-face connections through regular video meetings
• Mobile accessibility: Ensure systems are accessible for managers who may need to monitor shipments outside office hours

By implementing these practices, you’ll create an environment where Dutch freight forwarding managers can fully apply their expertise while integrating seamlessly with your global logistics operations.

Why Use Asanify to Hire Freight Forwarding Managers in Netherlands

Asanify’s specialized Employer of Record (EOR) services offer a comprehensive solution for companies looking to hire freight forwarding managers in the Netherlands without establishing a local entity:

Streamlined Employment Process

• Rapid deployment: Hire Dutch freight forwarding talent in days rather than months
• Zero entity setup: No need to establish and maintain a Dutch legal entity
• Complete employment management: From contracts to offboarding, all aspects handled
• Scalability: Easily grow your Dutch logistics team as needed

Full Legal Compliance

• Dutch labor law expertise: Deep understanding of employment regulations and requirements
• Risk mitigation: Protection from potential compliance violations
• Contract management: Legally sound employment agreements for logistics professionals
• Ongoing regulatory monitoring: Staying current with evolving Dutch employment legislation

Comprehensive HR Administration

• Payroll processing: Accurate and timely salary payments with proper deductions
• Benefits management: Administration of mandatory and supplementary benefits
• Time-off tracking: Management of vacation, sick leave, and other absences
• Performance management: Support for feedback processes and reviews

Financial Efficiency

• Predictable costs: Transparent pricing with no hidden expenses
• Reduced overhead: No need for in-house Dutch HR and payroll expertise
• Tax optimization: Ensuring compliant yet efficient tax arrangements
• Cost-effective scaling: Add team members without proportional administrative costs

Logistics Industry Insights

• Compensation guidance: Data-driven advice on competitive logistics salaries
• Industry standards: Insights into Dutch freight forwarding sector practices
• Local market knowledge: Understanding of the Dutch logistics landscape

Seamless Onboarding

• Guided process: Step-by-step support for both employer and employee
• Documentation management: Handling of all required employment paperwork
• Clear communication: Transparent explanation of terms and conditions
• Cultural integration support: Assistance with incorporating Dutch professionals into your team

With Asanify as your Employer of Record in the Netherlands, you can focus on leveraging Dutch freight forwarding expertise while we handle all aspects of compliant employment.

FAQs: Hiring Freight Forwarding Managers in Netherlands

What are the average salaries for freight forwarding managers in the Netherlands?

Freight forwarding manager salaries in the Netherlands typically range from €35,000-45,000 for entry-level positions, €45,000-65,000 for mid-level roles, and €65,000-85,000+ for senior positions. Executive-level logistics directors can command €85,000-120,000+. These figures represent gross annual salaries and exclude mandatory benefits like holiday allowance (8%) and pension contributions. Specialized expertise in areas like air freight or dangerous goods handling can command premium compensation.

Do I need to set up a Dutch entity to hire freight forwarding managers in the Netherlands?

No, establishing a Dutch legal entity is not mandatory. While setting up a local entity is one approach for large-scale operations, you can also hire Dutch freight forwarding managers through an Employer of Record (EOR) service like Asanify. An EOR legally employs professionals on your behalf, handling all compliance, payroll, and administrative requirements while you maintain day-to-day work direction. This approach allows for rapid hiring without the complexity and cost of entity establishment.

What are the mandatory benefits for employees in the Netherlands?

Dutch employment law requires employers to provide several mandatory benefits, including a minimum of 20 paid vacation days (though most companies offer 25-30), 8% holiday allowance typically paid in May, pension scheme contributions, sick leave coverage for up to 2 years at 70% of salary, and maternity/paternity leave. Additional sector-specific benefits may apply through collective labor agreements. Transportation allowances and healthcare supplements are also commonly provided to freight forwarding professionals.

How long does it take to hire a freight forwarding manager in the Netherlands?

The typical hiring timeline ranges from 4-10 weeks, depending on your approach. Direct hiring usually takes 6-8 weeks from job posting to offer acceptance. Working through an EOR like Asanify can expedite the process, particularly for the onboarding phase, potentially reducing the total time to 3-5 weeks. For specialized logistics roles requiring specific expertise in areas like dangerous goods or customs compliance, the recruitment process might take longer due to the selective candidate pool.

What are the working hours for freight forwarding managers in the Netherlands?

Standard working hours in the Netherlands are 36-40 hours per week, typically distributed across 5 days. Many logistics companies offer flexible arrangements to accommodate international shipping schedules. Dutch law limits working time to a maximum of 12 hours per day and 60 hours per week, with further restrictions on sustained periods of maximum hours. The Dutch strongly value work-life balance, with overtime generally expected only during critical operational periods.

Can I hire Dutch freight forwarding managers as contractors instead of employees?

Yes, it’s possible to engage Dutch freight forwarding professionals as contractors, but this arrangement must meet specific criteria to avoid misclassification risks. The Netherlands applies strict tests to determine genuine self-employment status, examining factors like independence, multiple clients, and control over work methods. Misclassification can result in significant penalties and retroactive employment obligations. For operational roles with regular hours and direct supervision, an employment relationship is typically more appropriate and less risky.

What key skills should I look for when hiring a freight forwarding manager in the Netherlands?

Essential skills for Dutch freight forwarding managers include multimodal transportation management, customs compliance expertise, rate negotiation abilities, logistics technology proficiency, and documentation knowledge. Industry-specific experience with relevant shipping modes (air, ocean, road) is valuable, as is familiarity with European transportation networks. Look for strong problem-solving capabilities, communication skills, attention to detail, and adaptability. Professional qualifications like FENEX certification or FIATA diplomas are beneficial indicators of industry knowledge.

How does the termination process work for employees in the Netherlands?

The Netherlands has protective termination laws requiring valid grounds for dismissal, proper notice periods, and often severance payments. Termination typically requires either mutual consent, court approval, or authorization from the UWV (Employee Insurance Agency). Notice periods range from 1-4 months depending on tenure, and severance (transitievergoeding) is calculated based on years of service. Working with an EOR like Asanify ensures compliant termination processes that protect both employer and employee interests.

What are the main logistics hubs in the Netherlands that freight forwarding managers work with?

The Netherlands features several world-class logistics hubs that freight forwarding managers routinely work with: Rotterdam (Europe’s largest seaport), Amsterdam Schiphol Airport (one of Europe’s busiest cargo airports), the inland port of Utrecht, the logistics center of Venlo near the German border, and numerous distribution parks in the “logistics corridor” between Rotterdam and the Ruhr area. Dutch freight managers typically have established relationships with operators in these key hubs, providing valuable connections for international shipping operations.

How can I effectively manage remote Dutch freight forwarding managers?

Successfully managing remote Dutch freight managers involves establishing clear operational expectations, implementing shared visibility systems for tracking shipments and performance, maintaining regular structured communication, and respecting Dutch work-life boundaries. Provide access to necessary logistics platforms and documentation systems, create opportunities for integration with global teams, and recognize the specialized knowledge Dutch professionals contribute. Understanding cultural aspects like direct communication styles and collaborative decision-making processes is also important for effective remote management.

What licensing or certification requirements apply to freight forwarding professionals in the Netherlands?

Dutch freight forwarding professionals may need specific certifications depending on their exact role and responsibilities. These can include FENEX (Dutch Association for Forwarding and Logistics) membership, customs representation authorization, transport operator certification for certain activities, and specialized certifications for handling dangerous goods or temperature-controlled shipments. For international operations, credentials like FIATA Diplomas (International Federation of Freight Forwarders Associations) are beneficial. These requirements vary by specific logistics function and can be verified during the hiring process.

How does the OKR management approach work for freight forwarding teams?

Objectives and Key Results (OKR) management can be highly effective for freight forwarding teams by aligning logistics operations with broader business goals. For Dutch freight managers, implementing OKRs typically involves setting clear objectives around metrics like on-time delivery rates, freight cost optimization, customs clearance efficiency, and carrier performance. The structured yet flexible nature of OKRs aligns well with the Dutch preference for clear expectations combined with professional autonomy. Effective implementation includes quarterly goal-setting, regular progress tracking, and creating visibility across connected departments.

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.