Belgium’s tech market is moving into 2026 with a renewed sense of momentum. While 2025 didn’t unfold the way many businesses expected, hiring appetite is returning, and it’s returning with a clearer focus. Companies are expanding teams again, but the type of roles they’re hiring and the talent they want have noticeably shifted.
We spoke with Michael Roberts, Associate Director for Belgium, to break down what’s really happening in the market and what hiring managers should prepare for this year.
Belgium didn’t get the boom it expected, and that’s shaping 2026
Many organisations anticipated a wave of new digital projects in early 2025, but that never materialised.
As Mike explains, “It’s difficult to predict, mainly because what many expected to happen in 2025 didn’t. There doesn’t seem to be any new projects like there were at the beginning of 2025.”
Instead, Belgium shifted into a year of technical maintenance and incremental improvement.
This has created strong demand for Cloud, Java and C# specialists, but with a very specific focus.
These aren’t greenfield roles; they’re roles for technologists who can add to, stabilise and optimise existing applications, not rebuild them. This is a more niche skill set, and many internal talent teams don’t have the reach to surface these candidates quickly.
Hiring activity is climbing, and it’s happening earlier than expected
Even though last year fell flat, the start of 2026 is already showing stronger signals. Mike notes how he has already begun to see clients we work with release more roles compared to this time last year.
The increased hiring activity is a positive indication of things to come in Belgium, and it seems that clients are simultaneously looking to expand their workforce.
That means two things for hiring managers:
- Demand is rising quickly, and
- Competition will follow just as fast.
When multiple companies chase the same specialist profiles, timing becomes everything. Clients need to ensure they can keep processes moving, maintain candidate engagement during internal delays, and secure talent before competitors do; and if they cannot, they must look to outsource this talent.
Local talent is back in focus, and expectations are rising with it
One of the biggest shifts in 2026 is the move away from outsourcing and toward Belgian-based talent.
As Mike explained, “Compared to previous years, it seems that clients are looking to find local talent, rather than outsourcing to lower-cost regions. They want local talent, with the ability to be on-site as opposed to full remote.”
This move is great for local candidates, but it also means:
- They expect higher compensation
- Hybrid roles (not fully remote) need to be meaningfully structured
- Employers must be clear about in‑office expectations
Hiring teams often fall into a gap here, balancing internal budget expectations with external market reality. In situations like these, recruitment agencies can support clients by providing accurate salary benchmarking and candidate insight, helping them position roles competitively without overspending.
Regulation might be quiet, but Belgium is already preparing
While Belgium hasn’t introduced new hiring regulations, many organisations are watching developments in neighbouring countries — particularly the Netherlands with NIS-2.
Belgian businesses are already shifting their behaviour ahead of any formal changes. One example is the growing trend of reducing contractor engagements beyond two years, reflecting a desire to stay compliant if similar rules eventually apply.
This creates a more dynamic contractor market — one that requires consistent access to vetted, specialist contractors who can deliver quickly with minimal onboarding.
A third‑party agency becomes particularly valuable here, offering:
- compliant contractor sourcing,
- fast turnaround on project-specific talent,
- and access to short-term specialists, external teams simply cannot find fast enough.
Competition for skilled talent is intensifying fast
Mike is already seeing businesses adjust their strategies to stand out:
“Clients are creating more attractive benefits packages for candidates (shares, salaries, etc.) to pull them away from their current roles. At the same time, projects are becoming more expensive due to the current skilled‑talent shortage.”
This creates a real challenge for hiring managers. When skilled candidates receive several offers at once, even small missteps, slow processes, unclear requirements, and inflexible setups can cost you the talent you need.
This is where external partners become valuable. A good recruitment agency ensures:
- Clear role positioning
- Realistic requirement-setting
- Candidate alignment from the first conversation
- A process that moves at a competitive pace
- Access to talent your competitors can’t reach quickly
In a market where top talent is scarce, the difference between securing someone and losing them can be as simple as speed, clarity, and reach.
Final Thoughts: Belgium’s market is growing again, and prepared hiring teams will win
Belgium’s tech hiring landscape is gaining momentum. Local talent is becoming the priority, specialist roles are harder to fill, and competition will intensify as more companies begin hiring simultaneously.
Hiring managers who stay proactive and who partner with specialists who can take on the sourcing, screening and candidate management workload will be best positioned to secure the talent they need without slowing down internal teams.
If you’re looking to hire tech talent in Belgium this year, we’d be happy to help you move faster, reach further and hire with confidence.
Get in touch with our Belgium team today to discuss your hiring needs.
