The Fastest Way to Get a Visa and Sponsorship in the Netherlands (That Nobody Tells You About)

Special thanks to PAYSE – your Employer of Record of choice for providing the guidance to help us write this article.

You’re busy on LinkedIn the whole day, tailoring your CV in a desperate attempt to meet the criteria for the Dutch market. You’re waiting to hear from a creative agency in Amsterdam or a tech start-up in Rotterdam. Of course, you loved the team, and they seemed to like you back, but then comes the inevitable question from the hiring manager, “Can you legally work here?” or “Do you need a sponsor?” The atmosphere changes after you explain that you need sponsorship. The hiring manager sighs and explains that they lack the legal permission to sponsor candidates under IND regulations and that to get the process started is not trivial. Most candidates give up and start looking through the government sponsor list, which contains thousands of company names, searching for major companies like Shell or Philips, while overlooking the smaller companies that actually need their skills.

However, many people don’t know that another solution exists, a method that provides a legal solution to obtain Highly Skilled Migrant (Kennismigrant) visas when a regular sponsor is unavailable. Here, you separate your “legal employer” from your “operational employer” through a service that functions as an International Payroll Company or an Employer of Record (EOR) solution. This article will explain how this works. The interesting thing about all this: it can take weeks, not months, for approval.

The Recognized Sponsor Bottleneck

The Dutch Immigration and Naturalisation Service (IND) operates on a system of trust, which it extends only to companies that have completed its verification process. A company needs to become a Recognized Sponsor (Erkend Referent) to hire non-EU citizens as Highly Skilled Migrants.

In 2026, to become a sponsor, small companies must pay over €2,500, while larger companies must pay over €5,000. The financial audits and background checks can take months. There are strict compliance requirements, too. The recognized sponsor must also prove their legal responsibility for all foreign employees within their organization. The organization faces substantial penalties if it incorrectly submits an application or fails to notify an employee of a status change.

Big companies have the time and resources to invest in this process, but for start-ups focused on building their businesses, most simply don’t have the time to invest. For them, it’s a trade-off in time between finding the people with the skills they need and actually building their client base; most choose to build their client base. That means it puts them at a disadvantage. This creates a hidden job market. While everyone else is fighting for roles at the big registered sponsors, the smaller companies are often desperate for talent but think they can’t hire you.

The Public Register

The Public Register of Recognized Sponsors is usually the only job-search option many expats use. The approach is understandable, of course, but can prove ineffective. You’re competing for roles at companies already flooded with international applications. Meanwhile, the “hidden job market” not on the list comprises thousands of companies that remain untouched.

It is also important to note that the recognised sponsors’ IND list is not always up to date. A company that is interested in your skills might have just received recognition, but it is not yet listed. Furthermore, many startups haven’t started the process to get recognition because they are focusing entirely on their growth, yet they still need your skills. Unlisted companies get fewer job applications, so it’s easier to get a job with that type of company.

How Does An Employer of Record Work?

The mechanism operates through three core pillars. Let’s assume you’d like to work day to day with a company called “Studio X”:

The Service Agreement: Studio X signs a B2B contract with an Employer of Record.

The Employment Contract: You sign a Dutch labor contract directly with the Employer of Record. Because the Employer of Record is an IND-recognized sponsor, they can sponsor your highly skilled migrant visa and handle your payroll, taxes, and social security.

The Daily Reality: You work for Studio X. They are your operational boss, while the Employer of Record is your legal employer.

Studio X receives an invoice from the Employer of Record at the end of every month. The invoice includes your total salary, employer tax costs, and the service charge. Studio X pays the invoice, and the Employer of Record transfers the net salary into your bank account. Everyone is a winner.

Most employers of record typically take 2 months to set everything up for a brand-new application with the IND.

Read Also: 10 Common Questions About Work Permits and Visas in The Netherlands

A Game Changer For Those Moving For A Partner’s Career

If your partner gets a job in the Netherlands, the Employer of Record could be a game-changer. Let’s use an example of Adam and Ben, a married couple living and working in the USA. Adam is offered a job in the Netherlands. As Adam has a highly skilled migrant visa, a family residence permit for the Netherlands becomes available to Ben. The permit allows Ben to work for all businesses without requiring the company to become a recognized sponsor. If Ben moved to the Netherlands on a Family Residence Permit, he would need to leave his job in the USA and search for a new job in the Netherlands, which could strain the relationship.

Why Choose an Independent HSM Visa in the Netherlands

If Ben’s USA employer allows him to work remotely, he can use an Employer of Record to continue working for his employer while living in the Netherlands with Adam.

Using this process, the EOR hires him locally, ensuring he pays Dutch taxes and maintains his own independent, highly skilled migrant residence permit—giving him security regardless of Adam’s job status. His USA employer receives a monthly invoice for the EOR “services” and treats it like any other vendor payment. This allows Ben to keep an international salary while living legally in the Netherlands. With this structure, he does have access to any Dutch employer, not just recognized sponsors.

The benefit of Ben getting his own HSM visa through an EOR is security and financial strategy. Ben gains protection through his independent HSM permit. Adam and Ben remain protected when either loses their job because they can sponsor each other. The household now has two different methods to protect itself. It’s also possible to qualify for the 30% tax ruling through an EOR with HSM status.

Also, if Adam and Ben split up whilst in the Netherlands, Ben will still be allowed to work. The IND regulations state that when dependent partners separate from their sponsors, their right to remain in the country is immediately revoked.

Salary thresholds for the highly skilled migrant visa

There are strict salary thresholds to qualify for a highly skilled migrant visa, and the IND has become stricter about the evidence required. From 2026, you must show that the HSM visa salary was paid into a real bank account in your name; a pay slip alone is no longer enough. The assigned EOR must also provide written notification to the IND if your payout decreases.

The Zoekjaar Visa

For international students already in the Netherlands on an Orientation Year (Zoekjaar) visa, you are an even more attractive candidate to a Dutch employer because you meet a lower salary criterion. The Employer of Record scheme helps by providing the necessary sponsorship and eliminating the employer’s biggest immigration hurdle. Because the salary requirements are lower for Zoekjaar visa holders, employers are more motivated to hire them. From their perspective, they get a highly educated, motivated candidate who already wants to stay in the Netherlands.

Salary thresholds for HSM and Zoekjaar

However, it is important to manage the transition from the zoekjaar visa to an Employer of Record for a highly skilled migrant visa. If your Zoekjaar expires and the status isn’t updated in time, you and your employer risk being unable to continue working. Make sure you change your Zoekjaar to an HSM visa well before the expiration date so you can continue your work and stay in the Netherlands with peace of mind.

The idea that moving to the Netherlands isn’t possible without an employer willing to sponsor you directly is a common misconception. By partnering with an Employer of Record such as PAYSE, you are immediately legally protected. While many EORs take up to 2 months to finalize, PAYSE can often complete the internal setup within 24–48 hours.

So, whether you’re a data scientist from Bangalore, a graphic designer from Cape Town, or a remote consultant from New York, this is the fastest way into the Netherlands. Don’t just look for sponsors. Look for jobs.