Specialist – Internal Investigations and Anti-Fraud, Governance Directorate (AD6)

  • Reference numberEuropol/2026/TA/AD6/770
  • Deadline:14 Jul 2026, 23:59 CEST

  • Department:N/A

  • TypeNon-Restricted

  • Contract type:Non-Restricted Temporary Agent

  • Publish date15 Jun 2026

  • Update date:16 Jun 2026

This selection procedure is intended to fill one (1) currently available post.

Europol retains the right to make use of the reserve list to select candidates for similar posts within the organisation, should business needs require so.

1.     Organisational context

Organisational setting:

The post of Specialist – Internal Investigations and Anti-Fraud is located in the Governance Directorate.

The Governance Directorate is responsible for supporting and assisting Europol Management and the rest of the organisation by providing advice and maintaining strategic links with relevant EU bodies and law enforcement agencies of the Member States.

Maintaining close cooperation with other directorates, particularly on key corporate matters and monitor business planning and performance management, are also among the Directorate’s task. Additionally, the Governance Directorate is responsible for ensuring Europol’s physical and information security and business continuity.

Purpose of the post:

The Specialist – Internal Investigations and Anti-Fraud is responsible for supporting internal investigations, administrative inquiries and anti-fraud activities within Europol, with the objective of protecting the organisation’s integrity, reputation, financial interests and compliance with applicable legal and regulatory frameworks.

The incumbent provides advice to the Deputy Executive Director Governance Directorate on matters related to internal investigations and anti-fraud, ensuring that suspected misconduct, fraud or other breaches of internal rules are addressed in a professional, independent and compliant manner.

The post contributes to the development, implementation and continuous improvement of Europol’s internal investigation and anti-fraud framework, ensuring alignment with EU standards, best practices and governance objectives.

Reporting lines:

The incumbent reports to the Deputy Executive Director Governance Directorate.

2.  Functions and duties

The incumbent carries out the following main functions and duties:

  • Support internal investigations and conduct administrative inquiries into allegations of misconduct, fraud, conflicts of interest, breaches of the Code of Conduct, Europol Security Rules and other applicable internal regulations;
  • Support the Appointing Authority in pre-disciplinary and disciplinary procedures, including suspension procedures, ensuring due process and procedural fairness;
  • Develop, implement and maintain Europol’s Anti-Fraud Strategy, including preventive, detective and corrective measures;

  • Monitor, assess and analyse fraud and misconduct risks within the organisation, and propose mitigating measures to senior management;

  • Design and implement preventive actions and awareness-raising activities in the areas of ethics, integrity, anti-fraud and internal investigations;

  • Serve as a central coordination and contact point for cooperation with OLAF, EPPO and national law enforcement or judicial authorities in relation to investigations;

  • Represent Europol in relevant internal and external fora related to internal investigations, ethics and anti-fraud matters;

  • Draft investigation reports, recommendations, opinions and briefings for senior management;

  • Contribute to the development and review of internal policies, procedures and guidelines related to internal investigations, anti-fraud and integrity;

  • Upon request and subject to approval by the Executive Director, carry out administrative inquiries in other EU agencies and bodies;

  • Perform any other tasks in the area of competence as assigned by the line management.

3. Requirements - Eligibility criteria

a. Candidates must

  • Be a national of one of the Member States of the European Union and enjoy full rights as a citizen;
  • Have fulfilled any obligations imposed by the applicable laws on military service;
  • Produce appropriate character references as to his or her suitability for the performance of the duties;
  • Be physically fit to perform the duties pertaining to the post as further specified in Article 13 of the Conditions of Employment of Other Servants of the European Union (CEOS);
  • Produce evidence of a thorough knowledge of one of the languages of the Union and a satisfactory knowledge of another language of the Union to the extent necessary for the performance of the duties.

b. Candidates must have

  • A level of education which corresponds to completed university studies of at least three years attested by a diploma;

OR

  • Professional training of an equivalent level in a relevant area and after having completed the training, at least the number of years of relevant professional experience as indicated below:

Duration of professional training       Additional professional experience required for equivalency

More than 6 months and up to 1 year                           3 years

More than 1 year and up to 2 years                               2 years

More than 2 years                                                             1 year

  • In addition to the above at least 3 years of total professional work experience gained after the award of the diploma.

4. Requirements - Selection criteria

a. Professional experience

Essential:

  • Experience in internal investigations, anti-fraud, compliance, ethics or similar functions, including the conduct of administrative inquiries;
  • Experience in advising senior management on sensitive investigative, disciplinary or anti-fraud matters;
  • Experience in fraud prevention, detection and response mechanisms within a public sector, international or EU institutional environment;
  • Experience in drafting investigation reports, legal or administrative opinions and recommendations.

Desirable:

  • Experience in cooperation with OLAF, EPPO or national investigative authorities;
  • Experience in designing and delivering awareness-raising activities related to integrity, ethics or anti-fraud;
  • Experience of working in an international, multicultural and multidisciplinary environment.

b. Professional knowledge

Essential:

  • Knowledge of principles, methodologies and standards for conducting internal investigations and administrative inquiries;
  • Knowledge of anti-fraud frameworks, prevention and detection techniques and integrity risk management;
  • Knowledge of relevant EU legal and regulatory frameworks applicable to staff conduct, disciplinary procedures and protection of the EU’s financial interests;
  • Knowledge of confidentiality, data protection, procedural fairness and due-process requirements in investigative contexts.

Desirable:

  • Relevant professional training or certification in internal investigations, fraud examination, compliance or ethics (e.g. anti-fraud, forensic investigation, compliance management).

c. General competencies

Essential:

Communicating:

  • Very good communication skills in English, both orally and in writing;
  • Ability to draft clear and concise documents on complex matters for various audiences.

Analysing & problem solving:

  • Keen eye for detail with the ability to maintain standards of accuracy under pressure of tight deadlines;
  • Excellent analytical and critical thinking skills;
  • Competent user of Microsoft Office applications (MS Word, Excel, PowerPoint and Outlook) and the internet.

Delivering quality and results:

  • High degree of commitment and flexibility;
  • High level of customer and service-orientation.

Prioritising and organising:

  • Good administrative and organisational skills.

Resilience:

  • Very good interpersonal skills, with the ability to work well, both independently and in a team;
  • Ability to remain effective under a heavy workload and demonstrate resistance to stress.

Living diversity:

  • Ability to work effectively in an international and multi-cultural environment.

d. Additional conditions:

Fulfil the condition stipulated in Article 5 of the Decision of the Executive Director on the Duration of contracts of employment for Temporary Agents, on the start date of the possible contract of employment which may be offered.

5. Selection procedure

All applications for Temporary Agent posts must be submitted through the online recruitment system accessible via Europol’s website. For further information, please consult the Europol Recruitment Guidelines.

The Authority Authorised to Conclude Contracts of Employment (AACC) sets up a Selection Committee, composed of at least three members, consisting of one chair and at least one member from the administration and one member designated by the Staff Committee.

The selection criteria, set out in this Vacancy Notice, will be assessed by the Selection Committee throughout the different stages of the selection procedure. Before the start of the selection procedure, the Selection Committee will decide which selection criteria will be used at each stage of the selection procedure. Certain selection criteria will be assessed only for shortlisted candidates during a written test and/or a competency-based interview.

The Selection Committee will assess the applications received in order to make an initial selection of those candidates meeting all eligibility criteria and matching best the selection criteria (suitability).

The minimum pass-mark for being shortlisted, i.e. invited to participate in a post-related selection procedure, consisting of a written test and a competency-based interview, is established as 60% of the total maximum score.

The Selection Committee will shortlist the 8 highest scoring candidates. All candidates having a score equal to the 8th highest scoring candidate will be invited to take part in the selection procedure. At shortlisting stage, the Selection Committee will establish the pass-mark for the selection procedure.

It is intended for the selection procedure to be conducted remotely. Should the Selection Committee consider it necessary to conduct the selection procedure on-site at Europol in the interest of the proceedings, and subject to budget availability, the candidates invited to participate in the selection procedure will be informed accordingly.

After the selection procedure has taken place, the Selection Committee will establish a list of successful candidates, i.e. those scoring above the pre-defined pass-mark, which is shared with the AACC.

The Selection Committee makes a proposal to the AACC on the candidate(s) to appoint. Following that proposal, the AACC makes a decision of appointment.

Candidates who participated in the interview will be informed of the outcome, i.e. whether they have been successful or not. In view of the list of successful candidates established by the Selection Committee, the AACC retains the discretion to constitute a Reserve List. A Reserve List is valid for 24 months.

The Selection Committee’s work and deliberations are confidential. It is forbidden for candidates to make direct or indirect contact with the members of the Selection Committee or for anyone to do so on their behalf.

All enquiries related to a selection procedure should be addressed to the Europol HR Operational Support Team at the following email address: C2-12@europol.europa.eu.

Detailed information on the selection procedure- including enquiries, measures of redress and their applicable deadlines is available in the Europol Recruitment Guidelines, which can be found on Europol’s website.

6. Compensation and benefits

Scale: AD6

The gross basic monthly salary is EUR 6.961,29 (step 1) or EUR 7.253,84 (step 2).

The step-in grade is determined on the basis of professional experience gained after the education required for the post and in line with applicable implementing rules.

Staff pay EU tax at source but salaries are exempt from national taxes. Compulsory deductions are made for health insurance, pension and unemployment insurance.

Subject to the applicable conditions being met, as defined in the EU Staff Regulations (EUSR)/CEOS and further specified in the case law of the Court of Justice of the European Union, allowances such as expatriation allowance (16% of basic gross salary) or foreign residence allowance (4% of basic gross salary), household allowance, dependent child and/or education allowance may be granted.

Staff enjoy worldwide insurance coverage by the Joint Sickness Insurance Scheme (JSIS) and are insured against sickness, the risk of occupational disease and accident.

Europol offers flexible working arrangements, a comprehensive provision for annual leave as well as parental leave supporting a healthy work-life balance.

I ndicative net salary sample calculation AD6/1:

a) Staff member (single) in receipt of expatriation allowance (16%): EUR 7.240,58

b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): EUR 9.436,00

The above information is indicative and for information purposes only. It is merely meant to give an indication of the possible net salary in light of the currently applicable amounts of the related allowances and the level of taxation. It has no legal value and no rights can be derived from it.

The information is based on figures applicable as of July 2025.

7.     Terms and conditions

Contract of employment

The successful candidate will be engaged in the type of post Administrator and function group AD, grade 6 pursuant to Article 2(f) CEOS and Annex I to the EUSR.

The initial contract will be concluded for a period of 4 years (full-time – 40 hours a week). The contract may be renewed, in principle, for a period of 2 years. Any further renewal shall be for an indefinite duration.

If the successful candidate is already a member of temporary staff 2(f) in the relevant function group, he/she may be offered the opportunity of contract continuity, should the relevant conditions be fulfilled.

C onditions of engagement

Before the employment contract is concluded by Europol, the successful candidate will have to:

  • declare any conflict of interest;
  • undergo a pre-employment medical examination to confirm that he/she is physically fit to perform the duties pertaining to the post or, alternatively, receive the confirmation from Europol that he/she fulfils the conditions laid down in the Decision of the Deputy Executive Director of the Capabilities Directorate on the pre-employment medical examination available on Europol’s website.
  • in case of candidates for restricted posts (including restricted - Annex II posts) who had indicated membership of a competent authority in one of the Member States, provide confirmation of his/her membership of a competent authority in one of the Member States within the meaning of the Article 2(a) of the Europol Regulation.

The place of employment will be The Hague, The Netherlands.

In exceptional cases, where justified in the interest of the service, the AACC may recruit a candidate who is a successful candidate in a selection procedure for temporary staff 2(f) CEOS as contract staff 3(a) CEOS, if the selection procedure is considered to be appropriate to the duties to be performed.

For further information on terms and conditions, please consult the EUSR/CEOS available on Europol’s website.

Probation period

Engagement for this post is subject to the successful completion of a probationary period of 9 months.

If the successful candidate chooses contract continuity, and has already successfuly completed the probationary period provided for in Article 14 of the CEOS, in the relevant function group, he/she will not serve the probationary period.

Europol reserves the right to terminate the contract of employment during or at the end of the probation period in accordance with Article 14 CEOS.

Security screening and certificate of good conduct

Candidates who have been recruited to a post at Europol are required to furnish a valid certificate of good conduct before the start of their employment. The certificate of good conduct must be provided to Europol prior to the signature of the employment contract. The certificate of good conduct must be issued by the relevant authorities of the country of nationality of the candidate and must not be older than three months at the time of submission to Europol. Europol reserves the right not to proceed with the signature of the contract based on the content of the certificate or if the candidate fails to provide the certificate to Europol.

The certificate of good conduct does not substitute a valid security clearance required for all Europol staff at the level indicated in the vacancy notice. Failure to obtain the requisite security clearance may be cause for termination of the employment contract.

Candidates who currently hold a valid security clearance at the level indicated in the vacancy notice or above do not need to obtain a certificate of good conduct or a new security clearance and must provide a copy of the current security clearance certificate to Europol prior to the signature of the employment contract. Europol shall verify and confirm the continued validity of the security clearance. In case Europol determines that the security clearance is not valid, the candidate will be required to provide a valid certificate of good conduct prior to the signature of the employment contract. Europol may at any time terminate the employment contract if the result of the security screening is not positive and the necessary clearance level is not granted or extended.

The requested level of security clearance for this post is: SECRET UE/EU SECRET.

8.     Additional information

Equal opportunity

Europol is an equal opportunity employer. Europol accepts applications without distinction on grounds of gender, sexual orientation, national, ethnic or social origin, religion or beliefs, family situation, age, disability, or other non-merit factors. All employment decisions are based on business needs, job requirements and qualifications, experience and skills.

Europol lives diversity and provides an inclusive work environment to all. Europol strives to recruit, develop and retain a diverse and talented workforce through application of equal opportunity and impartiality.

Privacy Notice

Regulation (EU) 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data, and repealing Regulation (EC) No 45/2001 and Decision No 1247/2002/EC, applies to the processing of personal data carried out in the process of selection and recruitment of staff at Europol, following the application of this Regulation to all administrative personal data held by Europol in accordance with Article 27a of the Europol Regulation.

For additional information, please consult the applicable privacy notice available on Europol’s website, also inserted in the EUROPOL RECRUITMENT GUIDELINES.

Statutory obligations upon leaving the service

Pursuant to Article 16 of the EUSR, EU officials and, by analogy, temporary agents continue to be bound by the duty to behave with integrity and discretion as regards the acceptance of certain appointments or benefits after leaving the service. Those staff members intending to engage in an occupational activity within two years of leaving the service shall inform their institution, so that it may take an appropriate decision in that respect. In cases where the intended activity is related to the work carried out by the staff member during the last three years of service and could lead to a conflict with the legitimate interests of the institution, the decision to be taken may include forbidding the staff member from undertaking it or giving its approval subject to any conditions it thinks fit.

Main dates

Publication date:               16 June 2026

Deadline for application: 14 July 2026, 23:59 Amsterdam Time Zone

At Impactpool we do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead.
Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.