Senior Specialist – Europol Liaison Office in Brussels (AD7), EU Affairs Team, Strategy & External Relations Unit

  • Reference numberEuropol/2026/TA/AD7/781
  • Deadline:06 Nov 2026, 23:59 CET

  • Department:G2 Institutional and Legal Affairs

  • TypeNon-Restricted

  • Contract type:Non-Restricted Temporary Agent

  • Publish date08 Oct 2026

  • Update date:09 Oct 2026

This selection procedure is intended to establish a reserve list of successful candidates. It is envisaged to start using the reserve list in Q1-Q2 of 2027.

1.     Organisational context

Organisational setting:

The post of Senior Specialist – Europol Liaison Officer in Brussels, is located in the EU Affairs Team (G2-11), Strategy & External Relations Unit, Institutional and Legal Affairs Department in the Governance Directorate.

The Institutional and Legal Affairs Department deals with tasks central to Europol's corporate functioning. It is the interface between the organisation and the political sphere assisting Europol’s senior management with up-to-date information, legal and strategic assessments, managing external relations and preparing interactions with the Management Board and other stakeholders, as well as planning, monitoring and process functions.

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 to ensure Europol’s physical and information security and business continuity. Governance directorate comprises of two Departments, Institutional and legal affairs and Corporate Security.

The Strategic and External Relations Unit, within the Institutional and Legal Affairs Department, is responsible for assisting Europol’s Executive Director and senior management team in providing leadership and strategic direction to Europol, developing and monitoring the implementation of the Europol Strategy and the annual Europol Work Programmes and to ensure that an external relations strategy is developed and implemented in a coherent way.

The post of Senior Specialist – Europol Liaison Officer in Brussels is allocated, for at least a limited duration, to Europol Headquarter in The Hague (Netherlands).

Purpose of the post:

The Senior Specialist - Europol Liaison Officer in Brussels, plays a pivotal role in shaping Europol’s external engagement with its cooperation partners located in Brussels, ensuring alignment with EU legislative and policy developments and driving initiatives that support Europol objectives. The main task of the Europol Liaison Officer in Brussels will be to represent the agency towards the EU institutions, Justice and Home Affairs (JHA) agencies, EU Member States and other strategic stakeholders and to advocate for Europol’s interests, building a positive external image.

Reporting lines:

The incumbent reports to the Head of the Strategy & External Relations Unit.

2.  Functions and duties

The incumbent carries out the following main functions and duties:

  • Provide strategic policy advice and make recommendations to senior management on key dossiers in the EU JHA area;

  • Monitor and report on the EU legislative and policy developments relevant to Europol’s interests and analyse the potential impact of EU policies and regulations on Europol and its stakeholders;

  • Establish and foster contacts with relevant Brussel’s stakeholders, such as the EU Commission, the European Parliament, the Council of the EU, Member States and relevant EU agencies;

  • Monitor, analyse and perform background research on EU JHA-related topics; prepare or contribute to the preparation of high-level briefing notes for relevant Council preparatory bodies, expert and high-level Commission meetings or conferences organised by EU stakeholders;

  • Draft weekly reports on developments in the JHA environment, high level briefings and policy papers for the attention of senior management;

  • Represent Europol in relevant Council preparatory bodies, Commission and other meetings and conferences and advocate for Europol’s interests based on direction provided by management;

  • Develop clear and consistent policy positions and messaging that align with Europol’s objectives;

  • Facilitate an effective working relationship between the Strategy & External Relations Unit and the Directorates, Departments and Units within Europol, also through direct contacts with the Operations Directorate and the Corporate Affairs Bureau for matters within their tasks;

  • Support Europol senior management when participating in meetings or other events in the framework of the Council and the Commission;

  • Perform any other duties in the area of competence as assigned by 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 attested by a diploma when the normal period of university education is four years or more;

OR

  • A level of education which corresponds to completed university studies attested by a diploma and appropriate professional experience of at least one year when the normal period of university education is at least three years;

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        4 years

More than 1 year and up to 2 years            3 years

More than 2 years and up to 3 years          2 years

More than 3 years                                          1 year

  • In addition to the above at least 6 years of total professional work experience gained after the award of the diploma.

4.     Requirements - Selection criteria

a.    Professional experience

Essential:

  • Extensive experience in EU Affairs, with particular focus on the Justice and Home Affairs area;
  • Extensive experience in leading negotiations on legislative and non-legislative files, in particular in Council preparatory bodies;
  • Experience providing strategic advice and support to senior management;
  • Experience in policy research and analysis;
  • Experience drafting a wide range of strategic documentation in English.

Desirable:

  • Experience working in an EU institution/body or an international organisation;
  • Experience supporting strategic decision-making processes obtained in a law enforcement context.

b.    Professional knowledge

Essential:

  • In depth knowledge of EU institutions, EU policies, EU legislation, and decision-making processes affecting the EU JHA area;
  • Ability to manage and engage with a wide range of internal and external stakeholders;
  • Ability to analyse complex policy and legislative issues and to provide strategic recommendations to management;
  • Ability to develop and execute successful advocacy strategies to achieve organisational goals;
  • Knowledge of Europol’s legal framework, in particular in relation to EU and external cooperation.

c.    General competencies

Essential:

Communicating:

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

Analysing & problem solving:

  • Structured approach to work aimed at getting results;
  • 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:

  • Excellent organizational skills including the ability to plan own work load, establish clear priorities and exercise initiative;
  • Ability to manage projects and familiarity with project management terminology and methodology.

Resilience:

  • Strong ability to work well both independently and in a team;
  • Very good interpersonal skills, including the ability to effectively liaise with other departments, groups and teams as well as with external partners;
  • Ability to remain effective under a heavy workload and demonstrate resistance to stress.

Living diversity:

  • Ability to establish and maintain effective working relations with co-workers in an international and multi-disciplinary work environment.

Advising:

  • Ability to synthesise various data into a coherent and relevant whole, transforming it into a valuable and correct conclusion;
  • Building constructive relationships with clients, adequately identifying and managing their needs and expectations, and giving well-grounded advice.

Team supervision:

  • Ability to manage a diverse team including the ability to motivate staff, effectively plan and monitor the work of other staff members and to provide guidance.

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 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 6 highest scoring candidates. All candidates having a score equal to the 6th 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, for establishment of a Reserve list. A Reserve list is valid for 24 months.

Candidates who participated in the interview will be informed of the outcome, i.e. whether they have been successful or not.

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: AD7

The gross basic monthly salary is EUR 7.876,27 (step 1) or EUR 8.207,25 (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.

Indicative net salary sample calculation AD7/1:

a)    Staff member (single) in receipt of expatriation allowance (16%): EUR 8.091.70

b)    Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): EUR 10,380.87

The above amounts are based on the applied weighting coefficient of 113.2 % applicable to The Netherlands. The weighting coefficient applicable to Belgium is 100%. Weighting coefficients are subject to change. 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 7 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.

Conditions 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.

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: CONFIDENTIAL UE/EU CONFIDENTIAL

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.

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