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How Netherlands-Based Tech Companies Are Preparing for a Shortage of Senior Java Developers
- Saransh Garg
- Oct 9
- 9 min read
When you and I talk about hiring senior Java developers today, especially for fast-growing tech teams in the Netherlands, the conversation usually starts with a shared frustration: there simply aren’t enough highly experienced Java engineers available locally.
You may already be dealing with missed delivery deadlines, rising developer salaries, repeated offer drops, or your internal recruitment team struggling to fill core backend engineering roles. And if you're a CTO, VP Engineering, or a tech hiring lead in a Dutch company, you already know the talent deficit is about to grow even more severe.
But here’s the good news: forward-thinking Netherlands-based tech companies are preparing early not by lowering expectations, but by expanding the boundaries of where and how they hire.
In this article, I want to walk you through what Dutch tech teams are doing right now, why the shortage is accelerating, and how companies are building future-ready Java engineering pipelines using cross-border recruitment, India-based hiring, Employer of Record (EOR), global payroll outsourcing, and strategic talent diversification.
If you're planning to hire senior Java developers in coming months and beyond, what you’re about to read will likely save you time, money, and months of hiring frustration.
Why Netherlands-Based Tech Companies Are Facing a Java Developers Talent Crunch
Let’s begin with the core problem. Most Dutch companies hiring Java developers share a similar story:
Their projects demand deeper backend expertise than ever.
Local senior Java talent has become harder to access.
Competition from banks, SaaS companies, fintech, and unicorns has intensified.
Offer dropouts and counteroffers have become daily realities.
Time-to-hire is stretching from weeks to months.
Salaries are growing faster than recruitment budgets can support.
But the real pressure comes from something bigger:
Java Isn’t Dying. It’s Evolving. And the most experienced developers are fully booked.
Senior Java developers today are not just coding they are:
Owning microservices architecture
Leading modernization initiatives
Working with cloud-native Java solutions
Integrating Java with CI/CD & DevOps pipelines
Managing containerized deployments (Docker, Kubernetes)
Ensuring security in complex enterprise systems
Working with Spring, Spring Boot, Hibernate, JPA at scale
These skills take 10–15 years to build. And the Netherlands is running out of these profiles faster than universities can produce them.
What Fast-Growing Dutch Companies Are Doing Differently
Netherlands-based companies especially in SaaS, BFSI, fintech, healthtech, e-commerce, and enterprise software are quietly shifting their hiring strategy.
Instead of waiting for CVs to arrive locally, they’re building hybrid, cross-border Java teams with India as the talent anchor.
I’ve seen three types of companies embracing this shift:
IT companies expanding their Java teams gradually
Global capability centers (GCCs) being built in India
Companies hiring in bulk for new product launches
Global companies opening new engineering hubs in India
Leadership hiring teams needing Java TLs, Senior Architects, and Engineering Managers
Companies building remote Java teams from scratch
Businesses that recently opened an office in India and now want faster expansion
Let me walk you through how they’re doing it and how you can replicate these practices.
How Tech Companies in the Netherlands Are Preparing for the Shortage of Senior Java Developers
1. Expanding Hiring Beyond Local Boundaries to India
Tech companies Hiring only in the Netherlands dramatically shrinks the senior Java Developers talent pool. Teams get stuck with slow roadmaps, overworked developers, and high dependency on freelancers.
Companies are now accessing India’s deep Java talent bench cost-effective, experienced, and readily available.
India has a far larger concentration of Java experts experienced in:
And Dutch companies are hiring these developers remotely using:
Employer of Record (EOR) in India
Remote hiring via IT staffing agencies
Dedicated teams in Tier-1 cities
Cities Dutch companies prefer for Java hiring: Bengaluru, Pune, Hyderabad, Chennai, Gurugram, Mumbai, Noida, Coimbatore.
2. Using Employer of Record (EOR) to Hire Without Setting Up an Entity
Hiring directly in India requires incorporating a legal entity, registering for taxes, maintaining monthly compliance, and managing HR complexities.
For most Dutch companies, this is expensive, slow, and legally complex.
They simply use an Employer of Record (EOR) service in India.
AnjuSmriti Global Employer of Record (EOR) Service helps companies:
Hire senior Java developers in India without opening a company
Manage payroll, taxes, and compliance
Handle employment contracts, onboarding & ongoing HR
Stay fully compliant with Indian labor laws
Scale Java teams quickly with zero legal risk
As one hiring manager from a Dutch SaaS company told me:
“We wanted to hire 20 senior Java engineers in Bengaluru but had no entity. EOR became our fastest route to hire compliantly.”
EOR = Full-time hiring without legal setup.
It’s becoming the default strategy for Netherlands-based companies hiring in India.
3. Building Hybrid Java Teams (Netherlands + India)
Problem: Fully local teams are expensive and hard to scale.
Agitate: Projects face delays, and companies depend on a handful of senior developers.
Solution: Companies now use a hybrid team model.
A hybrid Java engineering setup looks like this:
Local Team (NL) - Architecture, product ownership, stakeholder communication
Remote India Team - Backend development, microservices, API builds, QA automation, DevOps support
This setup unlocks:
24/5 development cycles
Faster delivery timelines
Lower operational cost
Access to senior specialists
A Dutch bank recently adopted this model with us and said:
“Our India Java team allowed us to deliver features twice as fast without burning out our Amsterdam team.”
4. Using India to “Future-Proof” Java Talent Pipelines
Universities aren’t producing enterprise-level Java engineers fast enough.
Companies relying only on local hiring are facing long-term risk.
They are building India-based Java talent pipelines.
We help companies set up:
Campus-to-senior pipelines
Java training + deployment models
Leadership tracks (Java Team Leads, Architects)
Multi-year engineering expansion plans
This allows Dutch engineering teams to plan 6–18 months ahead, not react only when vacancies open.
5. Hiring Java Leaders in India (Architects, Tech Leads, Managers)
Senior developers are not enough teams need leaders.
Java architects and TLs are nearly impossible to hire in the Netherlands quickly.
Leadership hiring in India.
Companies are hiring roles like:
Senior Java Architect
Java Technical Lead
Engineering Manager (Java background)
Solutions Architect
Once hired, these leaders manage distributed teams and ensure faster, scalable development.
A Netherlands fintech company recently hired a Java Architect in Pune through us and shared:
“He now manages 14 remote Java developers across two countries and handles our microservices architecture.”
6. Using Java + Cloud Expertise as a Skill Multiplier
The shortage isn’t just about Java. It’s about Java + cloud-native development.
Dutch companies now prefer developers with:
Java + AWS
Java + Kubernetes
Java + Docker
Java + Microservices + Event-driven architecture
Indian Java developers have deep cloud-experience because:
They’ve worked on global product teams
They’ve built scalable systems for BFSI, fintech, SaaS
They are used to high-traffic application development
This makes India the most future-ready Java talent hub.
7. Avoiding the Risks of Hiring Freelancers or Contractors
Problem: Some companies attempt to bypass shortage by hiring independent contractors. Agitate: But this introduces legal, compliance, IP, and notice-period risks in India. Solution: Dutch companies now hire through EOR or full-time recruitment instead of contractors.
Why companies stop contractor hiring in India:
Misclassification penalties
No IP protection
No stable commitment
High attrition
No regulatory compliance
Payment channel restrictions
EOR solves all of these.
If you’re planning to hire in India without risk, you need:
Employment contracts aligned with Indian law
Proper payroll and statutory deductions
IP protection + NDAs + local compliance
That’s exactly what AnjuSmriti’s Employer of Record India service handles end-to-end.
8. Hiring for New India Offices Through EOR First
Many Dutch companies open a small office in India but are not ready for a full entity structure.
They first use EOR to hire:
QA engineers
Product managers
Then they transition employees from EOR to their own entity once they scale.
It reduces:
Waiting time
Setup delays
Early-stage legal cost
It increases:
Speed
Flexibility
Cash flow
This “EOR first → entity later” model is trending strongly among Netherlands-based tech companies.
9. Filling Bulk-Hiring Needs Through Accelerated Recruitment Pipelines
Companies hiring 10, 20, or 100 Java developers in one year need scalable sourcing capability.
We help Dutch clients with:
Large Java hiring drives
City-specific talent pipelines
Combined recruitment + EOR models
Multi-round technical interviewing
Leadership screening for Java positions
Cities where bulk Java hiring happens fastest:
Bengaluru
Hyderabad
Pune
Adding a Real Example to Help You Understand
Let me give you an example to simplify everything we’ve discussed.
Example: A Netherlands AI Startup Building Their Java Team in India
A Dutch AI SaaS company needed:
12 Senior Java Developers
1 Java Architect
3 Java + AWS engineers
2 QA automation engineers
Their pain points:
Amsterdam talent was too expensive
Local hiring took 3–5 months per role
Product deadlines were slipping
They had no Indian entity
Here’s what we did:
Outcome:
All 18 roles were filled in 62 days
Their development cycle became 2.3x faster
They saved 62% in cost
Their India team now handles 70% of backend engineering
This is the new reality and a huge advantage Dutch companies are starting to embrace.
If you're exploring ways to hire senior Java developers in India either remotely or for a hybrid model I can help you understand your options clearly.
→ If you want, I can prepare a custom hiring and EOR blueprint for your Netherlands-based company. You can share your details here: Click Here .
Or, if you’re planning bulk Java hiring or want to test India’s capacity first, we can walk through what a 30-day pilot project looks like.
If you’re a Netherlands-based tech leader, the strategies above are no longer optional they’re becoming essential.
Here’s what I strongly recommend:
1. Start building hybrid Java teams early Don’t wait until the shortage becomes unbearable. Start small even 1–2 roles before you need 10 or 20.
2. Use EOR to hire at speed without waiting for legal setup This reduces 90% of the operational complexity.
3. Diversify talent sources beyond local Dutch markets India will continue to be the world’s largest Java talent hub.
4. Prioritize Java developers who understand cloud-native engineering This ensures your team stays relevant long-term.
5. Build a leadership layer in India Architects and TLs ensure your distributed team succeeds technically.
6. Use recruitment + EOR together for faster team scale-up This is how Dutch companies are already building multi-city India tech hubs.
If You Want to Build a Future-Ready Java Team, I Can Help
Whether you're:
A Netherlands-based SaaS company
A GCC expanding in India
A company hiring Java talent in bulk
A tech business opening a new office in India
A team building remote engineers from scratch
I can help you plan your entire hiring + India expansion roadmap →
Share your requirement here and I’ll prepare a custom plan: Click Here
You’ll get:
A complete hiring plan
City recommendations
Salary benchmarks
EOR vs entity comparison
Team-building roadmap
FAQ: Senior Java Developer Shortage in the Netherlands
What is causing the shortage of Senior Java Developers in the Netherlands?
The shortage is driven by rapid digital transformation, expansion of European tech hubs, and a growing need for Java-based enterprise applications. Demand far exceeds the supply of experienced Java engineers, especially those skilled in cloud, microservices, and distributed systems.
Why are Senior Java Developers in such high demand across Dutch tech companies?
Netherlands-based companies rely heavily on scalable backend systems, e-commerce platforms, fintech apps, and cloud-native technologies all powered by Java. Senior developers bring the architectural expertise needed for performance, security, and modernization projects.
How are Dutch companies attracting top Senior Java talent?
Tech companies are offering remote work flexibility, relocation packages, premium salaries, and international hiring options. Many also partner with specialist recruitment agencies in India and Eastern Europe to tap into larger Java talent pools.
Are Dutch companies hiring Java developers from India and other countries?
Yes, due to the severe local shortage, Dutch tech firms increasingly hire Senior Java Developers from talent-rich countries like India. They use Employer of Record (EOR) services, global payroll partners, and IT recruitment agencies to manage international hiring smoothly.
What skills do Senior Java Developers need to work for Netherlands-based companies?
Most Dutch employers look for strong Java fundamentals, Spring Boot, microservices, REST APIs, cloud platforms (AWS, Azure, GCP), CI/CD, Docker, Kubernetes, and experience with distributed systems. Knowledge of European data/privacy standards is also a plus.
Are salaries for Senior Java Developers increasing in the Netherlands?
Yes. Due to the talent shortage, salaries have risen significantly, especially for developers with 6–12 years of experience. Companies often offer competitive pay, joining bonuses, and hybrid work options to attract experienced developers.
How can companies overcome the shortage of Senior Java Developers in the Netherlands?
They are using a multi-strategy approach: global recruitment, cross-border EOR hiring, upskilling internal teams, partnering with offshore tech hubs, and improving retention through better work culture and learning opportunities.
Is outsourcing or offshore hiring a good solution for Dutch tech companies?
Absolutely. Outsourcing and offshore recruitment provide fast access to highly skilled Senior Java Developers at competitive costs. Many Dutch companies partner with Indian tech recruitment agencies to close roles faster and build scalable development teams.
What role do recruitment agencies play in solving the Java talent shortage?
Specialized IT recruitment agencies provide pre-vetted Senior Java candidates, reduce time-to-hire, and help companies compete in a tight talent market. They also assist with cross-border hiring, compliance, onboarding, and long-term retention strategies.
How long does it take to hire a Senior Java Developer in the Netherlands?
Due to the shortage, hiring locally can take 6–12 weeks or longer. Many companies speed up the process by using global talent partners who already have access to experienced Java developers ready for immediate deployment.
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