This selection procedure is intended to establish a reserve list of successful candidates. It is envisaged to start using the reserve list in Q4 2026/Q1 2027.
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 position of Senior Agent – Corporate Compliance is located in the Compliance & Internal Control (CIC) Team in the Corporate Affairs Bureau (CAB) Department.
The CAB Department is responsible for:
- Providing the full range of services expected of a cabinet, including administrative, logistic and policy support to the Executive Director;
- Supporting the senior management team and coordinating key corporate interests, including inter-departmental cooperation, stakeholder management and financial administration;
- Coordinating, as Europol’s central point of contact, the preparation, execution and Europol's response to audit activities and findings, performing internal control related compliance functions, as well as maintaining Europol's corporate risks and coordinating the related risk mitigation across the organisation;
- Dealing with and coordinating all internal and external communication, media, and public relations activities, as well as managing open sources in relation to key corporate interests.
The CIC Team performs Europol’s audit coordination, internal control and corporate risk management related activities, providing dedicated advice within the remit of the CAB Department for decision-making by the Executive Director and senior management, which comprises, in particular, corporate statutory aspects affecting the Agency’s overall compliance posture with respect to the core business, financial, staff (including the aspect sensitive positions), data protection and related confidentiality regulatory matters, as well as public access to Europol information.
Purpose of the post
The Senior Agent – Corporate Compliance supports the activities of the CIC Team by providing analysis, preparing documentation and developing guidance in the area of corporate compliance to facilitate informed decision-making. The incumbent contributes to the creation, consistent interpretation and application of Europol’s legal framework, policies and relevant EU legislation. The tasks involve revising policy developments, conducting legal research and cooperating with internal stakeholders across Europol.
Reporting lines
The incumbent reports to the Head of the Compliance & Internal Control (CIC) Team.
2. Functions and duties
The incumbent carries out the following main functions and duties:
- Prepare briefing notes, background papers, presentations and documentation for management;
- Conduct research and analyse legislation, corporate regulatory compliance provisions and developments, case law, policy documents and EU best practice;
- Translate research findings into practical guidance, briefings and recommendations to support policy development and corporate decision-making;
- Contribute to development, review and implementation of internal policies and procedures to support corporate decision-making;
- Assess requests concerning access to documents, corresponding confidentiality aspects and public disclosure;
- Facilitate cooperation between the CIC Team and other legal and corporate functions to ensure a coherent organisational approach;
- Support the planning, coordination and monitoring of the activities of the CIC Team to ensure the timely delivery of outputs;
- Perform any other duties 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 position (prior to appointment the successful candidate will be medically examined by one of the institution’s medical officers in order that the institution may be satisfied that the candidate fulfils the requirements of Article 12(2)(d) 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 3 years or more.
4. Requirements - Selection criteria
a. Professional experience
Essential
- At least 3 years of relevant professional experience in corporate compliance or governance related functions (such as legal, policy advice, audit coordination, risk management or institutional affairs);
- Experience in analysing complex regulatory, policy or organisational matters;
- Experience drafting briefing notes, legal opinions, reports, policies, guidance documents and/or regulatory instruments;
- Experience coordinating work across multiple stakeholders and facilitating cooperation between different organisational functions;
- Experience in handling classified, in confidence and/or sensitive documentation related to legal, staff-related and/or financial matters.
Desirable
- Experience in an EU institution, agency or international organisation;
- Experience advising on ethics, integrity, disciplinary or compliance-related matters;
- Experience working with the Artificial Intelligence (AI) regulatory framework in the EU and AI compliance best practices.
b. Professional knowledge
Essential:
- Knowledge of the administrative and institutional framework applied in highly regulated environments or complex governance structures such as the EU;
- Completed university degree in law, public policy or similar;
- Ability to analyse legal, regulatory and policy documentation;
- Knowledge of corporate compliance, governance and regulatory principles.
c. General competencies
Essential:
Communicating:
- Very good communication skills in English, both orally and in writing;
- Very good drafting skills and attention to detail.
Analysing & problem solving:
- Keen eye for detail with the ability to maintain standards of accuracy under pressure of tight deadlines;
- Strong analytical and problem-solving skills including the ability to anticipate potential problems, determine and implement solutions;
- 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:
- Ability to work well under pressure, 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.
Living diversity:
- Ability to work effectively in an international and multi-cultural environment.
5. Selection procedure
All applications for Contract Agent posts must be submitted through the online recruitment system accessible via Europol’s website.
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 of Europol 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 6 highest scoring candidates. All candidates having a score equal to the 6th highest scoring candidate will be invited to take part in the first stage of the selection procedure (written test. At shortlisting stage, the Selection Committee will also establish the pass-mark for the selection procedure.
The Selection Committee will assess the written test against the selection criteria. Those candidates who do not reach the pass-mark for the test will be informed that they do not qualify to participate in the interview. All candidates who reach the pass-mark for the test will be invited to the second stage of the selection procedure (interview).
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, either in part or in full, 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: [email protected]. 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
The AACC shall classify contract staff in their function group taking into consideration their qualifications and professional experience at the time of entry into service.
FGIV
The basic monthly salary is: grade 13 (EUR 4,449.31), grade 14 (EUR 5,034.18) or grade 16 (EUR 6,444.59)
Grade Qualifications and professional experience
13 Less than 5 years
14 Between 5 years and 17 years
16 More than 17 years
Staff pay EU tax at source but salaries are exempt from national taxes. Compulsory deductions are made for medical 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
a) Staff member (single) in receipt of expatriation allowance (16%): grade 13 EUR 4,776.93, grade 14 EUR 5,376.42, grade 16 EUR 6,749.02
b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): grade 13 EUR 6,795.42, grade 14 EUR 7,423.54, grade 16 EUR 8,900.02.
The above information is indicative and for information purposes only. It is merely meant to give an indication of your 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 recruited as Contract Agent FGIV pursuant to Article 3(a) of the CEOS.
The initial contract will be concluded for a fixed period of 4 years (full-time – 40 hours a week). The contract may be renewed, in principle, for a fixed period of 2 years. Any further renewal shall be for an indefinite duration.
In case of successive contracts under Article 3a) of the CEOS, the duration of the contract offered will be set in accordance with the provisions of the Decision of the Management Board of Europol of 4 October 2019 governing the conditions of employment of contract staff employed under the terms of Article 3a) thereof.
Before a successful candidate can be engaged on a contract of employment for an indefinite duration in function group IV, in case of successive contracts under Article 3a) of the CEOS, s/he will have to prove the ability to work in a third language (i.e. one of the official European languages). Specifically, the successful candidate is required to hold an EPSO validated language certificate or diploma of at least level B2 - as referred to in the Council of Europe’s Common European Framework of Reference for Languages.
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.
The place of employment will be The Hague, The Netherlands.
Probation period
Engagement for this post is subject to the successful completion of a probationary period of 9 months.
In case of successive contracts under Article 3a) of the CEOS, a candidate may be exempt from the requirement to serve another probationary period in accordance with the provisions of the Decision of the Management Board of Europol of 4 October 2019 governing the conditions of employment of contract staff employed under the terms of Article 3a) thereof.
Europol reserves the right to terminate the contract of employment during or at the end of the probation period in accordance with Article 84 the 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: CONFIDENTIEL UE/EU CONFIDENTIAL
For further information on terms and conditions, please consult the EUSR/CEOS available on Europol’s website.
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, contract 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: 21 August 2026
Deadline for application: 18 September 2026, 23:59 Amsterdam Time Zone
Recruitment procedure: October/November 2026
Application process and selection procedure
For further details on the application process and the selection procedure, please consult our FAQs or refer to the EUROPOL RECRUITMENT GUIDELINES available on Europol’s website.
Contact details
For further details on the application process please call +31 (0) 70 353 1146 or +31 (0)70 353 1981.
