This selection procedure is intended to establish a reserve list of successful candidates. It is envisaged to start using the reserve list in Q3/Q4 of 2026.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.
Organisational setting:
The post of Specialist - EFECC Operations is located in Financial Crime Team, Financial
Crime Unit, European Financial and Economic Crime Centre (EFECC) Department,
Operations Directorate.
The Operations Directorate hosts the following distinct Departments: Operational and
Analysis Centre, European Serious Organised Crime Centre, European Cyber Crime
Centre, European Counter Terrorism Centre, European Financial and Economic Crime
Centre and European Centre Against Migrant Smuggling.
The Operations Directorate deals with the core business of Europol, improving the
effectiveness and cooperation of the competent authorities in the Member States in
preventing and combating serious and organised crime, as well as terrorism affecting
the Member States. This requires close cooperation with the Liaison Bureaux at
Europol and via them with the Operational Teams in the Member States.
Europol delivers a number of products and services to national law enforcement
agencies to support them in their fight against international serious and organised
crime, as well as terrorism.
EFECC provides support and coordination to Member States in the fight against
financial and economic crimes in the European Union, delivering operational and
investigative services on complex financial investigations. It also provides support to
the European Union’s institutions and Member States in building operational and
analytical capacity for investigations and in strengthening the cooperation with
external partners, both in the public and private sector.
Purpose of the post:
Under the responsibility of the Head of Unit and with supervision of the Head of Team
and/or the respective Head of Office, the post holder will be responsible for
contributing to the activities within the Analysis Project Asset Recovery to support
the fight against the activities of criminal organisations involved in migrant smuggling
activities with a focus on operational support (financial investigations and
intelligence) to Member States’ investigations and providing a pan European
strategical overview.
The post is located in the European Financial and Economic Crime Centre (EFECC),
the post holder will support operations under the responsibility of the European
Centre Against Migrant Smuggling (ECAMS).
Reporting lines:
The incumbent reports to the Head of the Financial Crime Team.
Functions and duties
The incumbent carries out the following main functions and duties:
- Provide subject matter expertise (financial investigations and intelligence) to
operational activities aimed at fighting the facilitation of money laundering
and parallel financial systems (underground banking) with an emphasis on
migrant smuggling;
- Deliver operational support in its area of responsibility to operational activities
and investigations from Member States, whereby adopting a qualitative
perspective based on priority support to operations against High Value
Targets;
- Act as the main point of contact for any matters related to financial
investigations and intelligence in anti-migrant smuggling operations;
- Initiate and assist in producing analytical outputs (operational and strategic)
and other relevant intelligence products in the anti-migrant smuggling area
by applying financial investigations or based on financial intelligence;
- Enhance Europol’s ability to exploit intelligence with the aim of supporting
investigations of Member States;
- Support the Head of Team and Head of Office in policy and other strategic
matters carried out by Europol or EU Institutions and Agencies in the antimigrant
smuggling area linked to financial investigations and intelligence;
- Represent Europol at meetings, trainings and other events and deliver
presentations, increase awareness and provide expert knowledge and advice
in the anti-migrant smuggling area linked to financial investigations and
intelligence;
- Perform any other duties in the area of competence as assigned by the line
management.
Requirements - Eligibility criteria
a. Candidates must
- Be a member of a competent authority within the meaning of the Article 2(a) of the Europol Regulation and enjoy full rights as a citizen of a Member State;
- 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 (e.g. Police Officer’s School) 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.
Requirements - Selection criteria
a. Professional experience
Essential:
- Experience in conducting complex financial crime investigations, in parallel
with other serious and organised crime investigations, in particular migrant
smuggling and parallel financial systems;
- Experience in dealing with judicial authorities, FIUs and private sector at the
national and international level in the context of financial crime investigations;
- Experience in drafting policy papers and strategic reports in the fields of
money laundering, financial investigations and asset recovery;
- Experience in international police cooperation gained in a European
environment in the financial crime field.
Desirable:
- Experience with the payment landscape and ecosystem.
- Experience with crypto assets
b. Professional knowledge
Essential:
- Knowledge of the EU legal framework in the areas of money laundering and
asset recovery;
- Knowledge of money laundering criminal typologies and methods (modus
operandi);
- Knowledge of anti-money laundering and asset recovery investigation
techniques and methods;
- Knowledge of principles governing the international exchange of information and practices of international police and judicial cooperation.
- Knowledge of Europol’s legal framework, particularly in relation to information
sharing and processing operational and personal data.
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.
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.
For restricted posts (including restricted - Annex II posts), the AACC designates up to two additional members of the Selection Committee if so requested by the Chairperson of the Management Board. The additional members shall consist of a representative of the Presidency of the Council of the European Union or one representative of the Presidency and one representative of another Member State.
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).
In case of candidates shortlisted for restricted posts (including restricted - Annex
II posts), who had indicated membership of a competent authority in one of the Member States, Europol will seek confirmation from the relevant Europol National Unit to ensure that those candidates indeed belong to a competent authority.
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, 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.
Compensation and benefits
Scale: AD6
The gross basic monthly salary is EUR 6.961,69 (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.
Indicative net salary sample calculation AD6/1:
a) Staff member (single) in receipt of expatriation allowance (16%): EUR 7240
b) Staff member with two dependent children in their custody in receipt of
expatriation allowance (16%): EUR 9436
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.
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 5 years (full-time – 40 hours a week). The contract may be renewed only once, in principle, for a period of 5 years. The overall duration of the contracts on restricted posts of Europol staff members will be taken into account if they are successful in the selection procedure.
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 www.europol.europa.eu;
- 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.
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.
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: 9 June 2026
Deadline for application: 7 July 2026; 23:59 Amsterdam Time Zone
Selection procedure: July/August
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
In case of further questions please call +31 (0) 70 353 1215 or +31 (0) 70 302 1798.
