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 post of Senior Agent – Cybersecurity Awareness is located in the Information Security Team, Corporate Security Department, 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 to ensure Europol’s physical and information security and business continuity. The Governance Directorate comprises of two Departments, Institutional and Legal Affairs and Corporate Security.
The Corporate Security Department establishes all security measures required to protect the persons present at Europol, the Europol buildings, together with its installations and all Europol information, and to ensure the safe and continual operational functioning of Europol. Furthermore, the Department handles the integral management (planning and monitoring) and realization of housing services and resources.
The Security Risk Management & Services Unit, bringing together all services delivered across the organisation to protect information, enhance organisational resilience, manage crises, provide risk-based assessments and advice to relevant stakeholders and deliver directly related facilities services.
The Information Security Team is responsible for:
- Ensuring that Information Security risks are well managed;
- Providing assurance in Europol’s Communication and Information Systems;
- Monitoring the Cyber Threat Landscape and reporting on current and emerging threats;
- Developing and maintaining the information security policy framework;
- Ensuring compliance of Information Security measures with applicable legal framework;
- Coordinating Training and Awareness on Information Security;
- Providing expert advice on Information Security matters to Europol’s management, projects and user community.
Purpose of the post:
The Senior Agent – Cybersecurity Awareness contributes to the activities and objectives of the Information Security Team with a primary focus on strengthening cybersecurity awareness. The post holder leads the development, implementation and continues improvement of cybersecurity awareness services, ensuring their development towards increased maturity, effectiveness and organisational relevance. The role focuses on the planning, coordination and implementation of cybersecurity awareness initiatives and projects, by designing, coordinating and delivering risk-based cybersecurity awareness, education and training programmes that enhance cybersecurity culture, knowledge, skills and behaviours among staff and relevant stakeholders.
Reporting lines:
The incumbent reports to the Head of the Information Security Team.
2. Functions and duties
The incumbent carries out the following main functions and duties:
- Develop, maintain and continuously improve Europol’s cybersecurity awareness and training programme in line with applicable information security policies, standards, regulatory requirements, organisational risks and current threat landscape;
- Design, coordinate and deliver targeted cybersecurity awareness campaigns, training activities, workshops, seminars and engagement initiatives to strengthen cybersecurity knowledge, skills and secure behaviours across Europol;
- Develop, update and maintain cybersecurity awareness training materials across a variety of formats;
- Plan and execute phishing simulation exercises, analyse results and identify training needs to inform campaign priorities;
- Collaborate with internal stakeholders to integrate cybersecurity awareness into onboarding, staff development activities and wider organisational security initiatives;
- Monitor, evaluate and report on the effectiveness of cybersecurity awareness and training activities using defined metrics, KPIs and assessment methods, providing recommendations to the management;
- Support the development and maintenance of information security policies, procedures and guidance related to staff cybersecurity responsibilities and human-factor risks;
- Assess and support the use of cybersecurity awareness platforms, learning management systems (LMS), content creation tools, multimedia production tools and other technologies supporting awareness activities;
- Follow developments in cybersecurity threats, awareness practices and training approaches and contribute to the continuous improvement of awareness activities;
- Liaise with EU institutions, agencies, law enforcement partners and relevant external bodies to exchange knowledge and promote cybersecurity awareness best practices;
- Perform any other duty 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 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
- 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;
OR
- Professional training of an equivalent level, 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
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
4. Requirements - Selection criteria
a. Professional experience:
Essential:
- Experience in planning, designing, developing and implementing cybersecurity awareness, education or security training programmes and/or campaigns;
- Experience in developing cybersecurity awareness content and training materials for diverse audiences, including non-technical users, using different formats;
- Experience in planning and executing social engineering awareness exercises (e.g. phishing simulations), analysing results and using findings to support behavioural change and risk reduction;
Desirable:
- Experience in working in an international work environment;
- Experience with e-learning platforms or learning management systems (LMS);
- Experience in applying behavioural science, adult learning principles or change management approaches to security awareness activities.
b. Professional knowledge:
Essential:
- Knowledge of cybersecurity principles, cyber threats and attack vectors, including phishing, social engineering and malware, insider threat and human-factor risks;
- Knowledge of cybersecurity awareness methodologies, behavioural change principles and best practices;
- Ability to develop and produce security awareness materials in different formats; (e.g. graphic content);
- Knowledge of applicable EU regulatory and policy frameworks for cybersecurity, including Regulation (EU, Euratom) 2023/2841 (EU Cybersecurity Regulation for Union entities);
- Knowledge of metrics and performance measurement techniques used for measuring the effectiveness of cybersecurity awareness initiatives.
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 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.
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: 19 August 2026
Deadline for application: 16 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 1981 or +31 (0)70 353 1146.
