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How to Prepare for Your First Interview with a European Recruiter

How to Prepare for Your First Interview with a European Recruiter

Getting a first-round interview with a European employer is a real milestone. Someone read your application and decided you were worth 30 minutes of their time. The question is what to do with those 30 minutes.

European first-round interviews are typically screening calls — shorter and lighter than later technical or panel rounds. But don't mistake "screening" for "easy." The recruiter is deciding whether to move you forward, and a few common missteps send candidates backward fast.

European Recruiter Screening Call: Key Facts at a Glance

Detail What to Know
Typical format 20–30 minute video or phone call
Main purpose Screening for fit, commitment, and logistics
CV format 2–3 pages on A4; photo standard in DACH region
Salary quoting Always gross (Brutto); research net-to-gross ratios
Germany notice period 4 weeks minimum (§622 BGB), longer with tenure
France notice period 1–3 months depending on seniority
Netherlands notice period 1 month statutory minimum for employees
UK notice period 1 week statutory; 1–3 months contractual typical
Hiring timeline 4–8 weeks from first interview to offer
Follow-up Thank-you email within 24 hours

Your CV Needs to Look European

If you're sending a US-style resume, update it before applying anywhere in Europe. The conventions are different enough that sending the wrong format signals immediately that you haven't adapted.

A few things that trip up American applicants:

  • Length: 2–3 pages on A4 is standard. The strict one-page rule is an American thing.
  • Photo: Including a professional headshot is standard in Germany, Austria, Switzerland, France, and the Netherlands. Leave it off for UK and Ireland applications.
  • Education placement: Listed prominently — though for experienced professionals, work experience typically comes first. Recent graduates often lead with education.
  • Personal details: Date of birth, nationality, and languages spoken (with CEFR levels: A1–C2) are normal to include.
  • Format: The Europass CV is recognised across EU institutions and can work as a starting template, but many recruiters at private companies prefer a clean, custom layout.
  • Tone: Be factual and structured. European recruiters value clarity over marketing language. "Led a team of 8 engineers to deliver X on time" beats "passionate, results-driven leader."

Keep your CV and LinkedIn profile consistent. Recruiters check both, and mismatches raise questions. For a detailed breakdown of how European and American CVs differ, see our resume comparison guide.

What the First Round Is Actually Testing

Most first-round European job interviews are 20–30 minutes and cover predictable ground. The recruiter screening call is less about grilling your technical skills and more about filtering for fit and commitment.

They want to know:

  • Do you understand the role?
  • Are your salary expectations realistic for this market?
  • Are you actually committed to relocating, or hedging?
  • Will the visa process create complications?
  • Can you communicate clearly in a professional context?

None of these require elaborate answers — they require direct, prepared ones.

Questions You'll Almost Certainly Be Asked

"Where are you currently based, and are you open to relocating?"

Be specific. Vague answers ("I'm open to it, yes") make recruiters nervous. Show you've thought it through — mention why you're interested in the location, not just the role. If you've already researched housing costs or visited the city, say so.

"What's your visa situation?"

Know exactly which visa you qualify for, what documentation it requires, and roughly how long processing takes. If you're eligible for an EU Blue Card, say so. If you're planning the Opportunity Card route first, say that. Recruiters appreciate candidates who've done their homework on this — it signals that you're serious about the move, not just exploring.

"What's your notice period?"

Notice periods in Europe are longer than in the US, and recruiters factor this into their timelines. Here's what to expect:

  • Germany: 4 weeks to the 15th or end of the month is the statutory minimum under §622 BGB. After two years of service, the employer's obligation increases — but as an employee, you can always resign with the basic 4-week period unless your contract specifies otherwise. During probation (up to 6 months), it's just 2 weeks.
  • France: 1 month for employees with 6 months to 2 years of service, 2 months for those with 2+ years, and 3 months for cadres (executives). Collective agreements can modify these.
  • Netherlands: 1 month is the statutory minimum for employees resigning, regardless of how long you've worked there. Contracts can extend this up to 6 months.
  • UK: The statutory minimum for employees resigning is just 1 week (for anyone employed at least 1 month). In practice, professional contracts typically specify 1–3 months for both parties.

If your current notice period is longer than typical, mention it upfront and explain how you plan to manage the transition.

Salary Expectations for Expats in Europe

This is where candidates from the US regularly trip up. European salaries are always quoted as gross annual figures, and the gap between gross and net is significant. If you quote a number based on your US net salary without adjusting for European tax and social contribution rates, you'll either price yourself out or undersell yourself.

Do the conversion before the call. Approximate take-home ratios for a mid-range professional salary:

  • Germany: ~60–65% take-home. Progressive income tax runs from 14% to 42% (45% above ~€278,000), plus roughly 20% in social insurance contributions (pension, health, unemployment, long-term care) split between you and your employer. For more detail on what you'll actually earn, see our salary guide.
  • Netherlands: ~65–70% take-home. If you qualify for the 30% ruling — which exempts 30% of your gross salary from income tax for up to 5 years — your take-home jumps considerably. The salary threshold for eligibility is €46,107/year in 2026. One thing to plan ahead for: the ruling drops to 27% from January 2027.
  • France: ~70–75% take-home for mid-range salaries, though social contributions are high. The impatriate regime (régime des impatriés) can exempt a portion of your compensation from tax for up to 8 years if you haven't been a French tax resident in the 5 years before your arrival.
  • Belgium: ~55–60% take-home for higher earners. Belgium has one of the highest tax wedges in the OECD, with a top marginal rate of 50% kicking in at €48,320. The gap between gross and net is the biggest surprise for expats in Belgium.

Use a country-specific gross-to-net calculator before the call — not a rough estimate. Getting this wrong is one of the most common mistakes expats make in European job interviews. For Germany, our tax guide breaks down exactly how the calculation works.

Common Mistakes That End Candidacies in Round One

A few things that reliably end candidacies at the first-round stage:

  • Being vague or unprepared on visa requirements — it signals you haven't seriously committed to the move
  • Quoting salary expectations based on US net pay without adjusting for European gross-to-net ratios
  • Asking about vacation days or remote work policies in the first conversation — these are reasonable questions, but save them for later rounds when you've already demonstrated your value
  • Not knowing that European hiring timelines are slower: typically 4–8 weeks from first interview to offer, sometimes longer
  • Sounding uncertain about relocation — if you seem like you might back out, the recruiter will move to someone who won't

One thing that helps: frame your relocation as a decision you've already made, not one you're still weighing. "I'm relocating to Berlin in Q3" lands differently than "I'm thinking about maybe moving to Europe."

A Few Things That Actually Work

Learn 2–3 phrases in the local language. You don't need to be fluent — even a polite greeting in German or Dutch signals real interest in the country, not just the paycheck.

Follow up with a brief thank-you email within 24 hours. It's common practice in European hiring and takes five minutes. Reference something specific from the conversation so it doesn't read as a template.

If the interview is at a German or Dutch company, expect it to be conducted in English even if the company's working language isn't. Large European employers run their international hiring almost entirely in English.

Research the company's actual products, clients, or recent news before the call. European hiring managers notice when you've prepared — and when you haven't. Mentioning a specific product launch or market move shows you're interested in the company, not just a European address.

Frequently Asked Questions

How long is a first-round interview with a European recruiter? Most first-round European interviews are 20–30 minutes. They're screening calls, not deep technical assessments. The recruiter is checking fit, relocation commitment, salary alignment, and visa feasibility before deciding whether to advance you to the next round.

Should I include a photo on my CV for European jobs? In Germany, Austria, Switzerland, France, and the Netherlands, including a professional headshot is standard practice. For the UK and Ireland, leave it off — photo CVs are unusual there and can even work against you due to anti-discrimination norms.

How should I handle salary expectations in a European interview? Always research the gross-to-net ratio for the specific country before the call. European salaries are quoted gross, and deductions for tax and social contributions are higher than most Americans expect. Use a country-specific calculator and quote a range based on the local market, not your current US compensation.

What visa information should I prepare before the interview? Know which visa you qualify for, what documents are required, and the approximate processing timeline. For Germany, the EU Blue Card is the most common path for skilled professionals. Being specific about your visa plan tells the recruiter you're serious — vagueness on this topic is one of the top reasons candidates get screened out.

Are European hiring processes slower than in the US? Generally, yes. Expect 4–8 weeks from first interview to offer, and sometimes longer — especially in larger companies or roles requiring works council involvement (common in Germany). Notice periods also tend to be longer, so the total time from first contact to your start date can stretch to 3–4 months.

Do I need to speak the local language for a European job? It depends on the role and company. Most international companies and tech firms conduct interviews and daily work in English. However, for client-facing roles, public sector positions, or smaller companies, local language skills become more important. Even for English-speaking roles, showing you've started learning the local language makes a strong impression.

The first round is the beginning, not the destination. Treat it as a conversation rather than a performance, prepare the specifics in advance, and leave the recruiter with a clear impression that you're a serious candidate who's done the work.

If you're working through the practicalities of a European move — from visa strategy to understanding your contract and salary expectations — that's exactly what we help with at Move2Europe.

Book a free consultation and let's build your plan for getting hired in Europe.

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