Platform on window, door, frame technology, hardware, roof and facade technology, security
Prefabrication is the key word
Ergon Jobs has changed course. Thanks to targeted international campaigns, a presence on local job boards, and a tightly fine-tuned recruitment process, the company is now increasingly able to find independent professionals on its own. And that’s paying off. “Just last week, we received five candidates through partners, while about fifty came in through our own channels,” says an enthusiastic Tim van Lierop, Operational Manager at Ergon Jobs. This shift marks a new phase for the company, which remains fully committed to further growth even in a turbulent market.
Ergon Jobs focuses exclusively on recruiting skilled workers for facade construction. For a long time, the emphasis was primarily on on-site installation. That picture has since changed significantly. “At first, the breakdown was about 80 percent installation and 20 percent production staff. Now that ratio has almost completely reversed,” says Van Lierop. This development arose partly on its own, but it appears to align well with the current market, where prefabrication is much more common, and with the need for greater stability within the organization.
The focus on production staff, in particular, brings peace of mind. “While assembly workers are constantly moving from project to project, staffing production workers offers much greater continuity. It also makes housing arrangements much easier. A production site is a fixed location, whereas the assembly site changes all the time. In addition, production staff are easier to find and can be deployed more quickly,” says Van Lierop. Still, flexibility remains an important part of Ergon Jobs“ approach. The company is known for its ability to adapt quickly. ”On Friday, I was still in talks with a candidate from Romania, and by Tuesday he was already on the construction site in Eindhoven. We’ve been planning on such short notice for years.”
The biggest change at Ergon Jobs right now is in the recruitment process. Until recently, the organization relied almost entirely on external partners abroad. That changed in September 2025, when the decision was made to increasingly take recruitment in-house. Since then, the approach has been further refined each quarter. “Our colleagues Agnes and Krzysztof play a central role in this. We actively reach out to skilled professionals through international job boards, targeted ads, and local campaigns. We invest heavily in training, knowledge, and consulting to continuously improve that process,” said van Lierop.
The results are remarkably good. “Experienced professionals from Poland, Romania, and Bulgaria, in particular, are increasingly applying directly. We’re now consistently hiring people who, for example, have ten years of experience with a specific facade system. We hardly ever received such profiles through our partners,” says a visibly proud Van Lierop. “An added benefit is that many foreign professionals are more versatile. In the Netherlands, production tasks are often divided into silos across different departments, whereas employees abroad are accustomed to handling the entire process: from production to installation. They are often multifunctional. That makes it easier to adapt quickly if there’s a shortage of staff somewhere.”
