If you're applying for jobs in the Netherlands, your Dutch CV is the most important document you'll prepare. It also doesn't look like the résumé you used back home. A CV that works perfectly in the UK, the US, or Ukraine can quietly get you rejected here, because Dutch recruiters expect a different format, a different tone, and a different level of detail.

Once you know the conventions, a Dutch CV is refreshingly clear to write. This guide covers exactly what to include, what to leave out, and how to structure each section so your application actually gets read.

What makes a Dutch CV different

Dutch hiring culture is direct, and that directness shows up in the CV. Recruiters want facts, results, and clarity. They have little patience for long paragraphs of self-promotion. A few things tend to surprise newcomers:

  • It's concise. One page is ideal. Two pages is the maximum, even for senior roles. Anything longer signals that you can't prioritise.
  • It's factual. Skip the dramatic adjectives. "Managed a team of eight and cut delivery time by 20%" works far better than "passionate, results-driven leader."
  • A photo and date of birth are optional. In the UK or US, photos are discouraged. In the Netherlands, including a professional headshot and your date of birth is common and widely accepted. It's still your choice. Plenty of candidates leave them off to avoid any bias, and that's fine too.
  • Languages matter. Your level of Dutch and English can decide an application, so a dedicated languages section is expected.

The principle behind all of this: a Dutch CV respects the reader's time. Make every line earn its place.

The structure of a Dutch CV, section by section

This is the order Dutch recruiters expect, top to bottom.

1. Personal details (Persoonsgegevens)

Your full name, city, phone number, email, and LinkedIn URL. Optionally a photo, date of birth, and nationality. You do not need to include your full home address — city and country are enough.

2. Personal profile (Profiel)

Three to four sentences summarising who you are professionally, your key strengths, and what you're looking for. Tailor this to the specific role. This is the first thing a recruiter reads, so make it count.

3. Work experience (Werkervaring)

Reverse chronological order, most recent first. For each role include your job title, the company, the city, and the dates (month and year). Under each role, add two to four bullet points focused on achievements and results, not just responsibilities. Quantify wherever you can.

4. Education (Opleiding)

Again reverse chronological. List your degree, institution, location, and years. If your qualification is from outside the Netherlands, add a short note on its Dutch equivalent. Nuffic offers official diploma evaluations that recruiters recognise.

5. Skills (Vaardigheden)

Hard skills and tools relevant to the job: software, technical competencies, certifications. Keep it specific to the role rather than listing everything you've ever touched.

6. Languages (Talen)

List each language with your level, ideally using the CEFR scale (A1–C2) or plain terms like "native," "fluent," or "professional working proficiency." Be honest. Your level will be tested if the job requires it.

7. Interests or references (optional)

A short interests line is more accepted in the Netherlands than in some countries and can add a bit of personality. References are usually offered "on request" rather than listed in full.

How to tailor your CV to each job

This is where most applicants lose interview invitations. Sending the same CV to every vacancy almost guarantees silence. Dutch recruiters, and increasingly the applicant-tracking software they use, look for a clear match between your CV and the job posting.

Before you apply, read the vacancy carefully and pull out the key requirements and keywords. Then mirror that language in your profile, your skills section, and your experience bullets. If the role asks for "stakeholder management" and you've done exactly that, use those words. You're not gaming the system. You're making the match obvious in the few seconds your CV gets scanned.

Five common mistakes that get a Dutch CV rejected

  1. Too long. A four-page CV reads as a lack of focus. Cut ruthlessly.
  2. Responsibilities instead of results. "Responsible for sales" tells a recruiter nothing. "Grew regional sales by 30% in 18 months" tells them everything.
  3. Overdesigned templates. Heavy colours, columns, graphics, and skill "bars" often break applicant-tracking systems and look gimmicky. Clean and professional wins.
  4. A generic profile. A summary that could belong to anyone gets skimmed past. Make it specific to you and to the role.
  5. Translating, not adapting. Running your old CV through a translation tool keeps the wrong structure and tone. A Dutch CV needs to be rebuilt, not just translated.

Length, design, and file format

Keep it to one or two pages in a clean, single-column layout with a standard font (Calibri, Arial, or similar) at 10–11pt. Use clear section headings and consistent formatting. Send your CV as a PDF unless the employer specifically asks for a Word document. A PDF holds its layout on any device and looks more professional. Name the file clearly, for example CV-Firstname-Lastname.pdf.