The Dutch Interview Sprint
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Still sending CVs into silence? It's time to fix that.
Discover the power of building relations with the right people.
Stop waisting your time applying and doom-strolling job vacancies. Start focussing your effort on building the right connections with Dutch Hiring managers. In the Dutch Interview Sprint, you get everything you need to go from ghosted to headhunted. You get the right identity, the LinkedIn profile, the outreach system and the interview strategy to land a 75+k role in the Netherlands (without speaking Dutch).
I came to the Netherlands with a strong finance background and quickly realized the market here runs on relationships in a way I hadn't experienced before, compared to the USA.
Starting with identity was the piece I didn't expect to need. But it set the foundation for everything else - I needed to mourn my public sector identity.
By the end of the sprint I was having real 1-1 conversations with senior professionals in my sector. Not from applications, from outreach.
That's a shift I couldn't have made without understanding how this market works.
Evan · FP&A Director · United States
I only applied for roles, and hearing back nothing. It was such a tiring situation, as it was truly messing up my confidence.
The sprint shifted how I approach applying. I spend time, one targeted application a week. The rest of my time I use to create new connections, 1-1 conversations and trying to be seen by a human, not an ATS system. In the final week I had my first conversations within the industry.
I can engage in many different ways through LinkedIn to extend my network and be more visible, not only by just sending my CV.
Laura - Sustainability Engineer - Germany/Colombia
You know that 75+k interview doesn't appear out of thin air....
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You've built a career. Changed jobs. Negotiated offers. You know how this works.
Except here, it's not working.
You apply. You tailor. You hit send. You hear nothing. Not a rejection, just silence. And you'll never find out why.
The next role has 300 applicants. You adjust the keywords. You try again. Still nothing.
Then there's the Dutch question. "Preferred" on one role. "Not required" on the next. You apply to both. You hear nothing from either. You never find out if language was the reason.
By month three, the silence starts to feel personal. You begin questioning things you've never had to question, whether your experience travels, whether your track record means anything here.
You try applying more, tailoring your CV again. You scroll more on LinkedIn. It get's lonely this search. You wait. You hear very little. You get stuck.
Meanwhile the savings are doing what savings do. And a question surfaces you didn't expect: Is this country really for me?
Even though you genuinely want to build your future here.
Here's what nobody told you when you arrived.
The Dutch market runs on relationships, before applications. By the time a role is posted, there is already a shortlist that gets priority. Let's get you on that shortlist.
Landing an interview shouldn't be a full-time job...
→ No rewriting your CV every single week
→ No “fluent Dutch required” road blockers
→ No applying and hoping something lands
→ No shrinking yourself to fit job descriptions
It is time to start claiming that 75+k role, instead of hoping for one
You are too dependent on online applications...
Not because every vacancy is already filled. Some are open. Some are genuinely competitive. And yes, people do get hired through job boards.
But online applications are the lowest converting activity in your job search. You spend real time researching, tailoring, writing, submitting. The return of your effort is almost nothing.
A 1–3% response rate on average. Hundreds of hours of work producing a handful of callbacks. That's not a you problem. That's a channel problem.
While you're applying, someone else is already on the phone with the recruiter. Not because they got lucky, because they got there first. They sent a direct message. Asked for a conversation. Got a referral from someone inside. By the time the vacancy opened, the recruiter already had a name in mind.
Your job isn't to apply better. It's to get in front of the recruiter before everyone else does.
That's a completely different activity. And it's the one most expats never switch to, because nobody showed them how.
The Dutch Interview Sprint shows you how.
When in January, we got back on track on my job search after a small hiatus, I immediately saw results from my actions. My visibility increased on LinkedIn, and by reaching out to my warm network in the first week to solidify recommendations I got referred by my previous boss and a friend and landed 2 interviews in the first month of taking consist action.
John (South Korea)
Business Development Professional
Transform you from ghosted to headhunted in 10 weeks
The time to take targeted action is now
Instead of just applying and hoping. A real system, that tracks results not just effort.
Week 1 — Market & Mindset
You stop applying randomly and start with clarity. Sprint identity, target roles, salary, and companies, locked in before you send a single message.
Week 2 — Your Talents
The Talent Scan identifies where your strengths meet Dutch market demand. You find your career sweet-spot and learn to talk about it in language recruiters here actually respond to.
Week 3 — Your Positioning
You build your positioning statement and STAR+ stories. The narratives that make your value immediately clear to any Dutch hiring manager.
Week 4 — LinkedIn Profile
Dutch headhunters search LinkedIn Recruiter before they post roles. This week makes you visible in those searches and puts you in front of your target hiring managers before you've applied anywhere.
Week 5 — LinkedIn Strategy
Content strategy, value commenting, warm outreach, and a daily routine that builds real visibility. LinkedIn stops being a job board and starts being your pipeline.
Week 6 — CV & Letters
Your CV and motivation letter catch up with the candidacy you've already built. Recruiter outreach goes live.
Week 7 — Conversations to Calls
A call playbook for converting LinkedIn exchanges into real conversations with people who can hire you. No more "great chat, let's stay in touch."
Week 8 — Beyond LinkedIn
Communities, events, alternative channels, and a personal pitch that works in any room.
Week 9 — Interviews & Salary
What Dutch hiring managers actually assess, what most candidates get wrong, and how to negotiate salary without leaving money on the table.
Week 10 — Continuation Plan
A 90-day plan and weekly routine so the pipeline keeps running after the sprint ends.
Results Tracking & KPIs live from Week 4. Every action has a number. You measure what works.
Thank you for your support. Every day, I'm forced to think of something to improve my career. I even dreamt about messaging tax professionals about their work routine 😆😂.
Thank you so much for your help.
Thanah K. - Singapore
Working with Lenny for the past two weeks has already given me a completely new perspective on my career in the Netherlands. After struggling for over a year to get interviews, I finally gained clarity on my ideal role, the right industry, and where my real talents add value. We’re now on a focused daily mission to strengthen my online presence and secure my first interviews.
Nikita - India
Ow wow, since the moment we've updated our LinkedIn I got 3 recruiter DM's in the two weeks following and had 2 recruiter calls. It does help to fix your LinkedIn the right manner.
Anjo - Phillipenes
The Dutch Interview Sprint is designed to stop you being an applicant. And become someone the hiring manager already knows.
ARE YOU THIS?
International professional already living in the Netherlands with 5+ years of corporate experience
Targeting roles at €75K and above but not getting traction despite real effort
Applying through job boards and hearing nothing or getting screened out before speaking to a human
Frustrated by the silence but not sure what to change or where the system is breaking down
Ready to stop applying and start building the relationships that actually open doors in the Dutch market
THIS IS NOT FOR?
You're looking for someone to do the work for you. This is a collaborative programme that requires your time, effort, and consistency every week
You're still undecided about living and working in the Netherlands long-term
You want to send CVs, wait for callbacks, and hope something lands
You're not willing to do warm outreach or show up consistently on LinkedIn, even when it feels uncomfortable
You expect results without putting in the work. This is a system, and it only works if you run it and do the reps to get traction.
Every day someone that doesn't speak Dutch gets hired.it's not Dutch, it's positioning
With experience across Legal, Recruiting, Procurement, and Technology Consulting, I know how hiring decisions actually get made and how to position you for them.
I know what it's like to be capable, international, and still not operating at the level you're ready for.
I know what it's like to be capable, international, and still not operating at the level you're ready for.
I built my career across corporate consulting, banking, legal, and HR. As a hiring manager, I saw exactly how senior profiles get evaluated and understood something most professionals don't.
Talent isn't enough. Clarity, positioning, and decisive execution determine who moves forward.
Many ambitious internationals in the Netherlands aren't lacking skills. They're lacking direction and a strategy built for how this market actually hires.
That's why I created the Dutch Interview Sprint.
Structured, direct, and built around one outcome: getting you in front of the right people.
If group coaching isn't right (yet)..
Not a review. A complete rebuild.
Using AI and hands-on iteration, we reconstruct your CV from the ground up. Focused on the areas where you created the most impact and aligned specifically with the €75K+ roles you're targeting.
The result isn't a document tailored to one application. It's a clear narrative that decision-makers immediately recognize. One that shows leadership thinking and results, not just a list of responsibilities. You'll know what to emphasize, what to leave out, and why.
You walk away with a CV that reflects who you are at your best. A foundation you can adapt confidently for every role that follows.
Not more experience. Just the right story, told the right way.
Frequently asked Questions - The Dutch Interview Sprint
What is the Dutch Interview Sprint - Second Cohort?
This is the second cohort of the Dutch Interview Sprint. Rebuilt on what the first group taught us. More identity work upfront. A sharper sequence. The same execution focus, with a stronger foundation underneath it.
It's a group program, designed for international professionals already in the Netherlands who are ready to take action and for for whom 1-1 coaching isn't the right step yet, whether that's timing, budget, or simply wanting to move through this alongside others in the same situation.
In 10 weeks you go from uncertainty to clarity. You define who you are in the Dutch market, what you're targeting, and how to articulate your value in a way hiring managers here actually respond to. Your LinkedIn and CV are rebuilt around that positioning. Then we implement: outreach, visibility, real conversations with real people.
For who is the Dutch Interview Sprint designed?
The Dutch Interview Sprint is for international professionals already in the Netherlands who have solid experience, are targeting €75K+ roles, and are doing everything right without getting traction.
You've been applying. You've been hearing nothing. You're not under-qualified. You're just navigating a market that runs on relationships and visibility, and nobody showed you how. It's for people ready to stop being an applicant and start being someone Dutch hiring managers already want to meet.
If you're already in the Netherlands, targeting €75K+ roles, and doing everything right without getting traction you're ready. The only thing missing is the right system.
Is group coaching just as effective as 1-1 coaching?
1-1 is more personal. You get direct attention on your specific situation, sector, and challenges in every session. But for this programme, group delivers something 1-1 can't.
The Dutch job search is lonely. You're navigating a system that wasn't built with you in mind, often without colleagues, a local network, or anyone around you who understands what it actually takes. Working through this alongside 8–10 people in exactly the same situation changes the dynamic. You hear what's working for others. You spot patterns you'd miss alone. You stay accountable in a way that's hard to replicate in a weekly 1-1 call. The system itself the positioning, the outreach, the LinkedIn strategy is the same whether you're doing it in a group or individually. What varies is the speed of implementation and the depth of personal feedback.
How long does it take to see results?
It depends on how quickly you execute and convert outreach into calls, but here's what the sequence typically looks like.
The first four weeks are foundation: identity, positioning, LinkedIn. You're building the infrastructure. From Week 4 onwards, outreach starts and results tracking goes live.
Most participants see their first real responses, a reply to outreach, a LinkedIn conversation with someone who matters, within the first few weeks of active outreach. HR screenings and 1-1s with senior professionals in their sector typically follow within 8-10 weeks and at the end of the program. In my first cohort 5/7 people had HR screenings at the end.
Full interviews depend on your sector, seniority level, and how consistently you run the system. What changes immediately is the quality of activity. You stop sending applications into silence and start having real conversations with real people.
Do I need Dutch to land a senior 75+k role in the Netherlands?
Honestly? Not speaking Dutch makes it harder. That's worth saying clearly.
More employers have been asking for Dutch in recent years, even for roles where the day-to-day work is conducted entirely in English. Some of it is practical. A lot of it is culture fit and current sentiment. You'll be filtered out for roles where your Dutch would never actually matter.
That's the penalty. It's real and it's not disappearing.
At the same time, many €75K+ roles are filled without Dutch. Particularly in tech, consulting, procurement, transformation, and international environments. The international job market exists. It's just more competitive than it was, and it requires you to show up differently.
The question isn't "do I need Dutch." The question is: are you positioned as the obvious choice for the people who will hire without it?
I've tried career coaching before and it didn't work. Why is this different?
Most career coaching stops at clarity. You figure out what you want, refine your story, feel more confident — and then you're on your own the moment you have to actually go get it. That's where most people get stuck.
This program does both. We start with the identity and clarity work — who you are in this market, what you're going after, why it matters. And then we build the system to go get it: LinkedIn positioning, warm outreach, conversations with the right people, interview preparation, salary negotiation.
Clarity without execution is just a better-articulated version of being stuck.
The Dutch Interview Sprint takes you from knowing what you want to actually landing it — in a market that wasn't built with you in mind.
What kind of commitment is expected?
This program requires serious execution and you need to
Implement feedback quickly
Take strategic networking action
Refine your positioning
Show up consistently.
Typically my program has a 5-7 hour weekly time commitment. It seems a lot, but what do you think about 4 hours doomscrolling to job descriptions that don't convert. I teach you to spend your time wisely. This is not passive coaching. It’s collaborative, decisive, and built for professionals who are ready to move.
What is my investment for the Dutch Career Sprint Group Program?
The Dutch Interview Sprint is a 10-week high-intensity program. The investment is €1.599
This is the founding member price while I build the full results picture.
Here's what's included:
Weekly 1.5 hour group consulting session — live, focused, directly applicable to where you are that week
Weekly implementation assignments — you don't just learn, you execute
WhatsApp support group — questions answered on Mondays, Wednesdays, and Fridays throughout the programme
Weekly KPI tracking in Excel — you always know what to do next and whether it's working
Scripts, Agents, Prompts, Examples, and Dutch-style feedback — calibrated for how this market actually communicates
One month without the right strategy costs you more than this programme does. One month of missed salary at €75K is gross €6,250 - €Net 3,500.
The maths isn't sentimental.
I'm not earning right now - what can I do?
This is exactly the situation the program is designed for.
Not earning makes every investment feel risky. That's real and it's worth taking seriously. But it's also worth doing the maths honestly.
Every month without the right strategy costs you a month of salary you're not earning. At €75K, that's €6,250 gone. The programme costs €1,497. The risk of waiting is higher than the risk of investing.
That said: cashflow is cashflow.
That's why payment is spread across 3 months. Three installments, starting when you start. You begin building results before the full investment is complete.
The group format also exists precisely for this moment. Same system as 1-1 coaching. A fraction of the investment. Built for professionals who are ready to move but for whom a large upfront commitment isn't the right step right now.
If you're serious about landing a €75K+ role in the Netherlands, the question isn't whether you can afford to do this. It's whether you can afford another three months of the same approach
The first cohort graduates were finally landing HR screenings at the end of the program
3 founding member spots left
Early bird discount - First 3 to claim 500 euro's discount.
