There is no motivation letter. No paragraph explaining why her and not a Dutch candidate. No vacancy that had to be advertised. The sponsoring file for a highly skilled migrant is a passport copy and, if she has a criminal record, one extra form. Everything else the employer keeps in its own drawer.
Identity page. The only unconditional upload in the file.
RequiredCriminal record, prosecutions, entry bans. Only needed if there are antecedents — or if she didn't sign it.
ConditionalDoes not exist. Not on the checklist, not in the form, not in Dutch law for this permit.
Never asked forTap any card. The belief on the front, the answer on the back.
"They have to prove no Dutch person could do the job."
tapThat test exists — on the GVVA permit, where UWV checks the vacancy was advertised. The highly skilled migrant route was built to skip it. It has no labour market test at all.
tap"There's a document where the employer argues why her."
tapThe upload list is a passport copy and, conditionally, one criminal-record form. The employer enters salary and job title as form fields and keeps the contract in its own records for five years.
tap"This is the only permit that gives a proper status change."
tapSix purposes are non-temporary: this one, the Blue Card, paid employment, self-employment, start-up, research. All convert her status. This one is just the cheapest to reach.
tapIND's own words to employers: "You do not have to send the documents showing this together with the application form. Instead, you should keep them." Five years, retrievable on request. Not uploaded, not judged in advance.
If the company is already on the register, none of this applies. If it isn't, recognition is filed once, takes up to 90 days, and asks about the company — never about her.
Every open Netherlands role pulled from the career systems of the sponsor companies — plus the Dutch job feed — then classified one by one against a marketing master's, fashion-retail experience and no Dutch. The filter is the honest one: employee contract, English sufficient, at her seniority.
That last bar is the finding. The junior end of this market is internships — which cannot carry a permit — and the rest is senior. So the volume goes to employers, not to postings. The 20 below are the exceptions worth applying to first.
Sorted by fit. Every row links to the real posting.
Drag it. The threshold that matters is the lowest one she can hit — not the headline figure.
All figures gross per month, excluding the 8% holiday allowance, 2026. The Blue Card line matters because a Blue Card needs no recognised sponsor at all — which removes the employer's only real objection.
The twelve months is a permit. The thirty-six is a discount. The sixty is what she's actually building. Move the slider to see what is left.
Most refusals are unfamiliarity, not policy. Fill in two fields and send this to HR — it answers the four questions they will otherwise guess at.
Plain text. No attachments needed.
Press Generate.
134 entities recognised by IND for the work purpose, with KvK numbers, snapshot 3 November 2026. Recognition is granted per business unit — check the entity that would sign the contract, not the brand.