Senior IT specialists who work inside your team
Staffing for assignments of three to eighteen months. You get one or two matched candidates instead of a stack of CVs, plus an employer who takes care of continuity.
What IT staffing solves
Dutch mid-sized companies keep getting stuck in the same place: a critical role falls vacant unexpectedly, a migration has to be finished this quarter, or you are building an internal team that needs experienced people for a while to set the direction. Recruitment takes months, and a permanent contract rarely suits work that has an end date.
With staffing we place a specialist in your team, under your direction, with us as the employer. You scale up without recruitment risk and without fixed costs that remain once the project is finished. The specialist joins your meetings, learns your systems and contributes to the multi-year planning. In daily practice you will barely notice the difference from a permanent colleague.
We work from the Netherlands and Belgium, with our own engineering and delivery capacity behind that. From those three offices we also fill roles that require cover outside office hours. ITproposal was founded in 2019 and now works for more than 150 clients. Large enough to deliver, small enough to know you: we are not a global consulting giant, and not an intermediary with little more than a database. Our specialists have demonstrable hands-on experience in a range of environments, not only certificates on the wall.
When staffing fits
Staffing is not the answer to every resourcing question. This is the framework we use in the introductory conversation, so you can judge for yourself whether it suits your situation.
- A defined project of six to eighteen months for which you lack specialised capacity.
- A critical role that suddenly falls vacant and needs three to six months of cover.
- An internal team still being built that temporarily needs experienced people to coach juniors.
- A clearly defined assignment with a realistic end date.
When staffing does not fit
- A permanent role for which an employment contract is simply the better option.
- An assignment shorter than three months, where hiring a freelancer is often more efficient.
- An assignment without clear boundaries or an end point.
IT staffing for SMEs
A smaller business rarely hires in because a team needs to grow. It is almost always one of two things: there is a project nobody can take on alongside their job, or the person who knew everything is leaving and taking the knowledge with them. In both cases the need is not a vacancy but a few months of help.
Staff augmentation fits that better than recruitment. You get someone working alongside your team next month, for as long as it takes, without recruitment cost and without the risk of a permanent contract for work that finishes in six months.
- For a project, not forever The engagement lasts as long as the work does and then simply ends.
- Part-time as well Two days a week is a normal engagement; you do not have to invent a full-time role to get someone.
- The knowledge stays behind What gets built is documented, so the specialist leaving does not recreate the same problem.
- Kiwa NEN 4400-1 audited The way we deploy personnel has been audited, which saves work in your own supplier assessment.
IT staffing for enterprise organisations
In larger organisations staffing is about capacity and lead time. A running programme needs people next month rather than in six, and the roles that are hardest to fill (cloud architect, security specialist, network engineer) are exactly the roles where recruitment takes longest.
We supply those people inside your processes: your change management, your ticketing system, your security requirements. Across several countries at once where needed, and with a replacement arrangement so one person leaving does not put a hole in the programme.
- Several roles at once A dedicated IT team rather than an individual, with one point of contact for the staffing.
- Inside your processes Our people work in your change management and your ticketing system, not in a bubble beside it.
- Across countries The Netherlands, Belgium and Türkiye, with the languages that go with them.
- Replacement agreed up front If someone drops out, it is settled in advance how fast a replacement stands and who does the handover.
Which specialists we place
Our pool consists of cloud architects, network and security engineers, system administrators and project managers: roles Dutch mid-sized companies are structurally short of and that you rarely fill yourself within a quarter.
Cloud engineers
Azure, AWS and Google Cloud: migration programmes, setting up your cloud environment and keeping your cloud costs manageable.
Cybersecurity specialists
SOC engineering, EDR rollouts and running a NIS2 gap analysis with a concrete remediation plan.
Infrastructure specialists
Data centre management, network architecture and SD-WAN migrations for organisations with several sites.
DevOps and platform engineers
Kubernetes, CI/CD pipelines and automated infrastructure management with Terraform, including handover to your own team.
Interim IT managers and IT directors
Strategic cover when a key figure leaves, or during a merger and integration programme.
Service desk leads and second-line specialists
For teams scaling up to several locations, or moving towards support outside office hours.
Experience that leaves knowledge behind
A seconded specialist sits alongside your own people, not on an island. They solve the problem you hire them for, and at the same time make sure your team can handle it afterwards.
- Building it togetherYour own engineers help build the solution, so that managing it after the assignment is not a closed box.
- Written down, not stored in someone’s headDecisions, changes and work instructions end up in your own documentation, not in a private folder.
- Coaching for juniorsSeniors take mid-level and junior colleagues through code and configuration reviews, incidents and daily routines.
- Handover as part of the assignmentWe reserve the final weeks for handover, so that a departure leaves no gap.
From request to first working day
Four steps, one dedicated point of contact. You know where you stand quickly, even when the answer is that we cannot fill the role.
Introductory conversation
Half an hour on context, team dynamics and hard requirements. The aim is to understand what you need, not to sell.
Focused selection
We select one or two candidates from our network, with a substantiated background, previous assignments and references.
Interview and decision
You run the interview and you decide. We advise where you ask us to, but we do not steer the outcome.
Introduction and aftercare
Your dedicated contact stays involved throughout. After 30 and 90 days we evaluate the collaboration and adjust where needed.
Staffing without a flood of CVs
Many agencies are volume-driven: the more profiles on the table, the greater the chance of a placement. We turn that around and deliver fewer but better substantiated candidates.
- One or two matched candidatesProfiles that fit your context and team dynamics, instead of a list you have to filter through yourself.
- Employer continuityIf your specialist drops out through illness or departure, we arrange a replacement. With a freelance arrangement, that risk sits with you.
- Full transparencyClarity about the candidate, the rate and the planning before you schedule an interview. No surprises afterwards.
- Flexible deploymentShort or long term, part-time or full-time. The duration follows your project, not our contract.
- Benelux with our own capacityDutch and Belgian colleagues for the client relationship and the work itself, with our own people on shift outside office hours.
- Honest adviceIf we have no suitable match, we say so. Better no candidate than a marginal one.
- Aftercare and evaluationA dedicated contact stays your point of contact and evaluates after 30 and 90 days with you and the specialist.
- Kiwa NEN 4400-1 certifiedDemonstrably organised administration and payment of contributions for the supply of personnel.
Often combined with
Staffing solves a capacity gap. These services address the structural side.
Questions we get about this
The ones that come up most, answered briefly.
How quickly can somebody start?
Within a few weeks, and we do not send a stack of CVs. We come with the people who fit what you asked for and explain why. From request to first working day is four steps, and you speak to the candidate before anything is fixed. A proposal with available people is with you within five working days; the first working day itself is a matter of weeks.
What if somebody turns out not to fit?
Then we replace them. In case of illness or departure, we arrange a replacement; with a freelance arrangement that risk sits with you. That difference is exactly why organisations choose staffing for assignments that run longer. Our specialists are on our own payroll rather than freelancers, which is why we can carry that risk.
What kind of specialists are these?
Senior cloud, security and infrastructure specialists who are up and running in your team within a few weeks. Not people who need training in the field, only in your environment. What they learn stays behind when the assignment ends; we steer on that deliberately.
When is staffing the wrong choice?
For an assignment shorter than three months, hiring a freelancer is often more efficient, and we will say so. The same goes when the question is really about a permanent hire; staffing is then an expensive detour. We would rather say it up front than have you find out after a quarter.
Can we hire a single specialist instead of a whole team?
Yes, and that is what gets asked for most: one senior in the place where it pinches. For an SME with a small team that is usually enough, because the gap is in specialism and not in numbers. The difference with hiring a freelancer yourself is what happens when things go wrong: if someone falls ill or leaves, we provide the replacement.
What happens when the contractor is ill or on holiday?
That stays our problem, not yours. For longer absences we arrange cover, and because the knowledge about your environment lives in our documentation and not only in one person’s head, the stand-in does not start from zero. Holidays are agreed in advance, exactly as with your own staff. That is the difference from hiring someone yourself: the risk of one illness stopping a team sits with us.
Can we take someone onto our own payroll later?
Yes, and we agree the terms for that at the start rather than at the moment you ask. That is the honest order: someone who fits well and wants to stay should not be blocked by an arrangement nobody saw coming. Even without a transfer the assignment ends properly, with a handover of what that person built and documented.
Can we hire a project manager or an architect, or only administrators?
Both. Alongside service desk agents and second- and third-line engineers we supply network engineers, system and cloud administrators, security engineers, cloud architects and project managers. What we do not do is supply developers; that is a different profession and it would produce a profile we could not assess ourselves. We would rather say we do not have it than send someone we cannot weigh up.
Is there an IT role open?
Schedule a thirty-minute introduction. We discuss the role, the context and the availability, and tell you honestly whether we can help.
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