Pitch N Hire's executive search helps Ghent, Belgium companies hire senior engineering and leadership roles — heads of engineering, architects, and functional leaders — through a discreet, research-led process. PNH maps the market, approaches passive candidates and runs structured assessment, so a Ghent business fills business-critical leadership roles with rigour rather than relying on inbound applications.
Executive search is a targeted, research-led method for hiring senior and hard-to-fill leadership roles, where the best candidates are usually employed and not actively applying. Instead of posting a job and waiting, Pitch N Hire maps the relevant talent market, discreetly approaches qualified passive candidates, and runs structured, evidence-based assessment against the role's real requirements. This is used for engineering leadership, architecture, and specialist senior roles where a wrong hire is expensive and confidentiality matters. PNH's search process pairs experienced recruiters with structured interview tooling to keep the assessment consistent and defensible, whether the role is based locally or leads an offshore team.
We work with you to define the mandate — responsibilities, the outcomes the leader must deliver, and the competencies and experience that predict success in your context.
PNH researches and maps the relevant talent market, building a longlist of qualified people in comparable roles at comparable organisations — including those not actively looking.
Candidates are approached confidentially and professionally, protecting your employer brand and the candidates' current positions while gauging genuine interest and fit.
Interested candidates go through structured, evidence-based interviews and scorecards against the success profile, so the shortlist is comparable and defensible, not gut-feel.
You interview a small, high-quality shortlist; we support referencing, offer negotiation and a careful close, given how much a senior hire matters.
Research-led search suits senior and business-critical roles where a mis-hire is costly:
Ghent is a fast-growing knowledge economy driven by one of Belgium's largest universities and a dense biotech and life-sciences cluster around its science park. Demand centres on bioinformatics, life-sciences software, data engineering and clean-tech, alongside a healthy web and product-startup scene. The city's research base and spin-out culture keep a steady flow of technically deep graduates entering the local talent market each year.
Ghent talent is research-flavoured and strong in bioinformatics, data science, Python, backend engineering and scientific software, reflecting its university and biotech roots. English is common in research-adjacent teams alongside Dutch. The pool is high-quality but concentrated in specialist domains, so senior data and platform roles outside biotech can be competitive, leading employers to supplement offshore.
Ghent developer salaries sit below Brussels and broadly in line with other Flemish hubs, with senior engineers often around EUR 55k-80k plus employer charges. Employers scaling data or product engineering, or adding skills beyond the biotech niche, frequently blend local Ghent hires with offshore India-based engineers to widen the pool and manage blended cost.
For Ghent biotech and product teams, PNH supplies offshore engineering capacity — vetted India-based developers and data engineers employed through an Employer of Record on CET-overlapping hours — to accelerate data, platform and integration work without stretching a specialist-heavy local talent pool or adding Belgian entity overhead.
You can engage Pitch N Hire in whichever way fits your Ghent team's stage and workload — and mix them as you scale:
A pre-screened India talent pool means matched shortlists in days, not the months a local permanent hire can take.
You interview and choose every person; Pitch N Hire surfaces qualified candidates and handles the operational load.
Offshore hires are employed through PNH's India Employer of Record — payroll, tax and statutory compliance are taken care of.
Building part of your team offshore keeps comparable seniority on the roster at a lower total cost than local-only hiring.
Engineers work on overlapping working hours and inside your tools and sprints — collaboration, not black-box outsourcing.
Staffing, recruitment, EOR and the ATS/interview software come from one provider, so hiring stays joined-up as you scale.
Staffing and recruitment services, the applicant tracking software, and hiring resources — all in one place.
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