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The recruitment process


To apply for a position at Eurojust, please visit Eurojust’s eRecruitment site.

After creating your applicant profile, you will be able to apply for any open vacancies at Eurojust. Only applications submitted through eRecruitment will be accepted.

All sections of the application must be completed in English. In order to be considered, applications must be received by 23:59:59 CET on the closing date indicated in the vacancy notice. We advise you to submit your application well ahead of the deadline, in order to avoid potential problems due to heavy traffic on the website.

You will receive an automatic email acknowledging receipt of your application. Please note that all correspondence will take place by email, so please ensure that the email address associated with your applicant account is correct and that you check your email regularly.

Please consult the Applicant Guidelines for detailed information on the application requirements and the recruitment process.


The selection process

A Selection Board is appointed by the Administrative Director of Eurojust for each selection procedure.

The deliberations of the Selection Board are strictly confidential and candidates are forbidden from making any contact with the members of the Selection Board, either directly or indirectly. Any infringement of this rule will lead to disqualification from the selection procedure.

The Selection Board assesses applications against the requirements and competencies set out in the vacancy notice. On the basis of this assessment, the Selection Board will draw up a list of the most suitable applicants, who will be invited to an interview and written test.

Interviews and tests are held at Eurojust’s premises in The Hague. For information on the reimbursement of the travel expenses, please consult our reimbursement policy.

The interview and written test will be conducted in English, but knowledge of other EU languages declared in your application may also be tested.

On the day of the interview, you must bring supporting documents proving your identity, educational qualifications and employment record. Candidates who fail to submit all the documents on the date of the interview may be disqualified.


Reserve lists

Following the interviews and written test and on the basis of the Selection Board’s proposal, the Administrative Director may establish a reserve list of suitable candidates. A second interview may be held with candidates on the reserve list prior to Eurojust issuing an offer of employment.

Reserve lists are usually valid for a period of 2-3 years.

Please note that placement on a reserve list does not guarantee employment at Eurojust.


Appeal procedures

Applicants who consider that their interests have been prejudiced by any decision related to the selection procedure can request reconsideration of their application, raise a complaint to the Administrative Director of Eurojust or the European Ombudsman or lodge an appeal before the Court of Justice of the European Union. Full details of the appeal remedies are provided in the Applicant Guidelines. Should you have any questions about a selection procedure at Eurojust, please contact


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