Hire staff who also turn up in the peak

Peaks and seasons

Flexible deployment per week with first-phase contracts. Scale up and down without committing to a permanent contract.

Your candidate, our administration

You select the person yourself, we take over the employer role: contract, payroll administration, absence and insurance.

Permanent worker, longer term

For key positions such as planners and floor team leaders, with a view to taking them on.

Seasonal staff: we reserve capacity in advance

Choose a sector and see where demand rises. In the red months we lock in the crew months ahead.

“When the harvest started, a complete crew was in the greenhouse within two days. That saves us half a season of worry.”

“Two days after my phone call, three extra packers and order pickers were on the shift.”

“The hours report is correct every week. That saves our administration a lot of sorting out.”

Your request

You tell us how many people you need, for which role and from when. By phone or via the request form.

Proposal within 24 hours

We match from our own pool, with experience in your sector.

Housing & transport

Housing and transport are organised by us.

Weekly overview

An hours overview per cost centre every week and a fixed contact person.

Next season already sorted?

Four short steps. Candidates and a start date within one working day.

Temporary staffing, payroll or secondment: what fits when?

Temporary staffing is intended for peaks and seasonal work, such as the harvest in greenhouse horticulture or the weeks before the holidays in food and logistics. You scale up and down per week, we bear the employer's risk and you only pay for hours worked. For most harvest and shift work, this is the logical way to hire flexible workers.

You use payroll when you have found someone yourself but don't want to organise the employment. We take over the contract, payroll administration, sickness absence and insurance. Secondment suits key positions you need for longer than six months, such as planners or floor team leaders, with a view to taking them on.

Hirer's remuneration and hirer's liability

Hirer's remuneration (inlenersbeloning) is the starting point of every placement: the same job group, periodic increments, ADV (reduced working hours) and allowances as your own employees. For each worker we record how the grading is built up, and when the cao changes we send a recalculation in advance.

Because we work with a G-account, as a hirer you limit your risk of hirer's liability (inlenersaansprakelijkheid) for payroll taxes and VAT. Every quarter you receive a statement of payment history for your file. As an NBBU member we also follow the collective labour agreement (cao) for Temporary Workers and the associated code of conduct.

Reserving capacity instead of hoping

In greenhouse horticulture, in food and production and in logistics, the problem is rarely the first day but week three of the peak. That is why we build pools per client with regular seasonal workers and secure staffing for the next season well in advance. If someone drops out, we find a replacement within the same shift or day.

For crews of eight or more, we deploy a multilingual floor team leader who reports daily production and is the point of contact for your supervisor. We plan transport per trip, so a crew arrives complete.