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Multilingual Professionals Europe
Find independent talents by the working language your job requires.
What the language is actually for
Different parts of a job can have different language requirements.
Working with your team
State which language will be used for:
- Meetings
- Day-to-day communication
- Status updates
- Collaboration with internal teams
Talking to users or customers
Language may matter for:
- Interviews
- User research
- Customer support
- Workshops
- Sales or stakeholder conversations
Reading operational material
Some jobs involve:
- Existing documentation
- Support tickets
- Process notes
- Internal systems or records
State which material is already available and which language it uses.
Deliverables and submissions
If a deliverable, document or submission needs a particular language, include that requirement in the job.
Languages and the talents who work in them
Browse talents by working language across different areas of expertise.
French-speaking professionals
Explore freelancers and consultants who list French as a working language.
Explore French-speaking professionalsDutch-speaking professionals
Explore freelancers and consultants who list Dutch as a working language.
Explore Dutch-speaking professionalsGerman-speaking professionals
Explore freelancers and consultants who list German as a working language.
Explore German-speaking professionalsEnglish-speaking professionals
Explore freelancers and consultants who list English as a working language.
Language requirements can sit alongside:
- Technology & engineering
- Digital & growth
- Operations & support
How to assess working-language experience
A language listed on a profile is one part of the information available to you.
Look for relevant experience
Useful evidence can include:
- Work delivered in that language
- Meetings or workshops conducted in that language
- Research or interviews carried out in that language
- Documents or other professional output produced in that language
- Experience communicating with relevant customers, users or stakeholders
Discuss the job directly
Start a conversation with the talent and discuss:
- Which language the job requires
- Which parts of the work use that language
- Whether spoken or written communication matters
- Whether the talent has relevant experience using it professionally
The employer decides whether the talent’s language skills fit the job.
Further checks are the employer’s duty.
Whether language should narrow your shortlist
Language can be a requirement or a preference depending on the job.
Make it a requirement
A specific working language may be required when the agreed work needs to be delivered, discussed or completed in that language.
Make it a preference
Language can also support smoother collaboration where the main deliverable does not depend on it.
Consider the full fit
Review language alongside:
- Relevant expertise
- Professional experience
- Availability
- Rate
- Country or location requirements
- Work setup: on site, remote or hybrid
State the language requirements clearly
Include the details a talent needs to understand the job.
- Which language is required
- Which parts of the job use that language
- Whether spoken communication is required
- Whether written deliverables are required
- Whether translation can be used
- Any country or location requirement
- Whether the work setup is on site, remote or hybrid
Name the language and the work that needs it
Describe the language requirement as part of the job.
For example:
“Dutch for user interviews, English for the rest of the collaboration.”
Then explore profiles, start a conversation and choose the talent whose expertise and working language fit the job.