Multiwacht Safety & Security, based in the Netherlands, is steadily growing. As a security company, it relies on motivated, high-quality professionals to serve its clients. To support this growth, Multiwacht hires from its own network — but also partners with Jobilla, whose modern approach adds a powerful edge to their recruitment. The result? A reliable flow of strong candidates.A Security Company Built on People and Trust

Multiwacht’s mission is to protect people and property. With values rooted in quality, professionalism, and personal attention, the company provides tailored safety services both regionally (mobile patrols) and nationally (on-site security). Their team consists of more than 120 trained and vetted professionals.

The Start of Something Bigger

The Multiwacht’s Operations Manager shares his enthusiasm: “I’ve been in the security business since 1983. Two years ago, I joined Multiwacht, where I oversee all operations. I met the company’s director by chance, and we clicked. I was given the freedom to shape our growth — and that’s exactly what I’ve been doing.”

“When I started in 2022, the company was already in a good place. My first step was to build a stable core team by replacing temp workers with permanent staff. We promise high quality — and I believe that’s best delivered by people who are truly part of the team.”

Recruiting Through a Personal Network

“I’ve been in the industry for years, so I know a lot of people,” he explains. “By reaching out to my network, we quickly built a strong team. That foundation allows us to meet client expectations — including clients like trade show organizers who need flexibility and scale.”

To stay ahead of future staffing challenges, Multiwacht combines this network-based approach with Jobilla’s digital strategy.

Jobilla’s Unique Way of Creating Matches

“Jobilla works differently from us. While we reach out to people we know, they attract both active and passive candidates — even people who are employed but open to new opportunities,” he says. “In our field, high stress can lead to turnover. We avoid that by building a team with the right knowledge — or people we can train — and then support them to represent our brand well.”

He shares an example: “Mobile surveillance isn’t my area of expertise, but it’s important. So I hired Wesley — someone with real passion and knowledge for it. Now he’s leading that service line, and doing it well. He’s happy here, talks about it with others, and soon one of his contacts will join us too.”

Expanding the Talent Pool

“Together with Jobilla, we’re fishing in a much bigger pond — and one that doesn’t dry up quickly,” he says. “There are always people out there. Our job is to attract and keep the right ones. Jobilla supports us in that. Their campaigns also boost our visibility and recognition among professionals in the security sector.”

“Our HR colleague Zoë manages the campaigns, adjusts the questions, and fine-tunes how we engage potential candidates.”

A Broader View on Recruitment

He admits that Jobilla changed how he looks at recruitment. “I’ll always be the kind of person who’d rather invite someone for coffee than read their CV,” he laughs. “I care more about who someone is than what’s on paper. That doesn’t need to change — but I do want our values and way of working to be reflected in every interaction.”

Mixing Expertise for Scalable Growth

“Jobilla helped us approach the market from a new angle. I’ll be honest — when I first spoke with Hans, I thought, ‘This won’t work. I know this industry better than you.’ But I came around. Their vision complements our own. The mix of their digital expertise and our sector knowledge creates a strong candidate flow. Together, we’re building the team that’s powering our growth.”