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How to apply
Am I eligible to apply?
To apply for a job with the NATO International Staff, you must:
- Be a national of one the 32 NATO member countries;
- Be over the age of 21 and under the age of 65;
- Have completed national military service, if this is required in your home country, before you apply;
- Have very good knowledge of at least one of NATO’s two official languages: English and French;
Please note that there may be additional eligibility criteria for specific vacancies.
How to apply?
Step 1: Submit an application form via NATO’s online recruitment platform.
Step 2: Upon invitation from NATO Human Resources, record a video interview.
Step 3: Upon invitation, participate in a written test and language test.
Step 4: Upon invitation, participate in a panel interview.
Watch these four videos to find out more about the different steps of the job application process:
Important points to note
- To apply for a specific vacancy, you must submit an application via NATO’s online recruitment platform. You can create a general profile on this platform, but only applications for advertised vacancies will be taken into consideration.
- All applications must be completed in either English or French.
- After you submit your application, you should receive an acknowledgement of receipt. If you do not receive this acknowledgement, please contact the Recruitment Team at NATO Headquarters: recruitment@hq.nato.int.
- Please note that the Recruitment Team at NATO Headquarters only accepts applications for jobs within the International Staff at NATO Headquarters in Brussels. Any requests for information about job applications for other NATO bodies or agencies must be sent directly to the NATO body or agency concerned.
- If you wish to apply for the NATO HQ Internship Programme, the Young Professionals Programme, a temporary position or as a freelance interpreter, please click on the appropriate link.
Looking for more information?
Consult the sections below or check the Frequently Asked Questions
NATO International Staff categories
Jobs at the International Staff fall into NATO’s structure of categories and grades, as follows:
- Grades 11, 15, 17, 20, 22, 23, 24 (Category A): Managerial/professional posts
- Grades 13, 16, 18, 19, 21 (Category L): Linguistic positions
- Grades 2, 5, 8, 10, 12, 14 (Category B): Administrative posts (clerks, senior clerks, IT staff), assistants
- Grades 1, 3, 4, 6, 7, 9 (Category C): Manual and technical posts (technicians, plumbers, electricians, handymen, drivers, firefighters, security guards)
Category A: Managerial/professional posts
Category A is divided into seven grades designated from A.1 to A.7. It covers posts ranging from Deputy Assistant Secretary General to Junior Officer.
In addition to a university degree, category A jobs require several years of professional experience relevant to the particular post, together with a good knowledge of the two official NATO languages (English and French).
Category L: Linguistic positions
Category L is divided into five grades designated from L.1 to L.5. It covers the posts held by linguistic personnel (proofreaders, revisers, interpreters and translators).
The two working languages of NATO are English and French, and staff members of the linguistic services work only in these two languages.
Translators must:
- possess a university translation qualification, or a degree in a relevant subject complemented by proven translation skills;
- be of English or French mother tongue (NATO translators translate only into their mother tongue);
- have relevant professional experience.
Freelance and International Staff interpreters:
Applicants should be trained professionals who speak either English or French as a native language and have a high command of the other language. NATO International Staff interpreters are all bi-active and work in both official languages when required.
NATO International Staff interpreter positions are published on the NATO vacancies page. A competitive test is organised to assess candidates’ interpreting skills. The test consists of a mock meeting, comprising simultaneous translation in the booth with a mix of political speeches and technical presentations as well as consecutive and sight-translation.
Find out more about freelance interpreter opportunities here.
Category B: Administrative posts (clerks, senior clerks, IT staff)
Category B is divided into six grades designated from B.6 to B.1. It covers the posts held by qualified technical, clerical and administrative staff. These posts require secondary education and, in some cases, additional qualifications. Professional experience of several years in similar functions is required. Candidates must have a good knowledge of one of the two official languages (English or French), together with a basic working knowledge of the other.
Category B: Assistants
Posts of assistants are graded from B.5 to B.3. These posts cover a wide range of administrative and organisational support duties.
Category C: Manual and technical posts (technicians, plumbers, electricians, handymen, drivers, firefighters, security guards)
Category C is divided into six grades designated from C.6 to C.1. It covers the posts held by ancillary, operative, mechanical, manual and custodial personnel.
These posts require a certificate or diploma attesting to the skills required for the position, together with several years' professional experience.
Candidates must have a good knowledge of one of the two official languages (French or English) together with a basic or working knowledge of the other (depending on the post to be filled).
Candidates for Category C posts may be called for practical tests (for technicians) or physical trials (for security guards and firefighters) together with written tests. These are selective, and the successful candidates are invited for an interview.
Tests, assessment centre and interviews
All applications received are screened on the basis of the information provided in the application form, taking into account qualifications, training, competencies and professional experience as well as candidates’ answers to the pre-screening questions. Candidates who meet the requirements of the post will be contacted for the next step in the selection process, which may involve a written test, a language test, an interview and an assessment centre.
Candidates not preselected for a test and interview will be notified through the online recruitment system. Due to the high number of applications NATO receives for job vacancies, telephone or e-mail enquiries cannot be answered.
Written test
Candidates are often asked to participate in a written test to help interviewers assess candidates’ skills and technical or specialist knowledge of the subject matter.
The written test can vary in duration from one to three hours, depending on the post. The questions on the test will be relevant to the functions of the post in question. Candidates are usually required to demonstrate their knowledge of both official NATO languages (English and French) during the written test as well as during the interview.
Language test
The language test consists of a one-hour multiple choice computer-based test that assesses a candidate’s knowledge of one of NATO’s two official languages (English or French), assigning scores ranging from level 0 (complete beginner) to level 5 (bilingual).
French native speakers are tested in English, and English native speakers in French. Non-native speakers are tested in their weaker official language. The results provide an accurate and objective assessment of the candidates’ passive linguistic abilities.
The language test results are valid for two years. If a candidate is invited to take part in another selection process after that period, they will be required to take the test again in order to evaluate any eventual improvement or regression in their knowledge of the language.
Microsoft Office Proficiency Test (MOPT)
These assessments simulate the environment of a Microsoft software application.
- For each question, candidates are presented with a task and must correctly perform a step or series of steps to complete the task. If the task is completed correctly, the question is scored as correct.
- The tests are carried out on four Microsoft Office applications: Word, Excel, PowerPoint and Outlook. Only Qwerty keyboards are available for this test.
- A time limit of 30 minutes is allocated to each candidate.
- At the end of the test session, candidates will learn their test results.
- All candidates are tested on English-language MS applications.
- A minimum of 70% is required in two of the four applications, and a minimum of 50% is required in the other two applications.
Candidates who do not succeed in the Microsoft Office Proficiency Test may not be considered for retesting for at least six months.
Assessment centre
For grade A.5 posts and above, an external assessment centre may be organised. It is usually a one-day event and takes place outside of NATO Headquarters. Candidates take part in a number of individual and group activities that enable the assessment of candidates’ competencies in relation to the post applied for. The assessment centre is organised by an external company in coordination with the Hiring Manager of the Division and NATO Human Resources. The results of the assessment centre are considered as additional information to assist the Interview Panel with its assessment of all candidates.
Interview
The interview is conducted by an Interview Panel, made up of an average of five members/observers. In general, the Panel is composed of a Chairperson from the Hiring Division. In addition, there is another member from a different Division and possibly a further representative from the Division concerned. A member of Human Resources (HR) participates, as well as an observer from the Staff Association. A Panel Secretary takes notes during the interview and prepares the report afterwards. The normal procedure is for the Chairperson or the member representing HR to introduce the candidate to the other members of the Panel, and then to invite the candidate to briefly describe their background and qualifications. The interview then proceeds with each member asking questions and opening up a dialogue with the candidate. Due attention is given to the candidate’s command of the two official languages of the Organization. The candidate has an opportunity at the end of the interview session to ask questions about the content of the job and the work environment. The interview lasts, on average, one hour.
NATO’s 16 key competencies
NATO applies 16 competencies to International Staff posts that describe how a staff member is expected to execute work activities in order to achieve results. While some competencies may be viewed as integral to all jobs, certain competencies are more crucial to success in a certain post than others, and therefore not all competencies are reflected in all post descriptions.
Below, you will find the list and definitions of competencies applicable within the NATO Headquarters International Staff workforce.
Achievement is about the drive to work towards a standard of excellence. It may reflect individual performance, improvement, result orientation, competitiveness, challenging goals or innovation.
Analytical Thinking includes organising the parts of a problem or a situation, making systematic comparisons of different aspects of it, understanding the implications, setting priorities on a rational basis, identifying time sequences and finding causal relationships.
Change Leadership is about initiating or managing change; the ability to energise and alert groups to the need for specific changes in the way things are done.
Clarity and Accuracy reflects an underlying drive to reduce uncertainty in the work environment. It is expressed in such forms as monitoring and checking work or information and insisting on clarity of roles and functions.
Conceptual Thinking is the ability to identify patterns or links between situations that are not obviously related and to identify key or underlying issues therein. It includes using creative, conceptual or inductive reasoning.
Customer Service Orientation is about focusing one’s efforts on discovering and meeting the customer’s needs.
Developing Others involves a genuine intent to encourage long-term learning or development of others.
Empathy is the ability to hear and accurately understand unspoken or partly expressed thoughts, feelings, perspectives and concerns of others. It requires taking an active interest in other people.
Flexibility is the ability to adapt and to work effectively within a variety of situations and with various individuals or groups. Flexibility entails understanding and appreciating different and opposing perspectives on an issue, adapting one’s approach as the requirements of a situation change and initiating or accepting organisational changes.
Impact and Influence implies the intention to persuade or convince others to provide support. It is based on the intent to have a specific impact or effect on the behaviour of others who have their own agendas.
Initiative refers to the action taken to address a current or future problem, obstacle or opportunity. Initiative should be seen in the context of proactively doing things and not simply thinking about future actions.
Leadership is about the readiness to assume the role of leader of a team. Leadership is generally, but not always, demonstrated in a position of formal authority. The team should be understood to mean a group of any size, with or without formal structure, working towards a common objective, and in which a person takes on a leadership role.
Organisational Awareness is the ability to understand the power relationships within NATO or in other relevant organisations. This includes the ability to identify who the real decision-makers and stakeholders are; the individuals who can influence them; and to predict how new events or situations will affect individuals and groups within NATO or other organisations.
Organisational Commitment is the ability and willingness to align one’s own behaviour with the needs, priorities and goals of NATO. It involves acting in ways that promote organisational needs and goals. It is putting the organisational mission before one’s own preferences.
Self-Control is the ability to keep disruptive emotions and impulses in check and restrain negative actions when faced with opposition, hostility or stress. It also includes the ability to maintain stamina, demonstrating persistence in pursuing goals despite obstacles and setbacks.
Teamwork implies the readiness to take on the role of team member and to work cooperatively with others. It involves working together, as opposed to working separately or competitively. The team should be understood to mean a group of any size, with or without formal structure, working toward a common objective.
What happens if my application is successful?
Nomination
Posts for grade 11, 15, 17, 20, 22, 23, 24:
Once all the interviews have been completed, a report with recommendations will be written and signed by all the members of the Interview Panel. A high-level committee (called the Establishment Committee, composed of senior management staff), who usually meet once per month, will review the report and make a recommendation to the Secretary General. The Secretary General will then decide who they wish to appoint to this position. This process takes, on average, six weeks.
As soon as the Secretary General’s decision is known, the Recruitment Service will inform all the candidates of the outcome of their application.
Posts for grade 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 12, 13, 14, 16, 18, 19, 21:
Once all the interviews have been completed, a report with recommendations will be written and signed by the members of the Interview Panel. The report is then submitted to the Director of Human Resources for their approval. As soon as it is approved, the Recruitment Service will inform the candidates of the outcome of their application. This process takes, on average, four weeks.
Final checks
The selected candidate will receive a letter informing them that it is the intention of the Organization to give further consideration to their application. However, the candidate is also informed that they should not take action to leave their current employment at this stage, as the appointment is subject to the satisfactory completion of the recruitment process. There is no guarantee that they will be recruited.
Formalities
- Security clearance: A valid security clearance at the appropriate level (the level depends on the requirements of the post) must be received by the NATO Office of Security before recruitment is complete. This formality is carried out by the candidate’s national authorities, following NATO’s request. If the selected candidate does not hold a clearance, they will be sent a number of forms for completion shortly after receiving their letter. The time required to obtain a security clearance varies from several months to one year, depending on various elements beyond NATO’s control (the nationality and background of the candidate, employment history, etc.).
- Medical file: Another important aspect of the formalities is the candidate’s medical file. The selected candidate is required to complete a medical questionnaire, undergo medical analyses if needed (this is based on the requirements for the post), and submit a doctor’s assessment to the NATO Medical Service. The NATO Medical Advisor will then assess whether the candidate has the required abilities and is fit for the post.
- Availability and funding of the post: Once all the above-mentioned formalities have successfully been completed and before the post can be officially offered, the availability and funding of the post will need to be confirmed.
- Starting date: The date of joining the Organization will depend on the time it takes to complete the candidate’s file. The procedure to complete all the formalities can be lengthy.
Any concerns regarding the formalities of your file should be addressed to the NATO Recruitment Service (and not to the office where you will be working). Questions directly related to the content of the job or work environment may be addressed to the selected candidate’s future line manager. The Recruitment Service can provide those contact details.
The progress of a candidate's file is closely monitored by the Recruitment Service. Accordingly, all changes in a candidate’s file (employment, address, marital status, number of dependent children, etc.) should immediately be communicated to the Recruitment Service. Candidates should also make sure that their general profile on the NATO e-Recruitment platform is up-to-date. They should not discuss their starting date with their future office, as no final decision can be taken until all formalities have been successfully completed.
When a candidate’s file is complete, the Organization will send them an official offer of employment letter. Only then can a starting date be discussed and agreed with the Recruitment Service, who will, of course, liaise with the candidate’s future line managers.
Employment status at the time of taking up duties: Seconded/ US Reimbursable/Direct Hire
A point which sometimes causes confusion is the question of the status of a selected candidate.
Seconded staff members are released for a limited time (on leave without pay or leave of absence) from their national administration, be it civilian or military, to take up employment with NATO. Upon completing their contract with NATO, secondees can return to their previous place of employment. For US citizens, this status is referred to as US Reimbursable.
The Direct Hire status is usually that of an individual who has been working in the private sector, with no ties to his/her national administration. Alternatively, this can be a civil servant or a military officer who decides to resign or retire from their national administration.
Newcomers
Once an official offer of employment is made, a member of the NATO Talent Acquisition Team will contact the candidate in order to assist in coordinating the practical details prior to taking up employment at NATO Headquarters (including guidance on housing and schooling if applicable).