Aideen Flannery, DO Recruitment Advisors; Sonia Koulikoff, DO Recruitment Advisors; Caoimhe McCarthy, Deputy Head of Mission, Irish Embassy; Nathalie Delebois, DO Recruitment Advisors; Ambassador Jean McDonald; Sinéad O'Donnell, DO Recruitment Advisors; Credit: Jazmin Campbell, Chronicle.lu

On Wednesday 11 February 2026, the Irish Young Professionals Network (IYPN) Luxembourg teamed up with DO Recruitment Advisors at the firm's office in Luxembourg-Belair for an event dedicated to "Building Your Career in Luxembourg".

During the event, experts from DO Recruitment Advisors provided insights into trends in Luxembourg's job market, career progression advice and an analysis of currently in-demand profiles.

In her welcome address, Irish Ambassador to Luxembourg Jean McDonald highlighted the importance of support from companies such as DO Recruitment Advisors and the wider business community in ensuring that the IYPN - launched in summer 2025 - remains an impactful network.

Sinéad O'Donnell briefly presented DO Recruitment Advisors, which she founded in 2008 together with Nathalie Delebois. The firm specialises in recruitment for roles in accounting, finance and tax, treasury, legal, risk and compliance, HR, administration, sales and marketing, as well as board and directorship searches.

Directors Sinéad O'Donnell and Nathalie Delebois, joined by consultant Aideen Flannery and manager Sonia Koulikoff, then delivered the main presentation. They noted that financial and insurance services account for almost 25% of Luxembourg's employment market.

Their top tips for young professionals building a career in Luxembourg included:

  • choosing a career path early: changing direction later can be challenging, so those who are unhappy at the start of their career should consider pivoting sooner rather than later;
  • being aware of language limitations and opportunities: while English-only roles exist - for example in banking, finance, investment funds, multinational corporations and IT - proficiency in additional languages (especially French, German and / or Luxembourgish) significantly broadens opportunities;
  • thinking strategically about job mobility: frequent job changes are not always viewed positively in Luxembourg, where stability matters and the market is competitive. While some movement (e.g. every four to five years) may be necessary for salary progression, frequent moves within the same field may raise concerns among potential employers.

The recruitment agency team also outlined some of the advantages of working in Luxembourg's financial sector, including highly specialised roles, rapid learning opportunities, relatively quick progression to positions of responsibility, international exposure, competitive compensation, attractive holiday allowances and work-life balance. They added that experience in Luxembourg's fund sector can be transferable to Ireland for those considering a future return.

Currently sought-after profiles include accounting (both general and fund), corporate administration, legal and compliance professionals. Regulatory knowledge, experience with complex structures and multilingual profiles are particularly valued.

The team provided an overview of potential career paths in accounting and finance, fund accounting, legal (both advisory and in-house) and compliance, outlining typical focus areas and progression routes.

In terms of hiring trends, the speakers recalled that the market is "very competitive", with candidates applying from around the world (thanks to technology). They noted a strong preference for "plug-and-play" hires (i.e. skilled candidates who can contribute immediately with minimal training). However, they warned that this approach can limit development opportunities and contribute to staff turnover.

Other trends include:

  • hybrid working models, with many companies offering one day of remote work per week and flexible working hours (especially since the COVID-19 pandemic);
  • increased integration of technology and AI in recruitment processes;
  • slower hiring cycles, which have reportedly doubled from one to three months to up to six months in some cases;
  • a rise in replacement hiring, with fewer newly created jobs;
  • greater emphasis on stability, with employers valuing candidates who remain in roles for at least two to three years;
  • a preference for specialists over generalists (particularly since COVID);
  • declining salary increases - although work-life balance and remote work are increasingly important considerations for candidates.

Moreover, industry qualifications and local regulatory experience are increasingly important, especially in accounting, finance and legal professions.

The speakers also highlighted the upcoming EU Pay Transparency Directive, set to apply from June 2026. Under the new rules, employers will no longer be permitted to ask candidates about their current or past salary. Another key measure is pay range transparency in job advertisements.

The speakers concluded that Luxembourg is "a land of opportunity", where one must "make it happen" to achieve their goals. They referred to many Irish success stories in the Grand Duchy, with more to come.

The Q&A session further explored the role of AI and the transferability of skills across sectors.

The evening concluded with networking among the approximately 25 attendees over pizza and drinks.