This selection procedure is intended to establish a reserve list of successful candidates. It is envisaged to start using the reserve list in Q1/Q2 of 2025.Europol retains the right to make use of the reserve list to select candidates for similar posts within the organisation, should business needs require so.
he post of Specialist Technology & Development (Standardisation) is considered a restricted post that may be filled without limitation to candidates coming from a competent authority, as stipulated in Annex II of the relevant decision of the Management Board of Europol of 13 September 2024. The Europol Recruitment Guidelines may be consulted for further details.
Organisational setting:
The post of Specialist – Technology & Development (Standardisation) is located in the Policy & Development Team, EC3 Expertise & Stakeholder Management Unit, European Cybercrime Centre (EC3), Operations Directorate.
The Operations Directorate deals with the core business of Europol, improving the effectiveness and cooperation of the competent authorities in the Member States (MS) in preventing and combating serious and organised crime, as well as terrorism affecting the MS. This requires close cooperation with the Liaison Bureaux at Europol and via them with the Operational Teams in the MS.
Europol delivers a number of products and services to national law enforcement agencies to support them in their fight against international serious and organised crime, as well as terrorism.
The Operations Directorate hosts five distinct Departments: Operational and Analysis Centre, European Serious Organised Crime Centre, EC3, European Counter Terrorism Centre and the European Financial and Economic Crime Centre.
EC3 serves as the centre for the MS fight against cybercrime in the European Union (EU), delivering operational and investigative support on complex cybercrime investigations. EC3 also provides support to the EU institutions and MS in building operational and analytical capacity for investigations and cooperation with external partners. EC3 is the collective voice of European cybercrime investigators across law enforcement and the knowledge hub of law enforcement on how to tackle cybercrime.
The Centre comprises of three Units, each with their own area of responsibility.
The Expertise & Stakeholder Management Unit is responsible for collecting information about new developments and technologies and provides advice on how to efficiently and effectively tackle new phenomena in the field of cybercrime. The Unit is actively involved in coordinating work with external partners such as government entities, private parties, academia and industry partners. Furthermore, the Unit is coordinating and delivering strategic products such as the Internet Organised Crime Threat Assessment (IOCTA). Other areas of responsibility include assessing relevant technology trends, external liaison and stakeholder management including EC3’s advisory groups, developing pan-European cybercrime offender prevention campaigns, and capacity building activities.
FUNCTIONS AND DUTIES
ORGANISATIONAL CONTEXT
The EC3 Operations Unit is responsible for delivering the operational services to MS of EU and other partners with whom Europol has operational agreements. The Unit consist of five teams: AP Cyborg (cyber-dependent crime), AP Terminal (payment fraud and on-line fraud schemes), AP Twins (child sexual exploitation), AP Dark Web (criminal use of anonymization services) and the J-CAT coordination team (operational support to the Joint Cybercrime Action Taskforce). Furthermore, the Unit is responsible for the provision of deconfliction within cases, enriching data sets, advising and participating in operational actions and delivering analytical support. The Digital Support Unit is assisting EC3 Operations and other Centres of Europol horizontally with intelligence products, information and forensic examination through two teams: Cyber Intelligence Team (CIT) and Digital Forensics Team (DFT). CIT provides support in the pre-processing and analysis of large amounts of operational data, open source Intelligence, cryptocurrency support and analysis. DFT provides decryption services, extraction of digital evidences, takes part in research and developments activities and also provides document forensic services.
Purpose of the post:
The Specialist - Technology & Development (Standardisation) plays a crucial role in enhancing Europol's ability to support law enforcement agencies in addressing the challenges posed by emerging technologies and the increasing complexity of cyber-related crimes. This position is designed to provide essential expertise in guiding ongoing and future efforts to ensure lawful access to data for criminal investigations, while adapting to the rapidly evolving digital landscape.
The primary purpose of the role is to bridge the gap between technical expertise and law enforcement operational needs, ensuring that Europol remains at the forefront of technological advancements in the fight against crime. The Specialist - Technology & Development (Standardisation) will work across a wide range of initiatives that encompass tactical, operational, and strategic dimensions. This includes the identification and analysis of emerging digital threats, the development of innovative technological solutions, and the implementation of new standards and tools aimed at supporting and enhancing investigative capabilities.
The post holder will be expected to scan the environment for new technologies, identify potential abuses of those technologies, and provide in-depth analysis and insights to inform the development of targeted strategies and tools. With a solid understanding of cyber-related technologies, internet threats, and the intricacies of telecommunication networks, the specialist will contribute to protecting critical digital infrastructure, developing cutting-edge technical solutions, and supporting law enforcement agencies in successfully combating technology-enabled crime. Through this work, the role directly contributes to the overall mission of Europol in safeguarding the security of the European Union and its member states.
Reporting lines:
The incumbent reports to the Head of the Policy and Development Team.
REQUIREMENTS - ELIGIBILITY AND SELECTION CRITERIA
FUNCTIONS AND DUTIES
The incumbent carries out the following main functions and duties:
• Address challenges related to lawful access to data at rest and data in transit;
• Identify and propose toolsets and technical solutions for accessing such data within legal frameworks;
• Monitor new technologies and assess their compatibility with law enforcement lawful access requirements;
• Support the development of policies and strategies related to lawful access to data, ensuring they are aligned with evolving technology trends and security needs;
• Share expertise and updates on advancements, techniques, and technologies within the domain of lawful access to data;
• Identify, develop and promote mutual learning, training and capacity building opportunities among MS and operational partners;
• Advocate for and support joint initiatives at EU level to enhance access to data by law enforcement;
• Provide strategic input to Europol to represent law enforcement interests both within the EU and internationally;
• Organise and represent Europol at internal and external events meetings;
• Cooperate and engage with relevant stakeholders and networks from law enforcement, public and private sector;
• Perform any other duties in the area of competence as assigned by the line management.
ELIGIBILITY CRITERIA
SELECTION CRITERIA
a. Professional experience
Essential:
• Experience working in the field of lawful access or standardisation within law enforcement, government, telecommunications, technology industry or similar;
• Experience working with telecommunication infrastructure and technologies of ETSI and/or 3GPP standards, modern telecommunication concepts and related technologies;
• Experience with standardisation processes and Bodies at national or international level;
Desirable:
• Experience with designing or contributing to policy and legislation design related to lawful access.
• Experience in collaborating with private industry experts and service providers (telcos, OTTs, automobile manufacturers, etc.).
• Experience in participating in international projects.
b. Professional knowledge
Essential:
• Knowledge of modern telecommunications infrastructure, technologies and protocols;
• Sound knowledge of international standardisation processes and initiatives of relevant bodies like ETSI, 3GPP, CEN/CENELEC, ISO, IETF or ITU.
• Sound knowledge of national and international legal frameworks that regulate lawful access for law enforcement and service providers.
Desirable:
• Knowledge of capacity building/training related to telecommunication technologies;
• Knowledge of tools and techniques used to monitor telecommunications;
• Knowledge in digital forensics and encrypted communications.
c. General competencies
Essential:
Communicating:
• Very good communication skills in English, both orally and in writing;
• Ability to draft clear and concise documents on complex matters for various audiences.
Analysing & problem solving:
• Keen eye for detail with the ability to maintain standards of accuracy under pressure of tight deadlines;
• Excellent analytical and critical thinking skills;
• Competent user of Microsoft Office applications (MS Word, Excel, PowerPoint and Outlook) and the internet.
Delivering quality and results:
• High degree of commitment and flexibility;
• High level of customer and service-orientation.
Prioritising and organising:
• Good administrative and organisational skills.
Resilience:
• Very good interpersonal skills, with the ability to work well, both independently and in a team;
• Ability to remain effective under a heavy workload and demonstrate resistance to stress.
Living diversity:
• Ability to work effectively in an international and multi-cultural environment.
d. Additional conditions:
Fulfil the condition stipulated in Article 5 of the Decision of the Executive Director on the Duration of contracts of employment for Temporary Agents, on the start date of the possible contract of employment which may be offered.
SELECTION PROCEDURE
All applications for Temporary Agent posts must be submitted through the online recruitment system accessible via Europol's website. For further information, please consult the Europol Recruitment Guidelines. The Authority Authorised to Conclude Contracts of Employment (AACC) sets up a Selection Committee, composed of at least three members, consisting of one chair and at least one member from the administration and one member designated by the Staff Committee.
For restricted posts (including restricted - Annex II posts), the AACC designates up to two additional members of the Selection Committee if so requested by the Chairperson of the Management Board. The additional members shall consist of a representative of the Presidency of the Council of the European Union or one representative of the Presidency and one representative of another Member State.
The selection criteria, set out in this Vacancy Notice, will be assessed by the Selection Committee throughout the different stages of the selection procedure. Before the start of the selection procedure, the Selection Committee will decide which selection criteria will be used at each stage of the selection procedure. Certain selection criteria will be assessed only for shortlisted candidates during a written test and a competency-based interview.
The Selection Committee will assess the applications received in order to make an initial selection of those candidates meeting all eligibility criteria and matching best the selection criteria (suitability). In case of candidates shortlisted for restricted posts (including restricted - Annex II posts), who had indicated membership of a competent authority in one of the Member States, Europol will seek confirmation from the relevant Europol National Unit to ensure that those candidates indeed belong to a competent authority. The minimum pass-mark for being shortlisted, i.e. invited to participate in a post-related selection procedure, consisting of a written test and a competency-based interview, is established as 60% of the total maximum score.
The Selection Committee will shortlist the 6 highest scoring candidates. All candidates having a score equal to the 6th highest-scoring candidate will be invited to take part in the first stage of the selection procedure (written test). At shortlisting stage, the Selection Committee will also establish the pass-mark for the selection procedure.
The Selection Committee will assess the written test against the selection criteria. Those candidates who do not reach the pass-mark for the test will be informed that they do not qualify to participate in the interview. All candidates who reach the pass-mark for the test will be invited to the second stage of the selection procedure (interview).
It is intended for the selection procedure to be conducted remotely. Should the Selection Committee consider it necessary to conduct the selection procedure on-site at Europol, either in part or in full, in the interest of the proceedings, and subject to budget availability, the candidates invited to participate in the selection procedure will be informed accordingly. After the selection procedure has taken place, the Selection Committee will establish a list of successful candidates, i.e. those scoring above the pre-defined pass-mark, which is shared with the AACC, for establishment of a Reserve list. A Reserve list is valid for 24 months. Candidates who participated in the interview will be informed of the outcome, i.e. whether they have been successful or not.
COMPENSATION, TERMS AND CONDITIONS
SELECTION PROCEDURE
The Selection Committee’s work and deliberations are confidential. It is forbidden for candidates to make direct or indirect contact with the members of the Selection Committee or for anyone to do so on their behalf. All enquiries related to a selection procedure should be addressed to the Europol HR Operational Support Team. Detailed information on the selection procedure- including enquiries, measures of redress and their applicable deadlines is available in the Europol Recruitment Guidelines, which can be found on Europol's website.
COMPENSATION AND BENEFITS
Contract of employment
The successful candidate will be engaged in the type of post Administrator and function group AD, grade 6 pursuant to Article 2(f) CEOS and Annex I to the EUSR.
The initial contract will be concluded for a period of 5 years (full-time – 40 hours a week). The contract may be renewed only once, in principle, for a period of 5 years.
The overall duration of the contracts on restricted posts of Europol staff members will be taken into account if they are successful in the selection procedure.
Conditions of engagement
Before the employment contract is concluded by Europol, the successful candidate will have to:
• declare any conflict of interest;
• undergo a pre-employment medical examination to confirm that he/she is physically fit to perform the duties pertaining to the post or, alternatively, receive the confirmation from Europol that he/she fulfils the conditions laid down in the Decision of the Deputy Executive Director of the Capabilities Directorate on the pre-employment medical examination available on Europol's website.
• in case of candidates for restricted posts (including restricted - Annex II posts) who had indicated membership of a competent authority in one of the Member States, provide confirmation of his/her membership of a competent authority in one of the Member States within the meaning of the Article 2(a) of the Europol Regulation.
The place of employment will be The Hague, The Netherlands.
For further information on terms and conditions, please consult the EUSR/CEOS available on Europol's website.
Probation period
Engagement for this post is subject to the successful completion of a probationary period of 9 months.
Europol reserves the right to terminate the contract of employment during or at the end of the probation period in accordance with Article 14 CEOS.
Security screening and certificate of good conduct
Candidates who have been recruited to a post at Europol are required to furnish a valid certificate of good conduct before the start of their employment. The certificate of good conduct must be provided to Europol prior to the signature of the employment contract. The certificate of good conduct must be issued by the relevant authorities of the country of nationality of the candidate and must not be older than three months at the time of submission to Europol. Europol reserves the right not to proceed with the signature of the contract based on the content of the certificate or if the candidate fails to provide the certificate to Europol.
The certificate of good conduct does not substitute a valid security clearance required for all Europol staff at the level indicated in the vacancy notice. Failure to obtain the requisite security clearance before the expiration of the probationary period may be cause for termination of the employment contract.
Candidates who currently hold a valid security clearance at the level indicated in the vacancy notice or above do not need to obtain a certificate of good conduct or a new security clearance and must provide a copy of the current security clearance certificate to Europol prior to the signature of the employment contract. Europol shall verify and confirm the continued validity of the security clearance. In case Europol determines that the security clearance is not valid, the candidate will be required to provide a valid certificate of good conduct prior to the signature of the employment contract.
ADDITIONAL INFORMATION
TERMS AND CONDITIONS
Probation Period
Europol may at any time terminate the employment contract if the result of the security screening is not positive and the necessary clearance level is not granted or extended.
The requested level of security clearance for this post is: CONFIDENTIEL UE/EU CONFIDENTIAL.
ADDITIONAL INFORMATION
Equal opportunity
Europol is an equal opportunity employer. Europol accepts applications without distinction on grounds of gender, sexual orientation, national, ethnic or social origin, religion or beliefs, family situation, age, disability, or other non-merit factors. All employment decisions are based on business needs, job requirements and qualifications, experience and skills. Europol lives diversity and provides an inclusive work environment to all. Europol strives to recruit, develop and retain a diverse and talented workforce through application of equal opportunity and impartiality.
Privacy Notice
Regulation (EU) 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data, and repealing Regulation (EC) No 45/2001 and Decision No 1247/2002/EC, applies to the processing of personal data carried out in the process of selection and recruitment of staff at Europol, following the application of this Regulation to all administrative personal data held by Europol in accordance with Article 46 of the Europol Regulation.
For additional information, please consult the applicable privacy notice available on Europol's website, also inserted in the EUROPOL RECRUITMENT GUIDELINES.
Statutory obligations upon leaving the service
Pursuant to Article 16 of the EUSR, EU officials and, by analogy, temporary agents continue to be bound by the duty to behave with integrity and discretion as regards the acceptance of certain appointments or benefits after leaving the service. Those staff members intending to engage in an occupational activity within two years of leaving the service shall inform their institution, so that it may take an appropriate decision in that respect. In cases where the intended activity is related to the work carried out by the staff member during the last three years of service and could lead to a conflict with the legitimate interests of the institution, the decision to be taken may include forbidding the staff member from undertaking it or giving its approval subject to any conditions it thinks fit.
Main dates
Publication date: 30 January 2025
Deadline for application: 27 February 2025, 23:59 CEST
Selection procedure: March - April 2025
Application process and selection procedure
For further details on the application process and the selection procedure, please consult our FAQs or refer to the EUROPOL RECRUITMENT GUIDELINES.
