ISEFA B.V. (International Students Employment Facilitation Agency) is a social-impact startup and the first dedicated Employer of Record (EoR) for international students in the Netherlands. Each year, around 34,000 non-EU/EEA students face systemic barriers: restrictive work permits (TWV), legal uncertainty, and employer hesitation. Many are excluded from lawful work and pushed into informal or exploitative jobs, undermining their studies and well-being. ISEFA resolves this by serving as the legal employer of record, handling TWV applications, payroll, compliance, and contracts on behalf of Dutch companies. Employers gain access to a motivated student workforce without bureaucratic burdens, while students access secure, lawful, and fairly paid jobs aligned with their academic schedules. Our revenue model is based on placement fees charged to employers, calculated as a flexible percentage of the student’s gross salary. What sets ISEFA apart is its triple credibility layer: 1. Legal entity – KvK registration, BTW number, and office at Weena 290, Rotterdam. 2. Operational MVP – Active website (isefa.nl) and digital platform (app.isefa.nl). 3. Compliance infrastructure – Registered with UWV as an employer via EH3 secure login. ISEFA delivers a quadruple-win: students, employers, universities, and Dutch society all benefit.

The Problem Labour shortages in the Netherlands The Dutch labour market is under enormous pressure. According to CBS and Eurostat, around 60% of SMEs, 67% of mid-sized firms, and 70% of large companies report difficulties finding enough workers. Vacancies are most acute in hospitality, logistics, healthcare support, cleaning, and retail, all sectors that rely on flexible, part-time labour. The European Investment Bank consistently lists labour shortages as a top barrier to investment and growth in the Netherlands. Cedefop’s skills forecast points to machine operators, ICT technicians, assemblers, and service workers as the roles most in demand. The problem is structural: ageing demographics, shifting labour patterns after COVID-19, and the rising complexity of the economy mean the shortage is not going away. At the same time, the Netherlands has become one of Europe’s most attractive study destinations. In 2023/24, 128,004 international degree students were enrolled in Dutch higher education, accounting for around 16% of the total student body. But crucially, only about 33,900–34,000 of these are from non-EU/EEA countries, and it is this group that faces systemic barriers. These students are highly motivated, legally resident, and typically in their 20s or early 30s, the prime age for labour market participation. Many come from Africa, Asia, and Latin America, with families making substantial sacrifices to finance their education. They want part-time work to support themselves, integrate into Dutch society, and gain relevant experience. Legal and systemic barriers Unlike their EU peers, non-EU/EEA students face stringent restrictions. Dutch law allows them to work only 16 hours per week during the academic year, and only if their employer first secures a tewerkstellingsvergunning (TWV), a work permit issued by UWV. In practice, most employers are unfamiliar with or unwilling to navigate this bureaucracy. For SMEs already overstretched, the extra paperwork, perceived risk, and lack of knowledge make hiring a non-EU student seem too complex. The result: despite being legally resident and eager to work, 34,000 students are effectively excluded from the labour market. Consequences of exclusion • For students: financial insecurity, inability to pay rising rents, and reliance on informal or exploitative jobs. This undermines their mental health, academic performance, and sense of belonging. • For employers: persistent staff shortages, particularly in the flexible roles students are ideally suited for. Many SMEs reduce hours, delay services, or overstretch existing staff. • For universities: higher dropout risk, especially among Global South students without financial safety nets. This threatens institutional reputations and retention. • For society: missed opportunities to integrate talented young people, lost tax revenues, and the perpetuation of an informal economy where exploitation thrives. The consequences extend beyond study years. Nuffic research shows that only 24% of international graduates remain in the Netherlands five years after graduation. Among non-EU/EEA students, the rate is higher (38%), but still a majority leave. That means Dutch society loses much of its investment in education, as well as the opportunity to retain globally trained talent. In sum, the paradox is stark: the Netherlands has thousands of vacancies and thousands of international students willing to work, but legal and administrative barriers prevent a lawful match. The Solution: ISEFA B.V. ISEFA B.V. (International Students Employment Facilitation Agency) was created to break this deadlock. We are the first dedicated Employer of Record (EoR) for non-EU/EEA students in the Netherlands. How our model works 1. Employer of Record (EoR): ISEFA becomes the legal employer of the student. We handle contracts, payroll, taxes, and insurance. Employers simply receive the hours worked, pay a fee, and avoid all compliance risks. 2. TWV facilitation: We apply for and manage the student’s tewerkstellingsvergunning (TWV) with UWV. We also monitor the 16-hour rule, ensuring every placement remains lawful. 3. Student onboarding: Students register digitally through our platform (app.isefa.nl). They receive legal orientation, coaching on Dutch labour rights, and access to vetted jobs in their area. 4. Employer onboarding: SMEs and companies submit vacancies to ISEFA. We pre-screen students, match them to roles, and handle all paperwork. Employers pay a transparent markup (14–25% of gross wages) for each placement. 5. Integration and support: Beyond compliance, ISEFA offers mediation, coaching, and transition guidance to help students transition into graduate employment after completing their studies. Business Model ISEFA’s revenues come from placement fees charged to employers, based on a flexible percentage of the student’s gross salary. This structure ensures affordability for SMEs while covering compliance, payroll, and support costs. We deliberately do not charge onboarding fees to students, avoiding the risk of exploitation and aligning with Dutch labour law, which prohibits charging jobseekers for placements. Instead, students benefit from free registration, legal coaching, and job matching. Market Opportunity The opportunity is significant: • 34,000 non-EU/EEA students represent a motivated, ready-to-work labour pool. Mobilising even 10% means 3,400 lawful part-time workers annually. • Labour shortages are acute in exactly the sectors where students can contribute, hospitality, logistics, healthcare support, cleaning, and ICT. • The international student market continues to grow, and government debates on internationalisation increasingly emphasise retention and integration. ISEFA provides exactly that. • Long term, the model can scale to other EU countries with similar barriers, creating a pan-European solution for lawful student employment. Current Traction: Triple Credibility Layer What sets ISEFA apart from many early-stage ideas is that we are already operational, compliant, and serving students. 1. Legal entity o Fully incorporated as ISEFA B.V. with KvK registration. o Active BTW (VAT) number. o Physical office at Weena 290, Rotterdam. 2. Operational MVP o Public website: isefa.nl. o Functional digital platform: app.isefa.nl, where students can register and employers can post jobs. o Already onboarded 15 students actively seeking lawful work through ISEFA. 3. Compliance infrastructure o Registered with UWV as an employer via the EH3 secure login platform. o Fully equipped to manage payroll, insurance, and TWV processes legally. This triple layer of credibility proves that ISEFA is more than an idea; it is a functioning startup with legal recognition, operational tools, and compliance clearance. Why This Matters • Students gain dignity, lawful work, and stability. • Employers solve shortages without red tape. • Universities improve student retention and reputation. • Society earns tax revenue, reduces informality, and benefits from integration. In short, ISEFA delivers a quadruple-win. Conclusion The Netherlands faces a paradox: thousands of vacancies coexist with tens of thousands of international students who are legally resident but excluded from the labour market. Current laws, compliance burdens, and employer hesitation create systemic inefficiencies that hurt students, businesses, and society. ISEFA B.V. resolves this by acting as the Employer of Record for non-EU/EEA students. We manage TWV permits, compliance, payroll, and contracts, enabling SMEs to hire motivated student workers without risk. With our legal entity, operational MVP, and compliance infrastructure already in place, and with 15 students onboarded, we have proven readiness and traction. ISEFA is not just an idea. It is a startup positioned to scale impact across the Netherlands and beyond, transforming exclusion into opportunity and building a fairer, more inclusive labour market for all.