The Dutch language system your internationals actually complete.
HR-legible reporting. CEFR progression you can put in a slide. A daily habit that fits a kennismigrant's actual schedule, not a 2-hour Tuesday at 18:00.
The people our learners work with
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You paid for Dutch lessons. You still can't defend it in the next budget round.
AWVN reports 40% of individual Dutch training budgets go unused at year-end. Leading language schools now openly admit that in-company group courses fail on attendance. Completion is the industry's quiet catastrophe, and it lands on your desk.
The coalition fractures
HR proposes. Finance questions the ROI. The hiring manager wants speed. International Mobility wants minimum disruption. The deal dies when nobody owns a unified story. We hand you the story on a slide before you walk into the meeting.
The ROI stays a black hole
Most HR teams cannot produce a credible cost-per-participant number on language training. Research pegs avoidable miscommunication cost at around €15,000 per international per year. We pre-calculate the ROI story for you, with real inputs from your team.
The learners stop showing up
2-hour Tuesday classes at 18:00 in a meeting room full of only their own colleagues. Attendance collapses by week four. The dashboard quietly becomes unforwardable. We rebuilt the delivery model so this doesn't happen.
Employers who wait will be caught flat-footed.
Three shifts are compressing the timeline on migrant language integration, and HR is the function that will be asked to show up with a plan.
Feb 2025
Nobel action agenda
State Secretary Nobel's action agenda pushes employers to take more direct responsibility for migrant-worker Dutch language support. Not a mandate yet. A clear signal of where policy is heading.
Wet inburgering 2021
A2 to B1 for integrators
Since January 2022, obligated integrators are held to B1 rather than A2. A voluntary B1 shift for adjacent populations is already in motion. The old bar is gone.
2026 onwards
Kennismigrant quality focus
Knowledge-migrant policy is tightening on quality of integration rather than volume. Visible investment in language and cultural integration is becoming part of how sponsor employers are judged.
The Dutch market has 15+ providers and one open intersection.
Every category solves one part of the problem and gives up on the other two. That's the gap we built into.
Global brands
Berlitz, EF, goFLUENT
Defensible on paper. Recognised by procurement.
Commodity content, weak Dutch cultural authenticity.
Local classroom schools
Language Partners, NedLes, UvA Talen
Strong pedagogy. Cedeo accreditation.
Rigid schedules. Their own marketing admits attendance collapses.
App platforms
Babbel for Business, Rosetta, Preply
Per-seat pricing. Onboarding spike.
Engagement dies by month two. Invisible to HR.
Dutch Fluency
Daily habit + reporting + cultural fit
A native-Dutch founder-coach, a 12+ show daily podcast ecosystem, and HR reporting built in.
Completion rates that survive month two.
A daily habit that fits a real calendar.
Built for people who already passed A2 and need real workplace Dutch. Audio-first, so it works on the commute, at the gym, or over lunch. Reporting baked in, so your HR review is ready in one click.
Daily audio ecosystem
12+ native podcasts spanning A1 to B1: news, sleepcasts, comedy, grammar, and sector-flavoured conversation. 3 to 10 minutes per episode. Zero scheduling. Zero disruption to the workday.
Active practice apps
Dagboek (journaling with AI correction), Fluency Tulip (spaced repetition), Werkwoorden (verb mastery), Photo Description, and NT2-exam prep. All roll up into a single HR-legible activity feed.
Human coaching layer
Weekly Dutch Coffee Hour for low-pressure speaking practice. 1:1 coaching with a native Dutch NT2 teacher for programme and executive tiers. The thing every platform is missing.
The dashboard your director will actually open.
Every programme includes a CEFR intake, a mid-point check, and an exit assessment. The live dashboard shows you what's working, what isn't, and who needs a nudge, without ever seeing a learner's private journal entries.
- CEFR progression, per learnerIntake level, current level, delta over the programme window.
- Attendance and completionActive days, streak data, episode completion, app engagement rolled up per learner and per team.
- Quarterly written reviewA one-page narrative you can paste into your own L&D reporting. Written for a non-HR reader.
- GDPR-safe by designWe show engagement. We don't show learners' personal content. No psychometric data, no surveillance theatre.
Sample report panel
Panel preview. Request a real sample report during the discovery call.
Different sectors, different workplace Dutch.
We flavour the content library, the intake, and the reporting to your sector. One-size-fits-all business Dutch is a reason completion dies.
Finance & legal→
Compliance Dutch, client-facing vocabulary, regulated communication. Used by teams with profiles like ABN AMRO and Flow Traders.
Technology & engineering→
Built for kennismigranten in Eindhoven Brainport and Amsterdam tech. Familiar with Philips, Booking.com, Miro profiles.
Logistics, retail & FMCG→
Operational workforce Dutch, safety communication, shift-floor integration. Designed for teams like PostNL, Bol.com, Aldi.
Government & public sector→
Rijksoverheid-grade requirements: clarity, precision, cultural sensitivity. Structured for regulated public-facing roles.
Healthcare & pharma→
Clinical Dutch, patient-safe communication, cultural integration for international medical professionals. Regulated compliance anchoring.
Executive relocation→
C-suite and VP international hires. Bespoke daily podcast, boardroom vocabulary, 1:1 cultural coaching. See Executive Suite below.
The 3-month pilot.
Fixed scope. Fixed price. Fixed evaluation gate. Designed so your HR champion can say yes without writing a procurement memo.
Pilot programme
3 to 5 internationals. 12 weeks. CEFR intake on day one, mid-point check at week 6, exit assessment at week 12. One written report at the end that you forward to your director.
If the outcomes hit the evaluation gate, you scale into the annual programme.
If they don't, you keep the report and walk away, no follow-on commitment.
What's included
- Full Dutch Fluency system access for every pilot learner
- CEFR intake, mid-point, and exit assessments
- Two 1:1 coaching sessions per learner
- Live HR dashboard from week one
- Written end-of-pilot report for your director
- Defined evaluation gate, agreed before kickoff
Typical kickoff: 2 to 3 weeks from signed agreement.
Annual programme pricing.
Sits in the specialist tier (€1.5k to €5k per learner per year), where real outcomes actually happen. Below: one step up from the pilot, one step beyond for senior hires.
Programme
Team annual
For teams scaling up after a successful pilot
Volume tiers above 10 and 25 learners. Annual contract, quarterly reviews.
- Full system access for every learner
- Quarterly CEFR checkpoints and written reports
- 1:1 coaching hours pooled across the team
- Weekly team Coffee Hour (private slot)
- Sector-flavoured content library
- Dedicated point of contact for HR
For perspective: typical Berlitz and Language Partners tier-2 group programmes land between €2,000 and €5,000 per learner per year. Low-touch app platforms sit around €180 per head and produce the completion data HR has stopped forwarding.
Pre-calculated ROI, for the budget review.
Rough public math: a €100k international losing 5 hours a week to language friction costs around €290 weekly, multiplied by colleagues absorbing the overhead. The sector literature benchmarks €15k to €17k of avoidable cost per person per year. One retained hire pays for a decade of programme fees.
Programme vs. avoidable cost
How many internationals are you supporting this year?
Avoidable cost (doing nothing)
€15,000/person/yr
10 people = €150,000/yr of friction
Dutch Fluency Programme
€2,500/person/yr
10 × €2,500 = €25,000/yr total
Net annual payoff
€125,000
Roughly 5× what you invest, before you count a single retained hire.
Avoidable-cost benchmark based on Fluency Corp's public calculation: a €100k employee losing ~5 hours weekly to language friction, with time absorbed by colleagues. Actual impact depends on team composition, role, and workflow.
The three conversations your programme needs to win.
HR's internal story needs to hold up in three directions. We design every deliverable around these exact conversations, because these are the ones that decide renewals.
Upward, to your director
“Our internationals are integrating faster. Attendance is above industry benchmarks. Three hit B1 this quarter. Year-two retention is up.”
We give you the CEFR data, the attendance pattern, and one anecdote-ready integration moment per reporting cycle.
Sideways, to finance
“On budget. Documented CEFR progression on X participants. Cost per participant is in line with benchmarks. Hours-saved estimate attached.”
Fixed annual pricing. No per-seat surprise invoices. A pre-built CFO one-pager on request.
Downward, to employees
“People actually like this one. It fits their schedule. They're not hiding from it.”
Daily-habit delivery, podcast-first. No forced classroom blocks. People use it because it respects their time.
A native Dutch coach. Not a platform, not an agency.
Dutch Fluency is founded and led by Rick, a native Dutch speaker with years of classroom experience teaching Dutch to internationals. The content, the coaching, and the reporting standard all run through him.
That's why the programme actually sounds like Dutch people talking to Dutch people. And it's why your HR reviews come from someone with a clear point of view, not a faceless vendor dashboard.
Talk to Johan.
Johan runs the B2B side. He is the person you will actually talk to when you email us or book a call. No account manager, no sales funnel, no CRM theatre.
15 minutes. One pilot. A story your director will remember.
We'll walk you through the system, share a sample HR report, and scope a pilot against your actual team. No pitch deck. No pressure.
Or forward this page to a colleague in HR, L&D, International Mobility, or Global Talent. That's usually how these conversations start.