A few realities worth keeping in mind:

• In countries such as France, Germany, the Netherlands, Spain, and the Nordics, internships remain a key entry route.
• Many roles — particularly in tech, data, strategy, and energy — are open to English-speaking candidates, even when the local language is not required day to day.
• While EU citizenship can be an advantage, work authorisation rules differ by country, and sponsorship is possible in some markets when approached strategically.
• In much of Europe, 6-month internships are standard and are frequently used as a direct pathway into full-time roles. At Imperial, this route is supported through the Extended Work Placement, which many students use successfully to secure graduate offers.

What We’ve Been Working On — And Why It’s Relevant to Everyone

During European Careers Week (7–10 January), we delivered a programme including small-group interview and pitch practice sessions, dedicated workshops for FMCG and Finance, 1:1 careers support, and a flagship event emphasising the importance of an effective pitch, featuring an alumni panel hosted by the EU Business Club to share real insights from Imperial alumni working across Europe. Throughout the week, the focus remained on practical tools that reflect how employers actually assess candidates, rather than on one specific geography.

Several of these resources are transferable to any job search, including:

• A clear pitch structure used in live sessions that works well for interviews, employer events, and networking — whether in the UK or abroad.
• AI-supported job search strategy prompts, initially developed for Strategic Marketing roles but easily adaptable across sectors for employer research, role targeting, and market mapping.

These resources are now available on Insendi/The HUB (under MSc Resources / Materials / Continental Europe / European Careers Week) and can support your preparation regardless of whether Europe is your main plan or a strong alternative.

Employers to Watch — Open to International Profiles

Over the coming weeks, we are welcoming several European employers on campus who actively recruit international and English-speaking candidates.

In particular, keep an eye out for upcoming employer presentations that are open to international and English-speaking profiles and book your place on Symplicity.

Upcoming employer presentations (online):

• Criteo – At the Crossroads of Tech and Marketing | EUHub
  Wednesday 21 January | 12:00–13:00
• J&I Fair Company Presentation – TotalEnergies
  Wednesday 21 January | 12:00–13:00
• J&I Fair Company Presentation – Celonis
  Wednesday 21 January | 15:00–16:00

Applying in Europe Without an EU Passport: What Works in Practice

Students who are successful in Europe without EU citizenship tend to follow a focused and realistic approach:

• They check work authorisation country by country, rather than treating “Europe” as a single market.
  A useful starting point is the EU Immigration Portal, which outlines visa and work permit rules by country for non-EU nationals:
  https://immigration-portal.ec.europa.eu
• They focus on specific cities or employer clusters, not just major capitals — for example, Munich or Hamburg rather than only Frankfurt; Basel rather than Geneva or Zurich; Rotterdam or The Hague rather than Amsterdam; Stockholm or Copenhagen rather than “Scandinavia” as a whole.
• They look beyond global brand names.
  You may not immediately think of employers such as Lactalis, Dassault Systèmes, Worldline or Erste Group, yet these companies are major European organisations, leaders in their sectors, with strong local recruitment pipelines and a genuine openness to international profiles.
• They use internships strategically as a stepping stone into full-time roles, particularly in markets where internships are a standard graduate entry route.
• They network strategically within their target organisations, connecting with people they share common ground with (Imperial, undergraduate background, languages, or interests) to gain insights, referrals, or context that helps them stand out.

A focused shortlist of well-researched employers is often far more effective than broad, unfocused applications.