The DIRICKX Group has a wide range of positions (over the last 3 years, the Group has taken on 130 new employees each year) in the fields of metal manufacturing, construction and security.
Positions are available at all levels, , including jobs for specialised workers and administrative staff, positions in the sales departments, and jobs in fence and barrier installation or in the installation of alarm or intruder detection systems.
Candidates are recruited on the basis of the relevance of their skills (education, experience and references) for the position in question.

The aim of the Group's salary policy is to make sure that each employee is remunerated at the market rate. This means that we assess salaries once or twice a year (fixed salary, variable salary, incentive remuneration, profit sharing, company savings schemes, etc.) and make the necessary adjustments if discrepancies are noted.

We reward staff during their career in the DIRICKX Group with schemes based on individual performance (variable salary), and collective performance (incentive remuneration, profit sharing and company savings schemes).

Finally, we encourage internal mobility, (promotion) or promotion (including geographical mobility), with the associated increase in salary, as a way of raising salaries.

On average, DIRICKX remunerates its staff at a higher level than staff in other companies in the region.

The Group has established an in-house training school (the DIRICKX Academy)with the aim of harmonising the tools, techniques for increasing sales and good management strategies employed across all its subsidiaries.
A training plan is devised each year to enhance skills in key areas, including accident prevention, the use of IT tools, versatility at all levels, knowledge of English and team management.
On average, DIRICKX spends around 2% of its wage bill on staff training this is above the legal level required.