Abstract The article investigates the underrepresentation of certain member states within the European Commission (EC) and explores the broader challenges of achieving geographical balance in European Union (EU) recruitment. Drawing on the theory of representative bureaucracy, the study systematises factors that shape the attractiveness of EU careers, specifically in the EC. Using qualitative data from 14 expert interviews and an analysis of action plans on geographical balance adopted by the EC in agreement with each underrepresented state in 2023, the article identifies key factors behind the lack of attractiveness of EU careers in the EC. The findings challenge the ‘rejection hypothesis’, which interprets low participation as disinterest. Instead, the article suggests that underrepresentation stems from institutional pathologies, fragmented national support, procedural complexity and opportunity structures that fail to generate motivation. Therefore, the lack of applications is less a matter of rejection than a structural failure of conditions. When pursued in isolation, neither EU‐level reforms nor national strategies adequately address the imbalance; solutions require their alignment, combining institutional flexibility, stronger national support and proactive outreach. Recruitment in the EC is not only a technical procedure but also a symbolic act. Balancing merit‐based standards with inclusiveness across diverse national contexts exposes unresolved questions about what counts as ‘fair’ representation and emphasises the unique legitimacy dilemmas facing supranational administrations.
Antal et al. (Tue,) studied this question.