As recruiters, we are regularly approached by candidates who need help with their career planning. Some people know from an early age exactly what they want to become when they are older, while others need more time exploring their interests, skills, personality and values to decide which path to take.

This process can be complicated – where do you start? Thankfully, there are great tools available to help you make a strategic plan to reach your career goals. One of them is the SWOT analysis, a marketing tool that can also be projected on the labour market. In this article, I will discuss how you can use this tool to “find your bliss.”

What is a SWOT Analysis?

A SWOT analysis is a strategic planning tool that can also be applied to career planning. After you have identified your career goals, this tool can help you:

• Organise, visualise, and evaluate internal and external factors
• Examine your Strengths and Weaknesses (internal environment)
• Assess Opportunities and Threats (external environment)

How to Perform a Personal SWOT Analysis

1. Strengths

Your strengths are internal positive aspects that you control and that make you stand out in your field. Ask yourself:

• What do other people view as your strengths?
• What skills, abilities, knowledge, education, certifications or connections do you have that others don’t?
• What activities make you happy in your job, and why? (There is a strong correlation between what you like and what you are good at.)
• Which professional achievements are you most proud of, and which of your qualities contributed most to this success?
• Do you have a strong network? Are there people in your network who can give you advice?

2. Weaknesses

Weaknesses are internal negative aspects that you control and can improve (or avoid in your next career step). Examining weaknesses can be uncomfortable, but to make a successful SWOT analysis, it’s vital to be as objective as possible. Sometimes others notice things you might be blind to – asking colleagues for feedback can help. Consider:

• What do other people view as your weaknesses?
• Are there gaps in your education, skills, or training?
• Which activities make you insecure or do you avoid, and why?
• What are your worst work habits? (e.g. lateness, disorganisation, short temper, difficulty prioritising, poor stress management)

3. Opportunities

Opportunities are positive external conditions you do not control but can take advantage of. Ask yourself:

• What does the market look like? Are there positive trends in your field (growth, globalisation, new technology)?
• Could enhancing your education create new opportunities?
• Is there an unmet need in your company or industry?
• Are there new technologies you can learn to improve your performance?
• Has your company started new initiatives or projects you could join?
• Can you take on more responsibilities aligned with your career goals?

4. Threats

Threats are negative external conditions that you cannot control but may be able to mitigate. Reflect on:

• Is your company or industry struggling in the current economy?
• Are jobs in your field declining?
• Are you encountering significant obstacles at work?
• What does the competition look like? Do they have skills, knowledge, or education you don’t? (For example, an influx of foreign workers with strong education and lower income expectations.)
• Is demand for your skills declining? Are technological advances changing your job in a negative way?

Putting It All Together

Once you have answered these questions and written them down, the analysis will give you a realistic view of your situation. You will see:

👉 What strengths you can capitalise on
👉 What weaknesses you need to improve or avoid
👉 Which opportunities align with your strengths
👉 Which threats you should avoid or mitigate

Next Steps

A SWOT analysis is only the beginning of career planning. After completing it, ask yourself:

What direction do I want to take?
What steps are needed to get from where I am now to where I want to be?

Tools that can help:

Gap analysis – to develop a practical action plan.
Personal marketing plan – to position yourself effectively in the job market.

Final Note

I hope this will give you some guidance in your career planning. By using a SWOT analysis, you can approach your next career move with clarity and strategy.

You have probably noticed it: big corporate HR teams are now throwing around words like machine learning, predictive analytics, and AI-powered talent pipelines.
Some even look at you like, “Thanks, but we have got ChatGPT now. We will find our own people.”.

Cue the collective sigh from agencies everywhere. Are we still relevant? Do we even have a seat at the table anymore? Spoiler alert: Yes. Absolutely. 100%. But our role is changing, and that is actually a good thing.

1. AI can find skills. You can find the person.

AI is great at scanning résumés and spitting out a list of “qualified” candidates. But here is the thing: Treasury is not just about ticking boxes for cash management, FX, or liquidity risk.

It is about finding someone who can handle a surprise board meeting and explain why the overnight cash position is not where it should be, without breaking into a cold sweat.

You know those nuances. AI… not so much.

2. Your network is not in any database

Corporate HR may have LinkedIn Recruiter. You have warm, actual human relationships.

That senior Treasury professional who swore they would “never leave” two years ago? They might tell you over coffee that they are… let us just say, open to interesting offers. AI can’t eavesdrop on those conversations (and thank goodness for that).

3. You are not just a recruiter, you’re a market insider

Treasury salaries creeping up? Certain skills suddenly in demand? You can guide clients on pay, benefits, and how to make a role irresistible to top talent. Corporate HR teams love that kind of insider intel, it makes them look good internally.

4. Cultural fit still matters

Sure, AI can match hard skills. But can it tell if someone will mesh with the CFO who is allergic to PowerPoint animations? Or whether they will survive in a “meeting-heavy” culture without plotting an escape?  That is where your read on human dynamics beats algorithms every time.

5. Discretion is your superpower

Some roles are sensitive. Maybe the current Group Treasurer does not know they are being replaced. Maybe the company does not want the competition sniffing around.
Corporate HR can’t always do a quiet search, you can.

The Big Takeaway:

AI can make recruiting faster, but it cannot replace the trust, judgement, and deep market expertise of a niche recruiter. The clients who get that will keep calling you, not because you have the fanciest tech, but because you know their market, their people, and the unspoken rules that make great hires happen.

So, to every recruiter feeling the “AI squeeze” right now:
Pour yourself a coffee, remind yourself you bring something no algorithm can, and keep doing what you do best. After all, machines might be smart, but they still can’t network over lunch.

When you are actively job hunting, it is easy to lose track of where you have applied, especially if you are sending out several applications in a short time. But staying organised is not just a nice-to-have, but it is key to making a professional impression.

My colleagues and I often see candidates apply multiple times for the same role (once directly and once via a recruiter). While the intention might be good, it sends the wrong signal. To hiring managers, it may look like you are not paying attention or not that interested in their specific role.

Why Double Applications Hurt Your Chances

Applying twice for the same role might seem harmless, but it raises red flags. It shows:

• You are not keeping track
• You might be sending your CV without real interest
• You are possibly ignoring instructions from recruiters or the company
• Hiring managers want to feel like you are applying for their role, on purpose.

For many of you, this blog might come across as stating the obvious. As recruiters, we, on a regular basis, receive “double applications” and think this does not reflect well on the candidate.

To help you stay on top of your job search (and avoid common mistakes), here are some practical tips you can start using right away.

Focus on quality over quantity

Before we even get to tracking: simplify your process. Only apply for roles where you are truly qualified and tailor your application to each position. It is better to send 5 strong applications than 20 generic ones.

You can do this by personalising each CV and Cover letter based on the job description.

Create a spreadsheet

Whether you prefer Excel, Google Sheets, Word, or even a notebook, the key is to track every application you send. Here’s what to include:

• Company Name
• Job Title
• Job URL
• Print Screen / Copy of the Job Description
  💡 Tip: Job ads sometimes disappear. Save a copy in a dedicated folder on your laptop or cloud drive.
• Application Date
• Application Summary (e.g. CV + cover letter + other materials submitted)
• How You Applied (direct, recruiter, job board, etc.)
• Recruiter’s or Contact Person’s Name
• Contact Details (email, phone)
• Follow-Up Date (if you haven’t heard back after 10-14 days)
• Interview Details (date, time, names of interviewers)
• Current Status (e.g. awaiting reply, rejected, next interview)
• Additional Notes (Here you can keep track of any special circumstances around any of your applications)

Save and Organise Your Documents

Do not just track the applications, make sure your documents are organised. Create a folder structure with: saved job descriptions, customised CVs, cover letters, Interview notes.

Final Thoughts: Stay Sane, Stay Strategic

We know job hunting can feel overwhelming, especially in a tough market. But treating it like a project and staying organised will help reduce stress, avoid mistakes, and increase your chances of success.

✔️ Plan your actions
✔️ Track your progress
✔️ Follow up professionally

Good luck in your search! And if you are exploring treasury roles, we would be happy to support you. Get in touch with us or check out our latest vacancies.

Dear clients and interim professionals,

It has been a little quiet on my end when it comes to updates around the DBA law and the upcoming VBAR legislation. And with good reason, there simply has not been much new to report. I have also held back during the recent legal cases surrounding the DBA, as these were initiated by freelancers or clients themselves, not by the Dutch tax authority, so the media buzz did not reflect a broader shift in enforcement.

But that silence ends today, because something noteworthy has happened.

The VBAR Proposal Has Reached Parliament

On July 7, the Dutch government officially submitted the VBAR draft law to the House of Representatives (Tweede Kamer). This law is intended to clarify the distinction between self-employment and employment, aiming to provide more legal certainty for all parties involved.

Parliamentary debate has begun, though the actual implementation date is still uncertain due to the current caretaker government. That said, the target date is January 1, 2026.

Key Elements of the VBAR Proposal:

• Presumption of employment for low hourly rates
  If a freelancer earns below a certain threshold (currently proposed at €32.24/hour), there will be a presumption of employment. The burden of proof will shift to the client, who must demonstrate that no employer–employee relationship exists.
• A new legal assessment framework
  VBAR introduces a clearer, more modern framework for determining employment status, based on recent court rulings. This should help organizations and professionals assess their working relationships more confidently and consistently.

Alternative Proposals Also Emerging

In parallel, several political parties have proposed alternative legislation, most notably the Zelfstandigenwet (“Self-Employment Law”), which takes a different approach to defining independent entrepreneurship. Some proposals emphasize sector-specific rules, while others suggest different criteria for what it means to be self-employed.

While it is still unclear which law will ultimately be passed, the direction is unmistakable: more clarity, stronger legal foundations, and tighter enforcement against false self-employment.

Where We Stand Now:

• Since January 1, 2025, the tax authority have officially resumed active enforcement of the DBA law. This includes back taxes and penalties in proven cases of false self-employment.
• 2025 will serve as a transition year: fines will generally be withheld if companies can demonstrate good-faith efforts to comply and reduce risks.
• From 2026 onwards, penalties may be enforced even more strictly, including in sectors like healthcare. For example, freelance GPs are now increasingly being classified by the tax office as pseudo-self-employed, sparking criticism from the Dutch medical association (LHV).
• Recent research shows that 13.5% of freelancers expect to lose clients due to the changing enforcement landscape, and 5% are even considering leaving entrepreneurship altogether.

What Are We Seeing in the Field?

Here in the Treasury & Finance interim space, we have seen no signs yet of tax audits, nor have I heard of any from our clients or freelance professionals. That does not mean they will not come, but it confirms what many of us feel: the impact is more gradual than dramatic.

Conclusion

So, no need to panic. Use your common sense, keep your contracts and working relationships transparent and fair, and stay informed as new regulations develop. If you do that, you will be just fine.

Let’s keep the conversation going, and if you have questions or need a sparring partner about your position in this changing landscape, I’m just a message away.

As specialized recruiters we first and foremost make use of our extensive network of treasurers we built in the last 15 years. But to keep up with the market and new candidates entering the treasury market, we also make extensive use of LinkedIn. If you’re searching for a new opportunity, you might be wondering what recruiters focus on in finding the right candidate via LinkedIn.

Want recruiters to notice you? Start with these five LinkedIn profile tips:

1. Use keywords in your headline

This is the first thing recruiters see, so make sure it accurately reflects your skills and experience. You can use keywords that are relevant to your industry or the type of job you’re looking for. For example, if you’re a treasury analyst, you might use keywords like “cash flow forecasting,” “TMS,” or “data analysis.” You can also include the terms “available” and “searching for a new job” as keywords so that recruiters know that you’re actively looking for a new opportunity.

2. Include your location

Recruiters often filter their searches by location, so make sure yours is up-to-date. If you’re open to relocating, be sure to mention that in your profile.

3. Keep your profile up-to-date

This includes your summary, education, work experience, skills, and endorsements. Recruiters want to see that you’re actively looking for a new opportunity, so be sure to update your profile regularly. 

4. Add contact information

You can add your email address and phone number to your profile, but you can also choose to make this information visible only to connections. If you’re open to recruiters contacting you directly, be sure to include your contact information.

5. Connect and network

Be active on LinkedIn: Join relevant groups, participate in discussions, and share your thoughts and insights. The more active you are, the more likely you are to be noticed by recruiters. You can also use LinkedIn to connect with recruiters and let them know you’re looking for a new job. And don’t forget to connect with Treasurer Search LinkedIn.

Conclusion: By following these tips, you can make your LinkedIn profile more visible to recruiters and increase your chances of finding your next great job.

Let us know if you have any questions!

Geopolitical volatility, AI-driven automation, and the rise of real-time financial systems are redefining the treasury function. Success as a treasurer in 2025 means adapting to these changes. In this 2025 guide, we explore the skills, market trends, and employer demands shaping treasury careers in the year to come based on insights from client and partner meetings.

2025 Treasury Skills Redefined

Technical expertise for a treasurer will remain fundamental, but in 2025 emphasizes the need for hybrid skill sets. Certifications like the CTP or ACT qualifications are still very valuable, but employers will seek candidates who have knowledgefor instance AI-driven treasury solutions, real-time data integration via APIs, ISO 20022 payment standardization, TMS Implementation and FinTech (1,2).

Being familiar with central bank digital currencies (CBDCs), particularly the ECB’s digital euro project is becoming a niche advantage for roles involving cross-border transactions (2). When speaking with clients, we also experience that visualization skills using tools like PowerBI are also increasingly sought after for translating complex financial information into actionable insights.

Soft skills are evolving too: collaborative problem-solving and strategic advisory capabilities are increasingly important as treasurers shift from operational roles to C-suite partners. The ability to translate complex data into actionable business strategies is now a differentiator.

Treasury Job Market Realities

The treasury job market in 2025 is experiencing a significant shift, with Treasury Manager roles growing fast across Europe and the US. As treasury gains strategic importance amid global developments, companies face a growing challenge in finding the right talent. As discussed, today’s Treasury Managers must handle a wider range of responsibilities, and traditional recruitment methods often struggle to identify candidates with this diverse skill set.

What Companies Want Beyond the CV

Clients inform us that they seek for adaptability in treasurers. With current economic volatility and geopolitical tensions (e.g., US-China trade tensions), treasurers must balance liquidity management with growth initiatives (2,3). Key requirements include:

• Project management expertise: Experience with leading system migrations (e.g., ISO 20022) or treasury transformations
• Fraud mitigation skills: Knowledge of AI-powered security tools
• Sustainability fluency: ESG reporting and green financing strategies are mandatory for compliance with EU regulations.

Internships remain a pipeline for talent, but companies increasingly favor lateral hires from fintech or risk management backgrounds over traditional finance graduates.

Recently, LinkedIn data caught my eye: in the U.S., Treasury Manager is among the top 25 fastest-growing roles on the Jobs on the Rise list. In Europe (particularly in Sweden and Switzerland) it’s also a top pick. This is not just a passing trend; treasury is gaining strategic importance, increasing the demand for specialized treasury recruiters for hiring these roles. This trend can be ascribed to several reasons:

• Economic uncertainty – This remains a major concern in 2025, and experts are needed in crisis and risk management.
• Digital transformation – Technical developments are accelerating (AI and automation for example)
• Regulatory complexity – Upcoming changes across technology, data risks, investor protections, risk management and more.
• Strategic elevation of treasury – Treasurers are taking on more strategic responsibilities and acting as advisors.

The Value of Specialized Treasury Recruiters

As the demand for Treasury managers continues to rise, the need for specialized treasury recruiters is higher than ever. These bring in-depth knowledge of the field. For instance, we explain in our blog  “Treasury Recruitment: Outsource for Efficiency and Savings” that working with recruiters who focus solely on treasury provides distinct benefits:

• Reduced time to fill
• Higher Quality Hires
• Lower Employee Turnover
• Cost Savings compared to In-House Recruitment

At Treasurer Search, we are committed to being your long-term partner in identifying the best talent for your treasury team. Our aim is not just to fill a role, but we strive to build lasting, meaningful relationships that help your business thrive over time.

Paths & Growth Opportunities in Treasury Careers

As treasury positions evolve, so too do the career opportunities within the field. In “Working in Treasury: Is it a Good Career Choice?“, we explore whether treasury is a fulfilling and rewarding career path. Additionally, in the blog “CFO vs. Group Treasurer: Charting Your Course in Treasury,” we offer observations on several career paths in finance. This guidance comes at a time when the role of Group Treasurer is gaining importance, often emerging as a position with C-Suite responsibilities and a possible route to becoming a CFO. We take pride in guiding candidates through these career opportunities, offering them not just a job, but a fulfilling career path.

Discover new treasury vacancies at Treasurer Search

Building Strong Treasury Teams

We understand that creating strong, capable treasury teams is more important than ever. In our blog “The Treasury Leader’s Responsibility: Building a High-Performing Team.” we explore how to effectively build and manage a treasury team that will meet your company’s needs today and tomorrow.

Key considerations include:

• Proactive Succession Planning
• How to build a well-rounded Treasury Team
• Strategies to retain top Treasury talent

We don’t just help you find the right talent; we also partner with you to ensure you are building a team that will sustain your business for years to come.

Winning the War for Treasury Talent

With top treasury talent in high demand, professionals often receive multiple offers. In “Choosing Between Multiple Job Offers,” we offer insights to help treasury candidates manage the pressures of a market where top treasury talent is strong in demand. Salary is not everything, as there are many other critical factors to consider.

For companies, the real challenge lies in finding the right talent. Today’s potential Treasury managers are expected to master a wide range of responsibilities. Traditional recruitment methods often fall short when seeking candidates with this multifaceted skill set.

At Treasurer Search, we know where to find the right professionals. Our team specializes in understanding the nuances of treasury operations and tapping into an extensive network to connect with both active job seekers and passive candidates—those who may not be visible on traditional job boards but could be the perfect fit for your company.

The Bottom Line

As treasury roles gain prominence on platforms like LinkedIn, companies must rethink their hiring strategies. Partnering with recruiters who specialize in treasury ensures you secure professionals who fit your team today and can lead your company forward in the future.

If you are hiring for treasury roles, consider partnering with recruiters like Treasurer Search who specialize in this field. Their insights and networks can make all the difference in finding someone who not only fits the role but can also drive your business forward in a challenging economic environment.

I am open to a conversation, feel free to contact me.

Recently, François Masquelier invited Pieter de Kiewit to the stage at the ATEL Tech Day to share more about the Treasurer Test, a solution developed over many years with input from a wide range of experts. The 3rd version of the Treasurer Test has recently launched, designed with a lower entry threshold while still offering valuable peer group comparisons.

The starting point began with a simple yet critical question:

“How do you know if the treasurer you want to hire has the right skills when there isn’t an accepted standard treasury education (yet) and/or if you’re not familiar enough with the specific job type?”

At Treasurer Search, we’ve integrated the Treasurer Test into our recruitment services. We understand the importance of making intentional choices in your professional journey.

We’ve witnessed a growing trend of individuals actively managing their careers, considering factors such as work-life balance, industry impact, and personal fulfillment. To assist you in this strategic approach, we use the Treasurer Test: a valuable tool to guide you towards a successful and fulfilling career in treasury.

Watch the recording of the conversation between Pieter de Kiewit and François Masquelier on the Treasurer Test below.

At Treasurer Search, we understand that becoming a CFO is a goal for many treasurers. To shed light on this path, we just finished a survey on the career paths of 50 CFOs who previously worked in treasury. We only scratched the surface and will keep on digging but already wanted to share some of the results with you.

Previous surveys show that transitioning from treasury into a CFO role does not happen too often. In comparison to group controllers, chief accountants and others, a relatively small number of treasurers make it to the board. And the treasurers are already a minority!

The findings in this survey reveal key trends in how these former treasurers transitioned into their executive roles. We found that nearly half of these CFOs started their careers directly in treasury, while the other half gained experience in other roles, such as banking, consulting, or audit, before transitioning to treasury and eventually to the CFO position.

The Role of Training and Education

A surprising finding? Only 9 out of 50 candidates completed treasury-specific training. For many, so it seems hands-on experience and learning on the job were more valuable than formal treasury education. We also see this with corporate treasury professionals in general, where the percentage of those who completed a treasury education is even lower. So translating ambition into education still remains a good investment.

Education did of course play a key role in their career advancement, with the most common qualifications being at the Master’s level. These degrees were in the fields of economics, business economics, and finance, with a few having backgrounds in related fields like law. We will invest further time to find out if the treasurers who became CFO more often have a postgraduate degree like CPA, MBA, RT and CFA.

CFO Transition Insights

As for when these CFOs reached their role, the average age was 43, with the range spanning from 32 to 57. This shows that the journey to CFO can happen at different stages in a career, though many treasurers make the transition in their 40s with a track record of over 15 years.

Of the 50 CFOs surveyed, 22 (44%) started directly in treasury and then moved on to become CFOs. This confirms that treasury can be a strong foundation for those aiming for executive roles, with many leaping without needing extensive experience in other areas.