Match of the Month - July 2025

This past month has been a great reminder of how powerful your network can truly be when it comes to making the right match. I was able to support several clients simultaneously, all with very different needs,  including a Treasury Director Risk role and an Investor Relations Manager.

The key? Staying close to both sides of the market and knowing exactly who to call when the right opportunity comes up.

One of the highlights was successfully filling a “tough-to-crack” role through someone in my extended network, someone I had spoken to over a year ago. That connection, built on mutual trust and a bit of patience, turned into a perfect fit for a so-called “warm” client of ours. It was a great reminder: the best matches don’t happen by chance; they are built over time.

Juggling multiple candidates and clients at once pushed me to be sharper than ever. Communication had to be clear, consistent, and quick. I have learned that managing expectations on both ends, is half the battle. And sometimes, the best thing you can do for a candidate or client is simply to listen before offering advice.

Looking back, I realize how much my earlier experiences shaped this month’s success. From learning how to ask better questions to recognizing when someone is truly “ready for the next step,” every interaction adds up. This job is about people, not just placements – and every good match reflects that.

On to the next!

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Match of the Month - June 2025

Working with an external recruiter should and definitely can be more than just sending over CVs. When you treat your recruiter as a true partner, you get more out of the relation.  Like a faster process and stronger matches.

One of my clients truly understands that. They actively involve me in profile definition & search processes,  and trust my judgement. That allows me to introduce candidates who might not fit perfectly on paper, but have the right mindset and potential to deliver more than the obvious ones.

That is exactly what happened this month and is therefore the match of the month. I spoke to someone with no experience in the industry of our client but saw his potential and a the potential great fit. The client trusted my advice, invited him, and one interview later, he is about to start with our client.

This is the second successful placement in two months for this client,  more candidates are still in  process. This is when recruitment becomes more efficient, more enjoyable, and simply more successful for everyone involved.

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Monique's 10 Years at Treasurer Search

Last month we celebrated that Monique joined Team Treasurer Search 10 years ago. At the time we were a 4 person team, all working remotely most of the time. In 2015 that was rather uncommon. Together we are on a special journey with many highlights!

The team grew to 15 members, we moved into an office-centre and after a while bought our own office building from 1919. We evolved from a group with just support and consultants to a team with specialists consultants (interim, Germany, senior, etc) and specialist support (marketing, control, data entry, etc). And from Venlonaren just speaking Venloosch to many nationalities and company language English.

During this time Monique became a pillar the team can build upon. She learned new tasks, new software and brought her English language skills to the level where it should be. Luckily she was flexible in picking up new tasks, sometimes handing them over and train new team members. She is what we call in Dutch a “cultuurdrager” (company culture carrier) with a special focus on waterproof communication processes and keeping it personal.

As colleagues we consider ourselves lucky having her in the team and hope she will stay with us for a long time.

On behalf of the Team, thank you Monique and congratulations.

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The Reliability of Agencies in a Shifting Interim Market

Market pressure and Recruitment Agency Behavior

The interim management market is under pressure. Not only due to economic uncertainty and corporate restructuring, but also because of the ongoing ambiguity surrounding regulatory frameworks like the Dutch DBA Act. The result is a market characterized by hesitation on the client side, shifts in demand patterns, and an observable tension among certain agencies.

This tension sometimes gives rise to behavior that, while perhaps understandable in context, poses a long-term risk to the integrity of the market. The recruitment industry’s reputation does not meet the standards we aim for. When speed starts to outweigh transparency, and placement becomes more important than partnership, both clients and candidates should take notice.

This article is a call for awareness. Not to point fingers, but to collectively protect the standards of a market built on trust and professionalism.

A Changing Market and Emerging Patterns

Recently, we’ve seen several situations that highlight the need for a discussion about agency conduct. These are not isolated incidents but rather signs of a wider pattern.

For example, some agencies advertise interim roles without a formal request or mandate from the client, sometimes even contradicting what the client explicitly stated. In one case, a client made it clear that they would only commit to a month-to-month arrangement. Yet the same role appeared online through third parties, advertised as a fixed three-month assignment. The client was unaware of this, and did not endorse it.

In another instance, multiple candidates were approached for an interim role at a company that hadn’t even approved the budget for external recruitment or initiated the request. The individual who might eventually need interim support hadn’t yet discussed the matter internally. Still, agencies were already introducing candidates based on rumors or anticipation.

These tactics seem to be on the rise, likely as a response to a slowdown in the interim market and increased competition between agencies. But they raise an important question: What should or can clients and candidates reasonably expect from a reliable agency?

What Reliability Actually Means in Our Opinion

In a fast-moving market, reliability is often mistaken for responsiveness. But real trustworthiness is built on more fundamental principles:

reliability agencies

When these principles are sidelined, candidates are prematurely circulated in the market and clients lose grip on their employer brand and hiring process.

The Risks at Stake

Time to Reset the Standard

This isn’t just about agencies. Clients and candidates also play a role in shaping a healthy, transparent interim landscape.

  • Clients should clearly define when and how agencies may use their name, and ensure roles are only shared externally once green-lit internally.
  • Candidates should ask questions: Is this a confirmed assignment? Has the client approved your involvement? What are the actual terms?
  • Agencies must prioritize long-term credibility over short-term placement wins.
  • Trust isn’t built through volume or urgency, it’s built through consistency, honesty, and respect.

In Closing

Yes, the interim market is evolving. Regulatory uncertainty, such as the ongoing implications of the DBA Act, has created hesitation. But that uncertainty should not serve as a license to abandon basic professional standards.

By holding ourselves and each other accountable, we can ensure this market remains one where clarity and trust are the rule, not the exception.

Let’s protect that standard. Together.

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Match of the Month - May 2025

One of our clients reached out after struggling to retain junior analysts. The hires were qualified, motivated, and capable, but they kept leaving. The reason? Long commutes. Despite great onboarding, the location was simply too much of a hurdle, and turnover remained high.

We knew it was time for a more strategic approach. Instead of casting the net wide, we narrowed the focus, targeting candidates in our network who lived closer, valued stability, and were looking for something long-term. Within a short time, we introduced a shortlist of strong local profiles.

The client chose someone who not only matched the role but also happened to live just around the corner. Since then? A team that’s stronger and more stable.

Sometimes, it’s not about changing the job, it’s about changing the search.

Looking to make your next hire last? Let’s talk about how a targeted approach can make all the difference.

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Why You Should (Not) Hire an Interim Manager

You’re considering an interim manager? It may seem like an extra challenge at first. Well, in certain circumstances, it might seem like that’s the case. However, if you’re truly aiming to improve your company’s performance, avoiding an interim manager might be a mistake. Let’s take a look at why skipping an interim manager might not be the best decision for your business.

Reasons to Steer Clear of an Interim Manager:

  • Interim Managers Bring Expertise & Fresh Perspectives

Why bring in someone with years of experience who can offer new ideas and solutions? In treasury, the answer is simple: proven expertise leads to immediate impact. Interim managers not only bring a fresh perspective, but they also know how to identify opportunities, implement improvements quickly, and support teams through transitions or challenges.

At Treasurer Search, we work with an extensive network of interim professionals, covering a wide range of expertise and seniority levels. We have more than: 

200 Interim Professionals
100 Interimmers with 10+ Years of experience
  • They Offer Unbiased Advice & Strategic Insight

Interim managers bring an objective, outside perspective that’s not influenced by internal politics or long-standing habits. This allows them to assess situations with a clear, analytical eye and focus purely on what works best for the business. Their strategic input can be especially valuable when navigating change, addressing long-standing inefficiencies, or making tough decisions that require impartial judgment.

  • They’re a Low-Risk Way to Test New Roles or Structures

Thinking about creating a new treasury function or changing the reporting structure? An interim manager allows you to trial those changes without the long-term commitment of a permanent hire. It’s a flexible way to experiment, learn, and adapt before locking anything in.

  • They Help You Save Money in the Long Run.

While interim managers might appear to be a bigger upfront cost, they can prove to be more cost-effective in the long run. Hiring a full-time employee can often take months, especially in treasury. During that time, your team either operates without the right expertise or gets stretched thin trying to cover the gap. All the while, you’re still investing heavily in recruitment efforts with no guaranteed outcome.

If you’re curious about how an interim manager could fit into your business or need help finding the right one, I can tell you all about it. Let’s have a chat!

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A Guide to Effortless Treasury Recruitment for HR & Internal Recruiters

As a Human Resource Manager or Internal Recruiter, you’re tasked with filling a wide range of roles—and you excel at it. But when specialized treasury positions land on your desk, the game changes.

The Hidden Challenges of Treasury Recruitment

Treasury roles are niche, often part of small teams, and openings are rare. While you have a warm pool of candidates for high-volume roles, treasury demands precision.

Here’s the problem:

  • Ambiguous job titles (“Cash Manager” vs. “Risk Management Specialist”?) confuse candidates and hiring teams.
  • Passive candidates dominate the market, treasury professionals rarely apply to job ads.
  • Time-consuming outreach requires multiple touchpoints over months (or years) to engage top talent.

But you don’t have time to tackle this alone.

How We Solve Your Treasury Hiring Headaches

Since 2009, we’ve exclusively focused on treasury recruitment, building a pre-vetted network of specialists up to the level of Group Treasurer. While generic recruiters miss the mark, we:

  • Decode your needs: We clarify role requirements and translate treasury jargon into clear expectations.
  • Engage passive talent: Through structured follow-ups and trust-building, not transactional pitches.
  • Leverage exclusive access: We’re the only agency regularly attending treasury events, connecting face-to-face with in-demand professionals.

15 Years of Experience in Treasury Recruitment
11.000 Treasury Talents in our Pipeline
400 Placements since 2009

Become the Hero of Your Hiring Team

Hiring managers want results, not delays. Partnering with us means:

  • Delivering high-quality candidates that align with technical needs and team dynamics.
  • Freeing your time to focus on strategic priorities, not sifting through mismatched resumes.
  • Building a reputation as the recruiter who solves tough problems with ease.

Faster, Smarter, and More Cost-Effective Hiring

Speed: Fill roles 40% faster with our pre-qualified shortlists.
Quality: Deep expertise means fewer mismatches – we screen for technical skills, you focus on culture fit.
Cost: Avoid prolonged vacancies and costly mis-hires. Our fees are offset by long-term retention.

Treasurer Search Recruitment Process

Collaborating with Treasurer Search means gaining a trusted partner in treasury recruitment. We’re here to make your hiring process smoother and more effective, so you can focus on what matters most: finding the right fit for your team.

If you want to learn more about what we can offer and how we can help you, get in contact with one of our consultants right away!

 

We believe in what we do, but it’s the feedback from our clients that really shows the impact.

I have been working with Treasurer Search for some years now. Several things worth pointing out are within the overall atmosphere.

Since Treasurer Search is a small business, all team members can act fast in all situations. We always feel supported by their authentic approach toward our team. The Treasurer Search team members all go the extra mile, they are a real ‘people’ business with a warm network.

Our partnership shared many mutual successes, like organizing joint events, matching/introducing the right people, and sharing our knowledge within the treasury field. I look forward to making many more memories together in this fruitful and highly appreciated cooperation with Treasurer Search.

I highly recommend Treasurer Search for their personalized approach to understanding job requirements, company culture, and candidate profiles.

Pieter de Kiewit, Kim Vercoulen, and Monique Nijs provide high-quality support and guidance to ensure the best fit for clients and candidates.

They go beyond filling vacancies, and their clear communication and mutual feedback make them more than just a professional collaboration.

Tugce Yildiran

I was lucky to receive Treasurer Search services  as a hiring manager and have to say that the Team is highly professional.

The Team provides tailored services and can bring in treasury professionals right for the role.

Treasurer Search has a large database of candidates based in the Netherlands, wider Europe, UK, UAE, etc. which helps to make the recruitment process quicker and more efficient.

All the candidates Treasurer Search brought in were high quality and suitable for assignment requirements which saved me time and effort in the past.

I couldn’t recommend the Treasurer Search more.

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Match of the Month - April 2025

When our client reached out with an urgent need for an interim Group Treasurer, we knew this was going to be a race against time. Within just one working day, we scheduled an intake meeting with the CFO, Monday at 1:00 PM sharp. In just 30 minutes, we discussed the role, expectations, and budget. But then came the challenge: the client wanted profiles on their desk by Wednesday to schedule interviews before Friday. A tight deadline? Absolutely. But we love a challenge!

Without hesitation, we jumped into action. By Tuesday at noon, less than 24 hours later, we presented five top-tier Group Treasurer candidates. The client was impressed with the quality, though it made the selection process even tougher. By Wednesday, three candidates were chosen for interviews, which were swiftly arranged for the same day and Thursday. The final decision was made, the contract was signed on Friday, and by Tuesday, the selected candidate was already in their new role.

A high-speed placement, a happy client, and a satisfied candidate, that’s what we call a success story!

If you need a fast placement and can’t wait to hire a permanent employee, learn more about how can you bridge that gap with an interim manager or reach out to Ron to learn more.

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Match of the Month - March 2025

At Treasurer Search, we’re all about connecting top treasury talent with the right corporate opportunities. But every now and then, a challenge comes along that pushes us out of our usual comfort zone. This time, it came from an unexpected place: a banking client.

Unlike our usual corporate treasury assignments, this one required a different approach. With a limited network in banking, it could have been a tough nut to crack. But thanks to our deep treasury expertise and the ability to move fast, we delivered highly qualified candidates in no time.

And the result? The client didn’t just find a match, they found THE match. It’s proof that when you truly understand the market, you can deliver results, no matter the industry.

Understanding the market, adapting to new challenges, and delivering results is what it’s all about!

If you’re looking for your next treasury hire, whether in corporate, banking, or beyond, let’s talk!

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Match of the Month - February 2025

At Treasurer Search, while we are still expanding our presence in the German market, we’ve quickly built a strong network by engaging with both candidates and clients through events and ongoing communication. Our latest successful placement in Germany came through a long-standing connection—a candidate we’ve been in touch with for quite some time.

The role we filled was at the junior level, allowing us to connect with young, ambitious treasurers at the start of their careers. We’ve maintained relationships with many of them, building a steady pool of talent for future opportunities.

Identifying the right candidate required a proactive approach, as many professionals were content in their current roles and not actively seeking a change. However, by staying engaged and personalizing our search, we were able to find the right match. One notable trend we’ve observed is that junior candidates today have evolving salary expectations, prompting companies to adapt their offers to attract top talent.

The candidate we placed was looking for new challenges and greater career growth, which highlights an important point: companies that invest in professional development can strengthen employee retention in the long run.

This brings us to an interesting question: What matters more to you – financial reward or career development?

We wish our candidates all the best in their new role and look forward to continuing to expand our network of talented treasurers.

If we’ve helped you find your new job or next team member, please feel free to fill out our survey or leave a review.

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