Match of the Month - September 2023

One of the great things about our job is that we work with people and learn about what drives them, what are their qualities and what is their personal situation. Based upon this we match.

The downside of this, in comparison with working with cars, computers or sneakers, is that things can get unpredictable. Through CV screening, interviews and reference checks, one gets more certainty but not 100% predictability. Candidates can get cold feet or be “bought” by their former employer and leave.

We see this more in markets where candidates are in demand. We do our utmost to prevent this in process management before the contract is signed but people are not cars…. Part of our services is a guarantee towards our clients: if the candidate chooses to stop within six months, we find a replacement free of charge.

So, luckily not too often, you might recognize a search in our current assignment list. It might be a guaranteed search.

Interested in learning more about these guaranteed searches? Get in touch

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Why you should work with Recruiters for your next Job

So you are ready to change jobs and see many options in this tight labor market. What path shall you take to land your new position? I thought you might benefit from my thoughts on why working with a recruiter might make sense. Here are a few reasons why working with a recruiter can be a good idea.

1. Industry or Job type Specialized Experts

Not all recruitment agencies are specific in what they hire for, but sometimes, like with us at Treasurer Search, the recruiter is also an expert in Treasury. We will use this expertise in providing you, the candidate, with valuable insights into the market status, what the best match might be and what to focus on if you’re planning a change in your career.

2. Tips and advice throughout the way

At Treasurer Search we are happy to give you tips and advice throughout the whole process. Starting from reviewing your resume, perhaps helping you improve when necessary. And will, as well, prepare you for interviews and advise you on what and how to act and react during your meetings. Of course for your consideration, you are in the lead. We have our candidates’ best interests at heart, of course also after the offer is signed.

3. Just the right opportunity

As specialized recruiters we are experts in our fields, we work closely with our clients and provide opportunities that might not be available for you on job boards. Another advantage of working closely with clients is that the clients trust us to find TOP TALENTS for exclusive searches.

4. You keep your time for yourself

Working full-time and looking for another job as well? Then you might not have enough time to do it efficiently. That’s why we are here, we will do the search for you, find you the best job available, help you throughout the whole process and keep things confidential.

5. Better salaries and benefits

When you’re at the last stage of landing a job, you won’t be alone! We know that negotiating the offer is not an easy conversation for you to have. This is why we will be there and help negotiate terms, salary, and benefits for you with our client.  Be aware that we have a professional standard we will not deviate from. At the end of the day, employers and employees have to be satisfied with the end result. Of course, it is not a secret that the employer pays the bill for our services.

I hope this helps you find your new position. And if you want to brainstorm, don’t hesitate in contacting us. We are here for you.

On behalf of my colleagues,

Find a job that might have your interest

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The Benefits of Hiring an Interim Professional

The business world is constantly changing and never a dull moment. Partly because of this, we see a growing demand for highly educated, flexible and experienced personnel. The Interim Professionals. They are self-employed people who have a lot of experience in their field and can be deployed for specific projects or temporary positions. And using such a professional offers many advantages over hiring a permanent employee, let me explain these to you.

1. Flexibility

Flexibility is one of the main reasons for companies to hire an interim professional. The company can very quickly make use of the services offered, agree in advance on a minimum period (often with possible extension), and thus has highly experienced cooperation in-house. Whether you need someone to temporarily keep the chair warm so you have time to find a suitable permanent employee, to fill a specialist knowledge need, or to implement a particular project, interim professionals offer a perfect solution when expertise, speed and flexibility are required.

2. Experience

Another reason for hiring an interim professional is the experience they bring. At Treasurer Search, we almost always propose an overqualified professional, because we expect the interim manager to get off to a flying start. Rather than having to learn and explain basic tasks first. By default, these professionals have a wealth of experience. Over the years, they have seen many different companies and working methods, and can therefore actively contribute to the challenges the company faces. And that with a fresh perspective and possible new innovative ideas.

3. Cost-saving

And as strange as it may sound with the instinctively high hourly rates, cost-saving is also an advantage in hiring an interim professional. Despite the fact that the hourly rate is often higher than that of a permanent employee, with the interim variant, you do not have to make any additional payments for e.g. pension, unemployment insurance, ZW, etc. Nor do they qualify for other, secondary benefits such as paid holidays, bonuses, 13th month, etc. And of course, you don’t have to sign long-term employment contracts, you hire them for the job and can leave it at that.

4. Handle peaks in workload

Furthermore, the professional is used to handle peaks in workload. This normally falls on the permanent staff who might get into trouble as a result, but with the interim variant, an increased workload on in-house staff can be avoided.

I increasingly see that the interim option is used to quickly fill a permanent problem and that the period is used as a kind of trial period to experience whether the professional would possibly fit in as a permanent employee. I would like to make the comment here that as an employer, one does need to pay attention. As I have written here before, we present interim professionals overqualified. As a temporary fill-in, that is fine. But if one would like to hire the interim for permanent, both should be very aware of what the future tasks will be and whether the new employee will not get bored.


In summary, hiring an interim professional provides a company with various advantages such as flexibility, a lot of experience and knowledge, quick filling in, cost savings and absorbing work pressure. However, finding the right interim professional who is also available immediately and for the requested period is no sinecure. For this, it is often wise to hire a specialised recruitment agency such as Treasurer Search as they understand the challenge the company is facing and have their own large network within the interim community. In addition, they are often aware of the availability of their professionals and can therefore quickly come up with a solution. So it is not surprising that more and more companies see the added value of hiring an interim professional.

Are you considering hiring an interim professional but not sure where to start? Contact me and I will be happy to help you!

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Why Choose Treasurer Search for Interim Professionals?

At Treasurer Search, one of our specializations is providing top-notch interim professionals for treasury positions. Let me provide you several compelling reasons why you should partner with us:

  1. Extensive Interim Database: We have an extensive in-house interim database. This includes a wide range of interim professionals, from Cash Managers to Group Treasurers, and Treasury Analysts to Treasury Managers. And this ensures that we can cater to your specific requirements and find the right fit for your interim needs.
  2. Deep Understanding of Interim Professionals: We have established relationships with all our interims and are familiar with their unique skill sets. This in-depth knowledge enables us to save time and rapidly connect you with the most suitable candidates. We have a proven track record of delivering successful placements within a remarkable timeframe of 2-3 days.
  3. Specialized Treasury Focus: With our niche specialization in treasury, we have an unparalleled understanding of the field and its dynamics. We stay up-to-date with the latest industry trends and requirements, allowing us to better comprehend your needs and find the perfect interim professional for your organization.
  4. Extensive Interim Experience: We have worked with the majority of our interim professionals in the past, ensuring a strong working relationship and familiarity with their capabilities. However, we also provide opportunities for talented individuals to embark on their first interim assignments, broadening our pool of diverse and skilled candidates.
  5. Delivering a Flying Start: Thanks to our expertise and comprehensive understanding of treasury roles, we only recommend interim professionals who can hit the ground running. Our candidates have the necessary experience, knowledge, and skills to make an immediate impact and contribute to your organization’s success.
  6. Streamlined and Cost-Effective Process: We pride ourselves on our streamlined and efficient process, allowing us to provide cost-effective solutions. By using our expertise and extensive network, we can offer competitive rates without compromising on the quality of our services. Choosing Treasurer Search ensures you receive exceptional value for your investment.


Partnering with Treasurer Search for your interim professional needs guarantees access to our extensive database, specialized treasury knowledge, swift placements, and cost-effective solutions.

Let’s discuss together your interim staffing requirements and experience the quality of our services.

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Hiring process, do it yourself or get help?

We currently have a very tight labour market. But what does this mean in practice?

The importance of selling your company to candidates

I notice in my work that many companies still start their hiring process the old way; “dear applicant, what can you offer us?” They often forget to sell themselves: what do they have to offer and what is important for the candidate? Keep in mind that good applicants NOW often have a choice of different vacancies. As a result, the selection process can become lengthy if you do not offer what the candidate is looking for.

What does it cost a company, when they look for a new employee themselves for expansion or replacement of staff? And what are these costs made up of? The cost of recruitment also depends on how many candidates are available. So in the current market, higher costs due to scarcity of good staff. For specialized work requiring highly qualified people, you may need a specialized recruitment agency. The cost of recruitment can be quite high, but not recruiting may be even more expensive. In the industry I work in, Treasury recruitment, costs quickly run into 3-4 times the monthly salary. Recruiting costs can add up considerably as a position becomes more difficult to fill. In addition, an average recruitment process has a lead time of 10 to 14 weeks (Source: Intelligence Group).

Understanding the costs of recruitment in a tight labour market

If you are going to recruit yourself (as a company), then the costs include; time for yourself and your own employees, for preparing the job profile and the vacancy text, creating a page on your website and using social media, a marketing campaign, time for assessing many unsuitable applications, conducting interviews with candidates and negotiating the terms of employment. Many of these costs are not immediately apparent to the company, and in many cases it may actually be cheaper to work with a specialized recruitment agency right away, rather than searching on your own first.

If you want to look for a new employee yourself and have the time, allow yourself the test. You might be lucky, have low cost, you might lose time and fill up your schedule. Put the job opening out to the UWV, the business association, and put the question out in your network. Call entrepreneurs you know. Create a page on your website with your offer. Have your employees ask around to family and friends and use social media. If it turns out it won’t be that easy, you can scale up. That way you keep the costs under control. If the desired applicant does not show up you can always ask a specialized recruiter to take a look.

Weighing the pros and cons of self-recruitment vs. using a recruitment agency

In addition, think about how you are going to handle current activities. Can they wait, can they temporarily be divided over other employees, or will you temporarily work with an interim professional? An independent professional who brings a lot of knowledge and experience, with whom you create time in the search for the best candidate. In addition, such a professional can often handle a little more than what is asked of them, and in this way they also offer additional added value. After all, they have gained a lot of experience at a variety of companies, and could come up with interesting new insights.

If you have a job opening, make a plan with a budget. The higher your requirements, the more time you will need and perhaps a larger budget. Sometimes it works to find your new candidate yourself, but if you are looking for highly educated and specialized candidates, it is often quicker and cheaper to work with a specialized recruitment agency.

Ron van Haeff

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Why local treasury recruitment is even better

Recruitment is a mature industry that has evolved over the past 50 years. As the labor market and the treasury function change constantly, recruitment must also adapt. We know from our experience as niche players in treasury recruitment since 2009 that there are two main sources of added value in treasury recruitment:

Two Sources of Value in Treasury Recruitment

The first source of value is a solid understanding of what a treasurer does. Our clients pay us to screen candidates and assess their suitability for the role. This requires a deep understanding of the treasury function, including the specific skills and experience that are required for different types of treasury roles.

The second source is about a strong network of contacts in the treasury community. This network allows us to identify and reach out to the best candidates, as well as to stay up-to-date on the latest trends in the treasury market.

Importance of Understanding the Local Treasury Market

In addition to these two sources of added value, we believe that a local presence is essential for providing the best possible service to our clients and candidates in Germany. This is because the German treasury market has its own unique characteristics, such as the use of different recruitment channels and the importance of networking.

By having a local presence, we can:

  • Speak the language and understand the local culture. This allows us to build stronger relationships with our clients and candidates, and to better understand their needs.
  • Be more responsive to their needs. We can quickly respond to their requests and provide them with the information they need.
  • Provide them with more personalized service. We can understand their specific requirements and tailor our services accordingly.

We believe that these factors will allow us to provide our clients and candidates with the best possible service in Germany. We are committed to building long-term relationships with them, and we look forward to working with them to achieve their treasury goals.

Please let us know if you would like to know more about how we can help you with your treasury recruitment needs.

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Why searching for a Senior Executive requires a different approach

Finding a group treasurer requires different expertise, actions and mindset than finding a junior treasury analyst. When I started with Treasurer Search in 2009 I decided to offer a “cradle-to-grave approach”. Since then we found hundreds of candidates. I just presented a 72-year-old, the youngest we presented I can think of was 22. In the geographical markets for permanent employment we work in, this translated in base salary levels from €35K at the lower end up to over €300K at the higher end.

Treasurer Search specializing in Treasury Positions

With a team of five consultants, we have the expertise to specialize in various subsets of the labor market, including executive positions in treasury. We understand that at the senior level, expertise is given and the emphasis shifts to seeing beyond treasury, having a vision, implementing a strategy, and having a real impact Based upon my track record I raised my finger for the executive positions in treasury. That does not mean I will stop covering other assignments but I have taken the responsibility for maintaining our expertise in this part of the market. So what is different and what is required to be successful? Being comprehensive will be hard, I can describe what is most noticeable. Generalisation is of course unavoidable.

When we, based upon seniority, segment the market in three: junior, medior and senior, we see different expectations from employers. In the junior segment, our clients expect theoretical knowledge and ambition to learn. In the medior segment, clients want applicable expertise & skills, and ownership for treasury content-driven processes and projects. At senior level, expertise is considered a given and the emphasis shifts to seeing beyond treasury, having a vision, implement a strategy and have a real impact.

Translating this input into treasury recruitment has implications for several, tasks. The intake meeting needs to be broader in order to cover everything that is relevant. The specifications of the ideal candidate will be more extensive. So when screening the hard facts in the background of a candidate, more diverse aspects should be measured. The one who screens should know about these.


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Challenges in Senior-Level Recruitment

When entering the market with a new opportunity, my experience is that when applying the communication tools commonly used at junior and medior level, like online advertising, social media and newsletters, the response is fine from a quantitative perspective. However, in the senior segment of the market, many potential candidates will not see this communication and respond. So more active direct search is necessary. Applying this recruitment tool has, by the way, become more common in the medior and junior market segment in recent years.

As requirements are different in senior assignments, aspects in the interview are often different. Especially learning how strongly connected the candidate is with the business and also, for example, how he/she copes with company politics and increased pressure, deserves attention. Other screening instruments like (onlinee) assessments, reference checks and presenting business cases are essentially the same but in detail executed differently.

My experience is that the whole process, on average, takes longer. Schedules are not as easily freed up, more screening sessions are planned and labour contracts cover more remuneration components. As an example, most candidates leave a big job behind so claim a golden parachute that is not accepted directly by the future employee. Our role in negotiations, as a consequence, is often bigger than in the recruitment of juniors.

For me and my colleagues, all assignments are equally important. When you are a client and trust us to do a proper search, we should do so. Regardless the seniority of the searched candidate. And for you, treasury job seeker, after house and relation decisions, the ones about work are one of the most important life decisions there are. So give us a call when the time is right and me specifically when you are active in the senior part of the treasury labour market. We will be there.

Pieter de Kiewit

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Recording Interim Management

On a regular basis Team Treasurer Search receives questions from aspiring interim treasurers or first-time interim management clients.

In this regard, Pieter recently moderated a well-received webinar on interim treasury management with experts Francois de Witte and Emiel van Maris. Topics included why (not) to pursue a career in interim management and which clients use interim services.

You can find the recording of the session below.

Tell me more!

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Why not to use Insights, MBTI and other Jung-based models for your recruitment

As a recruitment consultant, who graduated in Psychology, I notice an increased use of assessments by companies to help them make choices in their recruitment process. Not only capacity tests are being used, but these tests are also frequently combined with personality tests. There are a lot of different personality tests being used by companies to assess their candidates. For example, tests based on the theory of Carl Jung like the de MBTI (Myers-Briggs Type Indicator) and Insights Discovery are quite popular. Despite scientifically sound, negative evaluations these tests are still popular. How come? And is there a better choice?

Recently I was reading an interesting article written by Patrick Vermeren (2013) where he discussed the issues and the (lack of) reliability of personality tests based on the ideas of Carl Jung. One issue he states is that there is no scientific evidence for the reliability of these tests. Another issue is that these tests classify people into a limited amount of personality types. This categorization is something our brain loves to do. It’s a survival skill that allows us to make sense of the world around us. Without it, we would have to analyse every person and object individually rather than assigning someone or something to a category. This is also the main reason these personality tests are still popular, it preys upon or evolutionary instinct to categorize and simplify.

Unfortunately, this ability can also have a downside as it can lead to prejudices, in-group versus out-group thinking and racism. It could also have problematic recruitment consequences. In the selection process, this could result in someone not getting hired because he has a certain personality type. But what a typological test doesn’t take into account is that personality isn’t a choice between two opposites, someone is not just introverted or extraverted. Between these opposites are a lot more variations, therefore there are a lot more possibilities in personality than you can describe by using types. Personality differences are not dichotomous but fall on a continuum scale.

One personality model that uses these continuum scales is the Five Factor Model (Big Five Model). The Big Five personality traits are Openness to experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (also referred to as OCEAN). Each trait represents a continuum and individuals can fall anywhere on the continuum for each trait. The literature review by Patrick Vermeer shows there is more scientific evidence for the use of a continuum model instead of a dichotomous model for developing personality tests. This is also why we included a personality test based on the Five Factor Model in our Treasurer Test.

There will always be new personality models trying to make an abstract topic like personality more simplistic and understandable. But to make sure the right decisions are being made, I believe it’s important we only use evidence-based tests when using them for something as crucial as the recruitment of new employees.

by Kim Vercoulen

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Pros and cons of working with an external recruiter

The tight labour market is a hot topic these days, the changes in the market bring challenges for both employers and recruiters. Research done by the Intelligence Group shows that a third of corporates are expanding their recruitment budget to deal with these challenges. Remarkably enough the research also shows that corporates are planning to invest less in external recruitment agencies and spend more on labour market communication and recruitment systems. Will external recruiters become less needed in the future? In this article, I will discuss the pros and cons of using an external recruiter.

Save Time, Save Money

One of the reasons why corporates are hesitant to use an external bureau is the costs. External recruiters ask a fee.  A thing that hiring managers underestimate is the time-consuming task of searching a matching candidate. The recruitment process takes time for everyone involved. The longer a search takes, the more expensive it gets.. Interesting to read in the described research is that those external recruitment agencies are (on average) 20 days quicker than the corporates themselves in finding the right candidate.. As mentioned, a quicker search period means less cost of time and money for everyone that’s involved. This is an important reason to decide for hiring an external recruiter.

Difference between general and specialized recruiters

A reason external agencies finish the search quicker is that they have a large database of candidates. However, there is a difference between general and specialized external recruiters. General recruiters need to know candidates in all areas, this often leads to the less personal contact with candidates. Specialized bureaus can focus on a smaller pool of candidates and can therefore have close contact with them. On top of these warm networks niche recruiters also have more specialized market knowledge and a visible track record.

What challenges do external recruiters have?

A challenge that external recruiters have is that they don’t know the company culture as well as the internal recruiter or HR manager. The latter has a better view of what personality will fit best into the company and more specifically the department the candidate will be working in. For most job openings, the personality profile of the candidate is an important topic to discuss.

The Pros and Cons

There is no one answer to the choice between keeping the recruitment process internally or hiring an external agency. There are pros and cons for both and I have not been comprehensive in my reasoning. I believe the decision should strongly depend on the kind of function you are recruiting for. When a marketing bureau is looking for a candidate in their own field of expertise, the choice of an external recruitment agency seems less attractive. In this case, the company should know candidates within the target group they are looking for. When a company is recruiting for a vacancy that lies outside its expertise, it might be more interesting to hire a specialized recruiter that knows the market

When in doubt, call me,


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