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!

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.

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.

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:

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.

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.

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: 

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.

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.

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!

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.

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