In our work, we are in constant contact with corporate treasury teams in transition: building, downsizing but most definitely also TMS and other technology implementations. TMS vendors and treasury consultants do a great job driving innovation and we are happy we can also help them finding their right staff members.

Sometimes we encounter a situation where, after the implementation, only a small portion of the solution is used. Also we hear corporates who simply cannot find the budget for both the license cost as well as the implementation.

This is to inform you about a “non-standard” solution that worked well with a few of our clients:

The standard solution 

A corporate asks a treasury consultant to support in a vendor selection and asks the same consultant to do the implementation afterwards. It also happens often that the vendor screening is done by the corporate and the vendor also implements or suggests an implementation consultant. There are pros and cons in working this way but for many results are fine.

The non-standard way

I mentioned tackles, to a certain extent, cost and making the most of the software you bought. The idea is quite simple: instead of letting externals assume the role of both project leader as well as content matter expert, the own treasury staff takes as much of these roles as possible. The work they cannot do, because they have to invest time in the implementation, is covered by operational, relatively cheap interim treasury support.

Of course most corporate treasurers do not have expertise at the level of vendors or consultants but with their help, leading the project, they will have to learn more, feel more ownership and use the solution better. It would also be naïve to assume that treasurers, on average, have the same project management skills as consultants have, but many of them can get the job done at substantially lower cost.

We constantly keep an eye open for who is available, especially for interim assignments. Finding candidates who can do the operational and are available on interim basis is not easy but our network is there for you.

We look forward to your call!

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!

In recente artikelen, zoals over het Uber-arrest van de Hoge Raad en rechtszaken waarin een ZZP’er een loondienstverband claimt, wordt ondernemerschap steeds vaker als cruciale factor benoemd. Voorheen hechtte de Belastingdienst hier minder waarde aan bij het beoordelen van schijnzelfstandigheid, maar nu speelt het een steeds grotere rol. Dit wordt ook bevestigd in het nieuwe wetsvoorstel voor de VBAR, de wet die de DBA moet vervangen.

Wat betekent ondernemerschap?

Aangezien ondernemerschap een essentieel criterium is bij de beoordeling van zelfstandigheid, is het belangrijk om te begrijpen wat hiermee wordt bedoeld. Kort samengevat omvat dit:

1. Het afdragen van BTW als ondernemer;
2. Investeren in je eigen bedrijf (bijvoorbeeld in bedrijfsmiddelen zoals een auto, laptop of telefoon);
3. Tijd en geld besteden aan het werven van klanten.

Voldoe je aan deze criteria, dan wordt de “ondernemerschapsbox” in principe afgevinkt. Daarnaast wordt er gekeken naar andere factoren, zoals aansturing (gezagsverhouding) en de vraag of iemand voor eigen rekening en risico werkt. De combinatie van deze criteria bepaalt uiteindelijk of iemand als zelfstandig ondernemer of als schijnzelfstandige wordt beschouwd.

Nieuwe weging door de Belastingdienst

Een positieve ontwikkeling is dat de Belastingdienst haar beoordeling heeft aangepast aan recente jurisprudentie. Ondernemerschap wordt nu als een volwaardig criterium meegenomen in de handhaving, wat meer recht doet aan de praktijk van zelfstandigen.

Politieke erkenning van zelfstandigen

Het lijkt erop dat de overheid steeds beter begrijpt hoe belangrijk zelfstandigen zijn en luistert naar de roep om duidelijkheid. De markt vraagt hier al langer om. Toch moeten we realistisch blijven: de VBAR is nog slechts een wetsvoorstel en kan nog veranderen. Maar één ding is duidelijk: de politiek zet stappen in een richting waarin zelfstandigheid serieuzer wordt meegenomen in de beoordeling van arbeidsrelaties.

Wordt vervolgd!

Twee maanden na de afschaffing van het moratorium rondom de Wet DBA kunnen we voorzichtig de balans opmaken. 

Lees ook mijn eerdere artikelen voor meer achtergrondinformatie over dit onderwerp:

1. Veranderingen voor Interim-Managers: De Impact van de Wet VBAR
2. De Belastingdienst en de Wet DBA: Voorbereiden op Strengere Handhaving
3. De Wet DBA en het Einde van het Moratorium: Wat Betekent dit voor de ZZP-Markt?
4. Schijnzelfstandigheid en Handhaving: Wat Komt er na het Moratorium?

Sinds 1 januari is er veel gezegd en geschreven over de impact hiervan op de interim-markt. De eerste maand was duidelijk een periode van afwachten, waarin het aantal nieuwe opdrachten in de Treasury-markt merkbaar afnam. Toch zien we sinds begin februari een kentering: opdrachtgevers lijken gewend aan de nieuwe realiteit en zetten weer steeds vaker tijdelijke krachten in.

Uit cijfers van onder andere de Kamer van Koophandel blijkt dat de verwachte massale uitstroom van interimmers naar vaste dienst uitblijft. De instroom van nieuwe zelfstandigen verloopt wat trager dan in voorgaande jaren, wat logisch is gezien de vele negatieve geluiden rondom het zelfstandig ondernemerschap. Wie overweegt om als interimmer aan de slag te gaan, zal zich immers twee keer bedenken voordat hij of zij die stap zet. Toch merk ik hier persoonlijk weinig van; ik spreek nog altijd professionals die hun vaste baan willen verlaten om als zelfstandige aan de slag te gaan.

Veel grote bedrijven geven aan dat zij zich bewust zijn van de veranderde regelgeving, maar dit weerhoudt hen er niet van om interim-opdrachten uit te zetten. Een enkele organisatie kiest ervoor om uitsluitend via detachering te gaan werken, maar dat blijft een uitzondering, vaak ook als men erachter komt wat de kosten en administratieve lasten zijn van detachering of het gebrek aan geschikte kandidaten die op die basis willen werken. Al met al lijkt de markt zich dus te stabiliseren, waarbij de meeste interimmers inmiddels weer een opdracht hebben en opdrachtgevers actief op zoek zijn naar tijdelijke ondersteuning.

Ondertussen zijn er Kamervragen gesteld over de manier waarop de Belastingdienst de criteria hanteert bij de beoordeling van zelfstandigheid. Er wordt gesteld dat het ondernemerschap onvoldoende wordt meegewogen, terwijl de Hoge Raad in het Uber-arrest juist heeft aangegeven dat dit een cruciale factor is om te bepalen of er sprake is van schijnzelfstandigheid. Dit vraagstuk zal ongetwijfeld een belangrijke rol spelen in de verdere uitwerking van de nieuwe VBAR-wetgeving.

Voor nu lijkt de conclusie dat de markt zich aanpast en dat interimmers nog steeds volop kansen hebben. Voor zowel opdrachtgevers als zelfstandigen blijft het zaak om alert te blijven op de ontwikkelingen en goed voorbereid te zijn op wat komen gaat.

Heb je vragen of wil je meer weten over hoe je je voor deze veranderingen kunt voorbereiden? Neem dan gerust contact met mij op.