EMEA Recruitment Podcast

By: EMEA Recruitment & Paul Toms
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  • Summary

  • Covering all elements of the recruitment cycle for both job seekers and hirers. The EMEA Recruitment Podcast with Paul Toms will take you through every aspect of recruitment. Looking at both sides of the process, Paul will be offering career-changing advice to the job-seeker and essential exposure to recruitment ‘best practice’ for the hiring employer, giving each party an insight and understanding into the perspective of the other. This podcast is brought to you by EMEA Recruitment. At EMEA Recruitment we are specialists in Finance, HR, Procurement, Supply Chain and Operations Recruitment at Middle-Management to Executive levels across Switzerland, The Netherlands and the wider EMEA & US region. With offices in Zug, Amsterdam and Nottingham our consultants are well networked and can offer knowledgeable advice within these regions. The podcast is hosted by founder of EMEA; Paul Toms. To find out more about EMEA recruitment visit https://emearecruitment.eu/, follow EMEA Recruitment on LinkedIn or connect with Paul on LinkedIn at https://www.linkedin.com/in/paultomsemea
    © 2018 EMEA Recruitment
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Economics Management Management & Leadership
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Episodes
  • EMEA Recruitment Podcast #170 - Adaptable Management – Martin Zemp

    EMEA Recruitment Podcast #170 - Adaptable Management – Martin Zemp
    Mar 23 2025
    We were honored to welcome Martin Zemp, CFO Europe at Caldic, onto the EMEA Recruitment podcast. “The consciousness of the environment helps all of us. The conversation should start with asking questions, not telling.” Paul references Martin’s LinkedIn recommendations praising his management style. Martin explains that he works with people respectfully and highlights the importance of authenticity; by being yourself in interviews you can quickly get a feel for the person and the cultural match, he adds. Martin touches on his international career, with assignments in South East Asia and Europe, detailing the impact on his professional and personal life. We find out if Martin is a risk-taker. He explains that in his personal life he isn’t, but takes calculated risks in his professional career, as opportunities often stem from them. Martin has prioritized gaining experience across different Finance disciplines, such as Treasury and Trading, considering himself a generalist rather than a specialist. Through working in different disciplines, you can figure out what you like and dislike, he adds. Martin opens up about his personality traits, considering himself relatively introverted. He often has to push himself into new situations, but without this effort, he risks staying in the background and not speaking up. Stepping into unfamiliar environments, though intimidating, can also be liberating, he says. While he remains a quiet person, this hasn’t stopped him from taking on roles that require interacting with others, making decisions, and learning about different organizations. He enjoys challenging himself, and once he succeeds in a new environment, it builds his confidence to continue. Though setbacks occur, he chooses to focus on the positives and move forward. Martin shares how international management approaches and cultures compare. Originally from Switzerland, he relocated to the Netherlands, where his manager warned him about Dutch directness. Initially skeptical, he quickly experienced an extreme example, which showed him how direct Dutch communication can be. Over time, Martin grew to appreciate Dutch culture, recognizing its efficiency compared to the Swiss tendency to avoid direct confrontation. Martin’s experience in Asia highlighted even greater cultural differences in management. Working with local teams required a different approach, while regional and global organizations brought a mix of Western European, American, and local styles. The differences between headquarters’ management styles and local practices could be significant and sometimes overwhelming, he explains. Furthermore, Martin highlights key strengths for successfully managing teams across different countries. He values a “live and let live” approach, respecting people for who they are while still addressing performance. Trust is essential for tough conversations to be effective, he believes. Reflecting on his experience in Vietnam, Martin emphasizes the importance of mutual respect in bridging cultural and language differences. He criticizes expats who rely on authority rather than building relationships, stressing that true collaboration comes from understanding the team. Effective leadership, he states, starts with asking questions rather than giving directives. Paul asks Martin how wellbeing at work has changed since the pandemic. Companies are now more mindful, recognizing that supporting employees beyond salary can help attract and retain talent, he says. However, he believes employers must be genuine in their efforts - sometimes doing less but in a meaningful way is more effective. Ultimately, mental health initiatives should align with an organization’s culture. For those looking to emulate his career, Martin’s advice is to explore opportunities when young, focusing on experiences and good managers rather than salary. Larger organizations can provide more chances to grow, especially for those who want to work abroad. Knowing what you want is key, but it’s okay to change direction, Martin explains. He learned this firsthand when moving to the Netherlands, where he had to push himself to be seen and heard. He encourages those who struggle to share their achievements, as being courageous opens doors. Martin openly admits he still gets cold feet at times; it’s difficult to do something new, but after you’ve done it, good experiences motivate and provide self-confidence, allowing the task to get easier over time. Martin shares his medium to long-term goals. Professionally, he wants to continue collecting diverse experiences and transform parts of the organization. His next step is a Group CFO role, but it's not a strict must-have. Martin aims to expand his capabilities and support organizations in different ways, moving away from coaching to potentially taking on small board or advisory roles. Step-by-step development is his focus, emphasizing evolution, not revolution. On the ...
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    46 mins
  • EMEA Recruitment Podcast #169 - Thomas Haeny – Focusing on the Now and Embracing Change

    EMEA Recruitment Podcast #169 - Thomas Haeny – Focusing on the Now and Embracing Change
    Mar 12 2025
    We were pleased to welcome Thomas Haeny, Global Head of Finance at Ypsomed Diabetes Care, onto the EMEA Recruitment podcast. “A strategy is only as good as its execution, and the execution is only as good as the overarching strategy from where it was derived.” Heart-warmingly, Thomas shares a recent memory that made him smile of his young son writing a note for his wife, a small token of appreciation and connection, and a gesture Thomas replicates in his private and professional life to make others smile. Paul asks Thomas how he manages his work-life balance, a phrase which to Thomas seems disconnected. Balance is subjective and while it is important to set clear boundaries and communicate those boundaries - you are in control, he says. Even more important is where your energy derives from, he adds. However, leaders can have an impact. An example is people development; while leadership exposure can be rewarding to some, it can be stressful and energy-draining for others. Following the discussion, Paul asks Thomas where he finds his energy. He explains he focuses on the things he can change, where he can make a difference, but that shouldn’t sound too simplistic. Diving into Thomas’ Finance career, we learn that Finance wasn’t his original calling. In his Teenage, he aspired to be a chef, as he enjoyed cooking and hosting. Thomas came to realize that he’d have to get up super early (not very appealing to a 14-year-old!), so changed his career aspirations (but he still enjoys cooking and hosting!). He started his career in a large pharmaceutical corporation within a regional team, managing developing countries. There, he had numerous opportunities to experience and appreciate what good and bad can look like, shaping him professionally and promoting him to exert broader responsibilities and openness to new experiences. The turning point for Thomas was his first leadership role, acquiring full responsibility from A-Z, and leading change through people. Making a difference through individuals and driving change is enjoyable and something he is good at, he adds. Next, we explore Thomas’ approach to balancing strategic exposure and hands-on operations. He enjoys being able to see beyond the horizon as a strategic leader. He offers insight into his personality, alongside his enthusiasm for to-do lists. As a Finance leader, it is not always obvious what was achieved at the end of a day. So, crossing activities off a list gives Thomas energy and visually confirms his ambitions of getting things done. From a business angle, he explains that a strategy is only as good as its execution, and the execution is only as good as the overarching strategy from where it was derived from. There is no success without the two, and the thing that glues them together is communication. The journey also has to remain actionable and tangible to achieve stakeholder buy-in. Touching briefly on risk-taking within a Finance role, Thomas reiterates that part of the job is to safeguard, but the other part is enabling strategic choices. He comments that Finance needs to ensure the boundaries are secure but allow freedom within them to operate and be creative. For those looking to emulate Thomas’ entrepreneurial approach to career development, the one thing that has followed him throughout his career is having a bucket list. However, his approach is to not fulfil it but instead choose activities and take up projects unlisted, to push him outside his comfort zone. His advice: “If there’s something not on your bucket list, say yes, be curious, be brave, and just do it. And whenever you do something, take full ownership.” Challenging your own quality perception is another piece of advice he offers. Being humble enough to do that, keeps you open to learning and becoming better. We learn that Thomas’ attitude to pushing himself outside of his comfort zone stems from having a safety network, making him comfortable to try new things. Additionally, challenges are usually much smaller than you think – it’s the voice in your head that makes them large. Paul then asks Thomas for his opinion on the biggest challenges and opportunities for Finance in the next five to ten years. Thomas answers that embracing and leveraging technology is the standout for both. Tech is developing faster than we adapt and re-define decision-making. It will also change roles, make new roles appear, and alter required skillsets, he explains. As a leader, being on top of that change is both a challenge and opportunity he foresees in his role. Change is here to stay, and the world isn’t going to get less complex, he says. Building trust in teams will be more important as it drives psychological safety in the work environment and people to perform at their best and cope with changes. Penultimately, Thomas shares his long-term goal of being more present in the moment, both in his private life and at work. He shares ...
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    41 mins
  • EMEA Recruitment Podcast #168 - The Role of Finance in Developing Sustainable Business Strategy – Oriane Minger & Dr. Ilidio Silva

    EMEA Recruitment Podcast #168 - The Role of Finance in Developing Sustainable Business Strategy – Oriane Minger & Dr. Ilidio Silva
    Jan 28 2025
    The EMEA Recruitment podcast is proud to present a limited series in collaboration with Geneva Business School. Conversations with Finance Leaders will bring you the tangible experiences of specialist professionals with the expertise of the Business School’s leading academics. In the inaugural episode, Director John Bower welcomes Oriane Minger, Carbon Finance Manager at SCB Group, and Dr. Ilidio Silva, Professor of Finance Accounting and Sustainability at Geneva Business School, to discuss the role of Finance in developing sustainable business strategy. Please note: This conversation was recorded at the Geneva campus, which may cause some background noise and variations in sound quality. To begin, Oriane introduces SCB Group, an international B Corp company headquartered in Switzerland, which is guided by one mission: to build and promote a low-carbon future. She details the company’s evolution, carbon initiatives, achievements, and her advisory role within the business, involving daily discussions on a range of Environmental, Social, and Governance (ESG) topics. Dr. Ilidio reflects on the role of CFOs, referencing Deloitte’s article, The CFO as the Driver of Sustainability, which argues that CFOs act as catalysts, stewards and operators for promoting sustainability. They possess the necessary toolkit to align ESG goals with the company’s profitability, supported by strong organizational networks and in-depth expertise in data, processes and reporting, he explains. Oriane suggests starting with greenhouse gas (GHG) accounting, a methodology structured in three scopes. By combining Scope 1, which covers emissions from sources owned or controlled by a company (e.g. offices and company vehicles), and Scope 2, indirect emissions from purchased energy (e.g. electricity for the office and company vehicles), you can obtain a clear picture of what you can control and prioritize actions more easily. Scope 3 is more challenging, as it requires data and an assessment of the company’s entire value chain. Oriane recommends collaborating with a partner, as GHG accounting is very broad. She advises assessing your current data accessibility and working closely with your CFO and Accounting teams. Focus on prioritization, bring the right people to the table, and seek support where needed, she says. The conversation shifts to carbon credits. A carbon credit represents a verified emission reduction - one ton of CO2 equivalent that has been avoided, reused or removed from the atmosphere. Oriane cites SCB’s community projects in Nepal as an example of reducing and avoiding emissions. SCB Group identifies carbon credits by conducting due diligence on client projects. They work with reputable registries, ensuring projects are thoroughly tracked and results are publicly available. SCB also partners with trusted project developers and methodologies. In general, regulations are affecting an increasing number of organizations. Dr. Ilidio reiterates that now is the time for companies to embrace sustainability, provide training, and hire professionals with sustainability competencies. LinkedIn’s 2023 global skills report stated that one in eight workers had green skills. However, in Finance, only one in 15 had green skills, showing room for improvement. Additionally, the fastest growing skills in the EU included climate action planning (increasing by 152%), carbon emission accounting (by 131%), and carbon accounting (by 130%). To end the conversation, Oriane discusses her career journey in further detail. Originally, Oriane worked in Finance for seven years, before transitioning to sustainability out of interest and the demand for skills in the area. She then offers examples of similar methodologies and transferable skills between the functions. Upon entering the sector, stay curious, gather the skills, and bring the conversation to your company, she adds. The episode then enters a live Q&A session. The first question was addressed by Oriane, who explained that Scope 3 is a key topic in all current internal and external discussions. The conversation then shifted to how CFOs and Finance Directors, who prioritize the bottom line, perceive sustainability investments. An audience member asked whether these investments are viewed as costs. Oriane explained that it largely depends on the customer and organization. Companies that take proactive steps to address costs and implement sustainable processes now will benefit in the long term, both operationally and financially. Additionally, prepared companies are more likely to attract like-minded customers. Dr. Ilidio added that CFOs can be convinced to invest in sustainability by emphasizing its long-term financial benefits, such as attracting and retaining top talent. The topic of regulations followed, with specific mention of the Corporate Sustainability Reporting Directive (CSRD) and the challenges of navigating it. Some industries and companies are ...
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    55 mins

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