EMEA Recruitment Podcast

"I don't come to work for a paycheque; I come to work because I want to build something."

We start the episode on a positive note, with Ian revealing the silver linings of working from home due to the COVID-19 pandemic. He tells Paul Toms about the joys of his two young children coming into his home office during the work day.

A skill that Ian has learned during this period is how to delegate; he tries to focus on the activities that allow him to bring the most value to the organisation, leaving others in his team to do the work that they're best at.

As the CFO of Hoya Vision Care, Ian is "fortunate" and "blessed" to be able to spend quality time with the CEO on a daily basis and drive forward the organisation in the way he thinks is best. His team – the largest he's ever managed – also supports with the direction the business is moving in, although Ian admits that his skillset has changed from the day-to-day activities to ensuring all the pieces fit together.

He joined Hoya Vision Care in April 2020, when the world had just stopped. Making sure that the business was able to supply for its customers and remain financially sound has ensured that the company has come out stronger on the other side. Ian has even managed to build a Finance organisation that fits into what he wants to achieve with the business in just 21 months.

We often find that successful people don't choose their career; they tend to have taken risks or opportunities, or landed a position by coincidence. Ian, on the other hand, has had a five-year plan since his third year of university, when he realised he was probably doing the wrong degree (Economics) and wanted to become a Chartered Accountant. But the end goal was always CFO. Even now, as he sees his vision become a reality, he has a five-year plan for the future – it's his one piece of advice for anyone embarking on their career.

Ian is sure that he never wants to do the same job for five years or more and that he needs to achieve something in his role. His approach to building a legacy is a sure-fire way to ensure that the "good stuff" will come to you, he believes.

Ian applies this to recruitment. When hiring someone new into the team, he's already thinking about their growth opportunities. Personality fit, however, is as important to him as experience and ability.

We explore the changing skillset required in Finance, as business intelligence and data become even more vital. Bringing in support in this area has helped him develop, which he hopes will future-proof Hoya Vision Care as a business.

It was managing during COVID that forced Ian to trust the team. He's always had a mental block when it comes to giving away work that he's capable of doing himself. Nevertheless, he's not been disappointed since he's started delegating.

We find out the pieces of advice that Ian would give to anyone early in their Finance career, who also wants to become a CFO one day. He has three key steps to success.

Finally, Ian reveals two of the key mentors who've given him great advice since his beginnings in the Big 4.

To find the most interesting part of the episode to you, please use the timestamps below:

01:19: The silver lining of the pandemic03:13: How to prioritise when WFH06:32: The blessing of being a CFO08:56: The challenges since joining Hoya Vision Care11:18: Why Ian's always had a 5-year plan16:59: Leaving a legacy19:14: Bringing BI & Data into the business21:33: Ian's key to successful recruitment25:20: Realising he needed to trust his team28:59: Selling the story of the organisation34:11: Advice for anyone wanting to become a CFO39:47: Ian's key mentors44:32: How to reach out to Ian

If you'd like to get in touch with Ian, you can connect with him on LinkedIn.

We're a proud partner of Operation Smile, an international medical charity that provides life-changing surgery to children and adults with cleft lip and palate. If you'd like to find out how you can help us create 100 new smiles, please visit: https://www.emearecruitment.com/operation-smile

This episode was hosted by Paul Toms, Founder of EMEA Recruitment, and Rose Jinks, Senior Marketing Executive.

You can find out how we help companies bring in top Finance & Accountancy talent through our website: https://www.emearecruitment.com/

Stay up to date with us via LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

To connect with Paul, visit his LinkedIn: https://www.linkedin.com/in/paultoms/

Or follow him on Twitter: https://twitter.com/paul_toms

If there are any topics you'd like us to cover in future episodes of the EMEA Recruitment podcast, please let Rose know: [email protected]

#emearecruitment #emearecruitmentpodcast #ianwells #paultoms #finance #operationsmile

"I've got this skill, I've got this talent, there's really nothing that's going to hold me from helping these kids."

Clark is a nurse with the NHS in the UK. She also volunteers as a recovery room nurse on Operation Smile's medical missions around the world. She explains to Paul Toms, our Founder, how many children she looks after on a typical mission and the countries that she's visited with the charity.

Originally from the Philippines, a case that particularly stands out to Clark was in her home country. A grandfather brought one of his grandchildren for surgery, but had a bilateral cleft lip himself. When the Operation Smile team offered to operate on him, they saw an immediate transformation, which was emotional for all involved. Clark and her fellow volunteers connect after the day's work over dinner to let their emotions out.

She was originally invited to join an Operation Smile medical mission by her university professor. Using her skills and talent, Clark sees an instant transformation in her patients.

There are up to 100 volunteers on a mission. Before the surgery day begins, they break into teams to plan, and even connect with each other before leaving for the mission. Local volunteers ensure that the Operation Smile team stays safe in each location.

Two years ago, Operation Smile organised a Women in Medicine short-term surgical programme, where 60% of volunteers were female. This teaching mission focused on empowering women to complete the surgeries on their own. Senior surgeons, nurses and dentists go along to share their knowledge with the younger generation, which aims to benefit patients and the health system in that country.

Clark reveals the challenges she faces before and during a medical mission. She also explains how she manages to fit these missions into her life, amongst a day job and new baby. It's the "mission high" that brings joy and happiness to Clark, who even gives up her holiday time for Operation Smile.

We end the episode by finding out what Clark has learned about herself by visiting Operation Smile's mission sites.

If you'd like to get involved with Operation Smile, either through volunteering or fundraising, please visit their website: https://www.operationsmile.org/

You can also donate through our website: https://www.emearecruitment.com/operation-smile

Use the timestamps below to find the part of the episode that interests you the most:

01:02: Clark's new arrival01:23: Working and having a baby during COVID-1902:08: Clark's role at Operation Smile03:06: How many children Clark looks after on a mission03:54: The countries that Clark has visited04:30: The mission that stands out the most06:00: How the team lets their emotions out07:34: How Clark got involved with Operation Smile09:17: The team spirit amongst volunteers11:29: How Operation Smile keeps everyone safe15:53: The Women in Medicine surgical programme17:50: The challenges that Clark's faces20:11: How Clark manages her time23:35: What Clark has learned about herself25:10: How to get involved with Operation Smile

The EMEA Recruitment podcast is hosted by Paul Toms and Rose Jinks.

You can find out more about our specialist recruitment services through our website: https://www.emearecruitment.com/

Keep up to date with everything we're doing on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

If you'd like to connect with Paul, you can find him on LinkedIn: https://www.linkedin.com/in/paultoms/

He's also active on Twitter: https://twitter.com/paul_toms

To share any thoughts or ideas for future episodes of the EMEA Recruitment podcast, please get in touch with Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #clarkagnogonzales #paultoms #internationalwomensday #IWD2022 #operationsmile

In this episode of the EMEA Recruitment podcast, we were honoured to welcome Francesca Gino, Harvard Business School Professor and bestselling author of Rebel Talent and Sidetracked.

"What I love is seeing what ideas can do when shared."

Francesca joined Paul Toms, our Founder, after spending quality time with her four children over the holidays. She tells a sweet story of building a snowman during a recent snowstorm in Boston, Massachusetts.

Francesca explains how her career has not been linear; she arrived at Harvard Business School by chance, after completing a PhD course in Italy. Despite feeling different to her peers, she never went back to Italy and has built her career in the USA.

Her commitment to research and writing comes from finding joy in interacting with people. Francesca describes the moment of seeing a spark in someone's eyes as "priceless" – she enjoys helping people approach their work and life differently.

Francesca hasn't travelled since February 2020, due to the COVID-19 pandemic, but has seen the benefits of moving towards a virtual world. Now, she feels that she has access to companies and leaders who would otherwise have been difficult to reach at scale; instead of speaking to 50 people in a room, she can now interact with 900 people on a virtual platform.

We look at Francesca's two books, Rebel Talent and Sidetracked, and the difference in compiling her research. While Sidetracked helped leaders understand when and why their decisions get derailed, Rebel Talent explores how "constructive rebels" bring about positive change in organisations.

Francesca doesn't believe that you need to be born a rebel to adopt those behaviours; she even launched a rebel test on her website when the book was launched to tell users what type of rebel they are and how to embrace those ideas.

Paul notes that Francesca discusses the art of listening on her LinkedIn profile as a trait that is not so common in today's world. She offers two practices that can help prevent distraction – be sure to take these on board if this is something you struggle with!

Francesca also discusses team exercises, used by companies such as Google and Pixar, that enable people's ideas to be heard and to foster a culture of listening.

We find out who has been influential on Francesca's career, as well as the "eye-opening quote" that helps her stay curious. She also explains how she manages to disconnect from technology in her home and how having children has helped her let go of negative emotions.

If you're looking for a certain part of the episode, you can use the timestamps below:

01:28: Disconnecting with family over the holidays02:37: The last thing that made Francesca smile04:04: How Francesca landed at Harvard08:16: Priceless moments during the writing process09:54: Seeing the positives of a virtual world16:57: Francesca's 2 books20:32: Are people born rebels?24:17: The importance of listening26:10: Practices that prevent distraction28:54: Team exercises that enable ideas to grow31:18: Why mentors must challenge you38:03: Francesca's favourite motivational quote39:37: The rebel way of thinking41:12: Will we travel again?43:02: How to disconnect from tech45:58: How children help to set boundaries48:44: How to connect with Francesca

You can find Francesca on LinkedIn, contact her via email or visit her website.

EMEA Recruitment is a proud supporter of Operation Smile, an international medical charity that provides life-changing surgery to children and adults with cleft lip and palate. To find out more about the work they do, please visit our website: https://www.emearecruitment.com/operation-smile

The EMEA Recruitment podcast is hosted by Paul Toms and Rose Jinks.

We can support you with your professional services hiring needs – please visit our website for our full range of recruitment solutions: https://www.emearecruitment.com/

You can also keep up to date with us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

To connect with Paul, visit his LinkedIn profile: https://www.linkedin.com/in/paultoms/

Alternatively, follow him on Twitter: https://twitter.com/paul_toms

If you'd like to share topics for future episodes of the EMEA Recruitment podcast, please get in touch with Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #franscescagino #paultoms #operationsmile

"I believe in the potential that everyone has, then I try to find the trigger points to get the team to their best potential."

Speaking to Paul Toms, our Founder, after almost two years of the COVID-19 pandemic, Denis explains the routine he's put in place to ensure a healthy mindset during working from home. These new habits have also enabled him to balance his work and family life.

Denis actually started his new role during the pandemic, meeting the business face-to-face just once during the process. Now that he's been in the role a few months, he feels like he's landed in something he always wanted to do.

Denis isn't an educated Finance professional; his first degree was in Engineering. Ending up in Finance was a "coincidence", but served his desire to be closer to decision-making in the business. Leveraging data to analyse business situations and find improvements is where he finds commonalities with Engineering.

Denis' aim in his role is to get the financial basics under control as quickly as possible, so that he can get the value out of the Finance and Operations functions that go beyond Finance-driven activities. In fact, he spends 50% of his time on the basics of Finance and 50% on driving other areas.

As a tech scale-up, Xovis is a "whole different world" from Denis' time at eBay, where he spent five years of his career. Each stage of his path so far has equipped him with certain skills and experiences that have built upon each other.

Looking at the impact of data on Finance, Denis argues that business intelligence shouldn't simply be a "collection of metrics", but professionals should think outside the box of Finance to add value.

Nevertheless, Denis is still committed to coaching his team, getting them out of their comfort zone and pushing them to reach their full potential. He also finds it important to help the team understand their part in the wider business.

When finding the right people to join his team, Denis looks ahead for a candidate who can take the next step and go beyond the original job description. He enjoys the process of expanding the team with new talent and working with specialist recruiters that can bring insights to his business.

We end the episode by finding out what Denis' goals are for the next three to five years.

Use the timestamps below to find a particular part of the episode that interests you the most:

01:26: Finding a healthy routine during the pandemic03:25: The last thing that made Denis smile04:48: How to balance work and family06:16: Changing roles remotely09:21: Being closer to decision-making16:01: Breaking away from the basics18:04: Working in different company cultures22:13: What pushed Denis into Finance23:44: Driving value with data25:50: Denis' management style28:14: Understanding the bigger picture31:30: The recruitment journey34:23: Expanding the team with new talent36:41: Gaining valuable insights from recruiters38:52: Denis' long-term goals40:18: How to reach out to Denis

If you'd like to connect with Denis, you can find him on LinkedIn: https://www.linkedin.com/in/denisranke/

EMEA Recruitment is a proud partner of Operation Smile, an international medical charity that provides children and adults with life-changing surgery. You can find out more about how we support this cause on our website: https://www.emearecruitment.com/operation-smile

The EMEA Recruitment podcast is hosted by Paul Toms, our Founder, and Rose Jinks, our Senior Marketing Executive.

Full details about our specialist recruitment services are available through our website: https://www.emearecruitment.com/

You can also keep up to date with us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

If you'd like to connect with Paul, you can find him on LinkedIn: https://www.linkedin.com/in/paultoms/

Or Twitter: https://twitter.com/paul_toms

To share your thoughts on the EMEA Recruitment podcast, please email Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #denisranke #paultoms #finance #operationsmile

In this episode of the EMEA Recruitment podcast, we were proud to welcome Tim Mezheritsky, the Senior HR Director – Global Supply Chain and Europe Operations at BD in Switzerland.

"If you talk about one thing, but then people see different behaviours from the leaders – no matter what they say – it's not going to help you drive that culture."

The episode starts on a light-hearted note, after Paul asks Tim what the last thing to make him smile was. Tim cheerfully recalls a recent business trip, which should have found him at a team meeting in Ireland, but instead saw him spend half-a-day in Swindon, before having to quarantine in Switzerland for ten days – it's safe to say that he won't be travelling again anytime soon!

Although Tim misses interpersonal interaction with his team, he found ways to bring human connection to video calls. Virtual coffee breaks are one of the ways he has managed to bond and motivate the team during a difficult period.

Building a strong corporate culture is very important to Tim. However, he is insistent that a vision will only be successful if leadership walks the talk. He believes that Human Resources has a critical role to play in transitioning to a more open and inclusive culture – with client groups, Tim has designed an intervention and taken them on a journey, sometimes lasting six months.

Despite his focus on human connection, Tim claims that progress can only be achieved if you are able to measure it with good data. It is also critical in making reliable decisions in the business. Nevertheless, he warns that organisations must find the right balance between managing by data and creating a sense of belonging.

We explore Tim's journey into HR, from his Economics studies, to a career in Finance, then to Sales and Marketing, before "pure coincidence" brought him to the HR profession. He explains why trust is a key element to the discipline, which has enabled him to get a seat at the table. Tim also finds it important to show leaders that you put your heart into what you do.

Despite his successes, Tim says there is "no silver bullet", but he always uses common sense to relate to what an organisation is trying to achieve.

Paul and Tim discuss the recruitment process and how it has changed during the pandemic. From his point of view, it is a way to expand his network, sell the company and create a positive candidate experience.

We end the episode with the advice that Tim would give his 18-year-old self – they're words of wisdom for anyone embarking on a career in any discipline.

Use the timestamps below to find a specific part of the episode:

01:20: Why Tim won't be travelling anytime soon04:22: How Tim motivates the team virtually08:17: Can organised fun ever be fun?10:21: Why leadership must walk the talk15:40: Using data to progress18:20: Finding the balance between data and culture21:35: How Tim got into HR31:34: Does Tim have a recipe for success?35:35: What Tim misses about the recruitment process39:34: Why you must invest time in interviews44:05: The advice Tim would give his 18-year-old self47:21: How to connect with Tim

You can find Tim on LinkedIn: https://www.linkedin.com/in/timofeimezheritsky/

We are proud supporters of Operation Smile, an international medical charity that provides life-changing surgery to children born with cleft lip and palate. Please help us achieve our goal of creating 100 new smiles by donating: https://www.emearecruitment.com/operation-smile

The EMEA Recruitment podcast is hosted by Paul Toms, our Founder, and Rose Jinks, our Senior Marketing Executive.

Find out more about how we can support you with recruitment: https://www.emearecruitment.com/

You can also follow us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

If you'd like to connect with Paul, visit his LinkedIn profile: https://www.linkedin.com/in/paultoms/

Alternatively, follow him on Twitter: https://twitter.com/paul_toms

Are there topics you'd like us to discuss in future episodes? Please get in touch with Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #timmezheritsky #paultoms #hr #humanresources #finance #operationsmile

In this episode of the EMEA Recruitment podcast, we were proud to be joined by Ron Veldhuizen, the Corporate Director Capex & Project Management at FrieslandCampina.

"I have two ears, I only have one mouth, so I try to listen more than I speak."

As the COVID-19 topic is difficult to avoid, our Founder, Paul Toms, kicks off the episode by asking Ron about the positives he's taken away from the situation. As well as escaping three-hours' traffic per day by working from home, Ron has also enjoyed the experience of connecting with colleagues in multiple countries using the same medium.

There are, of course, challenges that have come with working from home. It was difficult for Ron to separate his work and private life to begin with, but he has now put steps in place, such as going for a lunchtime walk, to manage the change.

Ron has worked for FrieslandCampina, or the wider group or different divisions, for 26 years, but he only started his current role in 2019. It's been a challenging two years, but the successes he's achieved with the team keep him going. In fact, Ron's had the "privilege" of taking on new challenges, fulfilling his ambitions and doing things that energise him the most at FrieslandCampina; although this may be his last role with the company, as he plans to retire in around six years' time.

An ambition to work in Finance started during Ron's studies at high school and university, and were influenced by his father. He spent the first 12 years of his career working in traditional Finance roles, until he was given control of worldwide Finance operations and discovered a new boost of energy.

However, it's working with different people and cultures that Ron finds the most rewarding. His management style, therefore, focuses on collaboration and listening; he believes in taking more of a coaching role than a directive one and his team is always given credit for their successes.

Listening skills are something that Ron looks out for when hiring new people into his team. During the recruitment process, Ron looks beyond someone's CV to get a good understanding of their personality and drive.

Although he agrees that the profile of the Finance professional is changing due to business intelligence and data, Ron himself was involved in creating the first RC Accounting programme in the Netherlands.

Paul and Ron have known each other for a long while, but there are certain personal questions that Paul hasn't asked until now. Ron reveals why travelling is such an important part of his life, which part of the world he feels most at home in, and the one destination on his bucketlist (that unfortunately his wife won't join him in!).

Ron also explains how he manages to switch off and enjoy time with his family when he's away, as well as the three apps that he couldn't live without.

We end the episode by finding out the last thing that made Ron smile – it's a heart-warming response!

If you're looking for a certain part of the episode, you can use the timestamps below:

01:00: Taking the positives from the pandemic situation02:30: The challenges of working from home04:18: Starting his new role06:07: The benefits of staying with 1 business07:54: Where Ron's Finance ambition came from09:56: Ron's most rewarding role11:06: A collaborative management style15:42: What to look for during the recruitment process18:21: The impact of BI & Data on Finance profiles21:23: Setting up the RC qualification in the Netherlands22:50: What Ron enjoys doing outside of work24:29: The country Ron feels most at home in26:04: Ron's bucketlist destination26:56: How to switch off outside of work28:03: The 3 apps Ron couldn't live without30:39: The last thing that made Ron smile34:02: How to contact Ron

If you'd like to contact Ron, drop him a message on LinkedIn.

EMEA Recruitment is proud to bring you the podcast in partnership with international medical charity Operation Smile. We are committed to creating 100 new smiles through this partnership. If you would like to help us achieve this goal, please donate: emearecruitment.com/operation-smile

The EMEA Recruitment podcast is hosted by Paul Toms, our Founder, and Rose Jinks, Senior Marketing Executive.

Our full range of professional services recruitment solutions can be found on our website: https://www.emearecruitment.com/

Please also keep up to date with our activities via LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

You can connect with Paul on LinkedIn: https://www.linkedin.com/in/paultoms/

Or follow him on Twitter: https://twitter.com/paul_toms

If there are any topics you'd like us to cover in future episodes of the podcast, please reach out to Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #ronvelhuizen #paultoms #finance #operationsmile

EMEA Recruitment was pleased to welcome Marco Aspesi, the SVP Global Head of Internal Audit, Risk & Internal Control at Hitachi Energy, to the podcast.

"Make sure you work when you need to work, but you rest when it's time to rest, because it doesn't work otherwise."

Marco spoke to Paul Toms following a challenging period during the COVID-19 pandemic. Despite finding it difficult to welcome newcomers into his team remotely, Marco enjoys nurturing young talent and watching them give everything they have to their role. It has even encouraged him to reflect on the early stages of his own career.

Taking the time to think is "critical" for Marco, who carves out time a couple of afternoons in the week to dedicate himself to thinking and learning. He's had to teach himself to prioritise, empower and trust his team, and communicate effectively to get to this point. Hitachi Energy's departure from ABB last year was demanding, but Marco insists we must all find time to rest.

We delve into Marco's career successes, from his background in the Big 4, Certified Internal Auditor (CIA) qualification and his current role as Head of Internal Audit. He has always been driven by his curiosity to learn and enrich his skills; he believes that opportunities come naturally when you have the right attitude.

Looking back at the start of his career, Marco explains the difference in finding a job in Italy in the 1990s compared to today. He sent "hundreds" of hand-written letters to employers, which landed him an interview at IBM. It was here that he discovered a passion for Finance, before he decided to move onto the client relationship side of the role at Ernst & Young. Nowadays, Marco feels it's easier to understand the environment that you want to work in and make a conscious decision.

With so much information available to the younger generation, Marco offers advice on choosing a career path; it's an important point for all professionals to consider.

Marco also has some insights on finding the best people for your team as a manager. Although he jokes that using the right recruiter (EMEA Recruitment) is essential, he believes that focussing on the personality of a prospective employee is the recipe for success.

Of course, it's not just recruiting new talent that can be a challenge; you also have to retain them. Marco has learned some important lessons during his career, which has created an environment that his team can express themselves in. It all comes back to his focus on personal growth.

We find out which three skills Marco feels will be most important for the Finance function as business intelligence and data continue to affect processes within his team. Again, his commitment to strong communication and interpersonal skills is clear.

Paul ends the episode by finding out if Marco has any hidden talents – it's an amusing answer!

To find a particular part of the episode that interests you, please use the timestamps below:

01:56: What makes Marco smile03:43: The lessons Marco has learned during the pandemic06:44: How Marco finds time to think09:53: The key to success15:23: How Marco's career began20:43: Where does Marco's work ethic come from?23:36: Steps to finding the best talent28:01: How to retain great people31:41: Tips for communicating through a screen34:40: The skills that Finance of the future will need40:29: The importance of communication43:45: Marco's hidden talents46:46: How to reach out to Marco

If you'd like to connect with Marco, the best place to find him is on LinkedIn.

The EMEA Recruitment podcast is produced in partnership with Operation Smile, an international medical charity that provides life-changing surgery to children and adults with cleft lip and palate. If you'd like to find out more, please visit emearecruitment.com/operation-smile

This episode was hosted by Paul Toms, our Founder, and Rose Jinks, Senior Marketing Executive.

More information about our specialist recruitment services, including in the Finance & Accountancy discipline, is available on our website: https://www.emearecruitment.com/

You can also keep up to date with all that's going on at EMEA Recruitment on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

If you'd like to connect with Paul, you can find him on LinkedIn: https://www.linkedin.com/in/paultoms/

Alternatively, his is active on Twitter: https://twitter.com/paul_toms

To share any questions you have for guests on the podcast, please contact Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #marcoaspesi #paultoms #operationsmile

For this episode of the EMEA Recruitment podcast, we welcomed Dominique Kull, the Co-Founder and CEO of SGProtein.

"If you have a learning mindset throughout your whole company, you can thrive."

Although both Dominique and Paul Toms, our Founder, expected the worst of the COVID-19 pandemic to be over by the time of recording, Dominique has taken the best out of the situation of the past two years. Having not left his home of Singapore during this period, new ways of working have enabled him to spend more time with his two young daughters.

Some might have considered the pandemic too challenging a period to set up a business, but Dominique has learned throughout his career to step into the unknown and look at things from the positive side. It's a mindset formed from a combination of factors, including bosses who have showed him the way and the way his family raised him.

The idea for SGProtein came from discussions with two co-founders on the issue of manufacturing plant-based meat alternatives in the South East Asian market at a time when the sector was experiencing tremendous growth. Seeing the business evolve from zero to one has been "fulfilling", but that's not to say that Dominique has not had his concerns.

However, Dominique's biggest worry is that he will look back in life and wish he had stepped out of his comfort zone; it's the reason that he left his home country of Switzerland when he was 20.

Dominique shares his long-term plans for SGProtein, which he believes is essential to applying some pressure to actually follow through with your intentions; when he wanted to run a marathon, he told all of his friends, so that he would actually go ahead with it.

We also find out what Dominique has disliked about certain jobs he's had in the past and how he's making sure he builds a strong culture at SGProtein. Nevertheless, with his focus on integrity, Dominique has found recruitment challenging during the COVID-19 period.

He offers advice for the younger generation on putting yourself out there and networking in different ways – Dominique himself wasn't too confident about taking part in the podcast, but understood that he may have interesting conversations with listeners off the back of it.

We discuss the importance of remaining human in the age of data, especially when hiring talent.

Dominique ends the episode by revealing the last thing that made him smile – it's a touching answer.

Use the timestamps below to help you find a particular part of the episode:

01:27: Taking the positives out of the pandemic03:31: Freeing your mind from worry05:07: Developing a positive mindset06:55: Creating SGProtein10:41: Why you should take the leap16:58: The importance of family19:07: Long-term plans for SGProtein21:51: How Dominique has learnt from past jobs24:30: Building a learning mindset into the business26:06: Finding the gold standard of recruitment28:45: Putting yourself out there32:21: How data is affecting the food industry37:14: The right combination of data and human38:58: The last thing that made Dominique smile41:24: How to reach out to him

You can find Dominique on LinkedIn if you'd like to connect with him: https://www.linkedin.com/in/dominique-kull/

Through our partnership with Operation Smile, we're committed to raising enough money to create 100 new smiles. Help us achieve this goal by donating at: https://www.emearecruitment.com/operation-smile

This episode was hosted by Paul Toms and Rose Jinks, our Senior Marketing Executive.

Find out more about our specialist recruitment services through our website: https://www.emearecruitment.com/

We also post regular market updates and insights via LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

If you'd like to connect with Paul, find him on LinkedIn: https://www.linkedin.com/in/paultoms/

You can also follow him on Twitter: https://twitter.com/paul_toms

If there are any questions you'd like us to include in future episodes of the EMEA Recruitment podcast, please get in touch with Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #dominiquekull #sgprotein #paultoms #operationsmile

In this episode of the EMEA Recruitment podcast, we were proud to welcome Daniel Pink, New York Times bestselling author of seven books, including the forthcoming The Power of Regret.

"What we end up regretting is not taking the risk; our regrets about taking risks are relatively small."

With his new book coming out this year, Paul Toms, our Founder, asks Daniel how he got into writing in the first place. It was something that he discovered over many years, after writing as a hobby on the side of university, graduate school and his first jobs. During his 30s, Daniel realised that he shouldn't be writing on the side; it should be the centre of his life.

Although it's an act of thinking and learning for Daniel, writing is also "really hard". In fact, his new book, The Power of Regret, isn't something he would have written in his 30s. Now, in his 50s, he explains that it felt "inevitable". It's also a topic that people wanted to talk to him about.

Unlike his previous books, which have been about "big ideas", this one is about "big emotion". When Daniel invited people to speak about their regrets, he found that they weren't hesitant at all; regret, it turns out, is one of human's most prevalent emotions.

As part of his research, Daniel set up the World Regret Survey, which collated over 16,000 regrets from people within 105 countries – people clearly want to talk about this subject and, Daniel believes, unburden themselves. If we understand our regrets, we can also become better people and lead a good life, he explains.

Paul finds out which regret was the most common – make sure to listen to the full episode below to find out.

We explore the regrets people have regarding relationships, not just between family and friends, but also with our co-workers. Daniel has found that what people really value are the basic things in life, which are also the elements of a strong and coherent corporate culture.

Had he navigated his life differently, Daniel explains how he may have become a scientist himself. Now, though, he enjoys talking to them and building bridges between disciplines.

Despite his strong network, one of Daniel's own regrets is that he never fostered a mentorship relationship with anybody; he was too certain about everything in his younger years.

Nevertheless, Daniel gives a truly inspired answer to Paul's question of who he would interview on his own podcast – what a line-up! Tune in towards the end of the episode to find out.

If you'd like to find a particular part of the episode, please use the timestamps below:

• 01:27: The last thing that made Daniel smile
• 03:07: How Daniel got into writing
• 05:06: Why writing is "really hard"
• 06:07: Why Daniel wrote The Power of Regret
• 07:41: How people opened up about regrets
• 11:10: The regret that stood out
• 16:24: Is Daniel a carefree person?
• 19:20: Why we should reach out
• 21:37: How companies can learn from regret
• 23:56: Choosing the field of science and human motivation
• 29:32: The politics of linguistics
• 33:45: Who will benefit from the book most?
• 36:56: Why Daniel never had a mentor
• 39:27: Daniel's dream podcast guests
• 41:23: How to reach out to Daniel

If you'd like to find out more about Daniel and his work, visit his website: danpink.com

We're proud to support international medical charity Operation Smile through the EMEA Recruitment podcast. We're hoping to create 100 new smiles through this partnership – to help us achieve this target, please donate: https://www.emearecruitment.com/operation-smile

The EMEA Recruitment podcast is hosted by Paul Toms and Rose Jinks.

Visit our website for more information on our international recruitment services: https://www.emearecruitment.com/

You can also keep up to date with us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

To connect with Paul, visit his profile: https://www.linkedin.com/in/paultoms/

Or follow him on Twitter: https://twitter.com/paul_toms

If you have any suggestions for the EMEA Recruitment podcast, please get in touch with Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #danielpink #thepowerofregret #nytimesbestsellers #paultoms #operationsmile

The EMEA Recruitment podcast was pleased to welcome Alex Hunt, Divisional Finance Director at IMI Hydronic Engineering in Switzerland.

"Hire for talent, because that talent will get up to speed, even if they don't have experience right away; their talent and driven will make up for that."

Alex spoke to Paul Toms from his office, where he has been working flexibly during the COVID-19 pandemic. It's an approach that has worked well for IMI, which has seen high, "if not higher", productivity levels than pre-pandemic.

Alex reveals how his team has bridged the gap between remote working and having those impromptu chats in the office. It's something that he feels everyone is still learning to do, but has enjoyed the slightly more comical moments along the way.

Despite his career success, Alex doesn't feel that his journey is complete. He's been loyal to companies during his career, but has always rotated roles and geographies, taking opportunities to develop himself. It's a mindset that came from moving a lot as a child and having a clear career path, defined through work with his mentors.

Alongside his drive, Alex is humble enough to share the areas that are not his specialty. His advice for filling the gaps in his team? Hire for talent. He feels that an individual's talent and drive will make up for any lack of experience. Nevertheless, Alex reveals how making the wrong hire can have "huge reputational damage" and destroy trust within an organisation.

At IMI, Alex has been working on the company's approach to business intelligence (BI) and data. Although he's looking for professionals who can leverage digital, he also believes that the business needs a strong foundation in controls and accounting.

Being honest, open and frank with his team is the "only way to operate", according to Alex, who also learnt from a mentor that a good sense of humour ensures you stay humble.

We end the conversation with Alex's latest book recommendation. Although it pushes him into an "uncomfortable space", he's planning ahead for the business of the future.

If you're looking for a particular part of the episode, please use the timestamps below:

01:17: How flexibility has worked for IMI02:46: The impact of COVID-19 on Alex 04:20: How to foster a personal connection remotely10:14: A funny Teams call moment11:54: Does Alex feel he has "made it"?15:35: Taking up opportunities in your career19:00: "Change is alright"21:33: Hiring the best talent into your team24:20: Why Alex chose Finance26:17: How IMI is preparing for BI & Data29:21: The skills needed for the future of Finance31:37: The huge reputational cost of the wrong hire34:16: How Alex remains authentic36:52: The mentors and books that have shaped Alex 41:32: Connect with Alex

If you'd like to connect with Alex, you can find him on LinkedIn.

The EMEA Recruitment podcast is brought to you in partnership with Operation Smile, an international medical charity that provides life-changing surgery to children and adults with cleft lip and palate. If you'd like to find out how you can support this cause, please visit: emearecruitment.com/operation-smile

This episode was hosted by Paul Toms, Founder of EMEA Recruitment, and Rose Jinks, our Senior Marketing Executive.

More information about our professional services recruitment can be found on our website: https://www.emearecruitment.com/

You can also follow us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

If you'd like to connect with Paul, you can find him on LinkedIn: https://www.linkedin.com/in/paultoms/

You can also follow him on Twitter: https://twitter.com/paul_toms

If you have any feedback on the EMEA Recruitment podcast, please contact Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #alexhunt #finance #switzerland #paultoms #operationsmile