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EMEA Recruitment PodcastAuthor: EMEA Recruitment & Paul Toms
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 Language: en Genres: Business, Management Contact email: Get it Feed URL: Get it iTunes ID: Get it |
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EMEA Recruitment Podcast #170 - Adaptable Management – Martin Zemp
Episode 170
Sunday, 23 March, 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 personal side, with two teens at home, managing the daily temper is his primary ambition, he jokes. The episode ends with Martin sharing his musical talent. To find the part of the episode most interesting to you, please use the timestamps below: 01:45: The last thing that made Martin smile 03:20: Martin’s management style 06:20: Working in diverse locations 08:15: Taking risks in your career 11:40: Being an introvert in business 14:20: How international management styles compare 21:45: Key skills that enable success 29:05: Wellbeing in the workplace 33:30: Choosing Finance 35:50: Career advice 41:40: Martin’s goals 43:55: Martin’s hidden talent If you’d like to connect with Martin, you can find him on LinkedIn. EMEA Recruitment is proud to partner with Operation Smile, an international medical charity supporting children and adults with cleft lip and palate. To learn more about their vital work around the world or to donate to the cause, please visit: https://www.operationsmile.org.uk/partners/emea-recruitment/ If there are any topics you’d like us to cover in future episodes, please reach out to marketing@emearecruitment.com #emearecruitment #emearecruitmentpodcast #martinzemp #finance #paultoms #operationsmile #operationsmileuk #recruitment
