EMEA Recruitment Podcast EMEA Recruitment & Paul Toms

We were delighted to welcome Terhi Nori, Global Lead for Project Workstream at ABB, onto the EMEA Recruitment podcast. 
“We create our own journey and our own story… it’s just a matter of choosing the next step if you want to pursue opportunities or make a change.”
In this episode, we learn about Terhi’s passion for change management and her 20-plus year career at ABB, as well as her opinions on artificial intelligence, and the importance of authenticity. 
As the podcast is in partnership with Operation Smile, Paul Toms asks Terhi about the last thing that made her smile. She shares a heartwarming story of helping a man with dementia who required extra support. Terhi and the man enjoyed each other’s company for 45 minutes and found it sad to leave each other once support arrived, but she was very happy to experience that moment and help him get back home. 
Terhi has spent over 20 years at ABB and enjoys helping and meeting new people. At such a large company, she has had many opportunities to work with different people over the years; she enjoys continuously learning from each other. Staying with a company for over 20 years brings the opportunity to change roles and continue to meet new people in different functions, she explains. 
Paul asks if Terhi has ever experienced the “fear of missing out” as a result of remaining at ABB for so long. Terhi replies that it is human nature to think about what else there may be. However, she has not experienced that fear and hasn’t worried about missed opportunities outside of ABB, adding that she has enjoyed the journey and where she is today. 
She also believes that, if you really want to have certain opportunities, you have to open yourself up to them and seek them out. If you do that and you really want something, there is nothing stopping you from achieving that goal. 
Delving into a discussion around change management, we learn that Terhi likes organising her thoughts, using creativity, solving challenges, and putting the pieces back together. For Terhi, change brings excitement and creates a snowball effect; there is usually something very valuable brought to life after creating something new. 
However, change does come with uncertainty. But, in Terhi’s opinion, it is about learning to observe your mind, acknowledge these feelings, then practising self-talk, embracing the changes ahead, and taking it as it comes – there is always a solution. Also, trust your team and remember you cannot control everything, she says. 
Terhi’s passion for change comes from the many changes she has experienced in her life. She explains that change is good, and she has learned to love it. Once you face change and the potential fear, you will grow. 
Moving onto the topic of AI, Terhi believes that the artificial nature of the technology can complement human authenticity. People and the world have already embraced other kinds of industry evolutions, she adds. 
The development of AI allows us to reduce information overflow and use our intelligence and creativity, Terhi explains. It’s the beginning of a new era that will change leadership, she adds. The best way to approach it is with curiosity. 
Exploring the recruitment process, Terhi finds it important for candidates to be true to themselves. We must look at the different skills and knowledge base needed and how that would build into the current team. 
The recruitment process is exciting for Terhi; she enjoys finding those who can bring something new to the team and creating joint team development. Her current team learns from each other, with unique skills and experiences that bring a depth of richness. 
Paul shares his personal experience working with ABB and its culture. He explains that he has noticed the longevity in the staff members and the growth experienced by those who have joined the company in the last five to six years. 
He adds that the company onboards very good people, aligned with

To celebrate World Menopause Day, we were honoured to welcome back Sally Higham, Director – Head of Talent Attraction at Lonza and Executive Menopause Coach, to the EMEA Recruitment podcast. 
“I want to be able to shake the shame and start a conversation.”
In this episode, Paul Toms and Sally discuss menopause: the symptoms, the challenges, and advice for those it affects directly and indirectly.
To start the episode, we learn about Sally’s experience with menopause and entering this new stage of life. Many people assume menopause happens to people who are “old” and greying. For Sally, her symptoms began at the age of 46. The average age at which menopause arises is commonly between the ages 45 and 55 for women worldwide, according to the World Health Organisation, 2022. 
While living in Singapore, Sally went for an annual medical exam and was offered a bone density scan. Her results showed that she had osteopenia – a diagnosis that suggests a loss of bone mineral density, resulting in weaker bones. When someone goes through menopause, their levels of oestrogen and other hormones drop sharply, leading to the loss of bone density over time. Nevertheless, Sally’s doctor did not mention the menopause at this time.
Some of the other symptoms that Sally had - and is still experiencing to some extent - are mood swings, fatigue, and achiness of the body. Some doctors unfortunately misdiagnose patients and prescribe the wrong medication to combat symptoms, she explains. 
Now living in Basel, Switzerland, Sally changed her medical support. The gynaecologists in Basel generally prescribe non-medical treatment to start with to see how the body reacts. Sally also had a conversation with her mother to hear about her experience with menopause and non-medical treatments; Sally tried evening primrose oil and black cohosh to help with her mood swings, which had a positive effect for a while. 
Sally is now taking hormone replacement therapy (HRT), which has been its own journey. HRT doesn’t eliminate all of Sally’s symptoms, but certainly helps. She doesn’t suffer from the night sweats or hot flushes that are typically associated with the menopause. Like a lot of females, Sally has had to piece her treatment together herself. 
The spark that encouraged Sally to talk openly about her experience was trying to understand what was happening to her and be able to provide advice to others, including those in the workplace. Bringing the subject up with managers can be tough. However, in Sally’s case, she has been lucky to have managers who listened – both of whom were male and younger than herself. 
It is important to reiterate that menopause is not an illness; it is a natural life event. Talking about it is the first step to breaking the taboo and changing the narrative in the workplace. It is a sensitive topic, and there can be a cultural layer to it, as well.  
Sally’s advice to others is not to be embarrassed by it and to talk about it - by doing so, you will inspire others to do the same. 
Sally discusses the fact that we are living in an ageing population. In the Victorian era, for example, the average woman died at the age of 59. Now, in the UK, one in four females will live to 100 years old – meaning that they will be hormone deficient for half of their lifetime, as the average age for menopause is currently 51. 
By 2030, it is estimated that over one billion people will be menopausal or post-menopausal (National Library of Medicine, 2019) across the globe. It is clear that workplaces will need to offer support for this. 
Sally was open and honest about how she was feeling and shared her story during a leadership call. For other females, they do not recognise that menopause is happening to them. Workplaces, organisations, and employers can support managers and employees in a range of different ways. As a suggestion, lunch and learns could be implemented, which can often lead to lightb

We were honoured to welcome Susanne Rothstein, Vice President Finance Hydro Building Systems at Norsk Hydro, onto the EMEA Recruitment podcast.
“When I have the opportunity to help young women in their careers, I take that opportunity.”
To kickstart the episode, Paul Toms, our Founder, asks Susanne about the last thing that made her smile. Susanne is generally a positive person, however, receiving photographs of her nephew never fails to make her smile. Positivity is something that comes naturally to Susanne; she always strives to see the positives in the smaller things.
Delving into Susanne’s career, she explains that Finance was not an ambition of hers while growing up. Before attending university, she gained a realistic view of working after high school and enjoyed the prospect of a career in an international setting.
Susanne began working in Finance, then moved into Strategy, and became the VP of Sustainability CSR, working with branding and internal communications. Five years ago, she decided to return to Finance.
At Norsk Hydro, Susanne’s amazing team challenges her to become the best version of herself. She thoroughly enjoys her role, along with having the opportunity to constantly learn in a dynamic function that touches everything in the business.  
In a global organisation, new things appear often. For example, having previous experience with sustainability helps when the business model is anchored in sustainability and circularity. 
Susanne has had nine different roles within the past 16 years at the business and credits the company for rewarding good work and providing opportunities. Susanne really enjoys manufacturing and dealing with a physical product.
Her advice for those contemplating staying or moving to another organisation is to consider that, if you stay, you are building knowledge and competence in an industry that becomes transferable, you also get to know the people in your network and identify those who can move the needle behind the scenes. Alternatively, jumping between industries, you start from zero. Although this provides an opportunity to reinvent yourself, you will have to formally follow the hierarchy for support before you get to know people.
We discuss how Finance remains a male-dominated discipline. In her first position as Business Controller, Susanne’s original contract used the pronoun “he” and Susanne was the only woman in the room. As a female, you are more visible, which you can sometimes use to your advantage, but Susanne admits there have been challenges.
In the past, she felt like she had to fight to have her voice heard, but has had plenty of good managers who didn’t care what gender you are, as long as the job is being done. She stresses the importance of choosing the right type of manager for you.  
Reflecting on the progress within the organisation, three out of four Business Unit heads are women in Susanne’s division. She feels proud to have the opportunity to help young women in their careers and has removed the gender pay gap she experienced when she joined.
Discussing an efficient and effective recruitment process, Susanne explains that she works in collaboration with a Human Resources Business Partner. Diversity is important when recruiting, as a balance of different perspectives and viewpoints is crucial for good team performance, she adds.
Personally, Susanne prefers to focus less on what people have done and more on what the person has the potential to do; what allowed them to achieve the things they have done is maybe not what will be needed to take them to the next level.
She adds that people in the organisation shouldn’t view the career journey as a ladder, but instead view it as a jungle gym – it is not always up and down, sometimes there are side steps.
Paul and Susanne explore the true cost of the wrong hire. Firstly, it is rare to hire a rotten person; the issue usually arises when it’s a bad match to the role or the

We were proud to welcome Hugh Tamlyn, Director – Treasury & Prudential Risk at Beacon Search, onto the EMEA Recruitment podcast. 
This episode focuses on our partnership with Operation Smile, the international medical charity delivering free surgery to children with cleft lip and palate.
Hugh and Beacon Search are on a mission to fund 100 surgeries by raising £15,000 during 2023. To donate, please visit https://www.justgiving.com/campaign/beaconsearch100smiles2023. You can also follow Hugh on TikTok or Instagram to follow his journey - @hughtamlyn
To start the episode, Paul Toms asks Hugh about the last thing that made him smile. Hugh smiles daily, but most recently visited India where he went on a safari and managed to see some tigers in the wild. He adds that his dog, Cooper, also makes him smile and reveals the humorous reason behind Cooper’s name. 
Uncovering the reasons why Hugh began a partnership with Operation Smile, he shares that he was born with a cleft lip and palate and, as he aged, he felt like he should contribute to the community and help others. 
He began fundraising via a charity bike ride, which has adapted in length over the years and eventually cultivated in a corporate partnership. 
Delving deeper, Hugh reveals that he didn’t talk about his condition for several years up until his late 20s. Speaking about his differences more regularly helped him become confident in himself. He now provides a pathway for children and is happy to have conversations with parents, answer questions, and provide a level of support.
Fundraising efforts ramped up after Hugh started his own company, allowing him to dedicate more time to training for events. For Hugh, partnering with Operation Smile made sense for several reasons – taking ownership of his condition, social responsibility, and a passion to give back.
Both Paul and Hugh open up further about their experiences, the benefits of being open to people, touching on a more accepting world, and the importance of helping others, especially in the developing world. 
Next, we find out Hugh’s impressive agenda for future fundraising efforts: 
Ford Ride London
An indoor 100-mile challenge on a static bike in London
Everesting Challenge - 8,849 meters of uphill cycling in South Wales
Irish Ride Challenge - 100 miles a day for 15 days ending on 6th October (World Smile Day) at the Operation Smile office in Dublin
London to Brighton - 60-mile bike ride 
Hugh began cycling and racing between the age of 12-16 and later swapped cycling for rugby. It was only when he moved to Amsterdam four to five years ago that he integrated himself into the Dutch culture and took up cycling again. 
The next bucket list challenge for Hugh may involve mountaineering - although he doesn’t want to complete all seven summits and refuses to do Everest. Kilimanjaro has been on his list for a while. 
Paul later shares EMEA Recruitment’s fundraising activities and mentions our London Marathon fundraiser, which was completed by Associate Director, Neil Cope. Paul also gives a synopsis of the children’s picture book he is creating and writing for Operation Smile. 
Moving away from his charity efforts, Hugh discusses his career journey. He has always enjoyed working and helping people. Originally, he planned to do a football-related career in Wales, but he ultimately took a risk and moved to London, eventually joining a recruitment company. As the business grew, he helped set up an office in New York and, later, Amsterdam. 
During COVID, Hugh felt confident in setting up on his own and has always been competitive, self-motivated and willing to take risks. So far, it has been a rollercoaster experience, but he is enjoying the process with a new challenge every day. 
Paul shares EMEA Recruitment’s backstory, which involved building the business alongside his wife using their personal networks and reputation, without having a business plan in place

Thank you to Pehr Magnus Karlsson, Head of Finance Transformation at EF Education First, for joining us on the EMEA Recruitment podcast. 
“Learn to deal with complexity, but also learn to simplify.”
In this episode, Paul Toms begins by asking Pehr about the last thing that made him smile. Pehr had a call with a few technology specialists who were able to provide him with a demo solution and think outside the box, cultivating a great interaction.
Next, we learn why Pehr has spent over 20 years with EF Education First. He shares that he has been surrounded by great people and has worked with great managers. He adds that it’s never boring, as things arise unexpectedly, and he enjoys a challenge. In essence, being stimulated and surrounded by great people is what keeps Pehr loyal to the company.
As Head of Finance Transformation, Pehr compares his role to a rollercoaster that is slowly ascending to the top – fun, exhilarating and a little scary. The company is about to go live with a new accounting system that will affect 50,000 people in 100 countries, which Pehr is looking forward to implementing. 
For those who wish to replicate Pehr’s rise to the top, he emphasises the ability to simplify complexities. In Finance, the role requires you to sort, absorb and simplify information for the business, people, or processes.
Later in the episode, Pehr lists a few leadership qualities that help him in his role. These are: having the ability to teach, but not lecture, and having the ability to listen. During his extensive career, he has been given opportunities throughout the function, leading Pehr to become a generalist, enhancing his ability to jump into different situations and provide solutions.
Discussing his time management skills, Pehr reiterates the importance of communication in his role; with a lot of meetings in place, he must be mindful of the tasks he has to tick off. 
Onto the pandemic, we learn that Pehr did not find the COVID period very tough personally; he felt supported by the company, and working from home wasn’t an issue, due to becoming accustomed to other conferencing tools and methods. 
He adds that people were innovative during the pandemic, coming up with new ways of working. However, he does acknowledge the struggles other employees may have endured. 
Paul asks Pehr about the next goal he wishes to fulfil. He shares that he loves to travel in his career and has spent time with colleagues in Latin America, which has inspired him to lean Spanish.  
Listen to the end of the episode to find out if Pehr has any hidden talents.
 
If you’re interested in a particular part of the episode, please use the timestamps below:
00:00 – Introduction
00:45 - The last thing that made Pehr smile
01:55 - Why Pehr has stayed with EF for over 20 years
05:20 - Head of Finance Transformation at EF
07:45 - Advice for those looking to secure a leadership role
10:20 - Characteristics of a Finance leader
17:45 - Time management
21:25 - Connecting with people during COVID
26:10 - The life goal Pehr wishes to achieve
29:10 - Finding out if Pehr has any hidden talents
 
EMEA Recruitment is a proud partner of Operation Smile, an international medical charity that provides life-changing surgery to children with cleft lip and palate. To support us in our goal of creating 100 new smiles through this partnership, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/
 
This episode is hosted by Paul Toms, our Founder, and Rose Jinks, Marketing Manager.
To find out more about our specialist recruitment services, please visit our website: https://www.emearecruitment.com/  
You can also stay 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_

We were happy to welcome Stefan Gebauer, CFO International at Elanco, onto the EMEA Recruitment podcast. 
To kickstart the episode, Paul Toms asks Stefan about the last time smiled. He shares that he has three children - aged between two and 12. Often, when he smiles, one of them is involved. 
At work, the upcoming annual talent review and succession management workshop also makes Stefan smile, as people management discussions are an enjoyable part of his role. 
Discussing the routine of a typical day, Stefan credits his wonderful wife for managing operations at home. At Elanco, there is no typical day; flexible working arrangements provide balance, but Stefan is glad to be back in the office connecting with people. 
Since the COVID-19 pandemic, Stefan believes the way companies view flexible working is more positive, as it is shown to increase productivity and help integrate personal and professional lives. However, working 100% remotely is not sustainable and reconnection is important, he adds.
Speaking about value creation, Stefan explains that first, as a Business Partner, you need to understand what creates value for the business and other BPs – know how to bring your strengths, regularly inspect your activities, the business needs, and the things that move the needle. 
Secondly, managing expectations is something that also needs to be considered; align with your BPs upfront and discuss what’s possible and what’s not. If something is not possible, suggest alternatives to see how you can create value within the possibilities.
Thirdly, remove complacency and continue to set the bar higher for yourself. To do this, leave your comfort zone, seek feedback, and challenge yourself; that will help you deliver value for the business and your colleagues.
Stefan has spent over 15 years with Elanco, something that was not part of the original plan, but is far from something he regrets. Stefan remains loyal because of the opportunities presented to him and the continuous journey of personal and professional growth in different roles and locations. 
Stefan enjoys his role, the people around him, and the opportunities he has had. Simply, if the chemistry works, people will stay with the company, he says. 
Stefan claims that Finance is a great place to be, as it is a highly diverse function and keeps you on your toes; in Finance, you are connected to management and the business itself.
If you aspire to become a CFO, you will need the right mix of hard and soft skills, he explains. The hard skills include knowing the craft and gaining exposure to different areas of the business. The soft skills include the ability to build strong teams, foster engagement, and create a collaborative environment. 
However, a big differentiator is having the ability to jump from the big picture to the essential details – if you can do that well, that will differentiate you from others. The first step is gaining exposure to senior management.
Stefan describes being CFO International as an exciting role and his dream job. Ten years ago, when he did his career map, the role of CFO International didn’t exist. When the initial public offering (IPO) was released, the business was split into the US side and the international side, allowing Stefan’s aspirations to come true. All the acquisitions, projects and integrations have added to his great experience at the company. He also shares what he is looking forward to in the future.
Stefan splits his key learnings from multiple integrations into three parts: business, processes and systems, and people. 
The business side focuses on pre-integration preparation, how to get value out of acquisitions, and post-integration planning and structures.
For processes and systems, it depends on if you have a transitional service agreement (TSA), which means you can continue to rely on the other company for a period to figure out how to integrate. If not, on day one, you own everything, whi