Organisations are under pressure. Banks and corporates are reducing their workforce, and AI is taking over more and more tasks. As a result, the nature of work is shifting: complex, non-routine skills are becoming increasingly important. The demand for experienced professionals is rising, but this comes with a misconception: technical expertise alone does not mean someone is ready for a role where broader skills are essential.
Experience doesn’t guarantee leadership
According to Sabine ten Brinke, director at Solid Professionals, many organisations are now seeing this play out in practice: “As routine tasks disappear, skills like taking the lead, providing direction and influencing others are becoming essential.
Yet these are often the very skills that even experienced professionals have not fully developed to make real impact.”
What this change requires
Professionals with a few years of experience are given greater responsibility much earlier, while the guidance to make that step is often lacking. Teams expect more initiative, organisations demand more ownership and managers have less time to support someone through that growth.
This brings risks:
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Someone who isn’t ready slows the team down
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Someone who is given opportunities but lacks support is more likely to struggle or burn out
On top of that, a CV or interview rarely reveals who can handle pressure, who can provide direction or who can grow with a team that is constantly changing. Many clients therefore want to see potential in practice, without committing to a permanent hire immediately.
That is why we now support not only starters, but also professionals in the first ten years of their career. Our Impact Programme adapts to their experience, role and responsibilities – helping organisations identify who truly has future potential.
We offer the programme through a flexible contract-to-permanent setup, giving you up to a year to see someone grow in the role, assess their potential and part ways monthly if the fit isn’t right.
Future-ready teams
With targeted coaching, application of new technologies in the work, one team training at the start and a development path that moves with the stage of someone's career, we help companies discover who really adds value. Sabine puts it this way: "Our mission remains the same: to grow talent and strengthen organisations. Only now our approach is better aligned with what teams need - from starters to professionals with ten years of experience. The job market is changing, and we are changing with it."
In doing so, our focus remains clear: Finance, Risk, Data and IT. With our strong presence in finance, energy and telecom, we support organisations that need to do more with smaller teams - with talent that can withstand it.
Finally, we seize this moment for a broader message: Many companies are now primarily choosing experienced professionals. Understandable, but not without risk. Bringing in new talent goes beyond immediate output: it determines who will be in your organisation in a few years. Companies that cut junior positions too hard are skipping a generation - with major consequences, especially in sectors where aging is already being felt. Future-proof teams are only created when experience and new blood complement each other. In short, keep hiring those starters!
The Impact Programme combines coaching, team development and practical training, giving you a clear view in a short time, of who creates impact, who steps into leadership and who can grow into a key role in the future. Sabine puts it this way: “Our mission remains the same: helping talent grow and strengthening organisations. Our approach now aligns even better with what teams need. The labour market is changing, and so are we.”
Our focus remains clear: Finance, Risk, Data and IT. With our strong presence in the financial sector, energy and telecom, we support organisations that need to achieve more with smaller teams, with talent that is equipped for that reality.
Keep hiring starters
Many organisations now focus mainly on experienced professionals. Understandable, but not without risk. When junior roles disappear, you unintentionally skip an entire generation. That has major consequences for the long-term resilience of your organisation. Strong teams are built when experience and new talent reinforce each other. In short: keep bringing in starters.
