Ron van Haeff
Director Interim Services
You have probably noticed it: big corporate HR teams are now throwing around words like machine learning, predictive analytics, and AI-powered talent pipelines.
Some even look at you like, “Thanks, but we have got ChatGPT now. We will find our own people.”.
Cue the collective sigh from agencies everywhere. Are we still relevant? Do we even have a seat at the table anymore? Spoiler alert: Yes. Absolutely. 100%. But our role is changing, and that is actually a good thing.
1. AI can find skills. You can find the person.
AI is great at scanning résumés and spitting out a list of “qualified” candidates. But here is the thing: Treasury is not just about ticking boxes for cash management, FX, or liquidity risk.
It is about finding someone who can handle a surprise board meeting and explain why the overnight cash position is not where it should be, without breaking into a cold sweat.
You know those nuances. AI… not so much.
2. Your network is not in any database
Corporate HR may have LinkedIn Recruiter. You have warm, actual human relationships.
That senior Treasury professional who swore they would “never leave” two years ago? They might tell you over coffee that they are… let us just say, open to interesting offers. AI can’t eavesdrop on those conversations (and thank goodness for that).
3. You are not just a recruiter, you’re a market insider
Treasury salaries creeping up? Certain skills suddenly in demand? You can guide clients on pay, benefits, and how to make a role irresistible to top talent. Corporate HR teams love that kind of insider intel, it makes them look good internally.
4. Cultural fit still matters
Sure, AI can match hard skills. But can it tell if someone will mesh with the CFO who is allergic to PowerPoint animations? Or whether they will survive in a “meeting-heavy” culture without plotting an escape? That is where your read on human dynamics beats algorithms every time.
5. Discretion is your superpower
Some roles are sensitive. Maybe the current Group Treasurer does not know they are being replaced. Maybe the company does not want the competition sniffing around.
Corporate HR can’t always do a quiet search, you can.
The Big Takeaway:
AI can make recruiting faster, but it cannot replace the trust, judgement, and deep market expertise of a niche recruiter. The clients who get that will keep calling you, not because you have the fanciest tech, but because you know their market, their people, and the unspoken rules that make great hires happen.
So, to every recruiter feeling the “AI squeeze” right now:
Pour yourself a coffee, remind yourself you bring something no algorithm can, and keep doing what you do best. After all, machines might be smart, but they still can’t network over lunch.
