What are the first skills to develop when we get into Treasury? Recently Pieter de Kiewit was invited by Corporate Treasury 101 to speak about how the role of the treasurer is changing.

Essential Skills for the Treasurer of 2025

In the world of treasury management, Excel skills are a must! Whether you’re a beginner or looking to level up, start with Excel to make an impact in any treasury department. But that’s just the beginning…

Join us as we dive deeper into the world of technical and soft skills you need to become undeniable in the Treasury field. Understand the advantages of having an International Treasury Team and more.

Don’t miss the insightful discussion with Pieter de Kiewit, Recruitment Consultant and Business Owner of Treasurer Search on the latest episode of Corporate Treasury 101.  From Excel mastery to comprehensive TMS knowledge, we’ve got you covered!

Listen to the episode

Few paths offer the combination of accelerated growth and diverse learning opportunities as Treasury Consultancy does. Working in treasury consultancy presents professionals with a unique set of advantages that can significantly accelerate their careers. Let me explain these advantages to you;

1. Rapid Skill Development

Treasury consultancy demands a versatile skill set, from financial analysis and risk management to strategic planning and communication. Professionals entering this field find themselves in a fast-paced environment that compels them to adapt and grow quickly. The diverse range of projects and clients they encounter exposes them to various challenges, enhancing their problem-solving abilities and boosting their skill acquisition.

2. Exposure to Multifaceted Industries

A hallmark of treasury consultancy is its engagement with a wide array of industries and companies. This exposure allows consultants to understand the nuances of different sectors, learn about their financial intricacies, and master the art of tailoring financial strategies to meet unique business requirements. This multifaceted experience equips professionals with an adaptable mindset that’s invaluable for career advancement.

3. Networking Opportunities

Treasury consultants often interact with professionals from different backgrounds – from CFOs and financial managers to CEOs and board members. This exposure not only enriches their knowledge but also helps them build a robust professional network. Networking opens doors to new career prospects, partnerships, and collaborative projects that can significantly accelerate career growth.

4. Strategic Thinking and Decision-Making

Consultants in the treasury field are tasked with providing strategic financial advice to their clients. This role refines their ability to think critically, analyze complex financial data, and make informed decisions. These skills are not only highly transferable but also make consultants appealing candidates for leadership positions in various industries.

5. Continuous Learning Culture

The consultancy landscape is characterized by a culture of continuous learning and improvement. To stay competitive, consultants must stay updated with the latest financial trends, regulations, and technological advancements. This dedication to ongoing learning not only keeps professionals at the forefront of their field but also equips them with knowledge that sets them apart in the job market.

6. Accelerated Career Progression

Perhaps the most compelling reason to consider treasury consultancy as a career accelerator is the rapid career progression it offers. The skills developed, industry insights gained, and networks established make consultants attractive candidates for higher-level positions within organizations. Moreover, the consultancy experience itself is often viewed as a seal of approval for a candidate’s capability to handle complex financial challenges.

To sum up, treasury consultancy presents a unique avenue for career acceleration, offering professionals a blend of skill development, industry exposure, networking opportunities, and strategic thinking. The fast-paced nature of the field, coupled with its focus on continuous learning, positions consultants for rapid career growth and advancement. As industries continue to evolve, those who choose to work in treasury consultancy can expect their careers to soar to new heights.

At Treasurer Search, we constantly find consultants for reputable consultancy firms, see also match of the month, we do this in various countries. If you consider a career in consultancy let us know because we have opportunities, I (Haia) coordinate recruitment efforts in this field.

Recruitment is a mature industry that has evolved over the past 50 years. As the labor market and the treasury function change constantly, recruitment must also adapt. We know from our experience as niche players in treasury recruitment since 2009 that there are two main sources of added value in treasury recruitment:

Two Sources of Value in Treasury Recruitment

The first source of value is a solid understanding of what a treasurer does. Our clients pay us to screen candidates and assess their suitability for the role. This requires a deep understanding of the treasury function, including the specific skills and experience that are required for different types of treasury roles.

The second source is about a strong network of contacts in the treasury community. This network allows us to identify and reach out to the best candidates, as well as to stay up-to-date on the latest trends in the treasury market.

Importance of Understanding the Local Treasury Market

In addition to these two sources of added value, we believe that a local presence is essential for providing the best possible service to our clients and candidates in Germany. This is because the German treasury market has its own unique characteristics, such as the use of different recruitment channels and the importance of networking.

By having a local presence, we can:

• Speak the language and understand the local culture. This allows us to build stronger relationships with our clients and candidates, and to better understand their needs.
• Be more responsive to their needs. We can quickly respond to their requests and provide them with the information they need.
• Provide them with more personalized service. We can understand their specific requirements and tailor our services accordingly.

We believe that these factors will allow us to provide our clients and candidates with the best possible service in Germany. We are committed to building long-term relationships with them, and we look forward to working with them to achieve their treasury goals.

Please let us know if you would like to know more about how we can help you with your treasury recruitment needs.

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Finding a group treasurer requires different expertise, actions and mindset than finding a junior treasury analyst. When I started with Treasurer Search in 2009 I decided to offer a “cradle-to-grave approach”. Since then we found hundreds of candidates. I just presented a 72-year-old, the youngest we presented I can think of was 22. In the geographical markets for permanent employment we work in, this translated in base salary levels from €35K at the lower end up to over €300K at the higher end.

Treasurer Search specializing in Treasury Positions

With a team of five consultants, we have the expertise to specialize in various subsets of the labor market, including executive positions in treasury. We understand that at the senior level, expertise is given and the emphasis shifts to seeing beyond treasury, having a vision, implementing a strategy, and having a real impact Based upon my track record I raised my finger for the executive positions in treasury. That does not mean I will stop covering other assignments but I have taken the responsibility for maintaining our expertise in this part of the market. So what is different and what is required to be successful? Being comprehensive will be hard, I can describe what is most noticeable. Generalisation is of course unavoidable.

When we, based upon seniority, segment the market in three: junior, medior and senior, we see different expectations from employers. In the junior segment, our clients expect theoretical knowledge and ambition to learn. In the medior segment, clients want applicable expertise & skills, and ownership for treasury content-driven processes and projects. At senior level, expertise is considered a given and the emphasis shifts to seeing beyond treasury, having a vision, implement a strategy and have a real impact.

Translating this input into treasury recruitment has implications for several, tasks. The intake meeting needs to be broader in order to cover everything that is relevant. The specifications of the ideal candidate will be more extensive. So when screening the hard facts in the background of a candidate, more diverse aspects should be measured. The one who screens should know about these.

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Challenges in Senior-Level Recruitment

When entering the market with a new opportunity, my experience is that when applying the communication tools commonly used at junior and medior level, like online advertising, social media and newsletters, the response is fine from a quantitative perspective. However, in the senior segment of the market, many potential candidates will not see this communication and respond. So more active direct search is necessary. Applying this recruitment tool has, by the way, become more common in the medior and junior market segment in recent years.

As requirements are different in senior assignments, aspects in the interview are often different. Especially learning how strongly connected the candidate is with the business and also, for example, how he/she copes with company politics and increased pressure, deserves attention. Other screening instruments like (onlinee) assessments, reference checks and presenting business cases are essentially the same but in detail executed differently.

My experience is that the whole process, on average, takes longer. Schedules are not as easily freed up, more screening sessions are planned and labour contracts cover more remuneration components. As an example, most candidates leave a big job behind so claim a golden parachute that is not accepted directly by the future employee. Our role in negotiations, as a consequence, is often bigger than in the recruitment of juniors.

For me and my colleagues, all assignments are equally important. When you are a client and trust us to do a proper search, we should do so. Regardless the seniority of the searched candidate. And for you, treasury job seeker, after house and relation decisions, the ones about work are one of the most important life decisions there are. So give us a call when the time is right and me specifically when you are active in the senior part of the treasury labour market. We will be there.

Pieter de Kiewit

On a regular basis Team Treasurer Search receives questions from aspiring interim treasurers or first-time interim management clients.

In this regard, Pieter recently moderated a well-received webinar on interim treasury management with experts Francois de Witte and Emiel van Maris. Topics included why (not) to pursue a career in interim management and which clients use interim services.

You can find the recording of the session below.

Two newsletters ago I wrote a blog with tips for companies hiring in the candidate-driven market we are currently in. A result we see happening because of this candidate-driven market, is that candidates, more often than before,  receive multiple offers at the same time. We also see that some candidates have a hard time in weighing their options, sometimes focusing too much on the salary aspect. And although negotiating fair financial compensation is of course important, there are other factors that should definitely not be overlooked when choosing your next challenge. It’s easy to let yourself get lured in by the better salary offer, but is the job that comes with that offer really the best choice for you (and your career)?

When you ask people to think about the most satisfying job they have ever had and why, very few say it was the money (see this recent poll of Lou Adler, a well-known labour market guru). To make the best long-term career decision, it’s important to have a clear view of the full offer: the work itself, the company, the team, the opportunities to grow, the flexibility they offer (work/life balance). Candidates need to make sure they ask the right questions during the interview process and be critical if what is being offered is in line with their long-term ambitions. Whichever job you choose, it should move you further down the road towards reaching those long-term ambitions.

We advise candidates to think about their Strategic Career Plan before starting the search for their next challenge. Why? Having a Strategic Career Plan is the foundation for achieving your long-term ambitions. This in turn, will make it easier for you to make the right decision if you are ever in a situation where you receive multiple offers.

We will always be available for you if you need help in this (and any other) stage of the recruitment process. Don’t hesitate to contact us if you have any questions.

Recently we had a number of situations where the candidate and employer were not able to come to an agreement. This is frustrating for all involved and, I hope, the intention of none of them. Before the recent crisis going through a recruitment process, in order to benchmark your current situation and force you current employer to raise your salary, did happen. I hope these times will not return but I suspect they might already have. This is what we do to prevent this.

Have the offer of the client clear

During an intake meeting with a client, I will ask what the salary bandwidth for that specific position is and if there are scenarios in which he will consider a candidate with higher demands. Furthermore I try to get as much insight into fringe benefits. Some employers are a bit reluctant to disclose too much because then this is an incentive for a candidate to raise his expectations. I always remind them that a candidate has to deal with competition: other candidates might be willing to start for less.

Have the expectations of the candidate clear

During a (telephone) interview I will ask the candidate what his current package is and what are his expectations. I will not ask for the small details but will give an indication what to expect if they pursue a specific opportunity. The remark that a current package is not related to the salary in a new job is understandable. But let’s be practical. Why should I take your time with an assignment with a non-matching salary?

What we furthermore do to manage the salary part of the match-making process

Besides having the offer and expectations clear we will do the following:

• Unless stated differently, the salary mentioned in an advertisement is the annual base salary. In The Netherlands this is a 12.96*monthly salary;
• We will mention the maximum if this is defined;
• In the final stages of the recruitment process we will ask for every detail to prevent mismatches, both current as well as expectations. This includes base salary, bonus, expenses, telephone, car, pension, vacation, education, flex work, etcetera;
• In case of an interim assignment, we will mention the rate the interim manager receives for every hour worked. Expenses are not included in this amount.
• An application process is, for both employer as well as employee, exchanging information in order to decide if there is a good match. The scenario remains that everything matches only not the remuneration. We will have to accept this,

Pieter de Kiewit

In recent years the use of online assessments in recruitment processes has increased. Both the interfaces as well as the validity of the tests has improved, costs went down. Our clients use them more often, we do too for our own organisation. With Heleen entering our organisation, she is an educated assessment psychologist, this topic is even more prominent on our agenda.

Being invited to do an on-line assessment is positive, you move forward in the recruitment process, as well as a reason to get nervous. Below some pointers how to prepare best:

• Ask what will be tested, preferably what the name of the test and test supplier is, and Google it. Ask about the length of the test;
• The two biggest categories in testing have either a focus on cognitive/skills elements or on your personality. Find out what will be tested;
• If it is a cognitive/skills test, find examples and practise. Most of the time three aspects are measured: verbal insight (verbal analogies and/or verbal deductions), numerical insight (number series) and abstract insight (figure matrices or figure classifications). The internet offers enough sample tests;
• In a cognitive/skills test your speed and percentage of correct answers (and sometimes percentage of wrong answers) is tested. Most of the time there are more questions than anybody can handle. If you do not finish in time or freeze don’t get stressed, breathe a few times, but move forward;
• It’s more difficult to prepare for personality tests because it’s hard to influence them. Most of the time they consist of a lot of questions. Typically you have to indicate on a scale of 1 to 5 how well a statement describes you or you have to choose between statements like “I enjoy working alone” or “I always decide quickly”. It’s best to think of the person you are in a job context. You could try to think what personality aspects are important for the potential employer but this is tricky. You should know that the consistence of your answers is measured and that most employers will also test the results in a follow up interview.
• Take care you are well rested, have something to drink and eat, be sure you will not be disturbed and have strong internet;
• If you do not receive them automatically, ask for the results. And finally, discussing the results might be part of the test. So stay on your toes until the end.

Good luck with your test!

Heleen Bos & Pieter de Kiewit

Every month I meet a few: people who are considering becoming freelance contractors. During the crisis there were many who were between jobs, and now there are those who are done in their current position. As we recruit for permanent as well as for interim positions we are often involved in brainstorming. The following aspects are almost always mentioned in our brainstorming:

• Salary is not the same as revenue: the bottom line is calculated differently and the contractor has to take many new things into consideration: taxes, expenses, insurance, vacation, education, not having an assignment, etc. For the contractors in our market who are always in an assignment, the bottom line is better than when they would be employed;
• Unemployed have to talk to the body that pays their benefits (in The Netherlands UWV). Long term rights might be harmed by accepting a short term assignment;
• The paperwork is not as elaborate as one might expect. The Chambers of Commerce are quite cooperative;
• The contractor is never part of the team, always a bystander;
• The client will not invest in the development of a contractor, that is his/her own responsibility. Most likely the hired contractor will be overqualified, being able to hit the ground running;
• A special and recognizable skill, like knowing a certain software or funding type, is an asset that might land the assignment but can also lead to the contractor being a “one trick pony”;
• The contractor has the chance to work in various environments, and will almost always be in a position where one can impact: transitions and crisis management;
• Recruiters for interim managers and other intermediaries deserve their fee and are a good channel to land an assignment. Be aware that the actual client will judge the performance upon the client fee, not the fee paid to the contractor. Asking about the fee level makes sense;

Finally the most important aspect in becoming a contractor or not: being able to handle the stress that comes with not having an assignment. Is there a savings account one can rely on or an alternative source of funding?
The list is not comprehensive. What do you think should be added and what are your experiences with the above?

Pieter de Kiewit

We know that finding the right job can be a daunting task. What are you good at? What do you enjoy doing? What are you passionate about? Once you know your strengths and weaknesses, you can start to look for jobs that are a good fit for you. That’s why we’re here to help. Below you find a brief summary of what we can do for you and what we expect from you as a potential candidate.

Here are some things we can do for you:

• We have a warm network of clients and candidates, so we often know about vacancies that you may not be able to find on your own.
• We can give you advice on the next steps in your career, based on our knowledge of the market and your skills and experience.
• We can write a match report that highlights your strengths and why you would be a good fit for the role.
• We can give you more information about the organization and the people you will be meeting with, so you can prepare for your interview.
• We can provide you with counseling for the employment conditions interview. 
  

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  P.S. At Treasurer Search, you can create an account to easily track your applications and stay organized throughout your job search.

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From you, we also expect to:

• Keep us informed of your alternatives. This means letting us know if you are in other application processes, so we can adjust our communication with our clients accordingly.
• Provide us with a salary indication. This will help us to determine whether the role is a good fit for you financially.
• Let us know how your interviews went. This feedback is important to us, as it helps us to improve our services.

We believe that by working together, we can help you find the right job for your career. So if you are looking for a new challenge, or you want more to hear more tips from me, don’t hesitate to contact me!

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