One of our clients reached out after struggling to retain junior analysts. The hires were qualified, motivated, and capable, but they kept leaving. The reason? Long commutes. Despite great onboarding, the location was simply too much of a hurdle, and turnover remained high.

We knew it was time for a more strategic approach. Instead of casting the net wide, we narrowed the focus, targeting candidates in our network who lived closer, valued stability, and were looking for something long-term. Within a short time, we introduced a shortlist of strong local profiles.

The client chose someone who not only matched the role but also happened to live just around the corner. Since then? A team that’s stronger and more stable.

Sometimes, it’s not about changing the job, it’s about changing the search.

Looking to make your next hire last? Let’s talk about how a targeted approach can make all the difference.

As a Human Resource Manager or Internal Recruiter, you’re tasked with filling a wide range of roles—and you excel at it. But when specialized treasury positions land on your desk, the game changes.

The Hidden Challenges of Treasury Recruitment

Treasury roles are niche, often part of small teams, and openings are rare. While you have a warm pool of candidates for high-volume roles, treasury demands precision.

Here’s the problem:

• Ambiguous job titles (“Cash Manager” vs. “Risk Management Specialist”?) confuse candidates and hiring teams.
• Passive candidates dominate the market, treasury professionals rarely apply to job ads.
• Time-consuming outreach requires multiple touchpoints over months (or years) to engage top talent.

But you don’t have time to tackle this alone.

How We Solve Your Treasury Hiring Headaches

Since 2009, we’ve exclusively focused on treasury recruitment, building a pre-vetted network of specialists up to the level of Group Treasurer. While generic recruiters miss the mark, we:

• Decode your needs: We clarify role requirements and translate treasury jargon into clear expectations.
• Engage passive talent: Through structured follow-ups and trust-building, not transactional pitches.
• Leverage exclusive access: We’re the only agency regularly attending treasury events, connecting face-to-face with in-demand professionals.

Three years already. It feels like yesterday that I walked into the office at Treasurer Search for the first time. A lot has changed since then, both for the company and for me personally. I’ve connected with more than 200 interim managers over the years, each conversation shaping the way I work, think, and grow. I’ve had the privilege of building genuine, long-lasting relationships, based on trust, transparency, and shared ambitions.

And now, it’s time for a new chapter.

After good talks with Pieter, we both agreed that the next step in my career was staring me in the face. I want to keep doing what I do best, working with interim managers, understanding their stories, and helping companies find the right expertise at the right time. Alongside that, my tasks will expand, stepping into a mentoring/coaching role. I want to share, especially with the junior team members, the wins, the frustrations, the countless “what just happened?” moments that shaped me into the recruiter I am today.

I am happy to continue my adventure at Treasurer Search, as Director Interim Services.

It still feels a bit surreal to write that down. But at the same time, it just makes sense. I’m ready to take on a bigger role in coaching my colleagues, sharing the knowledge I’ve worked hard to earn, and supporting others in their journey. My journey led to the expansion of the interim activities of Treasurer Search, in parallel our company is expanding into Germany, Belgium and Luxembourg, covering junior and senior permanent roles. Our team can benefit from my building experience there.

As to my own placement successes, I’m passionate about interim recruitment, and see how this market continues to grow and evolve. More and more companies are seeing the value of temporary expertise, but not all of them know how to approach it just yet. I’m excited to help guide them. The past year, especially, has shown how important interim solutions are becoming. And I’m proud that Treasurer Search has become a trusted name in this area. I’m also proud that we’ve done that without losing who we are, direct, personal, and always focused on quality.

So what made me want more from my role? Growth. Not just in title, but in impact. I want to keep learning, keep building, and help the people around me do the same. I’m looking forward to this new chapter, to continuing my adventure with the team, and most importantly, to staying true to myself while contributing to the success of Treasurer Search.

When our client reached out with an urgent need for an interim Group Treasurer, we knew this was going to be a race against time. Within just one working day, we scheduled an intake meeting with the CFO, Monday at 1:00 PM sharp. In just 30 minutes, we discussed the role, expectations, and budget. But then came the challenge: the client wanted profiles on their desk by Wednesday to schedule interviews before Friday. A tight deadline? Absolutely. But we love a challenge!

Without hesitation, we jumped into action. By Tuesday at noon, less than 24 hours later, we presented five top-tier Group Treasurer candidates. The client was impressed with the quality, though it made the selection process even tougher. By Wednesday, three candidates were chosen for interviews, which were swiftly arranged for the same day and Thursday. The final decision was made, the contract was signed on Friday, and by Tuesday, the selected candidate was already in their new role.

A high-speed placement, a happy client, and a satisfied candidate, that’s what we call a success story!

If you need a fast placement and can’t wait to hire a permanent employee, learn more about how can you bridge that gap with an interim manager or reach out to Ron to learn more.

At Treasurer Search, we’re all about connecting top treasury talent with the right corporate opportunities. But every now and then, a challenge comes along that pushes us out of our usual comfort zone. This time, it came from an unexpected place: a banking client.

Unlike our usual corporate treasury assignments, this one required a different approach. With a limited network in banking, it could have been a tough nut to crack. But thanks to our deep treasury expertise and the ability to move fast, we delivered highly qualified candidates in no time.

And the result? The client didn’t just find a match, they found THE match. It’s proof that when you truly understand the market, you can deliver results, no matter the industry.

Understanding the market, adapting to new challenges, and delivering results is what it’s all about!

If you’re looking for your next treasury hire, whether in corporate, banking, or beyond, let’s talk!

At Treasurer Search, while we are still expanding our presence in the German market, we’ve quickly built a strong network by engaging with both candidates and clients through events and ongoing communication. Our latest successful placement in Germany came through a long-standing connection—a candidate we’ve been in touch with for quite some time.

The role we filled was at the junior level, allowing us to connect with young, ambitious treasurers at the start of their careers. We’ve maintained relationships with many of them, building a steady pool of talent for future opportunities.

Identifying the right candidate required a proactive approach, as many professionals were content in their current roles and not actively seeking a change. However, by staying engaged and personalizing our search, we were able to find the right match. One notable trend we’ve observed is that junior candidates today have evolving salary expectations, prompting companies to adapt their offers to attract top talent.

The candidate we placed was looking for new challenges and greater career growth, which highlights an important point: companies that invest in professional development can strengthen employee retention in the long run.

This brings us to an interesting question: What matters more to you – financial reward or career development?

We wish our candidates all the best in their new role and look forward to continuing to expand our network of talented treasurers.

If we’ve helped you find your new job or next team member, please feel free to fill out our survey or leave a review.

Our client is a company we have worked with for over a decade. We supported the growth of their treasury team from 2 team members to currently over 10. Three of our consultants have warm relations with multiple contact persons and there is constant communication between our teams. When asked what is important in our cooperation our client mentions the warm relation, the quality of the candidates we present and our eagerness to succeed, measurable in the speed of our processes.

The matches of the month for this client are both interim projects. On the operational side in trade finance, we were able to find a candidate who, although he is overqualified, can and wants to help in achieving the next level in processes and systems. The assignment includes data entry as well as strategy.

The other is the group treasurer position that opened up while the jobholder moves to a CFO role. The interim candidate will defend the fortress as the CFO of our client is thinking about the priority list and direction of the treasury team. He has a long and solid track record at director level and can lead and support sub teams in operations, trade finance, investments and (project) finance.

Can I help you too in finding a perfect match? Feel free to get in touch.

The match of this month is one that did not materialize.

Clients with whom we have an inclusive agreement, get our services including a guarantee. This means, if the candidate leaves within 6 months, we find a new one at no cost.

Our client is looking for a right-hand person for a group treasurer. Together they will bring treasury to the next level, including a TMS implementation. This is a very appealing position for a medior level treasurer looking for more responsibility.

The labour market for junior and medior treasurers is very tight but we were able to present multiple candidates. Our client reached an agreement with a young talent who did not want to work in cryptocurrencies anymore because he considered the industry unreliable. Briefly, before he should have started, the placed candidate informed our client that his current employer offered him a higher salary and he changed his mind and wants to stay…..

This of course is a highly undesirable situation for our clients. And us. Luckily we agreed upon a guarantee beforehand and the leading consultant was able to present multiple candidates quickly. Meetings are scheduled and things are looking good. Hopefully, we can say soon that the solution has been found with a candidate who is even better than the original.

Can I help you too in finding a perfect match? Feel free to get in touch.

On a regular basis, we get the question of how we land our new assignments. Of course, there is not one source, it is social media marketing, events, and direct acquisition, and also the newsletter is one of the sources. What we can say is that the majority comes from our “warm network“. Also in the market which we entered only a short time ago: Germany.

About a year ago, we landed a new group treasurer assignment when a candidate we were in contact with about a role in Dubai, referred us to his CFO when he left. This of course only works when we do a proper job and find good successors. Our latest placement in Germany is a capital markets executive.

This assignment came through us after we invited the previous job holder to the FinanzSymposium in Mannheim. When he decided to take his next step, we were asked to find his successor. He mentioned our name and we gladly stepped in. And now we can celebrate successfully closing this role with a candidate we met before. For another position in Dubai…..

Can I help you too in finding a perfect match? Feel free to get in touch.

At Treasurer Search, we understand that becoming a CFO is a goal for many treasurers. To shed light on this path, we just finished a survey on the career paths of 50 CFOs who previously worked in treasury. We only scratched the surface and will keep on digging but already wanted to share some of the results with you.

Previous surveys show that transitioning from treasury into a CFO role does not happen too often. In comparison to group controllers, chief accountants and others, a relatively small number of treasurers make it to the board. And the treasurers are already a minority!

The findings in this survey reveal key trends in how these former treasurers transitioned into their executive roles. We found that nearly half of these CFOs started their careers directly in treasury, while the other half gained experience in other roles, such as banking, consulting, or audit, before transitioning to treasury and eventually to the CFO position.

The Role of Training and Education

A surprising finding? Only 9 out of 50 candidates completed treasury-specific training. For many, so it seems hands-on experience and learning on the job were more valuable than formal treasury education. We also see this with corporate treasury professionals in general, where the percentage of those who completed a treasury education is even lower. So translating ambition into education still remains a good investment.

Education did of course play a key role in their career advancement, with the most common qualifications being at the Master’s level. These degrees were in the fields of economics, business economics, and finance, with a few having backgrounds in related fields like law. We will invest further time to find out if the treasurers who became CFO more often have a postgraduate degree like CPA, MBA, RT and CFA.

CFO Transition Insights

As for when these CFOs reached their role, the average age was 43, with the range spanning from 32 to 57. This shows that the journey to CFO can happen at different stages in a career, though many treasurers make the transition in their 40s with a track record of over 15 years.

Of the 50 CFOs surveyed, 22 (44%) started directly in treasury and then moved on to become CFOs. This confirms that treasury can be a strong foundation for those aiming for executive roles, with many leaping without needing extensive experience in other areas.