Let me tell you a little story about a Head of Treasury role I recently came across…
The client, a major player in the IT industry, hired a generalist recruiter to find their next treasury leader. The recruiter slapped the job description onto LinkedIn and waited for the applications to roll in.
And roll in they did—all 372 of them.
Sounds promising, right?
Except… that not one of those 372 applicants was suitable.
The recruiter, who had never ever recruited a treasury role before, rejected genuinely qualified candidates simply because they didn’t fit their specific criteria.
And now the client is stuck. They’re back at square one. The perfect candidates have been rejected (and can’t be re-approached without paying a double fee), and their only option is to start over.
Why does this happen?
Well, generalist recruiters aren’t bad people—they’re just not specialists. They don’t live and breathe treasury. They don’t know the nuances of the field or what separates a good candidate from a great one.
So, while they might seem like the budget-friendly choice, they’re often the most expensive mistake you can make.
And how can you avoid making that mistake?
It starts with finding someone who truly understands the role—someone who won’t just copy and paste a job description into LinkedIn. They’ve got to know the skills and personality traits that make someone successful in treasury, as well as having the network to reach the right people directly.
When you know the industry inside-out, you don’t need 372 applicants—you need a shortlist of people who actually fit the bill.
And no, that doesn’t happen overnight. It’s the result of building relationships, understanding the market, and knowing where to look when the right person isn’t immediately obvious.
In short: quality over quantity.
Specialist roles need a specialist approach.
Whether you’re hiring or job-seeking, working with people who truly understand the field can save you time, headaches, and the risk of missing out on the perfect match.
And that’s entirely why The Treasury Recruitment Company exist.
P.S. The next time you’re tempted to post a job on LinkedIn and hope for the best, ask yourself:
Do you want 372 CVs? Or do you want the shortlist of candidates who aren’t just looking for any job—they’re looking for YOUR job.
Let me know if it’s the shortlist you want.
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If you have any more questions or need personalized assistance, don’t hesitate to contact us as our team of experts is ready to support you in all your recruitment needs.