Let’s be honest…
Most job descriptions are awful.
Often they’re outdated, dull, and some are ‘borderline’ meaningless.
In the battle for treasury talent, you’re losing before the opening salvo.
Great candidates won’t apply – and why should they?
A few weeks ago, a client proudly handed me their “new” JD.
I glanced down.
Something looked ‘off’ – the description seemed similar to one I had recruited for them previously
I checked the ‘hidden’ properties in the document (which is easy BTW – go to File>Properties) and hey presto, I was right!
It was the document I last edited & wrote for them back in 2017.
They literally meant to change the details (but forgot) and sent it back to me.
We call these bottom-drawer JDs. Pulled out, dusted off, and expected to do the job of attracting top-tier treasury talent in 2025.
And BIG SPOILER ALERT… they don’t.
You’ve got to remember you’re not just selling a vacancy.
You’re selling the next chapter in someone’s career.
Good candidates want to know:
- What’s the story of the team?
- What’s the CFO like?
- How is this role going to evolve?
- What’s the real opportunity here – not just the tasks, but the trajectory?
But most job descriptions don’t reflect that. Instead, they’re glorified task lists recycled by HR from years ago.
Here’s how we fix that.
We take the old description, ask three key questions, and turn it into something you’d actually want to read:
- Why would someone smart take this role?
- How will this job move their career forward?
- What will they build, influence, or lead in year one?
We call that the sexy JD.
It’s not fluffy. It’s not flowery. It’s just clear, compelling, and future-focused.
In a market where good candidates are more selective than ever, it makes a huge difference.
And here’s another thing to remember…
The BEST candidates are not just looking at job ads.
They’re stalking your team on LinkedIn…
They’re checking the CEO’s last post…
They’re looking for signals about whether you’re serious about Treasury or just ticking a box.
If your team’s profiles are half-empty or full of corporate waffle, they’ll spot it.
Good candidates research hard, so give them something worth finding.
Because if your job description says “dynamic” but your team looks invisible, the story doesn’t add up.
Best regards,
Mike
