The Story of the Treasury Career Corner

Connecting with people is key, especially in the world of recruitment where we try to match great candidates with great teams. In a recent interview on B2B Podcast Stories from the Podcast Marketing Agency with Guillaume and Hussam, our CEO Mike Richards, has walked through the story of The Treasury Career Corner and shown how niche podcasting can transform businesses. 

His podcast, Treasury Career Corner, has become a pillar of growth and networking in the treasury sector.

The Story of the Treasury Career Corner

The journey of the Treasury Career Corner podcast is a fascinating story that blends the niche field of treasury management with the expansive world of podcasting. 

The origins of the podcast

Launched by Mike Richards, the CEO of The Treasury Recruitment Company, the podcast has emerged as a unique platform for treasury professionals across the globe. 

It stands out not just for its specialized content but for creating a community where experts share their knowledge, challenges, and the evolutionary path of their careers in treasury.

At its core, the Treasury Career Corner podcast is dedicated to the intricate world of treasury management. This field, crucial for any sizable business, involves managing the organization’s financial assets to optimize liquidity, reduce financial risk, and support the strategic goals of the business. 

It’s a discipline that requires not only financial acumen but also strategic foresight and the ability to navigate complex global markets. However, before the advent of this podcast, there were limited resources for professionals in the field to share experiences or advice on career progression.

Mike Richards mission

Mike Richards, recognizing the gap in knowledge sharing and networking within the treasury profession, initiated the Treasury Career Corner. 

His vision was to create a platform that not only serves as an educational resource but also as a source of inspiration for both established and aspiring treasury professionals. By interviewing guests from various backgrounds, industries, and regions, the podcast sheds light on the diverse career paths within treasury, the challenges faced by professionals, and the skills needed to excel in this field.

In each episode of the podcast Mike:

  • Deeps dive into the guest’s career journey
  • Providing listeners with insights into how these professionals navigated their paths, overcame challenges, and achieved success in their roles 
  • Tell the tales of unexpected opportunities to strategic career moves 

And much more!

The podcast is rich with advice that is both practical and motivational. It emphasizes the importance of continuous learning, adaptability, and the need to stay abreast of technological advancements and regulatory changes that impact the treasury function.

From simple conversations to a Global Platform

Moreover, the Treasury Career Corner has become a platform for discussing the future direction of the treasury profession. 

With the rapid pace of change in global finance, discussions on the podcast also touch on how the role of treasury is evolving, the impact of digital transformation, and the skills that will be crucial for the next generation of treasury professionals. 

This forward-looking approach not only prepares listeners for future trends but also encourages them to think strategically about their career development.

A success story

The success of the Treasury Career Corner podcast can also be attributed to its community-building efforts. 

By fostering a sense of connection among treasury professionals worldwide, the podcast has created a supportive environment where individuals can learn from each other’s experiences. 

This community aspect is crucial in a specialized field like treasury, where sharing best practices and lessons learned can significantly impact an organization’s financial health.

Why the Podcast

The Power of Storytelling and Networking

Authenticity lies at the core of effective podcasting. Mike emphasized the significance of genuine engagement with guests, prioritizing meaningful conversations over scripted interviews. 

By fostering authentic connections, podcast hosts can cultivate trust and credibility within their communities.

Building Brand Authority Through Thought Leadership

Podcasting serves as a vehicle for establishing brand authority and thought leadership. Mike shared his strategies for positioning oneself as an industry expert through consistent content delivery and value-driven discussions. 

By sharing valuable insights and showcasing expertise, podcast hosts can elevate their brand status and attract new opportunities.

The Importance of Networking and Collaboration in Treasury

Podcasting opens doors to valuable networking and collaboration opportunities. Mike discussed the importance of leveraging podcasting to connect with industry peers, create partnerships, and expand professional networks. 

Through collaborative efforts, podcast hosts can amplify their reach and create mutually beneficial relationships.

Conclusion

In conclusion, the Treasury Career Corner podcast has carved out a unique niche in the podcasting landscape. 

Through its focused approach on treasury management, it has provided invaluable insights, fostered a global community of professionals, and contributed significantly to the professional development of its listeners. 

As the podcast continues to evolve, it remains a testament to the power of sharing knowledge and experiences in shaping the careers of individuals in specialized fields.

The State of the UK Treasury Recruitment Market

The UK treasury recruitment market is going through some challenging times!

There has been the long-term effects of coping with the changes BREXIT landed on the laps of treasury professionals, the medium-term effects of recovering from the pandemic and a whole new world of working in a blended age of hybrid work and as if that wasn’t enough there’s an increasingly unstable political environment as an election looms.

The economy does not know where to go next!

I do feel Europe and the US markets feel some of the similar problems but with a lack of BREXIT and some political change but the UK as a far smaller economy does seem to be languishing leading to a slower treasury recruitment market overall.

Often, we have been asked to simply “recruit-to-replace” staff in the same positions when staff have moved on rather than clients wanting to expand their treasury teams or seeking to develop their treasury functions.

They have retreated into their shells and only sought to recruit when they are forced to i.e. if a member of staff leaves, they try and spread the workload and cover internally before recruiting.

It is only when a second member of staff moves on and say they were a team of five people initially then they can cope with 4 BUT at 3 they struggle and then recruitment is often conducted in haste rather than fully planned.

If your team dropped by 20% and you were having to still do the same amount of work, you may be able to cover but if that becomes a 33% drop it becomes urgent in a matter of weeks not months!

Salaries in the UK treasury market have shown some moderate and steady increases in compensation, and whilst that does indicate a stable market, it does not make for a particularly buoyant market.

We have seen salaries keep pace with inflation but in in real terms, keeping pace is not any sort of increase!

When you examine the numbers more deeply and I do not think many employers have been looking too deeply and dare I say that has been deliberate in many cases rather than through ignorance. Then many treasury professionals have faced some tough times.

I would add that there has been consistency across the different levels of seniority in terms of salary rises. Unlike some European regions and the US, the UK has given a more consistent growth pattern across all levels of treasury roles and there has been a more balanced demand within the market itself for treasury staff.

Whereas in other regions, say in the US, there have been higher demand at the mid and semi-senior level, i.e. International Treasurer & Deputy Treasurer. In Europe, there has been higher demand at the operational levels and the more junior levels that has driven salary growth.

In the UK, we have seen a strong increase in terms of salary for Deputy and Group Treasurers, highlighting the importance of leadership within financial strategy, which is one of the key factors people have said when they are recruiting. But again, there has still been a ‘recruit-to-replace’ mentality rather than increasing the levels within treasury teams.

There also have NOT been an influx of NEW Group Treasurer roles as some of our rivals have spouted rubbish about!

If they have recruited all these brand-new Treasurer roles, then why aren’t they boasting all about it through lots of amazing testimonials from these brand-new Treasurers?

Why? Because its BS that is why!

They have been saying there has been high demand for Group Treasurers this year, and it has been busy please send us your CV’s / resumes. That is just them CV gathering. There has not been high demand.

Yes, there have been promotions. That has been the default. But when people are going to the external market i.e. trying to find new Treasury talent from other companies, it has been limited.

It has been a tough year in 2023. It is improving in 2024, but it is not a boom market by any means at the senior levels.

There has been a more moderate increase in salaries as people move from the Analyst level and then an increase in salary level for early to mid-managerial positions such as Treasury Manager.

Meaning that they are looking for treasury professionals who can take on leadership, who can supervise, who can lead, coach and train. But one of the things I would mention there is, how many organizations are providing that to their Treasury Managers?

How many organizations are saying, great. We would like you to train up the Junior Treasury Operational team, manage and train the Treasury Dealer, manage the Treasury Analyst, manage the Treasury Assistant.

Fantastic but what training are you giving them to be effective leaders of the future?

For many years, right the way across the treasury function, I see a lack of treasury training, and it’s something we have addressed, and we have partnered with a couple of organizations that when treasury professionals need more training about how to be trainers, how to be managers, that’s one of the key things that we’ve identified. So, we are going to be offering that more extensively in 2024.

Overall, within the UK market and within our survey, we have fantastic knowledge.

We have been operating in the treasury recruitment market for over 25 years. We have stable participant numbers in the salary surveys year-on-year.

There is a good mature market with established career paths within treasury, but the best thing for us as the treasury recruitment company is we know the market. We have the power of knowing exactly where salary stands.

We know intuitively, but also factually what the right salary is for and when you are recruiting a new Treasury Analyst, a Manager, Deputy Treasurer, or Group or Global Treasurer, and we know the difference between them because we have done it for twenty-five plus years.

This is what we do and what we continue to do. So, call us if you need help.

Thank you to all those who take part in our Salary Surveys. It is only with your input that we can offer the insights into the state of the Global Treasury Recruitment market.

We are aware that competitors create surveys simply to have something to talk about on LinkedIn with your support our 100% real survey, offers unique value – “we use real data from treasury professionals, to give a one-of-a-kind treasury salary survey for treasury professionals globally”.

Please share our survey within your treasury network – colleagues, team members, superiors. The few minutes they give to the survey make it the powerhouse it is to this day!

Any suggestions on its content or areas to be explored are welcome. With your help, every day we improve the survey, thanks for your support.

Please Take Part In Our Ongoing Treasury Salary Survey!

This comprehensive survey is the foremost benchmarking tool for Treasury sector salaries. It gathers data from Treasury professionals worldwide, ranging from Treasury Analysts to Group Treasurers. By participating, you’ll gain exclusive access to the full results at no cost.

We are gearing up for the 1st set of results for 2024, we invite you to join them. Upon confirming your status as a Treasury Professional, you’ll receive a complimentary copy of the latest set of results and you are then included from then on!

All we ask is that you update your salary information whenever you get a well deserved pay rise 😉

Take the Salary Survey   Find out more

The State of the European Treasury Recruitment Market

There has been a notable upward drive-in salary levels for junior and entry-level managerial positions within the treasury sector. Roles such as Treasury Analysts, Dealers, and Treasury

Managers have experienced significant salary increases ranging between 21% and 35%, underscoring the critical role these professionals play in managing a company’s cash flow.

This trend is particularly evident in the creation of roles such as Cash Managers and junior operational treasury positions across various European companies, where competitive salaries have become essential for recruitment success.

Several companies in Europe have had to adjust their salary offerings to attract the level of qualified candidates, as demonstrated by instances where positions, like Treasury Analysts, saw salary increases from €55,000 to €76,000, a 40% raise.

Similarly, we have seen Treasury Managers salaries with an average increase from €93,000 to €117,000, marking a 25% uptick.

Lengthy Recruitment Cycles Hampering Treasury Teams

Failure to offer competitive salaries has resulted in prolonged recruitment cycles, lasting between 3 to 6 months, prompting companies to reassess their compensation packages.

Despite challenges in illustrating the wide salary variation across Europe due to diverse economic conditions, Katie Hardie and I offer insights tailored to individual needs. It’s evident that economic disparities between regions impact compensation growth rates, emphasising the need for customised solutions rather than a one-size-fits-all approach.

The demand for Treasury Consultants, whether from consultancy firms or independent practitioners, remains high, especially for change projects, leading to substantial salary offerings. This demand underscores the value of high-level advisory skills, particularly in strategic financial risk management, and their impact on treasury and finance teams.

While the UK treasury market remains mature with limited newly introduced job opportunities, other European countries like Belgium, the Benelux region, Germany, and the Nordics have seen the emergence of new roles. Katie and I have been actively assisting clients in navigating these evolving markets.

We Foresee European Teams Recovering Before The UK

Our comprehensive salary survey has seen a significant increase in participants, reflecting our deep market understanding. Despite a modest average base salary increase for a Global Treasurer from €250,000 to €266,000, the doubling of participants strengthens our ability to negotiate competitive compensation packages for our clients.

Moving forward, European treasury teams are expected to continue growing with the creation of new positions, contrasting with the UK market where recruitment primarily focuses on replacements rather than expansion.

We encourage sharing the survey within your treasury networks to further enhance its impact and welcome suggestions for improvement. We strive to refine and improve our survey to better serve the treasury community. Thank you for your continued support.

Thank you to all those who take part in our Salary Surveys. It is only with your input that we can offer the insights into the state of the Global Treasury Recruitment market.

Our Treasury Salary Surveys are 100% Real!

We are aware that competitors create surveys simply to have something to talk about on LinkedIn unlike competitors’ surveys, our 100% real data approach ensures unique and reliable results.

With your support our authentic survey, offers unique value – “we use real data from treasury professionals, to give a one-of-a-kind treasury salary survey for treasury professionals globally”.

Please share our survey within your treasury network – colleagues, team members, superiors. The few minutes they give to the survey make it the powerhouse it is to this day!

Any suggestions on its content or areas to be explored are welcome. With your help, every day we improve the survey, thanks for your support.

Many thanks from me, Mike Richards, CEO of The Treasury Recruitment Company, I appreciate it!

Please Take Part In Our Ongoing Treasury Salary Survey!

This comprehensive survey is the foremost benchmarking tool for Treasury sector salaries. It gathers data from Treasury professionals worldwide, ranging from Treasury Analysts to Group Treasurers. By participating, you’ll gain exclusive access to the full results at no cost.

We are gearing up for the 1st set of results for 2024, we invite you to join them. Upon confirming your status as a Treasury Professional, you’ll receive a complimentary copy of the latest set of results and you are then included from then on!

All we ask is that you update your salary information whenever you get a well deserved pay rise 😉

Take the Salary Survey   Find out more

More highlights from the survey below;

Insights From Our Q1 2024 Treasury Salary Survey

So, salaries are rising, no surprises there but where are they going up most? This where our global treasury salary survey really offers the most invaluable insights for clients.

In the UK we have seen very moderate salary rises, in Europe there have much higher increases and in the USA in extremely high growth cities and expensive cities such as New York, and up and down the East Coast, the West Coast in California, we are seeing some exceptional increases in salary levels to acquire the right talent.

Overall, there are rising levels of compensation driven by geography not that surprising, but I think the pay rises demonstrate the value of treasury, and its people recognizing that if they want to get the best treasury staff, they must pay them often a premium to secure the brightest talent too!

Treasury is really being recognized as a specialized discipline and the value treasury professionals offer. When treasury was recognized as a specialist discipline 20 years ago, I saw treasury professionals earning a premium salary. People were saying treasury, which is special, we need to pay more for those people, great news they said, it also happened in areas such as tax. It offered far higher salaries than professionals who worked in general finance.

But a serious downside emerged, many treasurers became ‘separated’ from the business. They were seen as specialist providers who were often seen as being slightly outside of the mainstream of the business itself, they were money managers / risk mitigators in the corner office.

Treasury has spent, the past 10 to 15 years trying to get back into the business mainstream and it is finally doing it. Not always, but they are finally ‘re-integrating’ into for the most part!

I think that’s key, and our surveys highlight the fact that the strategic treasury positions do demand a higher salary if you want the right specialists in place. But the same can be said for others in the finance team. You want a strong CFO; you are going to pay more for them, if you want a great treasury person, the same, if you want a great tax person, the same again.

So, I think, again, that is one of the things you notice here. Our surveys span the globe, but we are always here to give individual advice about a country or region within a specific territory.

If I’m a client or candidate, can you offer me individual advice?

We are often asked by clients and candidates; can you advise us about salaries in our local area?

Yes. We can do that. That’s why we are here!

We can help if you want to know;

  • How does my salary compare to Central London?
  • How does it compare to Brussels, Amsterdam, the Netherlands? Benelux?
  • How does a different part of the country across Europe compare?
  • What are salaries doing in the Middle East?
  • What are salaries doing in the USA whether that’s West Coast, Midwest, or the East Coast?

It all varies widely. But that is why we are here because we talk to Treasury professionals across the globe.

Our survey shows the growth rates across each of the salary levels, each of the levels, and the different local and global economic conditions all impact treasury compensation.

To illustrate this if I take one example of the most senior level position in our survey, Global Treasurer / Treasury Director. It is interesting as in certain regions one might look at the figures and say the salary level has dropped. For instance, in the 2024 survey the average salary of a Global Treasurer / Treasury Director in the UK was around £320,000 but then in the survey it dropped to £300,000.

But it didn’t drop. What happened was that as our pool of participants at the senior level expanded, in this case the survey sample grew from 18 to 25, it gave us more distinct average of what a Global Treasurer in the UK earns.

When you compare it to our US sample, the average salary with 35 participants in 2023 was circa $390,000 and it stayed the same even as the sample size increased to 61participants, the average salary was $392,000. Showing that we have the right median.

That is one of the key things that we possess this knowledge as we grow and expand, and we continue to survey the market. We have these different levels and at the other end of the scale at the most junior level there are Treasury Analysts / Dealers.

Depending on the levels, again, in the US, our survey showed that the median shifted, from $91,000 to $88,000. But the actual survey sample size nearly doubled. So, what we are showing is we have incredible insights into the state of salaries throughout all levels of treasury – if anyone needs individual advice, we are here to give that as well as that is one of the things we do.

So it’s just about my salary then?

Salary is one factor, and the numbers say one thing. However, it is not all about the numbers. That is what we have always said. Salary does not actually determine whether someone stays with your company or leaves.

We survey the market. There are several factors.

Yes salary is part of the decision-making process behind someone moving on but equally soare the non-monetary factors. Treasury professionals want roles that not just come with reasonable levels of reward, but also a supportive boss, supportive management and team, a clear progression path.

We get this by, once again, finding out that the top reason people leave is not because of salary. It is because they are not being satisfied in the work that they do.

It is often at a later stage, when they are not being rewarded enough that becomes the tipping point to someone decided to move on. Before that, our salary surveys show time after time, it is about having a good boss, having work that they enjoy. Salary, depending on the groupings is fourth or fifth, in terms of why people are looking for a new role.

“I BELIEVE REMOTE WORKING IN TREASURY WILL DIE OUT!”

As well as job satisfaction per se, I have talked and been interviewed about my thoughts about the new world of hybrid. And I have said before and I will again, that the world of remote work in treasury will die out.

It is dead. 100% remote working within treasury, I do not think is going to last in the future. I think it will die out because treasury by its very nature is a collaborative discipline.

There are some more specialized disciplines within finance, which I think do lend themselves more readily to remote working. However, I do not think that is the case with treasury.

Treasury professionals want to collaborate and work with each other for anywhere between 2 to 4 days a week. But the 4-day week will be infrequent rather than an ‘all-the-time’ arrangement – the general average is 2 to 3 days in office.

This means that people are working as a team. They are growing as a team. They are training as a team, and they are very collaborative in the way that they work.

It is a blend of both on-site whilst adapting to couple of days a week being more task focused, and that’s where treasury is adaptable. As employers you need to embrace the idea that they have set ups that allow for a blended office work experience with teamwork and on-site not being mandatory, but rather encouraged and embraced when necessary.

Our treasury salary survey gives amazing insights into salary levels. We often disagree with some of the thing’s economists say about percentage increases between this quarter and the next.

One example is that I recently saw a survey that said in general, base salary levels are rising on a quarterly basis by 5%. I have not seen those rises.

Pay rises are more granular, and it is more complicated than just broad-brush strokes saying, oh, there has been a 5% rise in overall salaries everywhere.

There might be at certain levels. There might be a 10% rise at certain levels within certain specialist treasury positions, but treasury is a specialist discipline.

To conclude, our survey gives amazing insights into not only salaries, but also the treasury profession.

It highlights why Senior Finance professionals, whether they are Treasury Managers, managing mostly junior members of the team through to Global Treasurers or indeed CFOs need to embrace new work models, technologies, and think about how to help the finance professionals within their organizations function and stay effective within what is a still fluctuating economic backdrop.

Both individuals and organizations alike, particularly within the treasury arena, need to adapt to these emerging changing emerging trends.

Flexibility, technical technology integration, and a renewed focus on job satisfaction are going to be key in attracting and retaining treasury talent within the corporate treasury sector, not just for this year, but for years to come.

Final words

Thank you to all those who take part in our Salary Surveys. It is only with your input that we can offer the insights into the state of the Global Treasury Recruitment market.

We are aware that competitors create surveys simply to have something to talk about on LinkedIn with your support our 100% real survey, offers unique value; “we use real data from treasury professionals, to give a one-of-a-kind treasury salary survey for treasury professionals globally”.

Please share our survey within your treasury network – colleagues, team members, superiors. The few minutes they give to the survey make it the powerhouse it is to this day!

Any suggestions on its content or areas to be explored are welcome. With your help, every day we improve the survey, thanks for your support.
Many thanks from me, Mike Richards, CEO of The Treasury Recruitment Company, I appreciate it!

Please Take Part In Our Ongoing Treasury Salary Survey!

This comprehensive survey is the foremost benchmarking tool for Treasury sector salaries. It gathers data from Treasury professionals worldwide, ranging from Treasury Analysts to Group Treasurers. By participating, you’ll gain exclusive access to the full results at no cost.

We are gearing up for the 1st set of results for 2024, we invite you to join them. Upon confirming your status as a Treasury Professional, you’ll receive a complimentary copy of the latest set of results and you are then included from then on!

All we ask is that you update your salary information whenever you get a well deserved pay rise 😉

Take the Salary Survey   Find out more

Salaries & Recruitment Insights into the US Treasury Recruitment Market

I have been thrilled with the growth of our participant numbers in the US. A 50% improvement between 2023 and 2024. Once again, this gives us a greater insight I to the different salary levels, and it helps us offer more concrete advice to our clients.

When we say to them, we know the average salary of a Treasury Analyst / Dealer is from 35 in our sample. Whereas when we have 57 in our sample, it means the advice we give is more powerful because we have a greater sample size. And that continues across all levels.

At our Global Treasurer / Treasury Director level, our sample size has risen from 35 to 61. And once again, with a total compensation package of $390,000. And its barely shifted, but the fact is, we know that is the typical average salary for a Corporate Treasurer in the US.

There has been strong growth across the whole spectrum of treasury roles from entry level Analysts through Managerial levels up to Senior Directors showing robust demand for treasury. But in the US market, the competition for us in terms of recruitment is still the lack of knowledge of the specialist service we provide.

The Default Setting for HR Teams Is LinkedIn

The default setting for many HR and talent teams in the US for recruiting treasury staff is LinkedIn.

We have often seen clients sift on LinkedIn for 3 to 6 months, unsuccessfully, come to us having had a 100 to 200 responses often. And yet we have been able to fill the position by knowing the best 12 people in the market, putting them forward.

And then next thing we know, we make a placement.

The US’s diverse economic landscape is mirrored in the compensation growth across a range of different treasury positions. But geography is not the only factor. It is a key factor. But at the end of the day, the number of roles, once again, we have seen some roles average out, if you like, in our survey. Not showing a huge increase in salary, for instance, at the Deputy Treasurer level, because several Deputy Treasurers have remained on similar salaries.

However, what I have been seeing is that a few Deputy Treasurers have been promoted, and they have taken on the next level of role going from Deputy Treasurer to Group or Global Treasurer. You have also seen other Assistant Treasurers moving from the Assistant Treasurer roles.

They are paying at the sort of $190,000 range up to around $200,000 to 220,000 range. But I have seen quite static salary levels right across from the upper managerial levels, i.e. Assistant Treasurer and right the way through to Global Treasurer.

So, salary levels have not increased hugely. What I have seen, as I have said in the overall summary, is that roles

themselves have changed drastically from a 100% in the office to number of Treasurer positions, 100% remote.

Do I think this will last? No.

I think Treasurer roles will become 2 to 3 days a week in the office to help guide, manage and most importantly mentor their teams.

Do I think that is the right balance? I do.

I think if someone is demanding that people are back in the office 5 days a week, it is a disadvantage to any employer to have that as it is a negative statement to say to potential applicants, you must be in the office 5 days a week.

You might have a long list of say 100 people before if you insist on 100% in-office this list drops to 10 to 15 if you are lucky! It is not a practical way to think about it.

One needs to review and think, how am I going to recruit this role? Again, that is where we can give realistic advice.

Base salaries for all levels of roles within the US have increased across the board. However, packages themselves have consistently remained consistent, i.e. value-added packages have not really increased. What I have seen is several clients have been saying, I am not going to make a move this year simply because this will be the first time, I am collecting a decent bonus or a bonus in many cases post COVID.

They got zero bonus during COVID or an exceptionally low bonus. They were being told they are lucky to have a role. Then the year after COVID it started to get back to normal. The year on from that, which is this year, they are now starting to go, okay.

Now I would like to get some more bonus, please, or I would like a decent increase in my package. Well, no. You are not going to get it. Okay.

We are getting an absolute influx of resumes from senior treasury professionals desperate for their next move. So once again, if you are looking for people, looking for senior candidates, just give us a call. We would love to help.

We are aware that competitors create surveys simply to have something to talk about on LinkedIn unlike competitors’ surveys, our 100% real data approach ensures unique and reliable results.

Our Treasury Salary Surveys are 100% Real!

With your support our authentic survey, offers unique value – “we use real data from treasury professionals, to give a one-of-a-kind treasury salary survey for treasury professionals globally.”

Please share our survey within your treasury network – colleagues, team members, superiors. The few minutes they give to the survey make it the powerhouse it is to this day!

Any suggestions on its content or areas to be explored are welcome. With your help, every day we improve the survey, thanks for your support.

Thank you to all those who take part in our Salary Surveys. It is only with your input that we can offer the insights into the state of the Global Treasury Recruitment market.

Please Take Part In Our Ongoing Treasury Salary Survey!

This comprehensive survey is the foremost benchmarking tool for Treasury sector salaries. It gathers data from Treasury professionals worldwide, ranging from Treasury Analysts to Group Treasurers. By participating, you’ll gain exclusive access to the full results at no cost.

We are gearing up for the 1st set of results for 2024, we invite you to join them. Upon confirming your status as a Treasury Professional, you’ll receive a complimentary copy of the latest set of results and you are then included from then on!

All we ask is that you update your salary information whenever you get a well deserved pay rise 😉

Take the Salary Survey   Find out more