Over the next 8 weeks, I’ll be travelling 21,000 miles to make sure of it.

Let me explain…

I had a different newsletter planned for today. But over Easter, I stopped and reflected…

In 4 days’ time, I will get on a plane to host my next Treasury Career Corner Podcast LIVE panel at TEXPO, in Dallas, Texas.

A week later, I’m back.

8 days after that, I’ll head to the West coast of the US.

In May it’s Dublin. Then Amsterdam. Then London.

That’s a lot of air miles. But it’s worth it.

When I was thinking about this it reminded me of a discussion I had with Jim, a senior treasury professional and a great friend to the business, who I caught up with when I was last speaking at the Windy City Summit Conference in Chicago.

Jim came up to me and said: “Mike, you seem to be everywhere at the moment!”

I said, “I’m not everywhere… I’m just where you are. I want to be here in the room with you.”

He smiled and said: “That makes sense. You do all this travel so you’re here with us. You’re not just talking the talk, you’re walking the walk.”

Early in my career, I used to think getting on planes all the time would be brilliant. Then you hit your third trip of the year… your third airline meal… and you realise it’s not quite as glamorous as you imagined.

So, what makes it worth it?

Being in the room with treasury professionals.

Here’s the reality…

I see people talking about how important it is to network with treasury professionals.

Recently, one of my competitors said exactly that.

But then in the next breath they told me they hadn’t met a single treasury professional face-to-face in the past 4 months.

That’s not networking. That’s talking about networking.

But credibility comes from showing up, not from sitting in your home office!

I did get asked recently whether I thought I was spreading myself too thin?

No, I replied. I’m backed by a great team.

My job is to be where you are.

Meeting you. Talking to you. Understanding what’s going on.

Right now, that means:

• I’m working on roles in Texas, so I need to be in Texas.
• I’ve just started recruiting a new role position in Atlanta. So, when I head to KYRIBA LIVE on the West Coast in 3 weeks’ time I will be meeting candidates who are based in Atlanta.
• Plus, the treasury professionals who I’m meeting over the next 3 weeks are often open to relocating for the right role.

This is a link to the position I’m recruiting in Atlanta, GA – CLICK HERE

These aren’t LinkedIn conversations. They’re real conversations, face-to-face.

Here’s what the next 8 weeks looks like

• TEXPO, Dallas, Texas: 750+ treasury professionals
• KyribaLive, West Coast, USA: 900+ treasury and finance leaders
• NeuGroup West Coast, USA: 100+ treasury professionals
• Dublin: 70+
• Amsterdam: 80+
• London: 100+

That’s over 2,000 treasury professionals. In 8 weeks. In the room.

And yes, there’s a cost to that…

• UK Dallas return: ~9,500 miles
• UK West Coast (US) return: ~10,800 miles
• UK Dublin return: ~900 miles
• UK Amsterdam return: ~650 miles

That’s over 21,000 miles travelled. Back and forth. Then back again.

But I’m happy to do it.

Because it let’s me see what’s happening in treasury. I hear what’s really going on, what’s keeping you up at night, where your team is stretched, the challenges you’re facing when hiring or looking for your next role.

And rather than just listen, it let’s me help and advise. I can connect you to opportunities, and to the people you need in your team.

Plus, that’s how I hear about roles as well. Because I’m there. In the conversation.

We talk about your treasury career, where you are now, what’s missing, and where you want to get to.

And I don’t only meet with candidates; if you’re someone who’s hiring, I can find out what challenges you’re seeing, who you’re really looking for, and what you need to do to attract the right talent.

I can find out ALL of this because I’m sitting with treasury professionals all day, every day, in the same room, having the conversations others aren’t part of.

So when people ask why I keep getting on planes – why I’m spending time in rooms with 50, 80, 100 treasury professionals at a time…

It’s simple.

This is where I do my best work. This is where I understand you.

And honestly, it’s my happy place.

Best regards,

Mike

P.S. If you’re coming to one of the upcoming events, come to my sessions. Come and find me. Let’s grab a coffee or a beer. Let’s have a proper chat about your treasury career and how I can help you or your team.

10 years ago, I wrote 2 articles called ‘The Do’s and Don’ts of Sending Me Your CV’.

They were blunt. Slightly ranty in places. And very clear.

They also didn’t land…

A decade later, people are still sending me any old rubbish.

So I thought I’d try again with a refreshed version for 2026, and a few new additions that didn’t exist back then.

Let’s start with the one that refuses to die:

DON’T send me your CV if you’re copying in 10 other recruiters and opening with “Dear Everyone”.

That email tells me you’re looking for any job, anywhere, no thought behind it.

Treasury careers don’t progress like that.

DO send me your CV if you want a proper conversation about the next step in your career…

Send your CV directly, explain why you’re reaching out, and tell me what you’re actually looking for. Or better yet, go that step further…

Call Me! 

Give me a buzz, we can have a chat.

The next one is still painfully common…

DON’T send me your CV if it’s completely generic, along with a generic cover letter.

How do you know it’s generic?

If I can lift your opening paragraph and paste it onto someone else’s CV without changing a word.

Overused phrases like “motivated”, “flexible”, “team player” have been meaningless for at least twenty years.

They tell me nothing about how you operate in treasury or what problems you’ve solved.

Which brings me to personal statements…

DON’T send me your CV with a personal statement.

I hated them ten years ago. I still hate them now.

The amount I read “I am a flexible, motivated individual who has great attention to detail” is genuinely shocking.

It’s even more shocking when I see detail spelt detal…

Personal statements split opinion down the middle. Some readers tolerate them. Others bin the CV immediately. So that’s not a risk worth taking.

THIS IS WHAT YOUR RESUME IS THERE FOR……

It’s been my experience that whilst 50% of your readership don’t mind a Personal Statement, 50% dislike or in many cases hate it!

Great let’s flip a coin!

Heads   they think I’m OK.

Tails    I’m in the “NO” pile of paperwork

Greatttt, you’ve applied for 10 jobs in the past 3 months.

Now you know why 5 never called you for interview.

Also please note I don’t think I have ever had a client ever say.

“Mike I wish the candidate had told me a bit more about some of their generalised attributes and why they were an all-round good person!”

Your resume is there to tell me your story

DO send me your CV with a short, specific summary that makes it clear why you’re relevant to this role. Not who you are in general, but how you will solve the problem in front of the hiring manager.

Another one that hasn’t changed: tailoring.

DON’T send me your CV if you are applying for a specific role and it isn’t tailored to a role…

If you haven’t read the job description and adjusted your CV to reflect what the role actually needs, it shows.

DO send me your CV if you have read the job advert and tailored your CV to it.

Highlight where:

• Your experience relates to the position
• Your achievements intersect with the role
• You are a match to the role!

The person reading your CV wants to find the right person for the role – make it easy for them to say yes to you!

Now for 2026 onwards…

AI.

Used properly, AI can be genuinely helpful.

I’ve seen candidates use it well to review structure, tighten language, check whether their CV actually reflects what a role is asking for.

They add their CV (without personal address and contact info, of course!) and ask AI to tell them to match their CV to the role and create a list of the top 3 areas where they align. It makes it easy for the reviewer to say yes and send them through to the next round.

But used badly, it’s obvious within seconds.

DON’T send me your CV if it reads like it was written entirely by AI.

You might think it’s “polished”, but more likely it’s filled with empty language and no real substance. It gets ignored just as fast as a bad cover letter.

AI should help you clarify your experience, not invent it or smooth it into something generic.

And one important rule once again if you are using AI: don’t upload anything you wouldn’t be comfortable putting on a public noticeboard.

Strip out your contact info and confidential information. If you wouldn’t hand it to a stranger, don’t feed it into a system you don’t control.

Now, to finish up, a couple of quick-fire irritations while I’m on the topic:

• Seventeen-page CVs still land in my inbox. War and Peace has already been written. Your CV doesn’t need a sequel.
• Spelling still matters. Comb through; just hitting spellcheck isn’t always enough.
• Listing “Microsoft Office” as a skill in a senior treasury CV does you absolutely no favours. In treasury, it’s assumed. Calling it out is like saying you know how to open an email.
• If you don’t have the right to work where the role is based, or you’re applying for areas we don’t cover, no amount of clever wording will fix that.

The CVs that stand out haven’t really changed much in ten years. They’re clear. They’re targeted. They show impact. And they respect the reader’s time.

I’m still here to help people move their treasury careers forward. That part hasn’t changed either.

But if you’re going to send me your CV in 2026, please at least give it a fighting chance before you hit send.

Best regards,

Mike

P.S. If you want a look at the kind of CV I’d be happy to see land on my desk, we’ve got CV templates for six different treasury roles you can access for FREE here.

If treasury recruitment has felt slow, hesitant, even a bit stuck, you’re not imagining it.

But I don’t think it’s been a hiring crisis. It’s been a waiting game.

To set the scene…

2025 was brutal. Tariffs, trade wars, uncertainty everywhere. And then AI suddenly started appearing in every conversation.

2 years ago, most people didn’t know AI was even on the horizon!

Now we’re all trying to work out how to use it on top of an already demanding day job.

Layer that on top of treasury responsibilities, you can see why people haven’t rushed to move companies.

Remember, Treasurers are NOT risk-averse BUT they are risk-aware!

They’re looking at the market and thinking the waters are choppy, the workload is heavy, and I’ve got a lot of responsibility right now…

This is not the moment to move roles.

So, they wait until things settle down, until they’ve got a bit more control, the markets are more settled and calm…

Then they’ll be able to properly commit to a job search.

That’s what’s happening. Many professionals who were open to a move have stayed put. 

They are passively looking, keeping an ear to the ground, but not actively pushing forward. 

And that creates a strange dynamic from the outside…

It starts to look like there’s no talent. No movement. No one applying.

Recruitment within Treasury relies upon treasury talent moving roles.

Then there is a domino effect.

One person moves, an opening is created, someone is promoted then a gap opens behind them, and so on…

BUT

Yes! That’s a big BUT – if the first domino doesn’t fall, everything behind remains static.

I’ve seen this first-hand on some of the senior campaigns we ran last year:

When a great role came to market, there was an avalanche of responses, and not just from random candidates – there were some great treasury professionals desperate to develop their treasury careers!

There was so much pent up demand from treasury professionals to move positions – they were fed up and wanted a move, no matter where.

There’s a lot of pent-up frustration when the market isn’t fluid.

But the key point to remember is:

The talent hasn’t gone away, it’s just waiting.

Many treasurers have been in their roles for 5, 8, even 10 years.

They’ve done what they set out to do, but they’re cautious about making the wrong move in an uncertain environment…

So, they’re holding their ground, doing their jobs, and watching for something that genuinely moves their career forward.

That’s why hiring has felt harder.

Now the dust is settling, it feels a little bit more open again…

I’m hearing more people say they’re willing to entertain the right opportunity if it comes along.

Often, the right role isn’t always obvious until you actually see it. 

Many people don’t know they’re interested until a conversation starts and they realise it’s a challenge they hadn’t previously considered.

So if you’re a candidate, there’s no need to force a move just because the calendar says you should. But staying close to the market is still important.

If you’re hiring, it’s worth remembering that this hasn’t been a shortage of talent. It’s been a confidence and timing issue. The right people are there, they’ve just been waiting for the right moment. It’s been a bit of a waiting game.

And we’re always here if you need advice!

Best regards,

Mike

P.S. If you’re in that “waiting” phase and you want advice, but unsure whether now’s the right time – drop me a message, let me know what you’re holding out for.

I might be able to find it for you!

At the end of the Treasury Career Corner LIVE in New York last week, I said something to the room that had been on my mind all day.

(And if you’ve ever organised an event, you’ll know this feeling).

In the hours before it began, the emails started to come in…

• “My dog ate my homework.”

• “I’ve sprained my toe.”

• “Something’s come up… I can’t make it.”

Now, I understand. Life happens and there’s always something else you could be doing.

But I’ll be honest with you, sometimes the hardest moment as the host of an event is when you walk into the room and see an empty chair.

You know that those seats could’ve been filled by someone who would have gained real value from being there.

And for a moment, that’s where your mind goes.

But then I stopped myself…

I looked at the faces in front of me instead. Not the empty chairs.

Over a hundred treasury professionals had made the effort to be there. They’d travelled across the city, or across the country in some cases. 

They’d taken time away from their day jobs, their families, their evenings.

And they were there for one reason – they were investing in themselves and their own treasury careers!

I said to the room:

“Actually, I feel a little bit sorry for the people who didn’t make it. They’ve missed this.”

Yes, they can listen to the podcast afterwards…

But listening later isn’t the same as being there.

They miss the conversations in the room. They miss the one-to-one chats afterwards. 

They miss meeting someone who might become a future colleague, mentor, client, or friend.

That’s where the real magic happens.

At the end of the evening, we thanked the speakers, as we always do. But I also asked everyone to thank themselves for being there.

Every single person in that room had made the decision to show up. And that matters more than people realise.

Careers rarely move forward because someone stayed at home thinking about opportunities. 

They move forward because someone went to the event, had the conversation, and met the person they weren’t expecting to meet.

Over the years, I’ve seen it happen again and again…

A quick chat over a drink turns into a job lead.

A conversation with a speaker turns into mentorship.

Two treasurers swap stories and stay in touch for years.

None of that happens if you don’t walk through the door.

So if you ever find yourself deciding whether to attend something like this, remember:

The value isn’t always in the presentation. It’s in the room.

Best regards,

Mike

Here’s a riddle for you…

You’ve got two treasury professionals:

Similar experience, same level of technical ability. Both are great at their jobs.

5 years later, one is a Treasurer running major transactions and shaping strategy.

The other is still a Deputy Treasurer, and still regularly being overlooked for promotion!

What’s happening?

It’s not about IQ.

It’s not about who works harder…

It’s about how visible, connected and understood they are inside the business.

Being technically strong is the baseline – that’s your day job. It’s what you’re paid for.

You manage liquidity, funding, risk, systems, cash flow. You do it well and you’re seen as a safe pair of hands.

But safe hands don’t always = Future Leader.

What I consistently see is that the people who progress faster make a deliberate effort to build relationships across the organisation…

They don’t just know their own function, they also know who sits in tax, financial control, procurement, investor relations, legal, etc. They know who to call when something urgent needs aligning. And perhaps more importantly, those people know them.

One treasurer who’s a great example of this is Keith Gaub, now Assistant Treasurer at Bristol-Myers Squibb:

He moved from banking into corporate treasury, which, on paper, looked like a step sideways, or even backwards to some. But really, it’s set him up for a much broader career.

And in his case, what stood was how intentionally he built partnerships across the business and externally.

They recently executed a major bond deal towards the end of 2025; it was a challenge…

But things moved because he already had strong relationships in place. Tax, financial control, investor relations – he knew who to involve and how to bring people with him.

That kind of network doesn’t appear overnight.

And that’s often the dividing line.

So, which are you?

1: A treasurer who focuses entirely on delivering their remit – doing it well and reliably, but staying firmly within the treasury circle.

Or…

2: You do the same technical job, but you invest time in understanding how the wider business works, attending cross-functional meetings, and maintaining external relationships with banks, advisors and peers.

Because when larger opportunities come up, leadership aren’t just looking for who is technically capable. They want someone who can influence and represent the business externally.

This is why professional networks matter so much. If you’re in the area and looking to expand yours, here’s some of our upcoming networking events you can attend:

• Treasury Career Corner LIVE, Dublin, Ireland, Thu 21st May, 2026
• Treasury Career Corner LIVE, Amsterdam, Netherlands, Thu 28th May, 2026
• Treasury Career Corner LIVE, London, Thu 11th June 2026

If you’re looking at your career and wondering why progress feels slower than expected, it’s worth asking a simple question: who across the business would immediately think of you when a major project lands on their desk?

That answer often tells you more than any performance review.

Best regards,

Mike

I was reviewing a LinkedIn profile for a senior treasury professional. I knew they had a strong career, were well respected internally, and had good experience across several large organisations.

And yet, they were getting very little inbound interest.

So, what’s going on?

Well, when I looked through the profile, I realised it was exactly what I see time and time again…

It read like a CV.

Chronological, accurate, and sensible – but not compelling.

LinkedIn is not an ‘online-version’ of your CV or resume!

It’s a sales page for you and your “brand”. And I’m sorry to break it to you… whether you like it or not, now everyone has a “brand”, and if you don’t take charge of it then you are risking that others will do it for you.

So, when someone arrives on your profile, the question in their mind isn’t “What has this person done?”

It’s “Do I want a conversation with this person?” OR maybe it’s  “What can this person do for me?”.

That distinction is where many senior treasury professionals lose visibility.

You can list all the duties and skills you like, but without context, they don’t know what you have achieved as a treasury professional.

You need to show where you actually made a difference.

Recruiters, hiring managers and even random HR generalists aren’t sitting around studying profiles line by line. They skim.

If they can’t immediately see how you could be a match for the role they are recruiting, then they move on straight away.

That’s why your profile is so important.

Now, if it feels like I could be talking about your LinkedIn profile here too, it’s probably time for an update.

So, let’s talk about the practical side of updating your profile:

If you change everything overnight, LinkedIn shouts about it.

Colleagues notice. Bosses notice. That’s not always what you want.

Making changes gradually over a few weeks keeps things discreet whilst improving how you’re positioned and will attract the attention you might want.

Simple things make a difference too…

A current photo. A banner that says something about your professional identity. A headline that explains the scope of your role rather than just the job title…

I came across an excellent checklist recently by Joe Lander which basically covers it all. It’s about reviewing every section of your profile when you start a new role – the kind of housekeeping many people skip, but it shapes first impressions long before a conversation happens.

You can view the list here.

Now, you might say: “But Mike, what if I’m not looking for a new role?”

Well, no problem… But what if a new role is looking for YOU?

The wider point is this:

Experience on its own doesn’t generate visibility. 

If your profile reads like a static CV, you will be lost to the onward scroll.

Treasury professionals who attract steady inbound interest make their impact clear and easy to grasp.

They show the scale of what they’ve handled and the problems they’ve solved, so that when someone skims their profile, the relevance is obvious within seconds.

That’s often the difference between being respected internally and being visible to the wider market.

Best regards,

Mike

P.S. Is your LinkedIn profile due an update? Here’s a summary of what to do:

• Your profile photo should be recent
• Get a banner that says something about YOU
• Add a headline that actually explains your role
• Spread these updates out over a few weeks
• Don’t just list your responsibilities; add context to show where you made a difference

I’ve been hearing a new phrase a lot lately: “AI slop.”

It’s the term being used for content that’s entirely AI-created.

We’ve all seen it: synthetic voices, generated scripts, no human presence. Podcasts created in bulk. Articles written at scale. Images produced on demand.

One shocking example I’ve come across is a so-called “podcast factory,” reportedly producing 3,000 episodes a week, all with the aim of racking up hits rather than offering anything of value.

Maybe I should be worried. But to tell the truth, I’m not.

You see, I think people are already growing wise to it…

If you’re anything like me, as soon as you get a whiff of something being fully AI-generated, you switch off. 

I’ll read a few lines or listen for a few seconds, and if I suspect there’s no real person behind it, I’m out.

That’s why our podcast works: it’s real.

Every episode is a conversation with an actual treasury professional.

Real careers, real challenges, and real stories from people who have lived it.

That’s something AI can never do.

Now, don’t get me wrong, AI has its uses…

I use it as an editing tool to clean up audio (mostly removing the “ums” and “ahs”). But it never creates the content.

If I ever did that, I know I’d instantly ruin all the hard work I’ve put in and lose all the trust I’ve built. Because people would know in an instant.

Simply put, you can’t fake experience. Especially not in treasury…

We’re in a profession built on nuance, responsibility and context. Careers don’t follow scripts. And the people doing the job don’t speak in generic language (which AI only speaks in).

So when I hear about “AI slop”, I don’t see a threat. I see a reminder.

If you want speed and scale, you can try and generate it. But if you want trust, you still need a person.

And that’s what we’ll keep doing:

Real conversations with real treasurers, every week.

Best regards,

Mike

P.S. You can listen to the latest real Treasury Career Corner podcast here.

Most treasury CVs aren’t bad…

They’re just boring.

And boring doesn’t convert into interviews.

I’m asked all the time, “What do you think of my CV?” And my answer is usually the same…

It depends what you want it to do.

A CV shouldn’t be a record of everything you’ve ever been responsible for.

That’s what most get wrong.

A CVs job is to help someone understand quickly why you and your background match a specific role.

That’s why a CV is like a website…

You may have heard this phrase before or you might not but they say that;

“A great website is NEVER finished”.

It should:

• change as the year progresses
• evolve with the latest technological improvements
• continually improve and be updated with the latest information

Most importantly, it should be built around what the visitor is looking for, not what its owner wants to say!

Your CV / Resume Should Do The Same!

Take a look at yours now. If it reads something like…

• “I manage cash”
• “I look after FX”
• “I’m responsible for the treasury system”

…you’re getting it wrong.

Think about what the reader is looking for.

A hiring manager wants the cure for all their headaches.

So, you have to be their paracetamol.

Before the interview, line up the job description with your CV, identify their top pain points, and show exactly where you solve them.

Tell them how you improved cash flow, where you reduced facilities, where you implemented a system, where you built or reshaped a team, where you handled something that mattered.

If you walk in focused on making their life easier, you’ll stand out as the obvious hire.

And to stress the point again…

You need to TELL them this. 

Don’t leave it for them to work it out for themselves, because they won’t.

Now, if you want to see how your CV holds up, there’s 3 things to ask yourself:

1. Does it make it clear what you’re actually good at?
2. Does it reflect what this role needs, not just what you’ve done?
3. If I removed the company name, would it still feel written for this job?

If the answer is no, it isn’t finished.

And that’s exactly how it should be. A strong treasury CV should evolve as your career evolves…

Just like a good website, it’s never complete.

Best regards,

Mike

Show Your Love for Treasury

If you Love Treasury as much as we do, you might enjoy this!

We’ve created a The Treasury Recruitment Co. Store, with a handful of treasury-themed items you can use, gift, or keep on your desk to show your love for the profession we all spend our lives talking about!

It’s a bit of fun, and a way to show some appreciation for treasury and the community around it.

If that sounds like you, you can take a look here:
https://the-treasury-recruitment-co-store.myshopify.com/

Right, back to why I love treasury…

Valentine’s Day is just around the corner, so I thought I’d write about something close to my heart.

Any guesses?

It’s treasury, of course!

I’ll start with a quick story…

A few years ago at a conference, BELLIN Treasury Management used to ask treasury professionals LIVE on camera:

“Why do you love treasury?”

Most answers were what you’d expect.

They love challenges, problem-solving, every day is different, etc, etc.

So, when they asked me, I said:

“I love treasury because it pays my mortgage.”

It got a good laugh (and I meant it!), but here’s what I’d add to that:

Treasury has given me a career and job security.

It’s my passion. And now, I have a front-row seat, just as many treasury folks do, seeing how businesses actually run.

All in all, it’s been very, very good to me.

And I have a genuine respect for the role and those that work in the treasury profession.

Since then, that “love affair” has only grown…

Through the Treasury Career Corner podcast alone, I’ve spoken to hundreds of treasurers across the world. I’ve heard about the pressure, the challenges, the responsibility, and the moments where decisions have shaped the future of a business. 

I love talking about this stuff. And the more I listen, the more I understand just how important this profession is.

So, when people ask me what a treasurer actually does, I put it like this:

• You’ve got your tax team focused on minimising your tax bills.
• Your financial controller is accounting for all the finances.
• And then you’ve got the treasurer, looking after today’s money and what comes next…

That could be acquisitions, new markets, funding strategies, risk, liquidity – everything on the road ahead.

So, when a company wants to move, it asks its treasurer what to do.

That’s why I find the role so powerful.

The teams are often small, but the responsibility is huge.

But that’s just what I think. There’s the other side of it…

Not everyone who works in treasury always loves it.

Just this week, I heard from a treasurer who said she felt demoralised and was questioning whether to “stick it out”. And I hear that often.

But I think in most cases, it’s not that people have fallen out of love with treasury. They’ve just fallen out of love with a particular role, a particular environment, or a situation where their skills and the job simply aren’t aligned anymore.

So, in the spirit of Valentine’s Day, here’s my honest message:

If you love Treasury – brilliant! I love that you do…

However, if you’ve gone a bit cold on it lately, that doesn’t mean the relationship is over. Sometimes it just means you’re in the wrong role.

So, if you want help finding a position that reminds you why you chose this profession in the first place, you know where I am.

Happy Valentine’s.

Best regards,

Mike

P.S. Why do you love treasury?

This comes up frequently, so I wanted to address it properly.

When I first started in recruitment, the very first retained role I recruited for was the Head of ALM for Barclays Bank, rapidly followed by the Head of ALM at NatWest.

These were senior, highly technical positions inside group risk. Managing the bank’s actual liquidity and capital – the stuff that keeps the institution strong – not client money or customer deposits.

So, I went headfirst into ALM, Monte Carlo simulations, VaR…

I met with some amazing Heads of Group Risk & ALM, learned some of the intricacies, and I genuinely loved that world.

But over time, something became very clear to me…

In banking treasury, you tend to become highly specialised…

Cash management. ALM. Liquidity. Funding, etc. It’s one lane taken very far.

The expertise is an inch-wide but a mile-deep.

Corporate treasury isn’t built like that.

In a corporate role, cash management is just one part of the job.

So is FX…

So are systems…

So is debt, risk, stakeholder management, team leadership and strategic planning.

It’s broader by design.

You’re expected to join the dots across multiple disciplines, not sit inside one.

That difference matters. Especially for candidates.

I often speak to people in banking who want to move into corporate treasury.

Now, some DO make the transition. But it’s rarely simple. 

To step out of a specialist position and into a much broader corporate role, many have to move down in title, scope and sometimes salary (often significantly) to rebuild from a different base.

Keith Gaub – Vice President and Assistant Treasurer at Bristol-Myers Squibb – did that exact thing. He talked to me about his sacrifices (and eventual payoffs) of stepping down in title and compensation on a podcast last year, which you can listen to here.

And that’s why I’ve made a very deliberate choice:

• We don’t recruit sales roles in banks
• We don’t recruit group risk / ALM roles
• We don’t recruit across dozens of banking functions.

We recruit corporate treasury. That’s it.

Trying to remain active in banking treasury recruitment never made sense for a specialist firm like ours. It’s better for our clients, candidates, and ourselves if we stick to our lane.

Because depth matters.

I love being a Corporate Treasury Recruitment specialist and I want to be a genuinely valuable treasury recruiter.

That’s also why I love corporate treasury…

I love talking to corporate treasurers about liquidity, debt, FX, risk, systems, careers, teams and progression.

I love hearing their stories on the podcast – over 400 episodes, hundreds of professionals, and 7+ years of conversations.

And I love helping businesses and treasury professionals find the right long-term fit.

So, if you’re in banking and considering a move, I’m happy to share the details of banking treasury recruiters who can help you depending upon where you are in the world.

But when it comes to recruitment, we are…

Corporate Treasury Recruitment Specialists.

Best regards,

Mike

P.S. Without the risk of sounding too confident… We’ve been successfully recruiting for corporate treasury roles for over 25 years, so if you’re looking for a new role in Corporate Treasury please reach out and connect!