Most people take part in our salary survey for only one reason.
They take it because they’re thinking:
“Am I underpaid?”
And fair enough. That’s exactly what it’s there for.
And with over 1,700+ treasury professionals in the dataset now, we can give a pretty accurate answer to that.
But once you get past the numbers…
That’s where it gets interesting.
Because to me, the real insight isn’t what people are paid, it’s how they feel about their roles, and treasury in general.
When you dig into the data, you start to see how the treasury profession is really looking right now.
So, I wanted to share a few examples and key takeaways directly from our latest salary survey results.
Hopefully, like me, you’ll find them pretty eye-opening.
Let’s start.
The Data
Across the entire survey – in the UK, USA, and Europe – roughly 1 in 4 treasury professionals are unhappy with their salary (and in Europe, that actually rises to over 1 in 3).
Now, you might think that’s the big issue, but it’s not.
Because when we look at WHY people are unhappy, salary isn’t actually the main driver.
The number one issue?
Lack of progression.
Not pay. Not bonus. Progression.
And that tells you a lot.
Then we look at something else…
Are people feeling valued in their treasury roles?
Again, about 1 in 5 treasury professionals across the board say they don’t feel valued by their manager.
That might seem like a small fraction, but to me, it’s a big number.
Because you can fix salary over time. But it’s much harder to fix how someone feels about their role day to day.
And when we look at what actually makes people happy in their roles, it’s not surprising:
- A good boss
- Good work-life balance
- And varied, meaningful work
Simple things. But when those aren’t there, that’s when people start looking elsewhere.
A stalled market, not a weak one
If you just looked at hiring volumes, you might think the market has slowed.
It has, but not because demand has disappeared.
And when you combine that with what we’re seeing in the survey – people not progressing or feeling recognised – you start to understand why the market feels quieter.
I’ve talked about it before, but treasury professionals are being more selective, cautious, and more risk-aware.
Many were ready to move but have chosen to wait.
So this isn’t a weak market, it’s a delayed one.
The talent you don’t see
One of the biggest myths in treasury recruitment is that the best candidates are applying for jobs.
They’re not.
The strongest treasury professionals are busy delivering value, leading projects, and influencing decisions.
They’re also the ones who are most likely to feel:
“I’m doing well… but what’s next?”
And if they can’t answer that question internally, that’s when they start to move.
And again, that’s not because of salary. They just want the opportunity to progress.
The technical bar is rising
The fundamentals of treasury haven’t changed.
Cash, liquidity, FX, funding. They all still matter, of course.
But what companies expect from their corporate treasury team has shifted.
It’s no longer enough to produce the numbers.
You need to explain them. Challenge them. Use them to influence decisions.
There’s a growing expectation to partner across businesses, and I’m seeing a lot more roles blending treasury with FP&A, data, and systems, plus more visibility at senior levels.
But there’s one real differentiator…
The ability to translate that technical work into commercial impact.
AI: Is it really impacting, or just noise?
AI is already reshaping how treasury teams work.
It’s removing manual tasks. Improving efficiency. Freeing up time.
But it’s also creating noise…
I’m seeing applications that all sound the same. Job descriptions are asking for things hiring managers can’t properly assess. And generally, trust instantly drops whenever something feels overly AI-generated.
I think the reality is simple…
AI will enhance treasury roles, but it won’t replace judgment, relationships, or experience.
Those are still the things that matter most.
To close
I want to say a huge thank you to the 1,700+ treasury professionals who took part in our salary survey.
Your input gives us a true, unfiltered view of the market. And the more voices we have, the clearer that picture becomes.
The reason behind it all is to help YOU. So please use the salary survey to benchmark your pay.
Understand where you sit and know your value.
But don’t stop there…
Also look at the bigger picture:
Are you progressing?
Do you feel valued?
Are you doing work that actually challenges you?
Because that’s what really determines whether you stay or start looking.
Best regards,
Mike
P.S. Please invite your colleagues to join the survey. The more responses we have, the stronger and more valuable the insights for everyone in the profession.
And if you haven’t already filled it out yourself, what are you waiting for?!
Click here to enter the salary survey and get your input included in the next lot of results.
