Treasury Salaries 2025 – Latest Jobs Market Insights from The Treasury Recruitment Company

Mike Richards, CEO, The Treasury Recruitment Company: Mike here from The Treasury Recruitment Company. I am here to tell you this is a solo podcast. Haven’t done one of these in, well, a couple of years now, because each and every week I talk to treasurers about how they started their careers, where they are now, and whether they see both themselves and treasury profession go to next.

Mike Richards: One of the key questions I get asked is about their salaries. Uh, Mike, they say, can you tell us about the state of the market? Can you gimme some advice about my salary? I’m like, yeah, no problem. Well, I’ve done this for you and we’ve developed our salary survey. We started it way back in 2003. We’ve grown it now to.

Mike Richards: 1600 treasury professionals globally. It’s incredible. And thank you very much for all your contribution. Now it’s a bit different, our survey, uh, I’m gonna go through this. If you are watching on YouTube, sorry if I’m going to some of the figures or some of the reading back on PowerPoints, you’re not meant to do that, but.

Mike Richards: I’m also doing this for you guys listening as a podcast. So I hope you enjoy this. If you’re driving any car, it’s gonna be a good one. We’re gonna talk up to you about salaries and what you should be doing, uh, to make sure that you can actually increase your salary and what you should be doing to help yourself.

Mike Richards: First of all, let’s talk about the salary survey itself. Go to treasury salary.com. Take part in it takes you less than two minutes. Start to finish if you’ve already done it Once, you then just take part every six months, do a quick update of yourself. We’ve kept it to 30 seconds. And boom, you are part of our survey.

Mike Richards: It just rolls and rolls. Uh, we started a few years ago. We got up to about, well we had about six, 700. Then the next one was a thousand, broke the thousand Barrel, then got to 1200. Most recently, back in January. This year it was 1300. Now we’ve had another 300. Oh my goodness. Thank you very much for joining us.

Mike Richards: Difference with Ours. It’s real data from you, real treasury professionals, not estimates. Not the stupidness that I see out there, uh, the, what’s the point of doing a salary survey that says, oh, treasury manager, they get paid 70,000 to 170,000 Global treasurer, 200 to 450. I saw on someone’s survey the other day, I’m like, really, guys, please, these are treasury professionals.

Mike Richards: They haven’t got time to listen to this bs. Um, and also the other bits, so there’s no spin real numbers. I verify everyone or me on one of my team impact in this one. I verified everyone, uh, to make sure that everyone is real and they are in treasury. Now, in addition to that, someone asked me the other day said, well, hang on.

Mike Richards: What is a treasurer at one place? And they call themselves a treasurer. It might be a treasury analyst in comparison to us, or might be a global treasurer because you know, different titles mean different things. I said, well, I use a little known thing called. My 25 years plus of treasury recruitment experience, and I put people into the right data set, uh, and into the right level.

Mike Richards: So we actually have, you know, I put them into the different buckets, if you like. We take data from right the way across from UK, Europe, and the USA. Uh, another thing about going back to job titles, what someone might call a treasurer. Someone else might call a global treasurer. What’s the difference? Well, couple of different things and so yeah, let’s go through actually assistant treasurer to deputy treasurer.

Mike Richards: What’s the difference? Well, one assists, one deputizes. Okay. Thanks for that. No, just very quickly, um, when I’m actually looking at people, if someone is an assistant treasurer, they generally have to. Defer to the treasurer or someone more seeding themselves to make a decision. Say, to push the button, oh yeah, I need to trade that, or I need to do this bond.

Mike Richards: If you’re a deputy, you de, and you will do that yourself. You will basically be one step off the treasurer and you will have greater authority. So going into the treasurer level role, have a number of treasurers, group treasurers that take part in the survey. If you are, and I say this a lot on our website, you’re a treasurer and you might look after a housing association.

Mike Richards: You are a treasurer. But do you run five different treasury teams across the world and have a team of 80 plus? No, you don’t. You’re not a global treasurer. So we make a distinction there and if people want to know, where do you see me fitting? Just call us. That’s one of the key things. Uh, we do all benchmarking, all different levels.

Mike Richards: There you go. From treasury analyst to global treasurer, and that’s one of the key things. And we kept on building up this data, so it’s going from there. Now let’s go on to the next slide. Yes, here we go. Scope of the data, uh, all levels. Uh, we include base, bonus and total compensation. We don’t for the more senior levels.

Mike Richards: Uh, someone asked me the other day about long-term incentive plan, mature, you know, and all the different things that the handcuffs you might get are those levels with different, you know, different, what’s the word? Uh, different packages. Um, no, we don’t do a full assessment of that in the US if you want that.

Mike Richards: One of the key things I would say is maybe use the A FP. It’s a brilliant study. Um, and really they’ve got a research team of many people doing it. Um, we don’t. Um, and this is data collected. You can’t actually see it behind here. And let’s just go back on here. Um. It’s from July. Yeah, it’s basically up to July and anyone that is over a year old and their data is out date and we actually roll ’em off.

Mike Richards: If you do want the data and you want the latest salary survey, update your information if you’re part of our survey. So thanks very much for that. So, and also if you need more in depth and you’re more senior within the UK or Europe, there are actually salary survey. Companies. Ours is free. That’s the other thing.

Mike Richards: So, and confidential, a hundred percent confidential. Should add that in there as well. So that’s the scope of the survey. What do we do next? Uh, let’s go through some of the headline numbers. Okay. This is us, this is the most recent snapshot. So we take treasury analysts, in this case 87. For those of you listening, 87 treasury analysts across the UK.

Mike Richards: Uh, and the average base salary was 54 4 9 3. So we got some that are down at 30, some that are up at 70. And actually on the next slide or the, when you actually see the full survey, we show the range, we show how much, how many people have got a a car allowance on this screen, actually, it says here, and if anyone watching here, it says, average car allowance for those that get it.

Mike Richards: It’s 5,617 pounds. Uh, 8% it says with, now, someone said to me, well, I don’t get a car allowance. No. So of the people that do, 8% of treasury analysts receive a car allowance, and their average was 5,600. Okay, but only eight. So that’s one in 10. But as you go further down, assistant treasurer, for instance on this 48 responses, average salary, 110,491 average Saal, uh, car, just six six, just over 50% of those re uh, assistant treasurers receive a car allowance.

Mike Richards: And the average bonus there was 22,118 71%. Receive a bonus. There are still assistant treasurers out there, 30%, three outta 10 aren’t getting a bonus. Then we’ve got average totals. Now, actually, if you wanna see the other figures behind this for Treasurer Global, you’ll have to take part. Sorry, I, I have to keep those figures.

Mike Richards: So, um, let’s go onto the next slide. This, the next one is four North America. That is where the biggest growth has come for this, uh, survey. We are now 25%. It’s actually a third, third, third. So about a third of our study used to be more predominantly UK, but now it’s actually that third. How do a third, I dunno, like that?

Mike Richards: Something like that. Yeah. Um, a third of our study is UK. A third is Europe, A third is us. So that’s growing rapidly as well. But you’ve got here, this is incredible. Actually wanna look at it now? They can’t go back to the previous side. 108 responses. So, uh, we’re global Treasury, treasury directors at the senior level, average base salary, $290,000.

Mike Richards: There were only 6% received a car allowance. Now, someone asked me about this the other day. They said, well, why is that? And I said, well, actually, in the US car allowance isn’t necessarily a thing. It, it became a thing in the UK number of years ago, and it’s a good way of people receiving cash and not getting a car.

Mike Richards: You don’t actually get a formal car allowance. It’s a good way for a lot of companies to give people extra pay. Uh, rather than give them pay rise, oh, we’ll give you a car allowance. And someone said, well, does that really make a difference? I said, okay, if you’ve got one employee with a 5K car allowance and then you’ve got 10, that’s 50,000.

Mike Richards: Oh yeah, yeah. I said, but if you gave those 10 employees a 5K rise, you pay extra in taxes. National insurance, you pay extra in pension, you pay extra on your bonus. So, oh. So, yeah, I said the, you know, car allowance is non-usable. A lot of the time it’s tax saving, not all the time, but there are considerable savings by putting under the car allowance bracket.

Mike Richards: Um, also in Europe, which we’ll come to in a minute, it’s much more usual that you get. As you get more senior a car, you get a fuel card, which means you pay for that as well. ’cause again, they’re all tax efficient as well. And it also comes from a number of years ago that lots of employees received car allowances.

Mike Richards: Um, and were given cars, you know, because they were having to drive distances and everything else, and you weren’t able to do that in your personal car as well. So. Other things to note on here? Yeah, so car allowances. Yeah, very. There are some in here, but you see car allowance is not as prevalent in the US Uh, but average bonuses they do kick up.

Mike Richards: So, um, a lot of treasury analysts, 63%, so six out of 10, and their average bonus is $7,257. Amazing. And you’ve got the average total conversation coming out about 87,000. So I’m gonna make a point here, but then you jump all the way through to Global Treasurer average bonus. Their average base is two 90, the average bonus, 111,000.

Mike Richards: Yeah, there you go. And 90% of treasurers, nine out of 10 are receiving a bonus. So nine out of 10 outta my survey of 108. Received a bonus and then you’ve got the average there. I’ve just, you know, people said to me about the survey and they said, Mike, treasury, analyst dealer, uh, we need to recruit one. And in fact, I’m going through a process with a client at the moment and they’ve said, yes, we want to recruit someone.

Mike Richards: Fantastic. And they went, it’s a senior treasury analyst dealer, so it’s gonna sit between analyst and it’s going to earn manager. Like, okay. And they said, yeah, we want to pay $90,000. I’m like, okay. 90,000. So you want a below average senior treasury analyst, right? They went, no, we want an above average one.

Mike Richards: We want a really good one. Thank you. Okay, so you are gonna pay them below the average salary. Oh. Oh, are we? And I said, yeah. And they were like, well, what leads you to believe this? I went, my survey says, uh uh uh, there you go. Here you go. Little known program. Uh, so. If you look at the com combination between treasury analysts and dealer and treasury manager, treasury analyst, 64, in the US we had 144 treasury managers.

Mike Richards: Incredible. So between those two groups, that is, my math is going here, no one does public math. Uh, my MFM, my first million, my favorite, one of my favorite podcasts. We don’t do public math. Um, 208, 208 between those, and that’s what I’m looking at. So I’m trying to give them advice, and this is the average.

Mike Richards: So it’s not the, you know, the top, it’s not the bottom. Um, and again, you can look at the ranges and I’m trying to give them some advice and saying, guys, we need to push it up. And I’m, again, I’m not telling you, I’m not saying, oh, trying to bump up salaries just for the sake of it. I’m just telling you what the market’s telling me.

Mike Richards: So that’s North America. Let’s come to Europe. Here we go. So yeah, I mean, great numbers. Look at this. 82 treasury analysts in the survey. 145 managers, 10 consultants, 19 treasury consultants, senior treasury consultants rather, um, up to group treasurers, and then 45 globals. And it ranges everywhere from 60,000 as an average.

Mike Richards: Euros. And remember, across Europe we do cover right the way across. What I mean by that, we have a lot of participants in Benelux. We also have a lot of participants in Switzerland, which actually does push up some of the averages a little bit. What I would say is we will be in the future. Across the US and also in Europe looking to do more regional surveys.

Mike Richards: We used to do, we had an amazing survey once, uh, well not say once, uh, for two or three amazing Swiss surveys. And I was recently asked, why can’t you do Switzerland again? I went, because I’m a recruiter. Uh, can you pay for this survey? I went, no, it’s free, isn’t it? I went, yeah, it’s a free survey. I can do this survey, but it’s free.

Mike Richards: There’s only so much time I can spend outta my day doing this. Um. And we used to, if you are in Switzerland, please take part in the survey. We love you guys. Um, but we are gonna do, we’d get a lot of people across Benelux. We also do some Eastern European, and we’ve got quite a, you know, quite a few. They do bring down some of the averages ’cause the cost of living is cheaper.

Mike Richards: So someone said, well, if I need advice You’ve recruited in Poland, Mike? Yes, I have. You’ve recruited in Hungary? Yes, we have, well, Katie has my colleague. Um, we’ve recruited across the us, both myself and Joe. Yeah, we can tell you where the best re regions are. So in Texas, it’s not as expensive as California.

Mike Richards: It’s certainly not as expensive in New York, but the fact is you pay more and actually the taxes are different and everything else. So it just varies. I’m here as the expert. You need advice, you call me. You take part in the salary survey treasury salary.com. Okay. Other things are important. Let’s give you some actual other things.

Mike Richards: So over the past six months, what have you seen within the UK Treasury analyst? Salaries have risen by 25% Since January. Does that mean they’ve been given big pay rises? Some of them have, I have seen some rises and treasury analysts catching up with the market, if you like. They were slightly underpaid before were underpaid, and now I see them actually rising at the more junior levels.

Mike Richards: Also, what we have got, um, I can’t go back to the stuff, uh, no, I can’t go back to the slide, but actually what you, you’ll find is that actually we’ve got a bigger sample size. That is the thing, it, our sample size has grown at the analyst level. Um, but we’ve seen increases across all multiple levels, and it varies.

Mike Richards: So when you go there, you can look@treasurysalary.com, you’ll get access to the January snapshot, we’ll run it. We’ve just run it now, as I say, in July, end of August, or sorry, end of July. We will also then have it next year, and we will be running it in January. So as soon as you take part in it, you then become part of the ecosystem if you like.

Mike Richards: So. What are we seeing here? Base bonus and total contract for all levels. So yeah, all regions, they’re all coming up. So there is a gradual uplift. Is it keeping pace with inflation? It depends on the region. Again, I wouldn’t say it is actually so. I wanna keep moving on. Uh, anyone listening, so reasonable us.

Mike Richards: Yeah, the US really does lead in senior roles salaries. It really is, you know, there when people are asking me, uh, you know, well I’m, I’m a treasury, you know, I’m looking for this treasury role. I am seeing some really, I’m recruiting some senior level roles on the east coast of the US if you’re interested.

Mike Richards: Let us know, but what I am seeing is a real rise and people said, oh wow, this always, yeah, but so are costs. Inflation’s going up, cost of living is going up. So it’s keeping pace, I would say is actually going a little bit higher on the East coast. I’m actually seeing it, you know, which is great. So people in the real cost of living are actually rising a little bit, however.

Mike Richards: I would say in some of the other areas I’m seeing some of the roles in Texas, for instance, we’ve been working on, they’ve drifted down a little bit. People are saying, right, instead of us looking for someone with three to five years experience, I’ll look for one and a half to two years and we’ll train them up a little bit ourselves.

Mike Richards: Um, UK is very competitive analyst and manager levels. That’s one of the key things. And Europe, as it says, sits between the UK and us. So if you are looking to recruit someone, we’ve got another client we’re dealing with, they said, right? Where if I want to recruit them in the uk, what would the salary be?

Mike Richards: And I’d be going, right, treasury manager, you’re looking at probably about 80 to 90, depending on the level of experience you need. If you need an analyst, we can go to this level and drop it down still. Right? But I said actually, if you want it in Dublin, um, where we’ve talked about it, you’re gonna probably add another, you’re gonna move it from 90,000 to probably about a hundred, 110,000 euros.

Mike Richards: Again, depending on similar level experience. It’s a smaller talent pool as well of people out there. So yeah, you might wanna bear that in mind. And they’re looking at both. So we are here to give that advice sort of thing. So it’s not a sales pitch, it’s just, I’m just showing you, I’m just telling you. We do a weather vein of the market and stuff.

Mike Richards: Keep it going, working from home. Oh yes. That big one. Is everyone mandated and going back to the office? No. Well, the, some people are going back to the office a little bit more. Over 60%. I’m seeing a hybrid globally, when we look at all this, everyone, you know, there are, there are some remote roles. Uh, if you want a remote role, we don’t do them.

Mike Richards: Yeah, there go, I’ve said it. You know, we, we don’t do it. Treasury by its very nature, as I say, often is collaborative. If you actually want to work in treasury, you gotta play nicely. You gotta work with others. And that’s one of the key things. Um, you can’t really see it. Apologies for anyone looking. Um, it says here, re return to work.

Mike Richards: Mandatory. Limited. Limited. It is actually limited. They’re, you know, people aren’t returning to work and being made to, even though there’s a mandate, I’m seeing people drifting back in. Maybe they were going in two days a week, now they’re three days a week. I think that’s more a pressure sometimes of senior management of saying, we’ve got this big office building, guys, you’ve gotta get back in and use it.

Mike Richards: But the good thing is with treasury professionals, I’m seeing you’re in back in the office Tuesday, Wednesday, Thursday, and there’s some flexibility. Some of the more se senior roles I’m recruiting, the treasurers are going back in. I talked to someone the other day, uh, one of my treasurers on my podcast said, I’m in five days a week.

Mike Richards: Said I 20 minutes from work. It’s easier for me to go there. He said it’s not mandatory. I’m not telling people they have to come here. And some weeks he said I work, you know, two to three days a week in the office and then I’m working from home the other days. But he said if I want to be with the team, if I want to give them coaching, it’s a lot easier for me to be there.

Mike Richards: So fully remote. Yeah. Slightly drifting down. I do. I think it’s gonna go away. Fully remote. No. But I think it is gonna, in treasury in particular, I think it is going down a bit further. So going to talk about this, I’m gonna say good leadership, strongly linked. Yes. So next ones work life balance. Yeah. I saw, oh God, I saw a made up salary survey.

Mike Richards: Luckily they’re not a proper rival of ours. I would’ve just freaked out, to be honest. And sometimes I do. When I see this, I’ve been ranking the reason people are happy. We ask our, our survey isn’t just salaries. It’s actually a market survey as well. So we ask a couple of questions. Firstly, we ask, how many days a week are you in the office?

Mike Richards: How many days a week would the company like you to be in the office? How many days a week would you like to be in the office? There’s a bit of a, we are seeing that companies want people in three to four. We are seeing that actually people are in two to three days. So that’s an interesting dynamic. I still still think there’s some tension, but I think most people have, uh, worked it out in.

Mike Richards: Europe. It’s an average two days a week, just before, I forget, three days a week in the uk, and it’s four days a week. Funnily enough, in the US where I thought it would be the other way around, but it’s not us. A lot more people are going in three to four days. But then people about being who’s happy. Who’s happy now and stuff.

Mike Richards: We do various bits, and this survey said, oh, the reason for people’s happiness and unhappiness is salary. What a load of. Cods Wallop. Yeah. Good word. Um, the fact is it’s not true. People don’t go to work for their salary. It’s one of the reasons they go to work. But not the reason, not the only reason, not the leading reason.

Mike Richards: And it really winds me up when there’s people that just make up a survey, which they did, and I can see loads of stuff was made up. It’s just, oh, it makes my blood boil. Why? Because when I’ve spoken to candidates, when I’ve spoken to clients, it’s salary ranks lower than autonomy and meaningful work People want work life balance, career progression, team culture.

Mike Richards: I was giving a discussion too. I was discussing with one of the massive, just post COVID we’re coming out of COVID, uh, talking to a massive group of treasury treasurers, and they said, Mike, how do we keep our team on side as we come outta this and we’ve returned to the office? How do I make sure they’re happy?

Mike Richards: I said, right. What I’m gonna say is coffee. Okay, well, I said, have a coffee with them. Have more coffee with ’em. They’re like, okay, okay. Well, what do you mean? I said, look, talk to them and say. And because 80%, over 80% of reasons come to these, these factors I’ve just talked to you about and ask them four questions, say, right.

Mike Richards: You know, you’re sitting there, mark, I wanna talk to you about your career, how you’re finding it here. So, mark, you sit there with Mark, you having the coffee mark? How’s the work life balance going? Okay, well that’s it actually. I’m finding that’s a bit of a challenge or, okay, let’s try and get, see what we can do with that career progression.

Mike Richards: What’s your next step? How am I gonna help you with your career? I’m your treasurer. I’m gonna help you step up the LA ladder. How are you finding the team? How are you fitting in with them? And then how much meaningful work? How much are we giving you independent work to do? Do you know what? It will make 80 over 80% of your problems go away.

Mike Richards: There will still be one in, one in five, one in 10, one. It’s the right time to move. And there is also a time to move for people. So I wouldn’t worry about it. People are gonna move. It’s the right time to move. They will move. And if you need advice about moving contact us. That’s what we can do it. You know, I’ve actually talked to a candidate just today and I was saying to her, look, it seems like you are at the end of you.

Mike Richards: You’ve been with your company for seven years. You’ve made one step. You’d love that role. Then she made the second step. You know, it was a great, and I said, is there anything else? Well, no, I’m at the end of my runway with this company. I like this company. I’ve enjoyed the job, but actually there’s limited progression for me now.

Mike Richards: I went, it’s time to move. And they, they were like, oh, but I’m, I’m not desperate to move. I said, you don’t need to be. This is another tip as well. She said, uh, so when’s the right time for me to look? And I went yesterday. Okay, and she was saying, well, I said, no. What you can do is, you know, brush up your LinkedIn profile, start to be open to ideas.

Mike Richards: Before she was like, if an opportunity, no, I’m not interested now. She doesn’t need to leave. Said she can actually just have a conversation. There’s no reason why you couldn’t actually look at that as well. Oh, podcast is sponsored by I-C-D-I-C-D are an independent platform trusted by thousands of treasury professionals worldwide to manage short-term investments.

Mike Richards: One. Global Treasurer recently told me it was one of the smartest technology decisions they’ve made. No license fees, rapid setup and tangible returns. If you are looking for a smarter, simpler way to manage your liquidity, then head to find out more at our partners page, treasury recruitment.com/partners and find out much more.

Mike Richards: Let’s get back to the episode. Okay, so I wanna keep to time. Um, now this is people, why people leave roles and this is the key thing, so. It’s not about salary told you. This is reasons people leave roles on the slides for people watching. You’ll be able to read that hopefully. Um, but people listening, uh, lack of career progression is number one.

Mike Richards: And if you are getting lack, call me. Pay dissatisfaction appears more in the senior roles. So they did creep up and people have actually said to me, yeah, pay does become a, an issue. Yeah. When you get to the more senior levels and if you’re not being paid enough. But actually it’s only about th three or four on the list.

Mike Richards: It’s actually about management and flexibility, and that’s one of the key things. The, we also ask a bit about people, how happy they are. And this, this goes back to something I’ve noticed over a, I’ve realized over a period of time, um, the more junior you are, the more unhappy you are. Okay. More senior you are the happier you are.

Mike Richards: Like, okay, that’s a bit of a breath, a sweeping statement. Let me explain it though. What I mean by that is, uh, what I’ve realized is that if you are a treasury assistant or analyst, how often are you told what to do? How often are you empowered to do something often? Not very much. You’re probably being told what to do by your boss.

Mike Richards: At least, or your manager or whatever, line manager, if you’re an assistant, probably two to three times a day given direction coaching. And depending on how they do it, as long as they do it well, that’s great and you’ll become happier. But the fact is, you know, so you might do a review twice a day. Then as you get more senior, become an assistant treasurer, you might be having a review with your team members once a week, once a fortnight, just a review, coaching them and leading them and everything else.

Mike Richards: Whereas I’ve got treasurers now when they’re talking to their CFOs, they sit down once a quarter, say, right, these are my goals, these are what I’m, I’m gonna try and achieve with the team. You are having a coffee and the CFO says, great, see you next quarter, and off you go. And actually that gives you great more satisfaction.

Mike Richards: That’s why I’ve seen treasurers be more satisfied. So empower your teams and it’s a great way of going forward. Okay, and the final slide. Yeah, if you want the full results, take part treasury salary.com. That is free for you. It’s confidential to you, but the only way to get the full results is if you give us your information.

Mike Richards: That’s our quid pro quo. You help us and you know, we help you. And that’s how we, you know, got 1600 treasury professionals, not the made up stuff like other people. And someone said to me the other day, how do I know it’s made up? I said, ’cause I was made to make it up. One of my previous jobs, you can look on my LinkedIn profile, you’ll be able to guess who it is.

Mike Richards: I was made, one of our bosses came up, so we do a big survey and they still do that survey. And it’s still fictional. Yeah. I dunno why they haven’t been investigated by the fraud department. You basically, they said, right. What’s the most junior treasury analysts? You know, what’s the most senior? Okay, that’s your range.

Mike Richards: How many have you got? Roughly? And they’d just finger in the air. Yeah, we had a good idea, but it wasn’t real. And it didn’t track and it was, it just got me mad. So I’m gonna stay off my high horse in there, but ours is real. And your participation makes the data stronger. Please share the survey with your network.

Mike Richards: Tell them about how good it is. It’s free. It keeps on helping you and. Uh, we’re at 1600. I’m gonna get to 2000 maybe by Christmas 2025. That would be my Christmas present to me. If, from you guys to me, thank you very much. Looking forward to seeing all the events coming up. Uh, we are recording this in the summer of 2025.

Mike Richards: So we’ve got Chicago, New York. Then we have EuroFinance, then we have a FP this year in Boston. Looking forward to speaking there. Uh, great session. Then we’re back to London, and then we’ve got the Netherlands rounding off the year. So we’ve got some great events. Come and see us. If you wanna know about salaries and you don’t wanna talk about the event.

Mike Richards: Drop me an email and we micah treasury recruitment.com. But thank you very much for this week and we’ll be back to normal services Rule resume next week with a podcast interview with another amazing treasurer. Thanks very much for all your time. Cheers. Today’s episode of the Treasury Career Corner was brought to you with the support of our partners ICD.

Mike Richards: If you are looking for a smarter way to manage your short-term investments, ICDs independent portal gives you access to a full range of investment products, integrated analytics, and a simple centralized platform built specifically for treasury. If you head over to treasury recruitment.com/partners, you can learn more and we’ll be able to connect you with the right person at ICD for both you and your business.

Mike Richards: Many thanks for listening to the show and thanks for your continued support.