I’ve been having a lot of conversations lately – with CFOs, Treasurers, and candidates – all circling around the same question:
“What skills really matter in treasury right now?”
Because let’s be honest, the game has changed.
It’s not just about cash and controls anymore…
Here’s what I’m seeing across the market:
- Strategy is trumping spreadsheets
Companies aren’t just hiring people who can manage liquidity and risk. They want people who can turn treasury data into boardroom decisions.
Yes, you still need to know your way around FX, debt, and liquidity. But the treasurers getting noticed right now are the ones who can link those numbers to the bigger business picture.
Think Power BI, APIs, and systems integration. You don’t need to code them, but you should be able to translate them.
As one CFO told me recently…
“I don’t need my treasurer to build the dashboard. I need them to explain what it means, and what we should do next.”
- A new generation is stepping up
I’m seeing more Assistant Treasurers and Senior Managers stepping into leadership earlier (often in their 30s and 40s).
But experience still counts. The best teams are hybrids – seasoned hands guiding next-gen energy.
And after years of talking about succession planning, companies are finally doing it, so they’re not left exposed when key people move on.
- Tech skills are no longer optional
It’s not enough to say you’re “comfortable with Excel”…
Today, you need to understand systems integration, automation, even a bit of AI.
And no, AI isn’t replacing treasury jobs (let’s calm down on that headline). But it is changing how you work…
Call centre tasks? Sure, that’s 80% gone. But treasury… AI won’t replace the judgment calls, the relationships, or the creative problem-solving. It’ll just take away the grunt work so you can focus on what actually matters.
- The shape of treasury recruitment is changing
The market’s moving fast, but smarter. Here’s what I’m seeing:
- Hybrid roles that blend treasury with FP&A, risk, or data.
- Fewer hires, but far more strategic ones.
- Office expectations are around three to four days (especially in the US).
- Emerging hotspots in Houston, Tampa, Charlotte, Dublin, & Amsterdam.
- And there’s mid-level talent in demand – Treasury Managers and Assistant Treasurers with 5–10 years’ experience.
Salaries have steadied, but candidates want two things: clarity and flexibility.
- How to actually attract top talent
Stop selling a job description. Start telling a story.
The best candidates want to know three things:
- Why treasury matters in your business.
- How you’re investing in tech.
- What visibility and growth they’ll have.
So show how your treasury team collaborates, mentors, and shapes decisions. Even showing your roadmap helps. Especially when it says, “we’re building for the future.”
That’s what really attracts great people.
But whatever you do, move fast…
Delayed feedback is still the number one reason candidates walk away.
- My prediction for the future
The technical bar in treasury keeps rising every year, but the differentiator is still human:
Communication, influence, and curiosity.
And after a few years of remote work and virtual everything, I can tell you: there’s still no substitute for being in the room.
The best ideas, partnerships, and opportunities don’t happen from behind a screen – they happen in conversation.
Whether it’s in a boardroom, a quick coffee chat, or at a conference, the key thing is making sure you’re still in the room.
That’s where the future of treasury is being written.
Best regards,
Mike
P.S. What’s your prediction for the future of treasury?
