“I started interviewing but haven’t been thrilled with the candidates so far.”
That’s what a Group Treasurer told me last week. He even suspected one candidate he interviewed was being fed answers directly from AI, something I fear will become more common.
(I hasten to add it’s not me recruiting for them YET 😉 give it time…)
I hear this same issue every week from a variety of treasury clients.
They try to recruit for a treasury role themselves, but quickly discover it’s not as easy as they thought to attract good candidates.
Treasury isn’t like recruiting an AP/AR clerk or a general accounts role.
The talent pool is smaller, the skills are more specialised.
The best people – the ones who want the next step, not just any new job – are already flat out busy delivering value in their current organisations.
When you advertise on LinkedIn, you often get a selection of treasury professionals who are frustrated with their current role; they’re not looking for the next step in their treasury career, they simply want to leave.
That’s not to say they’re bad at their job, BUT they’re likely not the high-impact talent your role requires.
On the other hand, the truly driven treasury candidates, the ones who think strategically about their careers, rarely apply through job boards at all.
They’re not browsing LinkedIn looking for escape routes, they don’t have the time!
They are the ‘passive pool’ of treasury talent…
They need to be approached, informed and persuaded as to why your role represents a meaningful next step.
And that’s exactly why we, as The Treasury Recruitment Company, exist.
We fill the roles that need to be spoken about, not the ones that can be posted and prayed over.
And with automated CV-screeners, templated applications and AI-written interview answers running rampant, companies now waste even more time filtering through noise before they ever get close to the right person.
So, believe me (as I’m sure anyone who’s tried would)…
Hiring is HARD. Especially in treasury.
And the most important roles are only getting harder.
So, if you’re struggling to find the right treasury talent, or if you’re worried you’re talking to AI and not real candidates, feel free to reach out.
Likewise, if you’re a treasury professional who’s not looking for a job but looking for your next step, I’m always happy to talk.
Best regards,
Mike
P.S. I spoke with Frank Melaccio who is now the Treasurer at Ceres USA Life Insurance on a podcast earlier this year when he shared some amazing advice for treasury professionals – click here to listen
