Finance role
Assistant Treasurer Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Standardize cash positioning and debt reporting without the time drain of training a financial generalist.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
- Deputy Treasurer
- Director of Treasury
- No upfront fee
- Pay only if you hire
- Accounting, finance, banking and insurance
- We reach people who aren’t on job boards
- Replacement terms on standard searches
01
What does this hire really come down to?
Your next Assistant Treasurer moves from completing daily bank reconciliations to owning your entire cash architecture. This person determines if your liquidity reporting remains a manual spreadsheet task or becomes a real-time data source for your CFO. Ask them which specific bank portals they use to manage daily cash sweeps and how they document those movements for audit trails.
Knowing how to log into a system matters less than how they build workflows between your bank partners and your internal credit agreements. Ask them to describe a specific time they reduced wire processing errors or consolidated account fees. A leader who relies on your current staff to build reporting templates is not ready to own your operational infrastructure.
The right hire converts financial risk policies into concrete, step-by-step control procedures. Ask them to identify the biggest liquidity gap they discovered in a past role and exactly how they fixed the underlying process. If they cannot describe the mechanics of the fix, they will likely pass the work back to your internal team rather than owning the results.
02
What do we check before you see anyone?
- 01We verify their direct configuration work within Treasury Management Systems like Kyriba or FIS, specifically checking if they built the data mapping or if they relied on external consultants.
- 02We audit their history with multi-bank account structures to confirm they know how to consolidate cash pools and reduce the number of physical bank portals your team uses.
- 03We ask for proof of their direct work on debt issuance and covenant reporting, checking which specific lender metrics they reported and how they verified those numbers before submission.
- 04We confirm their specific role in foreign exchange or interest rate hedging programs, asking how they calculated the hedge ratios and if they executed the trades themselves.
- 05We examine how they structured internal controls to prevent fraud, checking if they defined the dual-approval thresholds or user permissions for banking platforms.
- 06We test their ability to explain complex banking changes to auditors, looking for a clear account of which specific documents they provided to satisfy regulator requirements.
03
Where do we find them?
We contact treasury professionals currently working at companies that process significant cross-border transactions and manage diverse debt portfolios. These people solve liquidity problems daily. We look for those who own the logic behind their current banking stack and are ready to apply those specific workflows to your enterprise financial structure.
Good candidates leave when their current employer refuses to update outdated banking systems or rejects their proposed improvements to internal cash controls. They want a new role where they can take full control of the treasury architecture. We engage them by presenting your specific, real-world treasury challenges as the primary focus of their new daily work.
04
Which hiring mistakes should you watch for?
- 01Hiring based on job titles without checking technical ownership means you often end up with a candidate who has never independently managed a banking transition or a debt compliance audit.
- 02Prioritizing general accounting experience over specific treasury operational skills leaves you with a person who lacks the reflexes for real-time cash management and banking risk mitigation.
- 03Ignoring the requirement for Treasury Management System configuration experience means you will pay outside consultants to build your data integrations and reporting workflows after the hire.
05
The search in three steps
- 01We identify your current treasury bottlenecks and banking dependencies to build an exact list of the specific system and project tasks you need done.
- 02We contact treasury professionals working in similar complexity environments and check their specific contributions to liquidity and risk strategy before we send you any resumes.
- 03We build interview questions focused on functional demonstration, asking them to explain exactly how they would manage your specific debt obligations and banking relationships starting on their first day.
In this family
Manufacturing and distribution
OpenTechnology and SaaS
OpenPrivate equity backed portfolio companies
OpenPrivate equity, private credit and investment firms
OpenCommunity and regional banks
OpenCredit unions
OpenInsurance carriers, MGAs and brokers
OpenFintech and payments
OpenPublic companies and IPO-bound companies
OpenTreasury
Open
How your Assistant Treasurer search runs
How does The Six-Step Search work?
One sequence, from a well-defined seat to a shortlist you can judge.
Search Calibration
We start with a call about the seat, the books, the owners and the people the hire will work with. We learn what the role must fix in the first year and what would make a candidate wrong even if the resume looks right.
You get: A written search brief: scope, must-haves, deal-breakers and the pay range, agreed with you.
Market Mapping
We map the companies and institutions where the right people already work: similar size, similar ownership, similar complexity, in your market and in others.
You get: The target list of companies and institutions we will search, reviewed with you before outreach.
Professional Contact Intelligence
We find direct ways to reach the people on the map. Most are employed and not reading job boards, so reaching them takes real research.
You get: Direct routes to people who are not on job boards, researched for your search.
Persistent Personalized Outreach
We call and write to people individually and follow up. Interest varies, so we discuss the actual opportunity rather than promising a particular response.
You get: One-to-one conversations about your actual role, followed up, never a mass email blast.
Live Candidate Qualification
We speak with every candidate before you do. We check scope, systems, reporting lines, compensation expectations, location and why they would move.
You get: Only candidates we have spoken with, checked on scope, systems, pay, location and motive.
Candidate Intelligence and Process Support
You receive a short written brief on each finalist covering what they have done, where they are thin and what they want. Then we help with interviews, references and the offer.
You get: A short written brief on each finalist, plus help with interviews, references, counteroffer risk and the offer.
Questions people ask
What is the expected wait time for qualified resumes?
We start contacting candidates the moment we have your defined technical requirements. We provide the first batch of qualified resumes as soon as we finish our vetting process.
How do you verify a candidate is truly competent in treasury?
We focus on how they solve your specific treasury problems. We test their knowledge of your current software and banking structure during our initial screening to verify they have actually performed these tasks.
Is there a way to search without sharing our company name?
We keep your search anonymous during initial outreach to candidates. We only disclose your identity once we verify their qualifications and their interest in your specific role.
Under what conditions do I owe a contingency fee?
You only pay a fee if you choose to hire a candidate we introduce. All financial terms are documented in the written agreement you sign before the search begins.
Do you provide a guarantee if the candidate is a bad fit?
We include a replacement provision in our standard agreement. The specific timeline and terms for this replacement are clearly defined in the contract.
How soon will I see a Assistant Treasurer shortlist?
It depends on the seat, the location and the pay. We give you an honest read after the calibration call and we do not promise dates we cannot control.
What about counteroffers on a Assistant Treasurer hire?
We ask every Assistant Treasurer candidate early why they would move and what their employer might do to keep them. Counteroffer risk goes in the written brief before you make an offer.
What don't you do?
We do not post your Assistant Treasurer job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.
Start a search
Tell us about the seat.
No upfront fee. You pay only if you hire.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Not ready to start a search?
Get a practical read on the talent market or the job description. No fee or obligation.
What does the published pay data show?
$166,570 national annual median. SOC 11-3031: Financial Managers.
BLS reports Assistant Treasurer within a broader occupation. It does not publish separate wages for this exact title, credentials, seniority or industry. Compare the listed SOC duties with your actual role before using this range.
Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025. Released 2026-05-15. This is not a separately measured salary for this exact title.
Read the full salary guide