Finance role
Treasurer Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Direct debt facilities and liquidity instead of monitoring bank reconciliations.
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.
- VP Treasury
- Head of Treasury
- Corporate Treasurer
- 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 treasurer manages the firm's cash runway and creates the capital strategy. You need an operator who tracks liquidity against debt covenants rather than just reporting balances. This person communicates with institutional lenders and internal stakeholders to verify your borrowing capacity meets growth needs.
Effective treasurers connect financial engineering to daily cash movement. While junior staff process wires, your treasurer identifies how currency swings and interest rate shifts change net margins. They interpret accounting data from your ERP system to speak clearly with bankers.
You need someone who maintained performance through tight credit markets. This person decides which payments to prioritize during liquidity shortages. They explain financial risks to your board and verify your records stand up to independent audits.
02
What do we check before you see anyone?
- 01We review their history of debt facility negotiations to confirm they personally drafted terms instead of delegating the work to advisors.
- 02We test their knowledge of current ERP modules to confirm they can automate account reconciliations and track cash pools across different entities.
- 03We verify their track record of covenant compliance to see if they turn complex lender requirements into clear reports for executive teams.
- 04We assess their work with FX and interest rate hedging to see if they managed these strategies directly or paid brokers to handle them.
- 05We check for CTP or CFA credentials to confirm they follow industry standards for liquidity and risk management.
- 06We evaluate their communication with bank partners to see if they hold the authority to push for better terms during credit disputes.
03
Where do we find them?
We reach out to treasury departments at mid-market firms that grow through acquisitions. We target assistant treasurers and regional leads who want to manage a full treasury function but face bureaucratic blocks at their current employers.
We target professionals who seek to manage a full treasury function, including direct debt facility negotiation and cash positioning. How have they previously managed these processes, and what specific improvements did they make to their cash forecast models?
To find a treasurer who manages liquidity directly, we target assistant treasurers at firms undergoing refinancing or specific debt restructuring events. These candidates currently work within organizations where they report to a controller rather than a CFO, meaning they lack the autonomy to negotiate terms directly with bank syndicates. You can identify these individuals by looking for practitioners who spend their time updating compliance logs for covenants but possess no authority to rebalance those debt loads. We assess their potential to move by asking them to describe the most recent debt facility amendment they initiated without guidance from an external advisor. If they focus solely on how they assisted a superior with administrative tasks, they are likely not ready to own your capital strategy. If they explain how they identified a specific reporting requirement in the agreement that could be renegotiated to save costs, they possess the hands-on control required to manage your debt structures independently.
A primary reason these professionals consider a change is the frustration of being shielded from the direct credit negotiation process while holding the responsibility for the data used to justify those terms. You should consider whether your firm can provide the direct access to your lender relationships that their current role forbids. We determine if this transition works by asking them to walk through the last time they disagreed with a bank representative regarding a covenant interpretation. An answer that highlights an objective argument supported by their own cash forecast model indicates they are capable of holding their own with your institutional lenders. If their answer involves waiting for a manager to handle the dispute, they will likely struggle to manage your borrowing capacity during the high-pressure situations described in your treasury requirements. We verify this by asking what specific variables in your current debt agreements they would track differently to gain better visibility into your available liquidity.
04
Which hiring mistakes should you watch for?
- 01Hiring someone who lets outside firms calculate covenants, which shows they do not personally own the data.
- 02Assuming someone with a treasury title at a large public company has the hands-on skills for a lean private firm.
- 03Ignoring a candidate who cannot explain risk mitigation to non-financial leaders, which causes confusion during board meetings.
05
The search in three steps
- 01We call treasury professionals in leveraged industries directly instead of relying on job board applicants.
- 02We perform technical screenings on debt facility management and cash forecasting to verify candidate capability.
- 03We design interview steps that show how the person acted as a lender advocate and partner to their previous CFO.
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 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 typical timeframe to see the first shortlist for this position?
We present initial candidates within two weeks. We do not provide estimated completion dates because we prioritize rigorous vetting.
How do you prepare for the possibility of a candidate accepting a counteroffer?
We manage conversations to uncover motivations early to identify counteroffer risks. We find leaders whose long-term goals align with your firm.
Is the search process kept hidden from our internal staff and competitors?
We protect your interest through total discretion. We agree on specific confidentiality protocols with you before contacting anyone.
Can you clarify how your contingency fees operate?
We work on a contingency basis, meaning you owe a fee only if you hire our candidate. We document all terms and fee percentages in our agreement.
Do you verify both technical ability and operational mindset before introducing a candidate?
We evaluate their technical knowledge and operational habits. We confirm they function well in your environment before introducing them to you.
What is your guarantee?
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.
What don't you do?
We do not post your 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?
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What does the published pay data show?
$166,570 national annual median. SOC 11-3031: Financial Managers.
BLS reports 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