Finance role
Treasury Director Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Direct cash flow and bank relations to maintain debt covenant compliance for the firm.
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.
- Controller
- CFO
- VP Finance
- FP&A Director
- Accounting Manager
- Director of Accounting
- Assistant Controller
- Tax Director
- Treasury Manager
- Internal Audit Director
- Senior Accountant
- Financial Analyst
- Head of Financial Reporting
- Commercial Lender
- Chief Credit Officer
- Business Systems Finance Lead
- 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?
Who owns the cash lifecycle for the firm? How do you manage strategic bank relationships compared to daily payment control? If they cannot handle the board level optics of debt compliance, the rest of the treasury function fails.
Expect heavy lifting on credit facility negotiations. They must translate complex FX exposures into plain liquidity risk. This hire must decide where to hold cash and how to hedge rate volatility without needing constant approval from your desk.
We ask: How have you built a cash forecast from raw data? Explain your last covenant breach and how you fixed it. What is your process for choosing a bank partner versus a regional provider? We look for the logic behind their choices, not just the math.
Push on scope during intake. Clarify if this role is the contact for your lending syndicate or an internal analyst. Do not accept vague descriptions of stakeholder management. Ask how they manage the handoff between cash forecasting and payment execution. If a candidate cannot walk you through a specific instance where they identified a bottleneck in daily liquidity, they likely managed a system rather than the money. Dig into the specific debt instruments they have handled. Did they negotiate the renewal of a revolving credit facility, or were they responsible for submitting a compliance certificate? This distinction determines if you are hiring an executor or a strategist. In interviews, ask them to identify one trade-off they made between yield and liquidity in the last six months. They should name the counterparty and the risk threshold they managed. If they give a generic answer about following policy, they lack decision-making authority. Demand evidence of how they manage banking partners when fees spike or service drops. Do they escalate through their primary contact, or do they have a clear path to the treasury services lead? A treasurer must possess the political capital to correct banking errors. Finally, verify they have personally configured a TMS rule. If they rely on outside vendors for every system change, they cannot react to your cash management needs without extra costs.
- 01Check 1Confirm direct experience with TMS implementation or significant optimization tasks.
- 02Check 2Verify documented success in managing credit facility covenant compliance.
- 03Check 3Validate hands-on experience with FX hedging instruments and board reporting.
- 04Check 4Confirm they have personally owned the 13-week cash forecasting process.
- 05Check 5Cross-reference their bank relationship history against your current banking partners.
- 06Check 6Review their specific workflows for payment security and fraud prevention protocols.
02
Sourcing and movement
We target candidates currently in heavy treasury operations at mid-sized firms. We look for those reaching the ceiling of their current bank relationship responsibilities. We focus on practitioners holding a CTP or CFA credential.
Candidates move for three reasons. First, they reach a plateau in treasury automation, seeking a firm where they can finally replace legacy spreadsheets with a formal TMS. Second, they have the technical skills for capital markets but lack the title to execute at their current employer. Third, they encounter a rigid banking structure that prevents them from diversifying their credit or hedging strategy.
We exclude pure accounting backgrounds that lack direct debt market exposure. We filter for people who have operated within the specific constraints of debt covenant reporting and daily liquidity positioning.
We start with a detailed review of your current debt maturity schedule and banking fee structure to map the incoming work against specific candidate experience. We ask candidates to walk through the exact steps of their last credit facility amendment, documenting the specific covenant tests they performed and the bank representatives they contacted directly. We look for the trade-off they accepted between holding excess cash for immediate liquidity and investing that capital for yield. You need to decide if you want a candidate who improves your banking reporting or one who negotiates new credit terms. We confirm their answer to that choice before you see them.
- 01Overestimating candidate control over banking fees and strategic partnerships.
- 02Failing to verify experience with treasury management systems like Kyriba, GTreasury, or Trovata.
- 03Selecting a candidate who cannot explain daily cash positioning to operations staff.
03
The search process
The search follows these steps to keep the momentum high and the requirements strict.
We confirm your specific debt structure needs and desired bank relationships first. Then we identify, screen, and interview candidates who have managed similar liquidity profiles. We present those who demonstrate the ability to handle your specific reporting cycle and compliance hurdles.
- 01Initial discovery meeting to define your current debt, hedging, and TMS requirements.
- 02Direct outreach and assessment against the specific technical benchmarks outlined.
- 03Candidate delivery with full transparency on their background and readiness to perform.
How your Treasury Director 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
Are there fees for recruiting a director who manages debt compliance and banking relationships?
No upfront fee. You pay only if you hire.
How do you verify their technical skill?
We cross-reference their experience with specific tools like Kyriba or Trovata. We confirm their history of managing covenants and bank relationships directly.
Are they employees or contractors?
We fill permanent roles. We can discuss interim or fractional support if you need those specific terms.
What is the difference between a Manager and a Director?
A Manager executes day-to-day cash and payment controls. A Director owns the strategy for debt, hedging, and bank relationships.
How soon will I see a Treasury Director 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 Treasury Director hire?
We ask every Treasury Director 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 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 Treasury Director 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 Treasury Director 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