Role family
Treasury Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Your treasury department requires exact cash visibility and risk controls to manage corporate capital without unexpected costs.
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
How long did your last search take?
How much did the empty seat cost while you waited?
Every week a finance seat stays empty costs you in overtime, late closes and work that waits. We go straight to people already doing the job.
01
What does this hire really come down to?
Treasury operations are about the physical movement of money between accounts and the internal controls that stop fraud. You need someone who distinguishes between a temporary cash low and a breach of debt covenants before the board identifies the variance. If your current staff responds to errors instead of modeling debt limits ahead of time, you lack the core control needed for this seat.
A candidate must manage the tension between bank connectivity and internal security. They know how to secure payment rails against fraud while speeding up daily wire processing. They do not just copy output reports; they identify capital trapped in inefficient bank structures or poor system settings. They view TMS configurations as the primary tool for cash control.
You hire to fix an operation that has outgrown manual spreadsheets or to replace someone who understood a complex debt stack. A candidate capable of managing your liquidity shows exactly how to calculate interest rate hedging or foreign exchange exposure. Can they detail the steps they take when interest rates fluctuate? They coordinate with accounting without breaking internal reporting lines. They manage bank relationships as specific assets to keep fees low and service levels high.
02
What do we check before you see anyone?
- 01Actual TMS administrationWe confirm they configured payment templates, automated bank polling, and set user permissions in live environments rather than just viewing reports.
- 02Debt covenant fluencyWe verify they calculated financial ratios from scratch during credit renewals to show they understand how bank math dictates operating limits.
- 03Payment rail securityWe check their history with wire and ACH environments, specifically how they audited segregation of duties to block unauthorized fund outflows.
- 04Hedging methodologyWe test how they used interest rate or FX hedges on the balance sheet, asking why they chose specific instruments to manage risk.
- 05Cash flow modelingWe require evidence of building weekly forecasts that predicted variances, rather than simple records of past spending.
- 06Bank fee rationalizationWe look for examples where they pulled bank statement data, found hidden costs, and renegotiated pricing schedules with banks.
03
Where do we find them?
We source from corporate treasury teams that manage high international payment volumes or complex debt structures. These people work across multiple legal entities and jurisdictions. They use large TMS environments where automation is the only way to manage daily volume. We target people at firms that force them to manage active intercompany lending and detailed credit facility tracking.
Treasury professionals leave their current firm when they reach a limit in their technical environment. They want roles that offer more capital markets work or the chance to lead a system migration away from manual interfaces. They leave when their daily workload prevents them from doing strategic work or when the corporate culture stops valuing rigorous risk control.
04
Which hiring mistakes should you watch for?
- 01Prioritizing accounting credentials over treasury execution, which leaves the hire unable to manage bank accounts or cash reporting tools.
- 02Ignoring the size and complexity of the previous firm's banking relationships, which leaves the person unable to handle your institution's specific technical debt.
- 03Assuming that a candidate who only produced static reports can design and enforce the internal payment controls needed to keep your funds secure.
05
The search in three steps
- 01We audit your current treasury pain points to determine if you need a builder to fix broken manual processes or a stabilizer to manage existing debt and risk.
- 02We conduct direct outreach to practitioners currently managing banking complexity, focusing on those who possess the specific TMS and debt strategy history you need.
- 03We arrange interviews that focus on past technical work, requiring candidates to explain how their interventions directly saved time, reduced risk, or improved liquidity reporting.
How your 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
How long does the process take to get a shortlist?
We provide candidates as we vet them. We do not operate on artificial timelines, but we maintain active outreach until you find the right fit.
How do you judge if a candidate will communicate well within our team?
We test their hands-on work with banking systems and financial reporting. We then discuss your team dynamic to see if their style matches your need for direct financial reporting.
Do you have a process to handle counteroffers or short-term project needs?
Counteroffers occur for experts with deep institutional knowledge. We discuss this possibility with candidates early to confirm their intent.
Is it possible for our firm to remain unidentified during the recruiting phase?
We determine the necessary disclosure levels before any outreach begins. We shield your identity from the market so only vetted candidates learn your name.
What is your fee structure for this recruitment project?
Prioritize your capital by only paying for results. We invoice a fee only upon the successful hiring of a candidate.
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 finance 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.