Mike Richards, Katie, Tom, and Craig discuss how treasury teams stay connected and productive when working hybrid. They cover what makes remote treasury work harder to manage, how to keep culture alive across locations, and what actually keeps people from leaving.
Foreign.
We're going to talk about hybrid. We're going to be talking today about retaining your treasury team. Also, Katie's done a lot of hard work of doing analysis of the salary survey. Yeah, we do the salary survey. Craig and I graft away and she gets all the glory. Joking aside, I'll go through some of the slides. For those of you who don't know me, most of you hopefully should I run the treasury recruitment company? Been going since 2002. We've been a Treasury recruiter from before that been recruiting corporate treasury professionals right the way across the world right away from Texas, Chicago, New York just after the summer and then San Diego end of the year. So that's across the us. Katie and I and Craig as well will be Euro finance later this year. And also we do. Craig's got a conference in a couple of days. Treasury career corner live in London. So we get to meet lots of you, Katie.
Yeah. So I head up the European side of the business. If you needed any advice on treasury across Europe, my experience is slightly different, it's a blended experience. So I've got 20 years experience in both specialist agency recruitment, but Also I spent 10 years heading up in house teams as well. So I've kind of been on both sides of the coin.
You've been on the other side as well. She's been gives you more of an understanding and also some of the issues we're going to talk about today as well. And lovely Mr. Perkins.
Tom, Craig. I look after. I look after a head up our UK division. Been with the business coming up to very soon, two years. It's been an absolute roller coaster ride. It's been lots of fun. Got to know some amazing people. I actually came from a. A very technical kind of. I kind of project program management background before joining Mike at the treasury recruitment company. And it's been absolutely fantastic. Spoken as I expect some fantastic people now look after the vast majority of the UK kind of client portfolio here and got to know some fantastic people both professionally and personally. It's been very good and looking to crack on and carry on meeting some great people.
And this is one of the reasons as well. These guys help me get amazing guests. I do a weekly podcast as of today, 112,000 downloads, 260 plus episodes. The reason I show this isn't an advertorial, it's more because one of the key topics I talk about a lot of the time with treasurers out there in the world is hybrid working. Here we go. What it's like Post Pandemic and some of the topics of discussion here. How you retain your treasury team. Seems a bit weird, doesn't it, that we as three recruiters are going to try and tell you about how to keep your treasury teams, how to work with blended treasury teams. I'm going to be talking San Diego, actually. One of the key topics there is going to be and in fact, New York with Steve Rosenthal from Broadridge, one of my previous guests. Great guy. He has a blended team. That's what we're going to call it because he's got some people 100% in the office, some people 100% working from home, working remotely, and the hybrid guys in the middle. How do you balance all of those? Now, I'm going to get Katie to deep dive into that a little bit later when we were talking to you guys 2023 again, what a weird world. Five years ago, if someone had actually said to me, even in our office, and Craig and I have talked about this and we come on to Katie's unique situation. If I had someone who said, I want flexible working because I didn't really believe in it. Why? Because I'd been brought up in a traditional working environment. Thirteen years on the train every day to and from the West End. What a waste of two and a half, three hours at least of my life every single day. There was no need for it at the time. However, did we have the tools to have the broadband to be able to support zoom and everything else and be able to work remotely? Not really. Yes, I could do phone calls with people, but could I present like this? No, didn't have this set up. The tools weren't quite there. If I had the tools there, I'd probably, you know, Pandemic forced us into this new way of working. And Katie, let's, let's go to you and then we'll come to you. Craig, your first observations. I know that we're going to go through some other, some other topics and you know about opportunities and things, but what are your first observations of thoughts?
You mentioned earlier about my unique situation in regards to hybrid? I joined Mike before the pandemic and I am actually a fully remote worker. So, yeah, so they say. So I'm not based near the office. I have my own home office. But I think with anything comes benefits and comes challenges. The challenge is you have to have more awareness of ensuring that you stay in touch with the team, that you are still connected to the business and what's going on on a daily basis. I think one of the things that is key, and I guess that does come from my background in house still being able to create a certain culture within a business and you are tapping into both the experienced individuals as well as the more kind of junior individuals who want to be in the office environment a lot more. And I think one of the biggest challenges is to ensure that your team leaders are actually TR leaders because to manage remotely is very different to managing teams on a face to face basis.
I'm going to pass on to Craig as well and get him to give some input.
You know, I actually look after. When you're in the office, Mike, I look after the team in the office. So I by choice go in. Go in pretty much every day. Is that option to be. To be flexible. And every now and then, like you say, it makes sense. Certainly even today with this webinar, makes sense to be doing certain things from home where there's no background noise and distraction and it's very situational to how I'm. Or nonstract you might be in the task you're doing. But I can certainly resonate to what you said in regards to that flexibility aspect of that remote work. And I know we're going to touch upon a lot of that today and talk about the benefits and the being in touch with it and as you mentioned there, the culture that comes along with it. So it's. There's quite a few misconceptions, I think, with the hybrid remote working especially. So it'd be good to cover off some of those today and, you know, highlight the ones that are important and show the ones that aren't. So we can. Yeah, we'll cover all those off.
So rising opportunities. It's a buoyant market, but hybrid is the buzzword. You know, this is the quick key thing. Craig and I have talked about it because it was some UK clients a couple of times recently. I mean, I cover a lot more in the us. Katie obviously runs Europe and Craig heads up uk. But hybrid, it's still a buzzword, but it's still a weird word. A number of clients when I actually talk to them. Well, what's your hybrid? Yeah, every Friday we don't come in the office. That's not hybrid. That's not coming into the office on a Friday, working from home on a Friday. I think there is. I've noticed with the US clients we deal with, they're still getting used to the idea of hybrid. They're still getting used to the way to work in that sense. You know, how many days is it? Is it two days a week in the office, or is it four days a week in the office? Is that hard? Is that concrete, or is that, you know, just written in pencil?
