The Current State of the Treasury Recruitment Market

Foreign.

Something I do see if you were to sort of looking for that next step, looking for that sort of pay rise and looking to progress as treasury professionals, there are absolutely things that companies have taken, you know, really take a look at and prioritize very much. For instance, you know, Qualifications act examinations, I think are, you know, invaluable. I always encourage candidates to do it. It's a brilliant kind of concrete something that you can have on your cv. Like I say, it just really shows know you are qualified, you do know what you're talking about and you know it will make you more employable. Quite frankly, it means you can charge people a little bit more for your services. So, you know, as far as I'm concerned, it's a, it's a win, win. Now, I do appreciate, you know, in a lot of cases, these exams are quite expensive to take. Now I believe companies do offer subsidiaries for this and, you know, allowing people to take the exams on the company's behalf, which is really good. And I definitely encourage companies to add that to packages, especially at a junior level. The idea of sort of study support is absolutely huge and very valued in the market. At a junior level.

At the moment, what you're actually seeing is, even though, you know, in the past you'd have probably seen if a company was offering some kind of remote flexibility, especially someone starting a new job, that would be factored into the overall kind of salary that they would be offered and the overall package. Whereas now, you know, we're looking at, we take treasury managers as a threshold, depending on where people are based in the uk and we've seen in the salary results, as we've got at the moment, that can range from your low 50s, 50k end all the way up to senior treasury manager up to potentially over over 90. Although in some companies we look at that as a head of treasury kind of level, I think ultimately it's no longer a factor of, oh, you're working from home. So the salary we'd offer off the bat would be reduced because, you know, we're factoring in, we're not going to have to. There's going to be less travel time, you're not going to be spending money on petrol. The thing is, a 60k job, I imagine in a couple years back to what it is now is still the same, despite the fact that you're not having to travel in. So really, if you look at it that way, there is that, there is that benefit and companies are going to request that people are on site or would like People on site five days a week unless it's, you know, you live in London and it's, and it's, you know, jumping on a couple tube stations. The thing is it's still at that, it's still at that value. You know, you're not going to be undercut because of the fact you're going to be working remotely. So I think in that regard, yeah, there's definitely been an increase indirectly because of that. It's very competitive, you know, because that's standard. It's no longer almost a benefit to go, you can work two days from home anymore because it's almost expected. And I think that's, that's, that's the significant difference in terms of that and how that affects the salaries which like I say, haven't they moved up slightly in terms of where they're at, but ultimately they haven't gone down at all. Given the fact that people can work from home two, three, four days a.

Week while salary, especially in Europe still remains quite a focal point, one of the main questions I get is what's the company's policy post Covid on remote working? And again I've had to advise clients that, you know, it does actually heavily weigh on candidates decisions about whether or not they're going to pursue that job opportunity. Sometimes I'm finding above what the salary is. And I think, I suppose the buzzwords at the moment is that people, people are expecting companies to have a hybrid solution. So you know, they want, candidates want to have that blend of office and home based working. And I think the challenges that businesses are having this year and I think will continue into next year is whether or not they offer that freedom. And I think it's very difficult because when you've got Gen Z, if we can talk that workforce population, so more at the sort of treasury analyst level have found working from home quite difficult because they like that social interaction, it's finding that balance. Whereas people that have got families and things like that have enjoyed having the working from home element. So I think I did quite a bit of research about it and it's been revealed that 30% of the global workforce will be working from home on multiple days by the end of this year and that will increase over the next sort of three years to 70%. So my advice to any business is that they've got to embrace this new trend of hybrid working because failure to do it can predict unwanted challenges in recruitment.