Attracting strong treasury professionals has become increasingly competitive. As businesses face greater complexity in cash management, liquidity risk and financial risk strategy, the demand for skilled treasury practitioners has grown while the supply of experienced talent remains relatively constrained.
In this environment, getting your approach to compensation right is critical. And that starts with having access to reliable, up-to-date data. A treasury salary guide gives hiring managers and HR teams the information they need to make compelling offers and position their businesses competitively.
The challenge of attracting treasury talent
Treasury is a specialist discipline, and top treasury professionals know their value. They have skills in areas such as cash and liquidity management, foreign exchange hedging, debt capital markets and treasury technology that are genuinely difficult to replace.
When these professionals are considering a move, compensation is always part of the conversation. If your offer is below market, the best candidates will simply go elsewhere. And because treasury talent pools are relatively small, the cost of missing out on the right person can be significant.
This is the core challenge that a treasury salary guide helps to address. By providing clear, market-tested data on what treasury professionals at different levels and in different specialisms are being paid, it enables businesses to structure offers that are genuinely competitive.
What a treasury salary guide covers
A well-constructed treasury salary guide will typically include data across a range of variables. These include:
- Salary ranges by seniority – from treasury analyst through to Group Treasurer
- Variation by sector – financial services, FTSE 100 corporates, mid-market businesses and beyond
- Regional differences – with data covering key markets including London, broader UK locations and international centres
- Bonus and benefits benchmarks – total compensation, not just base salary
- Commentary on market trends – including where demand is growing and where talent is most scarce
This breadth of information allows businesses to benchmark their compensation packages accurately, rather than relying on outdated data or anecdotal information.
Using salary data to strengthen your employer proposition
Compensation data is not just useful for setting offer levels. It can also be used to strengthen your wider employer proposition. If your salary ranges are genuinely competitive, and you can demonstrate that with data, you can communicate that clearly to candidates during the hiring process.
This matters because treasury professionals are discerning. They are likely to be comparing several opportunities at once, and they will be assessing not just the salary figure but the overall package, the organisation’s culture and its approach to professional development.
Being able to show that you’ve done your homework on compensation sends a positive signal. It suggests that you understand the market and that you value the role you’re recruiting for.
Salary benchmarking as part of a retention strategy
A treasury salary guide is not only useful for attracting new talent. It’s equally valuable for retaining the people you already have. Treasury professionals who feel underpaid relative to the market are significantly more likely to be open to approaches from other employers.
Regular benchmarking, ideally on an annual basis, allows businesses to identify and address salary gaps before they become a retention problem. It also demonstrates to your existing team that you’re committed to paying fairly, which has a positive impact on engagement and loyalty.
Accessing the right data
The treasury salary guide produced by Brewer Morris draws on data from hundreds of placements made each year, combined with direct insight from treasury professionals across a wide range of sectors and seniority levels. It provides a reliable and current picture of the market that businesses can use with confidence.
If you’re planning to recruit treasury talent and want to make sure your compensation approach is fit for purpose, get in touch with the Brewer Morris treasury team. We’re here to help.
Connie Cardillonero has opinions about investment trends in commerce. Informed ones, backed by real experience — but opinions nonetheless, and they doesn't try to disguise them as neutral observation. They thinks a lot of what gets written about Investment Trends in Commerce, Strategies for Profitability, E-Commerce Finance Insights is either too cautious to be useful or too confident to be credible, and they's work tends to sit deliberately in the space between those two failure modes.
Reading Connie's pieces, you get the sense of someone who has thought about this stuff seriously and arrived at actual conclusions — not just collected a range of perspectives and declined to pick one. That can be uncomfortable when they lands on something you disagree with. It's also why the writing is worth engaging with. Connie isn't interested in telling people what they want to hear. They is interested in telling them what they actually thinks, with enough reasoning behind it that you can push back if you want to. That kind of intellectual honesty is rarer than it should be.
What Connie is best at is the moment when a familiar topic reveals something unexpected — when the conventional wisdom turns out to be slightly off, or when a small shift in framing changes everything. They finds those moments consistently, which is why they's work tends to generate real discussion rather than just passive agreement.
