When companies hire a treasurer, they often start with a list of technical requirements.
Cash management experience. Check.
FX risk management. Check.
Treasury systems. Check.
Policy writing. Check.
Banking relationships. Check.
After years of interviewing treasurers and treasury consultants, I’ve noticed something interesting: candidates are rarely hired based on technical skills alone. While expertise is essential, the deciding factor is often how well their personality, communication style, and way of working fit the specific challenge and team.
At the same time, there is often an unconscious bias toward candidates who interview particularly well. Strong interview skills can create a positive impression, but they do not always reflect how someone will perform in the role itself.
The German Treasury Assignment
Recently, we worked on an interim treasury assignment in Germany. The company was looking for an experienced treasury professional to review and enhance its FX risk management framework, update treasury policies, collaborate closely with finance teams, and support the implementation of improvements across the organisation.
We introduced six candidates, all of whom possessed the required technical expertise and relevant treasury experience. As always, we presented more than just their professional backgrounds, providing the client with insight into each candidate’s working style and personality. Some candidates stood out for their strong communication skills and high energy, while others brought a more analytical and reserved approach.
Interestingly, the client immediately identified one candidate they wanted to meet first. It wasn’t because this person had the strongest CV or the longest track record. Rather, the client felt that their personality, communication style, and way of working were the best fit for the assignment and the team they would be joining.
The Interview That Made Me Nervous
I join many interviews because it helps me better understand both the client and the consultant. Being quite extroverted myself, I naturally enjoy storytelling, discussion, and thinking out loud. As a result, I often expect a certain level of energy and interaction during interviews.
This candidate, however, had a completely different style. Before answering almost every question, he would pause, take a moment to think, and carefully consider his response. His answers were concise, structured, and deliberate.
At first, I found it slightly uncomfortable. My instinct was to fill the silence and keep the conversation moving. But as the interview progressed, it became clear that the client viewed his approach very differently.
What I initially interpreted as hesitation, they saw as thoughtfulness. What felt quiet to me came across as confidence to them. And what I perceived as slow, they viewed as thorough and methodical.
For an assignment focused on analysing complex FX exposures, reviewing treasury policies, and implementing change across the organisation, those qualities were exactly what the client was looking for.
There Is No Ideal Treasurer
One of the things I’ve learned from working in treasury recruitment is that there is no such thing as the “perfect” treasurer. Different situations require different personalities, and the qualities that make someone successful in one assignment may be less important in another.
A turnaround project, for example, may require a strong communicator who can influence stakeholders, challenge existing ways of working, and drive decisions through the organisation. A complex risk management project may benefit more from someone who listens carefully, analyses thoroughly, and takes a measured approach before acting. Treasury transformations often need an energetic change agent who can build momentum and bring people along, while treasury operations roles frequently depend on detail-oriented specialists who quietly ensure everything runs smoothly day after day.
Neither approach is inherently better than the other. Success is often less about finding the best treasurer and more about finding the right treasurer for the challenge at hand.
The Hidden Challenge for Introverts
One pattern I have noticed repeatedly is that quieter treasury professionals often undersell themselves during interviews. Many of the strongest treasurers are naturally analytical people. They take time to think before responding, prefer measured answers over bold claims, and tend to let their work speak for itself rather than exaggerating their achievements.
The challenge is that interviews do not always reward this style. Candidates who speak confidently and at length can often create a stronger first impression than those who provide concise, well-considered answers. However, a more polished interview performance does not automatically mean someone is better suited to the role.
This is something recruiters, hiring managers, and treasury leaders should be mindful of. If we focus too heavily on interview style, we risk selecting the best presenter rather than the person whose skills, approach, and personality are genuinely the best fit for the challenge ahead.
So What Type of Treasurer Do You Need?
Before writing the job description, it is worth asking a different question: what personality does this challenge require?
- Do you need someone who can influence stakeholders and drive decisions?
- Someone who is willing to challenge existing thinking?
- Someone who excels at building relationships across the organisation?
- Or perhaps someone who is naturally analytical, detail-oriented, and comfortable working through complex data?
Technical skills may get candidates onto the shortlist, but personality often determines who succeeds once they arrive.
The best treasury hire is not always the loudest person in the room. Sometimes it is the person who sits quietly for a few seconds before answering.
If you are hiring treasury talent, we are always happy to brainstorm with you. Book your Online Treasury Scan or Contact us for more information. With a network of more than 350 treasury professionals, from outspoken communicators to quiet analytical thinkers, chances are we know someone who will be a great fit for your team.
