Treasury recruitment patterns into 2026 point to structural shifts rather than short-term fluctuations, with interim appointments, private equity-backed hiring and the growing influence of artificial intelligence reshaping both demand and career development.
One of the most pronounced trends is the continued rise in interim treasury roles. Jessica Timelin, senior director of finance, treasury and tax recruitment at Michael Page, said: “From an interim perspective, it is going to be a busy year.” She attributed this partly to lean team structures, adding: “When there’s any overflow of work, treasury teams need another pair of hands on deck.”
[There is] a huge demand for interim staff to help with project management, the implementation, or upgrading of [treasury management systems]
A major driver of this demand is treasury technology. Timelin noted “a huge demand for interim staff to help with project management, the implementation, or upgrading of” treasury management systems. She added that interim contracts are typically long-term. “Anything between six and 12 months is considered pretty normal,” she said, with some TMS projects running “for years”.
Sam Roberts, principal consultant in treasury at Brewer Morris, echoed this trend, estimating that “probably about 70% of our interim work has been an extra head to come in and implement a system to help out with technology,” a significantly higher proportion than in previous years.
Alongside interim growth, hiring activity has been particularly strong among private equity-backed businesses. Timelin observed that much of the movement in 2025 has come from “PE companies and their portfolio companies”, where treasury teams are being built for the first time, while corporate companies have largely been “more stable”.
Roberts said Brewer Morris has seen “a lot of those first-time hires”, describing roles where “PE firms want to bolster their portfolio companies with stronger processes”. These positions often target managers or senior managers rather than seasoned group treasurers, with candidates expected to be flexible, hands-on and comfortable with limited structure. Roberts added that these roles could offer strong longer-term career progression.
Artificial intelligence is the third major force influencing treasury careers, though its impact remains evolutionary rather than transformational. Timelin said that while AI is being used for tasks such as drafting policies, automation or reviewing documents, “it’s probably still too early to assess the impact on ‘value adding’ skills”.
Roberts highlighted how AI and automation are beginning to change junior roles in particular, recounting an example where a graduate recruit automated a reporting process that previously took “two days of work a month”. However, he warned of “a potential threat of a gap in knowledge,” as traditional entry-level tasks disappear and career pathways shift.
Wage inflation in treasury is still very real
On pay, Timelin said salary pressure remains firmly upward. “Wage inflation in treasury is still very real,” she said. “It’s a finite pool of candidates and companies are competing for the best talent.” Timelin added internal pay rises are typically “3 to 4%”, but candidates moving roles externally “could see an uplift of 10 to 15%”.
The latest salary survey from Michael Page reveals that group treasurers in London can expect a salary of more than £180,000 a year, while a senior treasury manager wage in the capital ranges from £90,000 to £110,000. According to the survey, 28% of treasury professionals expect to leave their current role within a year.
Philip Smith is editor of The Treasurer
