Inside Germany’s 2025 Treasury Job Market

By Treasurer Search

16/09/2025

Germany’s treasury job market is buzzing in 2025. Companies are hunting for specialists, junior roles are multiplying, and openings are at a level not seen in years. We talked with Alana Imron and Antonio Avanzini from Treasurer Search about what’s changing, how Germany differs from the Benelux, and what treasurers should know if they are considering a move.

What stood out about Germany’s treasury job market in the first half of 2025? How does it differ from 2024?

Alana: In the first half of 2025, the treasury job market in Germany has become more focused on specialized roles, like Cash Manager, Treasury Manager (in-house banking). Unlike in 2024, when positions were often more general, companies are now looking for people with specific expertise. There’s also been an increase in junior positions. Overall, the number of treasury job openings has gone up, with many companies eager to expand their departments.

“In the first half of 2025, the treasury job market in Germany has become more focused on specialized roles, like Cash Manager, Treasury Manager (in-house banking).” – Alana

Antonio: I have noticed the same growth. Both in our database and in the overall market, there have never been as many vacancies uploaded to the treasury job market in the first half of the year as in 2025 (since 2009, according to Der Treasurer). A lot of these vacancies are closing, which means quite a few people switched jobs, supposedly creating more openings in return. Clearly, there are many more vacancies compared to last year.



How do hiring priorities here differ from what you have experienced in the Benelux market?

Alana: In Germany, HR plays a bigger role throughout the hiring process and takes more responsibility. This is a bit different from the Benelux market, where HR might not be as involved. Clear and open communication is very important, and companies look closely at motivation and teamwork. They want people who fit well with the team and can collaborate effectively.

Antonio: One thing I have noticed is the pace. In the Netherlands, they really value the importance of speed. In Germany, things generally go a bit slower. That is based on my personal experience, as I do not often work directly in the Benelux market.



Which technical skills or systems do German companies prioritise most right now, and how does that compare with the Benelux?

Alana: Right now, Treasury Management Systems (TMS) are very important to many companies in Germany. They’re looking for candidates who already have experience with TMS or who are willing to work with these systems.

Antonio: In general, with the job descriptions of the vacancies, I would say they are rather loosely formulated, because the market is scarce and people from controlling or corporate finance are also able to apply to vacancies. In terms of skills in German, you saw a rise in the mentioning of IT-skills (generally formulated and in 33% of the vacancies, again Der Treasurer), cash (62%,) and liquidity management (62%) are most mentioned in vacancies.

Vacancies in Germany

If a treasurer is weighing a move from abroad to Germany, what are the 5 top things that they should know?

Language skills – German is essential. A minimum of B2 level is often required, and C1 is preferred, especially in larger companies. Strong German skills significantly increase job opportunities.

  • Housing market – In major cities like Munich, Frankfurt, and Berlin, the housing market is highly competitive. Securing accommodation before relocating is strongly advised.
  • Interview style – Interviews in Germany are usually structured, with a strong focus on both technical skills and cultural fit. Expect detailed questions about past experiences and problem-solving abilities.
  • Timelines and process – Hiring processes can be slower than in some other markets. Replies to applications may take several weeks, and patience is often required. HR is typically more involved in the process, sometimes even leading the first interview alone.
  • Remote work and office presence – Fully remote treasury roles are very rare. Most employers expect employees to be within reach of the office, with only a few exceptions (such as some TMS providers).
  • Workplace culture and hierarchy – Hierarchy is still present in many German companies. Formality (e.g., addressing people by title rather than first name) is common. Candidates should remain professional and polite, but also authentic.

 “Fully remote treasury roles are very rare. Most employers expect employees to be within reach of the office.” Antonio Avanzini



How have you experienced the German labour market as a recruiter? 

Alana: One challenge is with junior candidates. They can be unpredictable, often juggling multiple offers and delaying decisions. That’s why clear communication with both candidates and clients is essential. On the positive side, many candidates are passively open to opportunities, even if they’re not actively looking. By building relationships early on, you can move quickly when the right role becomes available.

“One challenge is with junior candidates. They can be unpredictable, often juggling multiple offers and delaying decisions.” Alana Imron

Antonio: My experience is that the role of external recruiters is sometimes misunderstood. Some expect us to have ready-to-go candidates without knowing the job details. Of course, we know candidates, but we don’t just introduce them blindly. Another challenge lies with hiring managers. They often say HR or recruitment is in the lead, but then don’t prioritize hiring themselves. I noticed this even at the finance symposium, many managers said they were looking, but nobody followed up with us. It gives me the impression that hiring isn’t always at the top of their list, even though they feel the pain when it doesn’t work out.



Looking toward the next 6 months, what shifts are on the horizon for Germany’s treasury talent pool and how might that shape opportunities?

Alana: I expect a mix of junior and senior hiring. Companies will continue building their teams, but also search for experienced professionals. There will be strong demand for people with TMS experience and digital skills. Opportunities will exist across all experience levels, from those just starting out to those ready to take on more responsibility.

Antonio: I agree there will be more openings. For experienced treasurers under €100–120K, there are clear opportunities, especially in Hamburg, where I see a particular shortage. Beyond that, the ability to use AI and bring fresh ideas will become increasingly important. Candidates who can improve processes and make them faster will stand out, on top of meeting the standard job requirements.

Live Q&A (German) – 23rd of September

In 30 minutes, Recruitment Consultants Alana Imron and Antonio Avanzini will answer all your questions about the German treasury job market and treasury recruitment – from required skills and career starts to trends and international experience.

Register

Alana Imron

Recruitment Consultant/ Search Coordinator

Antonio Avanzini

Recruitment Consultant

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