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Collaborate and influence product outcomes in a matrix organization with multiple stakeholders - Engineering, Operations, Risk, Legal, Sales, Business Development, Marketing, Finance and Banking Partners.
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Retail Bankers conduct general office work, banking transactions, sales, cross sales, account opening, and account management while providing extraordinary customer service. We are currently seeking friendly, adaptable individuals to join our team as an entry level Retail Bank Teller.
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Most of our locations are within Walmart offering our customers the convenience of “banking where you shop” while providing prospecting and sales opportunities that continue growing our business.
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TD Bank, Americas Most Convenient Bank, is one of the 10 largest banks in the U.S., providing more than 8 million customers with a full range of retail, small business and commercial banking products and services at approximately 1,300 convenient locations throughout the Northeast, Mid-Atlantic, Metro D.C., the Carolinas and Florida.
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Key provides investment management, retail and commercial banking, consumer finance and investment banking products to individuals and companies throughout the United States and, for certain businesses, internationally.
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As a Relationship Manager I - Business Banker within PNC's Business Banking organization, you will be based in Greensboro/North Carolina. As a Relationship Manager in Business Banking you will develop and cultivate Center of Influence (COI) relationships to meet and exceed sales goals and business objectives.
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PNC's targeted small business segments are Retail, Agricultural, Healthcare, Manufacturing, Professional Services, Wholesale and Women in Business. – Applies knowledge of banking products and services to meet customer needs and enable them to achieve their financial goals.
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As a member of the Finance, Risk, and Compliance (FRC) group at Capco you will play a role delivering projects, ranging from short-term strategic assessments to large-scale change initiatives, for leading clients across financial services—including investment banking, retail banking, wealth/asset management, and insurance clients.
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Our solutions optimize banking operations, streamline restaurant services, enhance retail interactions, and foster trust through secure payment systems. NCR VOYIX Corporation (NYSE: VYX) is a leading global provider of digital commerce solutions for the retail, restaurant and banking industries.
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Experience launching and scaling B2B data products in Payments, Card Networks, Ecommerce, Retail, Ad-Tech, or Banking. As one of Fortune magazine's "World's Most Admired Companies" 9 of the last 10 years, one of Fast Company’s Most Innovative Companies, and a top scorer on Bloomberg’s Gender-Equality Index, we are committed to innovation and excellence.
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Solid technical background with understanding and/or hands-on experience with retail banking analytics, banking tech, or competitive intelligence solutions. 7+ years of experience in retail banking and/or with experience on digital organizations, or banking tech.
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Should have experience with state and federal regulation with respect to licensing, retail banking, consumer credit, and anti-money laundering and OFAC compliance. The candidate should have a background advising financial institutions and corporate clients on general corporate matters and banking and financial services regulation.
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Beyond retail banking, we also offer wealth management, investment management, insurance and risk management, and benefit plan administration. Our retail division, Community Bank, N.A., operates more than 200 customer facilities across Upstate New York, Northeastern Pennsylvania, Vermont and Western Massachusetts.
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Retail, Financial Services, Health Care, Education, Banking and Financial Services, Government, E-commerce, Payments, Mobile Payments, Fintech. Financial services innovation, Financially underserved, Alternative financial services, ACH, Credit, Debit, Cash, Fintech, Payments, Mobile, and Desktop.
$100,000 - $125,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Healthcare, Pharmaceuticals, Manufacturing, Banking & Finance, Utilities/ Energy, Insurance, Retail, Government, Telecom, Aerospace/ Airlines, Education, Real Estate, Oil & Gas, IT/Software, Media/ Entertainment.
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FEATURED BLOG POSTS
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.