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The Accounting Clerk is responsible for assisting with general accounting duties, with a focus on accounts receivable functions, reconciliations, collections, and customer service (tickets in Zoho.
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1+ year of AP/AR procedures and non-profit accounting experience, GAAP preferred. Proficiency in Windows and Microsoft Office, including Outlook, Excel, Adobe, and Word. Working knowledge of accounting software (Sage Intacct, NPSP,Concur) preferred.
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Questions regarding application submission or system operation errors should be directed to the Workplace Alaska hotline at 1-800-587-0430 (toll free) or (907) 465-4095 if you are located in the Juneau area.
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Location The Ritz-Carlton Maui Kapalua, 1 Ritz-Carlton Drive, Kapalua, Hawaii, United States. Prepare, maintain, and distribute statistical, financial, accounting, auditing, or payroll reports and tables.
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Proficiency in accounting software (e.g., Sapphire) and Microsoft Office Suite. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles.
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1–2 years of experience in finance or accounting roles, such as bookkeeper, accounting assistant, or accounting clerk. Qualifications: Bachelor's degree in finance, accounting, or a related field from an accredited institution.
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Check processing (1 year of experience is required) We are seeking accounting experienced professionals with proven history of; accounts receivable, payable, reconciliations, month-end, advanced in excel and Quickbooks is preferred.
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Robert Half is seeking an Accounts Receivable Clerk for their client in North County! Download the Robert Half app ( and get 1-tap apply, notifications of AI-matched jobs, and much more.
$19.79 - $22.91 an hourExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Finance - Fiscal Assistant (Accounting Clerk) Minimum of 1 year of experience with data entry in an accounting system. Must have intermediate computer skills with proficiencies in computerized accounting system, Word and Excel; non-profit accounting experience desired.
$16.47 an hourFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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SNI Companies has partnered with a large consulting firm in the Houston Area that is searching for their next Accounitng Clerk. They are looking with someone who is familiar with Excel and minimum of 1-2 years of experience.
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The Accounts Payable Clerk handles the daily processing of invoices while providing excellent customer service by answering all vendor inquiries and maintaining a high level of attention to detail.
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Education and/or Experience Bachelor and/or Master’s Degree required and 1-5 years of public accounting and/or industry experience is preferred. Accounts Receivable/Payable Clerk Our company has an outstanding opportunity for a results-focused, highly driven and experienced Accounts Receivable/Payable Clerk.
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Your role as an Accounting Administrator/Clerk will both utilize and expand your talents. Preferred: Minimum of 1 year in an accounting position. As the #1 fastest growing AEC firm on The Zweig Group's Hot Firm list in 2021, UES is poised to lead our industry into the future.
$20 - $22 an hourFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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At least 1 year experience in bookkeeping, accounting, or secretarial assignments. Now Hiring for an Accounting ClerkAt First Student, Accounting Clerks assist the Location Manager in all aspects of the daily accounting function and are responsible for Payroll, AP, AR and HR at site.
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Minimum of 1 year in Accounting or Night Auditor role. Acts as front desk clerk, checking guests in and out, booking reservations and resolving guest issues. Handles all end-of-day accounting functions including posting daily room rates and room tax.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
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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?
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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.
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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.
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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.