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The overall objective is to utilize in-depth subject matter expertise to ensure that the firm meets audit standards and regulations and to work with business leaders to determine solutions for emerging issues.
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Audit experience in a Big 4 Public Accounting firm. Your CPA, CIA, CISA, CISSP certification earned or in progress or other relevant certification. Collaborating with and educating process owners regarding the importance of maintaining strong internal controls and the role of internal audit.
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CPA Firm Audit Managers and Seniors - Hybrid living close to the office is preferred - Fully Remote Home Based is available for candidates living in the PST or MST time zones. Well established, highly profitable CPA firm offers several exceptional career opportunities for Audit Managers and Seniors to work hybrid from both our office and your home with flexible hours.
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MHM is an independent CPA firm that provides audit, review and attest services, while CBIZ provides business consulting, tax and financial services. As part of CBIZ, (NYSE: CBZ), one of the top financial services providers in the country, CBIZ Risk & Advisory Services provides internal audit, Sarbanes-Oxley compliance, cybersecurity, supply chain management, ESG and risk consulting services to leading businesses across North America.
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Ensure compliance with Generally Accepted Accounting Principles (GAAP) and lead annual audit and tax preparation process with external CPA firm. Expertise creating financial reports and analysis for internal and audit purposes; skilled at using Excel to analyze data using pivot tables and charts.
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Required: Minimum of 2 busy seasons in external audit with a Big 4 or large Certified Public Accountant (CPA) Firm. Certified Public Accountant (CPA) certification | Minimum of 3 years of relevant technical / strategic accounting experience | Minimum of 2 busy seasons in external audit with a Big 4 or large Certified Public Accountant (CPA) Firm | Must have public companies audit experience.
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At least three years of experience preparing all types of tax returns with a public CPA firm or private company. Certification Reimbursement for CPA, CIA, CFE, CISA. Through acquired expertise, performs as a resource in designated areas for tax questions and issues from both tax and Audit staff.
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Baker Tilly US, LLP (Baker Tilly) is a leading advisory CPA firm, providing clients with a genuine coast-to-coast and global advantage in major regions of the U.S. and in many of the world’s leading financial centers – New York, London, San Francisco, Los Angeles and Chicago.
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Minimum of 2 years of hands-on experience with a U. S. based CPA firm. Requirements: Prefer candidates currently (or recently) at a Senior level or above with a Big-4, national, or large local CPA firm.
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Oldest continuing CPA firm in the country seeks expert in fiduciary taxation to lead and grow our estate, trust and gift practice. The firm handles the tax compliance and audit needs of privately held businesses of all industries, as well as approximately 2,000 individual and fiduciary tax returns for our high net worth clients.
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We offer a very reasonable work / life balance, diverse SEC and closely held clients in numerous industries to work with, fast track promotions, and above market compensation packages. Will assist with relocation expenses for out of town candidates.
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Seniors receive paid overtime at time and one half. Large Manager bonuses.
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Must have active CPA or equivalent certification. We have experience across multiple lending and equity transaction, various debt asset classes, specialty lending/securitization and asset-based lending areas.
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Seniors receive paid overtime at time and one half. Large Manager bonuses.
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Seniors receive paid overtime at time and one half. Large Manager bonuses.
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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?
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.
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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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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.