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The Finance and Insurance Manager works with lenders and financial institutions to provide financial services to dealership customers. Automotive Finance Manager. Ensures compliance with all laws and regulatory obligations relative to financial services and products.
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We make integrations to the myriad, often-antiquated financial vendors and financial institutions more streamlined and intuitive. Bond is a modern embedded finance platform that enables businesses to build, launch, iterate and scale financial services offerings easily and compliantly.
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Headquartered in Huntsville, Alabama, and recognized as a Top 250 MSSP by MSSP Alert, MAD Security delivers world-class, industry-leading managed services and technology solutions regularly to defense industry-based providers including aviation and aerospace, government contractors, financial institutions, technology services providers, higher education institutions, and manufacturing to manage risk, meet compliance requirements, and reduce costs.
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Responsible for the attainment and gross production of financial services’ goals and objectives. Finance & Insurance Manager is responsible for coordinating the sale of finance and insurance programs to customers.
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A Certificate as a Certified Public Accountant (CPA) or a bachelor's or higher degree in accounting that included at least 30 semester hours in accounting or 24 semester hours in accounting and an additional 6 semester hours in related subjects such as business law, economics, statistical/quantitative methods, computerized accounting or financial systems, financial management, or finance.
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Our financial services clients include firms in a variety of industries, including financial institutions, insurance, specialty finance, and asset management. Strong U.S. GAAP technical accounting and SEC reporting foundation with strong knowledge and practical experience within the financial services industry in topics such as revenue recognition, leases, derivatives and hedging, stock-based compensation, CECL, business combinations and financial statement presentation and disclosure.
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Committed to the communities we serve, CCC finances both straightforward and highly structured transactions for non-profit and for-profit affordable housing developers, Community Development Financial Institutions, and state and local government agencies.
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Our advisor-led wealth management businesses provide financial planning, investment management, banking and comprehensive advice to a wide range of clients, including ultra-high net worth and high net worth individuals, as well as family offices, foundations and endowments, and corporations and their employees.
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The CFO will be a seasoned and mature leader with at least 10-12 years of broad finance experience, ideally beginning in audit, followed by experience gathering and evaluating financial information and making actionable recommendations to senior leadership.
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This position works with the sales team and financial institutions to provide financial services to dealership customers. Excellent track record with financial institutions.
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Bachelor's Degree or higher in accounting, business, economics or finance (preferred) or demonstrate strong understanding of global finance through experience or knowledge (Required for Level 3 and above or demonstrated understanding of global finance through experience or knowledge of at least one of the following topics: financial institutions; how money is transferred worldwide; and threat finance topics as published in USG and IC products.
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Keeps abreast of trends and developments in the field of finance, economics and law related to financial institutions, including those trends and developments pertinent to climate related financial risk and other emerging, complex and novel risks.
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You may have the opportunity to gain exposure to various financial instruments and the regulatory environments within financial institutions, calculate and analyze daily P&L for a trading desk, and make recommendations on compliance issues.
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With market-leading solutions including Quantum, Integrity, and Trax, FIS is proud to be recognized as the Treasury technology leader, serving over 30% of the global Fortune 1000, major banks and financial institutions.
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The Senior Credit Risk Analyst researches and analyzes the credit underwriting and associated financial risk associated with the design and approval of specialized loans/advances to meet the financing needs of FHLB Dallas' member institutions.
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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.