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Qualifications 7+ years of experience (3+ years as a people manager) in financial services, preferably with a major payments company, fintech, or a US bank, with operational exposure to ACH Payments, Fraud & Abuse Mitigation, Chargebacks, Sanctions Screening, BSA/AML Compliance, KYC, and KYB. Deep context in Payments Fraud, BSA/AML Compliance, KYC, KYB, Sanctions Screening, Onboarding, and Transaction monitoring, preferably in a fintech/hi-tech environment.
$116,600 - $175,000 a yearExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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We're also backed by top fintech and mobility venture funds - including Better Tomorrow Ventures, Bessemer Venture Partners, BoxGroup, Foundation Capital, Greycroft, and Colle - and premier angel investors - including Max Levchin (Affirm), Josh Abramowitz (Bread), Jason Gardner (Marqeta), William Hockey (Plaid), Ryan Petersen (Flexport), and many others.
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As the Head of Non-Bank Financial Institutions (NBFI) Sales for Payments in Latin America, you will be responsible for origination and execution of new business across the asset management, insurance, fintech and credit management sectors with strong expertise in one or more of these segments.
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Fintech Breakthrough Awards – Best Fraud Prevention Platform (2023) Experience in a SaaS startup environment, and in either the payments, fraud, or finance industry is a bonus. We're on a mission to bring trust to global digital commerce so that companies like Nordstrom, Priceline, Instacart and ASOS can block fraud, drive revenue and improve customer experience.
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Experience in FinTech, Working with Payments (Swift - MT, MX messages formats), Securities messages. Experience/Exposure to Financial Crimes Compliance - such as AML, Alert Investigations, Knowledge with Actimize or any other AML products is preferred.
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BHN’s portfolio includes: Gift Card & eGift products, promotions and distribution that grow revenue faster; Rewards & Incentives that build loyalty and acquisition and are integrated into today’s leading platforms; and Payments that enable businesses and customers to access and disburse funds in convenient and innovative ways.
$133,920 - $180,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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We’re Fiserv, a global leader in Fintech and payments enabling innovative financial services experiences that are in step with the way people live and work today. We’re Fiserv, a global leader in Fintech and payments, and we move money and information in a way that moves the world.
$21,000 - $44,800 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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5 years of multi state compliance experience in the Fintech industry and applying current state and federal regulatory requirements to stored value, money transmission, alternative payments.
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Our FinTech dedicated team is looking for a candidate to work closely on clients with the latest technologies and platforms in lending, digital banking, payments, crypto and blockchain, insurance and real estate.
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Our systems cover all major areas of our business: inventory and pricing, product information, customer data, communications, partner data, booking systems, payments, FinTech and more. Hands-on experience working with technology like queueing systems (Kafka, RabbitMQ, ActiveMQ, MSMQ), Spark, Hadoop, NoSQL (Cassandra, MongoDB), Play framework, Akka library.
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Edinburgh #kiev #hcmc #hanoi #wroclaw #poznan #katowice #rio #salvador #IT #4 #5. In order to accomplish this, we use state-of-the-art languages like Scala and Go, data technologies like Kafka and Spark, and agile development practices.
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Based in Asia and part of Booking Holdings, our 6,000+ employees representing 90+ nationalities foster a work environment rich in diversity, creativity, and collaboration. Data platforms like SQL, Cassandra or Hadoop.
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Devops, matlab, perl, php, programming, python, software development engineer. Core engineering infrastructure tools like Git for source control, TeamCity for Continuous Integration and Puppet for deployment.
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ThoughtFocus helps forward-looking companies and organizations in financial services (capital markets, payments/loyalty, and mortgage/lending), manufacturing, and higher education/public sector innovate and achieve a better future faster.
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In six years, Figure has unveiled a series of fintech firsts using the Provenance blockchain for loan origination, equity management, private fund services, banking and payments sectors - bringing speed, efficiency and savings to both consumers and institutions.
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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?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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.