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Your role will be critical in deeply understanding the payments landscape, assessing trends and potential opportunities to expand capabilities through partnerships, managing partner initiatives, critical issues and surfacing growth opportunities.
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As a Vice President, Lead Generation, Marketing Strategy Leadwithin the Global Small Business Organization, you will be responsible for driving results through our US and Canadian inside sales channel by conceptualizing and implementing lead nurture and activation/onboarding campaigns and lead funnel optimization.
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The US Dermatology Lead will set the portfolio strategy, maximize performance and patient impact and serve as a leader of brand leaders and portfolio functions (ie customers, market access etc.
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We advise, design, implement, and deploy innovative and technology enabled solutions focused on "heart of the business" issues in specific sectors including Health Care & Life Sciences, Digital Banking & Payments, Investment & Wealth Management, Insurance, Telecom, Media and Energy & Resources.
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A full lifecycle role, you will work alongside the Co-Founders and the Head of Engineering to help deliver the companys vision and strategy. Working alongside the software engineering team - a technical background is highly beneficial (preferably NodeJS, ReactJS, Redux, NextJS, Redis, AWS) - responsible for developing their high volume, highly scalable payments platform and APIs, you must understand the needs of the customers and the product, risk models and deal flow.
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Hypergrowth FinTech based in Miami with a market of 50M+ users are looking for an experienced Product Owner to join their cross-functional teams and design, build and deploy new products and features at the very core of the business as they continue to scale.
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Position Summary Power, Utilities & Renewables Next Gen AMI Strategy LeadWhat we doOperations and Technology Transformation delivers market leading expertise and industry depth by harnessing deep sector knowledge, scaling the power of hybrid services and products, and unlocking the power of Process Bionics to deliver sustainable and impactful solutions to our clients.
$167,325 - $278,875 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Systematic understanding of corporate treasury (e.g., global cash management, payments, bank relationships, investments, debt, corporate finance, and currency and commodity hedging), Finance strategy and transformation.
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Understanding and experience with core finance system implementation and optimization, finance strategy and transformation, shared services and outsourcing, case development, preparation of Lead to Revenue functions.
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Guide the new customer base through a strategic pricing update to ensure their payments reflect the true value of the data provided. Support the company's strategy to shift advertisement spending towards sustainable, subscription-based revenue.
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Decision Strategy Manager (leverage AI and NLP to analyze customer moods) From greenfield to tier-one builds, our clients look to us to deliver their mission-critical projects related to product strategy, design, cloud native applications, as well as mobile and web development.
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The Senior Manager, Operations Strategy & AI, position will report to the Chief Operating Officer. Private student loans - low rates, people-first service, and flexible payments. 7+ years in strategic roles: consulting, investment banking, corporate strategy, development, business operations, or product.
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Typical engagements include process improvement, operating model design, competitor benchmarking, cost transformation, customer and product innovation, and growth strategy development. Strategy and Visioning.
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Experience in implementation of Fiserv back-office systems, to include Fiserv DNA, Fiserv Item Processing and Payments Exchange (formerly Wirechange). The Deposit Operations Manager is responsible for recommending, directing, and implementing Credit Union and department policies, procedures, and projects to develop the Operations department in accordance with organizational strategy.
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Your strategy will drive business growth for customers who are looking at solutions from Intuit and competitors across accounting, payroll, payments, capital, marketing automation and others.
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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.
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.