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Ideal opportunity for candidates with previous Deltek Costpoint or Unanet experience
$105,000 - $125,000ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Chief Financial Officer at Non Profit Opportunity!
$140,000 - $160,000ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Accounts Payable Supervisor
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CFS has partnered with a GROWING publicly traded Oil and Gas company looking for Revenue Accountant to join their team.
$70,000 - $90,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Prepare and perform controls on monthly reporting and GL feeds for US GAAP, US STAT, and IFRS
$90,000 - $115,000ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Human Resources/Payroll Coordinator - Baltimore, MDAbout the Company and Human Resources/Payroll Coordinator Opportunity:Our new client is a non profit in Baltimore, MD in business for over 20 years.
$40,000 - $55,000Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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I am with an accounting search firm and I am working with a company in the area looking to hire a Senior Payroll Manager.
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CFS is seeking an experienced Chief Financial Officer (CFO) to join the leadership team of one of our top investment firm clients.
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Creative Financial Staffing has partnered with a family-owned real estate management company to identify an entry-level property accountant to join their growing team as an Accounts Receivable Coordinator.
$45,000 - $55,000ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Reporting to the Accounts Receivable Manager, this candidate will have direct exposure to the CFO and Controller, allowing them to grow their skills and network. This position is the start of a track to move up to Property Accountant.
$45,000 - $55,000 a yearFull-timeExpandApply NowActive JobUpdated 29 days ago - UpvoteDownvoteShare Job
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Notable organization is seeking a Data Entry Specialist to assist with data entry
$37,000 - $41,000ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Senior Tax Analyst - Must Reside in Minnesota
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Company Culture: Growing environmental company located in DTC is looking for a dynamic Accounting Manager to join their team!
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Job Title: Accounting ClerkLocation: Indianapolis, INOur Client is a dynamic and growing organization that prides themselves on their commitment to excellence, innovation, and employee development.
$45,000 - $50,000Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Finance Operations Manager
$110,000 - $140,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago
Company: Creative Financial Staffing
FEATURED BLOG POSTS
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.
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.