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M/I Homes, a top 15 national home builder, is looking for a Residential Mortgage Loan Officer Assistant for its builder financing subsidiary, M/I Financial, LLC located in Lake Mary, Florida.
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Phoenix Job Corps has an exciting opportunity for you as a Safety Officer. As a Safety Officer, you will be responsible for ensuring the safety of all students and staff on the Center. The Phoenix Job Corps Center provides students with the opportunity to earn their High School Diploma or Equivalent (GED), and hands-on training in the following areas: Certified Nurse Assistant, Clinical Medical Assistant, Medical Administration Assistant, Patient Care Technician, Plumbing, Painting, Security and Protective Services, HVAC, Landscaping, Electrical, and Building Construction Technology.
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You’ll work as a member of a close team to form the backbone of the broad security services Inter-Con provides its valued clients every day.
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3000 Sign on bonus for new candidates with active guard card
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Applicants must have one year of specialized experience equivalent in difficulty and responsibility to the GS-5 level in the Federal service or private sector equivalent that demonstrates basic knowledge of loan examining and/or servicing principles, procedures and techniques as they apply to investigation, analysis, and evaluation of financial factors and credit risks in relation to granting and servicing of agricultural loans.
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Feet: Besides walking and standing, a Security Officer uses his/her feet for activities such as the Physical Agility Test, driving/operating vehicles, self-defense, physical use of force, and running pursuit.
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Based in Denver, CO, and reporting to the President and Chief Executive Officer (CEO), the Chief Financial Officer (CFO) will be a strategic financial leader. Engage with the Chief Banking Officer and lines of business to deliver metrics and provide insightful analysis required to evaluate business performance and drive improved financial and operating results.
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M/I Homes, a top 15 national home builder , is looking for a Residential Mortgage Loan Officer for its builder financing subsidiary, M/I Financial, LLC located in Raleigh. Builder Residential Mortgage Loan Officer Ø Tired of searching for new mortgage business.
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As a Hospital Security Officer, you will serve and safeguard a high profile healthcare customer. The Hospital Security Officer is responsible for the surveillance of the client’s healthcare premises and the protection of the staff, members, and visitors.
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Favorable clearance adjudication meeting SCI/SAP eligibility standard without condition, deviation, or waiver within the past 12 months or had a satisfactory review based on the current Standard Form (SF) 86, “Questionnaire for National Security Positions” submitted for most recent personal security investigation.
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The Model Risk Officer II role will be responsible for ongoing assessment of the model risk management framework with respect to regulatory guidelines and expectations. Model Risk Officer II.
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Must have at least one (1) year experience in Mortgage Loss Mitigation/Collections/Default Servicing/Financial Services and MI regulations. Experience, in-depth knowledge of federal and state laws and regulations regarding bankruptcy, repossession, foreclosure, loss mitigation, litigation and other collection activities.
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As a CRA Mortgage Loan Officer your day will be filled with opportunities to generate loan volume through sales efforts focusing on low to moderate income areas and borrowers in Jefferson County/Louisville MSA. In addition to standard secondary market products we have great portfolio products to offer, including a competitive portfolio product geared towards first time homebuyers allowing for up to 100% loan to value.
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Supervisory Responsibilities None Access to Sensitive Areas and Information As per the ACGC Access matrix Signatory Ability When acting as a Security Officer: Hotel and casino security reports Table Game fills/credits Slot jackpots up to $ Applicable security reportsQualifications Education and/or Experience High school diploma or GED. Desirable to have experience in law enforcement, security, military, current Guard Card or 832 PC college classes.
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Your Key Responsibilities:As the KYC Advisory Officer, you will coordinate and support critical aspects of Morgan Stanley's Know Your Customer (KYC) Program across the enterprise while promoting consistency across business lines and regions in the day-to-day implementation of certain aspects of the KYC Program.
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Title: mortgage loan officer Company: Union Savings Bank
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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.
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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.