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Wells Fargo is seeking a Lead Digital Product Manager in Digital Product Management & Experience Design as part of Consumer Lending Merchant Services. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions.
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We provide a diversified set of banking, investment and mortgage products and services, as well as consumer and commercial finance, through our four reportable operating segments: Consumer Banking and Lending, Commercial Banking, Corporate and Investment Banking, and Wealth & Investment Management.
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Wells Fargo is seeking a nCino Product Owner (Lead Digital Product Manager) in Consumer & Small Business Banking providing coverage for Small Business Operations. At Wells Fargo, we believe in diversity, equity and inclusion in the workplace; accordingly, we welcome applications for employment from all qualified candidates, regardless of race, color, gender, national origin, religion, age, sexual orientation, gender identity, gender expression, genetic information, individuals with disabilities, pregnancy, marital status, status as a protected veteran or any other status protected by applicable law.
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About this role: Wells Fargo is seeking a nCino Product Owner (Lead Digital Product Manager) in Consumer & Small Business Banking providing coverage for Small Business Operations.
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These LOBs include Auto; Card, Retail & Merchant Services; Home Lending; and Personal Loans within Consumer Lending. We have an excellent opportunity for an experienced engineer to work in our Consumer Lending Technology - Engineering team.
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5+ years of consumer lending experience. The Consumer Technology (CT) group executes the Wells Fargo Technology strategy and offers a strategic technology perspective to the lines of business (LOBs) we support.
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Complaints Research Analyst - Credit Card and Merchant Services/Consumer Lending. Title : Complaints Research Analyst- Credit Card and Merchant Services/Consumer Lending. Complaints Research Analyst - Credit Card and Merchant Services/Consumer Lending.
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Wells Fargo is seeking a Community Mortgage Bank Sales Consultant (SAFE) in Consumer Lending as part of Home Lending. Individuals in Loan Originator (LO) positions must meet the Consumer Financial Protection Bureau qualification requirements and comply with related Wells Fargo policies.
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Established relationships with diverse realtor organizations and affordable lending nonprofits in assigned market. Expertise of general lending products and overall mortgage industry experience.
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Stay informed of mortgage industry trends and developments in the assigned market and develop and maintain a high degree of visibility for Wells Fargo Home Mortgage in the marketplace. Continuously pursue Wells Fargo training offerings to increase knowledge of company products, policies and procedures, and underwriting requirements.
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About this role: Wells Fargo is seeking a Community Mortgage Bank Sales Consultant (SAFE) in Consumer Lending as part of Home Lending. We Value Diversity At Wells Fargo, we believe in diversity, equity and inclusion in the workplace; accordingly, we welcome applications for employment from all qualified candidates, regardless of race, color, gender, national origin, religion, age, sexual orientation, gender identity, gender expression, genetic information, individuals with disabilities, pregnancy, marital status, status as a protected veteran or any other status protected by applicable law.
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At Wells Fargo, we are looking for talented people who will put our customers at the center of everything we do and who embrace diversity, equity and inclusion in a workplace where everyone feels valued and inspired.
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Wells Fargo is seeking a Branch Manager (SAFE) for our National Branch Network as part of the Consumer, Small & Business Banking division. By using a Site or interacting with a Wells Fargo advertisement or page or account on a third party site, you consent to this Policy, including your consent to our use and disclosure of information about you in the manner described in this Policy.
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Wells Fargo is seeking a Branch Manager (SAFE) for National Branch Network as part of the Consumer, Small and Business Banking division. Wells Fargo will initiate the SAFE registration process immediately after your employment start date.
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Drug and Alcohol Policy Wells Fargo maintains a drug free workplace. Collaborate with fulfillment partners to meet the needs of our clients throughout the origination process Stay informed of mortgage industry trends and developments in the assigned market and develop and maintain a high degree of visibility for Wells Fargo Home Mortgage in the marketplace This SAFE position has customer contact and job duties which may include the offering/negotiating of terms and/or taking an application for a dwelling secured transaction.
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consumer lending jobs Company: Wells Fargo
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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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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.