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Cross train other Card Services employees on Credit Card, Debit Card, Prepaid Card, Merchant Services, and all other Card Services related products and services.
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Paid weekly (Direct Deposit or ATM Debit Card available) Stand Up Reach Forklift Operator. We're on the lookout for experienced Stand Up Reach Forklift Operators to work for one of our most trusted clients.
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Provide debit card support, process fraud disputes, and review dormant account activity. Deposit Operations Specialist essential tasks: Perform Quality Control reviews for new deposit accounts, debit cards, and online banking profiles, as well as maintenance activities.
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Corporate use cases are currently focused on DDA accounts with Debit cards plus real-time access to all payment rails (standard ACH, Same Day ACH, FedWire, RTP, SWIFT), card issuing and acquiring capabilities, compliance services, and white-labeled web & mobile apps.
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The Card Services Representative II has an advanced working knowledge of card processes including credit cards, debit cards, ATM cards and gift card operations. Posts provisional credit for debit card disputes.
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Employees working at Banner Scottsdale Sports Medicine, second floor must possess an Arizona Fingerprint Clearance Card at the time of hire and maintain the card for the duration of their employment.
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Implements applicable regulatory standards and requirements related to financial crimes including, but not limited to, Elderly Financial Exploitation, Identity Theft, Debit Card, ACH Check, and Wire fraud.
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Cyber Governance and Risk is seeking an associate to develop into a subject matter expert lead within the Payment Card Industry (PCI) team providing consulting to the enterprise regarding the PCI Data Security Standard (PCI DSS) and other applicable PCI Council standards.
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Must be a U.S. citizen or national, U.S. permanent resident (current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum. Applicants for employment at Blue Origin must be a U.S. citizen or national, U.S. permanent resident (i.e. current Green Card holder), or lawfully admitted into the U.S.as a refugee or granted asylum.
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Lead Payment Card Industry (PCI) Security Advisor. AWS Cloud Practitioner or Solutions Architect certification. At least 6 years of experience supporting or leading, a Level 1 or Level 2 organization's PCI-DSS compliance effort, working with ISA or QSA.
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The associate is responsible for conducting internal assessments in partnership with information security officers, application owners, and service owners with PCI-DSS compliance tasks such as evidence preparation, evidence gathering and review, aligned to the PCI-DSS requirements.
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Center 3 (19075), United States of America, McLean, VirginiaLead Payment Card Industry (PCI) Security AdvisorCyber Governance and Risk is seeking an associate to develop into a subject matter expert lead within the Payment Card Industry (PCI) team providing consulting to the enterprise regarding the PCI Data Security Standard (PCI DSS) and other applicable PCI Council standards.
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The Card Fraud Analyst will be responsible for monitoring, analyzing, and responding to debit card activity to prevent and detect fraud as part of the Card Fraud team. Knowledge of fraud mitigation techniques related to credit/debit card products/processes.
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Experience thermally processing aerospace materials such as stainless steel, copper, nickel and cobalt alloys, and titanium wrought alloys, casting, and additive manufacturing. Overhead crane and rigging experience.
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The ideal candidate will be a highly-motivated self-starting professional with profound understanding of PCI DSS requirements and testing methodology (version 3.2. At least 2 years of experience supporting, maintaining, and implementing security for a large organization assessed against PCI-DSS and level 1 or 2.
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debit card jobs Title: cashier sandwich artist in Phenix-city, Alabama
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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?!
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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.
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.