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CPA Firm Audit Managers and Seniors - Hybrid living close to the office is preferred - Fully Remote Home Based is available for candidates living in the PST or MST time zones. Well established, highly profitable CPA firm offers several exceptional career opportunities for Audit Managers and Seniors to work hybrid from both our office and your home with flexible hours.
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Minimum of 2 years of hands-on experience with a U. S. based CPA firm. Requirements: Prefer candidates currently (or recently) at a Senior level or above with a Big-4, national, or large local CPA firm.
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We offer a very reasonable work / life balance, diverse SEC and closely held clients in numerous industries to work with, fast track promotions, and above market compensation packages. Will assist with relocation expenses for out of town candidates.
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Seniors receive paid overtime at time and one half. Large Manager bonuses.
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Seniors receive paid overtime at time and one half. Large Manager bonuses.
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Seniors receive paid overtime at time and one half. Large Manager bonuses.
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Novogradac provides publicly and privately held national enterprises with a full spectrum of audit, tax, valuation, expert witness and litigation support, property compliance and general consulting services and works extensively in the affordable housing, community development, historic preservation and renewable energy fields.
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This role is ideal for someone who has a deep understanding of public accounting and internal audit, preferably with experience in a manufacturing or retail environment. Minimum of 3 years of experience in public accounting and/or internal audit.
$80,000 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Must Have At Least 5 Years in Social Media Marketing and Graphic Packaging Design in The Food Industry, as well as experience in commercial product photoshoots including lighting.
Full-timeExpandApply NowActive JobUpdated 27 days ago - UpvoteDownvoteShare Job
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The objective of our consulting risk services is to provide clients with a candid and reliable overview of their risk landscape.
$312,800 a yearFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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The Vice President (VP), Internal Audit Manager reports to the Senior Vice President (SVP), IA Director. The VP, Internal Audit Manager performance audit assurance of the effectiveness and sustainability of processes and controls and identifies opportunities to strengthen internal controls and mitigate risks.
$155,000 a yearFull-timeExpandApply NowActive JobUpdated 22 days ago - UpvoteDownvoteShare Job
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Seniors receive paid overtime at time and one half. Large Manager bonuses.
Full-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
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Well established local CPA firm offers an exceptional career opportunity for an Audit Senior or Manaager with a minimum of two years of U S based CPA firm experience. Title: Audit Senior Accountant Summary:The Audit Senior Accountant acts as the firm’s ambassador on client accounts designated to them.
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KORE1, a nationwide provider of staffing and recruiting solutions, has an immediate opening for an Internal IT Audit Manager: big 4 experience required. The IT Audit Manager conducts audits of information resources across the companys environment to evaluate the adequacy of internal controls and to develop recommendations for improvement.
$160,000 a yearFull-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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Quality process management & audit Assist in managing overall QMS process including planning & maintaining. The Analyst - Internal Audit Compliance position will be responsible for practical monitoring and planning of the Company's quality management process to ensure internal and external requirements and standards are met or exceeded as well as participating in various projects that are assigned to the department.
$52,000 a yearFull-timeExpandApply NowActive JobUpdated 9 days ago
Title: audit Company: Carrie Rikon Associates Llc in Santa Ana, CA
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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?!
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.