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Location The Ritz-Carlton Washington D.C., 1150 22nd Street NW, Washington, District of Columbia, United States
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Certified Internal Auditor (CIA), Certified Public Accountant (CPA), Certified Information Systems Auditor (CISA), Certified Fraud Examiner (CFE), or a relevant certification. Certified Internal Auditor (CIA), Certified Public Accountant (CPA), Certified Information Systems Auditor (CISA), Certified Fraud Examiner (CFE), or a relevant certification.
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POWER is seeking a full-time/permanent Cultural Resources Specialist to join the Environmental team working in the Mid-Atlantic Area. Although we maintain a Richmond, Virginia office, this position can be successfully executed from anywhere in the Mid-Atlantic United States.
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All other duties as assigned Basic Requirements Master's degree with six (6) years work experience or bachelor's degree with at least eight (8+) years work experienceAdvanced Degree or Certified Public Accountant (CPA), Chartered Certified Accountant (ACCA) and/ or Certified Internal Auditor (CIA), or equivalent qualifications Degree in accounting, Finance or Business Administration highly desired.
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Forensic Accountant - Must be Proficient in reading Mandarin Chinese. Certified Public Accountant (CPA) or Certified Fraud Examiner (CFE). Forensic Accountant - Must be Proficient in reading Mandarin Chinese.
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Conducting Forensic Audits and Reviews : In coordination with the Senior Forensic Accountant, collaborate with OII in investigating allegations of fraud, corruption, waste, or abuse in IDB group-financed operations.
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We are looking to add a Tax Senior Staff Accountant to help lead and guide our clients, in addition to support our internal leaders with the on-going growth in our Mid-Atlantic Region. As a Tax Senior Staff Accountant, you will be responsible for helping prepare financial information for clients, such as business and individual tax returns, with the benefit of gaining exposure to a diverse client base operating in a variety of industries.
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The GW Medical Faculty Associates (MFA) was incorporated in July 2000 as a not-for-profit, physician-led practice group.
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Prepare annual closeout documents including sending year end 1099s to independent contractors and assist tax accountant to prepare annual tax reports. NIRA, Inc. is looking for a full-time Senior Accountant who can work independently and perform accounting duties using Deltek Costpoint.
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In lieu of possessing a CPA license, the following will be accepted: Certified Fraud Examiner or Certified Forensic Accountant credentials, along with extensive relevant work experience that includes prior expert testimony in federal court, analysis of complex financial accounts or records (i.
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Investigator - Forensic Accountant Specialist/Senior Associate. The IDB's Office of Institutional Integrity (OII) is currently seeking a dynamic and highly motivated Forensic Accountant (Integrity Specialist/Senior Associate Level.
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Under the direction of the Director of Finance the Senior Accountant will be a key member of the Finance Team and will support staff across the organization. Polaris is seeking a Senior Accountant on a full-time basis.
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Firebird AST is seeking a Junior Forensic Accountant to support the Homeland Security Investigations’ (HSI) Financial Crimes Unit (FCU) in Washington, D.C. This is a hybrid role and some travel will be required.
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Advanced Degree or Certified Public Accountant (CPA), Chartered Certified Accountant (ACCA) and/ or Certified Internal Auditor (CIA), or equivalent qualifications. Advanced Degree or Certified Public Accountant (CPA), Chartered Certified Accountant (ACCA) and/or Certified Internal Auditor (CIA), or equivalent qualifications preferred.
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The Senior Accountant plays a critical role in managing financial activities, ensuring compliance with accounting principles, and providing strategic financial insights to support decision-making.
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accountant job Title: tax accountant Company: Goodwin Recruiting in Washington, DC
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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.
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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?
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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.
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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.