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Self-Help is a leading national community development financial institution headquartered in Durham, NC. Since 1980, Self-Help has provided $8.5 billion in financing to 159,000 families, individuals and businesses.
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As the Assistant Branch Manager, you will assist the Branch Manager in delivering superior financial results and best in class customer service by creating a proactive sales and service environment and maximizing employee productivity and effectiveness.
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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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The Branch Manager I is responsible to have in-depth knowledge of operations, management, logistics, technology and financial disciplines. The Branch Manager I represent all Hertz Global brands to our customers, community leaders, business partners, vendors and government entities.
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A Mortgage Banker Branch Manager network may consist of Mortgage Loan Originator's, Real Estate professionals, Builders, Accountants, Attorneys, Financial Planners, Architects, Title Companies, Appraisers and other professional and personal contacts, as well as other valuable referral sources, and is enhanced by the regular participation in business related development opportunities, community efforts to promote home ownership and professional organizations.
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The Branch Manager will drive the branch toward strong economic performance including: achieving branch goals and budgets; community relations and new business development; originating mortgage loans; staffing branch operations; supervising and developing member service representatives; ensuring effective and efficient member service, maintaining adherence to branch operating policies and procedures, and maintaining appropriate facilities and equipment.
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Our Consumer & Community Banking division serves our Chase customers through a range of financial services, including personal banking, credit cards, mortgages, auto financing, investment advice, small business loans and payment processing.
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As a Self-Generated/Referral based Retail Producing Branch Manager, Sales Manager, or Loan Originator you will be required to establish and maintain third party referral sources like Realtors, Financial Planner's, Builders, and CPA's.
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Our branch banking roles offer a welcoming and inclusive team environment where you are empowered every day to help our customers achieve their financial goals. Ability to understand, drive, and lead branch sales, service, operations and financial performance within the branch and digital channels.
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High School Diploma or GED and minimum of 2 years or more of sales management experience in retail banking, financial services or goal driven retail sales. Our branch colleagues have an opportunity to share ideas and voice opinions that directly impact our customers, our bank, and our communities for the better.
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Owns the financial management of branch operations (budgeting, forecasting, monthly P&L review, credit, and collections, etc.) Employbridge is searching for a Branch (Market) Manager to lead our Wood Dale and Oak Lawn, IL offices.
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FEATURED BLOG POSTS
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.