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All offices are currently open, and our employees are back 4 or 5 days a week in Hudson Yards, NY and 3 days a week in all other offices.
$74,000 - $141,000 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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As an Actuary, Internal Audit, you will provide crucial assistance during internal audit activities, helping to complete specific tasks within the overall scope of the audit project. Actuary, Internal Audit.
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Audit valuation, pricing, product development, financial planning & analysis, investments, asset-liability management, hedging, and risk management. Familiarity with general programing languages and visualization tools such as R, Python, SQL, Alation, MicroStrategy, and Tableau.
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Fidelity Investments Life Insurance (FILI) is looking for an Associate Actuary to help drive our future state Enterprise Risk Management Program. As Associate Actuary, you report to the company s Chief Risk Officer and will support insurance risk management for all products.
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Reporting to the US IFRS Valuation Line Actuary, the Associate Actuary is a key player of the IFRS Valuation team and is responsible for the valuation, earnings analysis and reporting activities for the US LTC products.
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Title: Predictive Modeling Actuary - Life. Experience with Python, R, SQL, and Predictive Modeling a plus. A well established consulting firm is seeking an FSA or ASA with a background in Predictive Modeling.
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As a Deloitte Consulting P&C Actuary Manager in the Insurance practice of Deloitte's Human Capital group, you will provide technical and analytical support in a consulting environment. P&C Actuary Consulting Manager.
$131,175 - $218,625 a yearFull-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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We assist companies and non-profit organizations in delivering benefits to their employees. Prior experience working in Prophet or another modeling software package such as AXIS, MG-ALFA, and/or MoSes.
$100,000 - $169,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Stellar opportunity for an ASA or FSA Actuary with a breadth of experience! In conjunction with Generations Advantage (GA) leadership and EMT, analyze, develop, and submit Medicare Advantage and Prescription Drug (MA/PD) plan Bid Pricing Tools (BPTs) in compliance with CMS regulations and timelines to meet corporate objectives for growth and profit margin.
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By leveraging the support of Business Unit actuaries and the Casualty Product organization, the successful Actuary will drive improved pricing and market sensing that results in profit and appropriate growth throughout GRS. Strong expertise in primary and excess Casualty pricing techniques is desired.
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Career path for candidate aims at becoming a consulting actuary working directly with and advising chief financial officers and human resource officers of mid to large size companies regarding their employee benefit programs.
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We are excited to add an Actuary to our Retirement Plan Services (RPS) Risk Management team to work remotely to help us develop a new pricing model. We are seeking a retirement pricing actuary who can help create transformative change by merging the latest technology with the timeless principles of finance.
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Senior Actuary, US Middle Market New York, NY I Exton, PA I Hartford, CT I Stamford, CT I USAIn this role you will support AXA XL’s newly established Middle Market pricing team which focuses on the expansion of our current offering to Middle Market clients in the Commercial P&C market.
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As a Consulting Actuary on the Retirement team, you will apply your consulting, technical, and project management skills in the areas of retirement plan valuations, design, compliance, and risk and financial management for all types of retirement plans including defined benefit, defined contribution and retiree medical.
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Maintain models and data pipelines supporting core valuation functions - (e.g. IBNR reserving, premium revenue forecasting, risk adjustment, etc.)
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Title: actuary in Boston, MA
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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.
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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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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).