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With a strong commitment to a fiduciary business model, the firm believes in connecting all parts of a clients’ financial life and delivering thoughtful, collaborative strategies that focus on what’s most important to each client.
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5-7 years of enterprise sales or business development experience with a proven record of accomplishment. The ideal candidate is a self-motivated hunter with well-developed proven sales and business acumen and performance, and extensive knowledge of Latin American business practices.
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Additionally, the desired candidate should have a Master's degree or higher in Economics, Public Policy, Business Administration, or a related field(s), including Juris Doctor (JD) or Doctor of Philosophy (PhD.
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Excellent written and verbal communication skills and interpersonal skills and ability to be engaged and interact with a variety of business people at different levels of the company.
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Experience as a tax partner, providing federal, multi-state, international tax-related compliance and consulting services, for a Big 4, large national, or regional accounting firm with a demonstrated record of having provided leadership, client service, and business expansion.
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Has achieved demonstrable results in a matrix organization and in a multidisciplinary team, experience in implementing GCP standards in clinical trials, in particular safety reporting in compliance with global and local regulations.
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Education (1) A bachelors degree, or (2) achievement of formal certifications recognized in the industry as equivalent to a bachelors degree [e.g. Certified Anti-Money Laundering Specialist (ACAMS), Certified Fraud Examiner (CFE.
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SOX financial statement mapping, risk assessment and scoping including working with the external SOX compliance partner to ensure identified business process controls are efficient and effective.
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Must have a minimum three (3) years recertification experience with a preference for professional certification(s) such as Certified Occupancy Specialist (COS), Tax Credit Specialist (TCS), or any of the industry HUD and LIHTC designations required- Section 8 or Public Housing is acceptable.
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Collaborative Members have access to a variety of services, customizable to their specific needs such as Direct Connect patient concierge, virtual consults and second opinions, research and clinical trials access, network case conferences, physician trainings, observerships, Learning at Dana-Farber, virtual lectures and symposia, nursing support and education, program development assistance, and business strategy assistance.
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Chick-fil-A, Inc., Founder S. Truett Cathy started the business in 1946, when he and his brother, Ben, opened an Atlanta diner known as The Dwarf Grill (later renamed The Dwarf House). Job Details: Front of House and Back of House Chick-fil-A, Inc. is a family owned and privately held restaurant company founded in 1967 by S. Truett Cathy.
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Gpac has partnered with an amazing and thriving Construction business in the Washington area that is looking to add a Drywall Estimator to their team! Throughout aproject, the Drywall Estimator will need to communicate with staff and clients, make decisions, and monitor the progress of the project to keep it on schedule.
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In this role, you will work in a highly cross-functional and thriving environment together with specialists in sequencing, immunological and respiratory disease, as well as with other data science & bioinformatics experts.
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A. Morton Thomas, Inc. (AMT) is hiring a Survey Field Technician to work based out of our office in Rockville, MD. Operating as an ESOP allows us to reward our dedicated and loyal employees with additional benefits from the company's stock as well as an incentive to continue building a high-performance ownership culture.
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Master's degree in Quantitative Finance, Finance, Accounting or a closely related quantitative field plus two years' experience in corporate accounting or finance group setting. Headquartered in Englewood, Colo., and conducting business around the globe, EchoStar is a pioneer in communications technologies through its Hughes Network Systems and EchoStar Satellite Services business segments.
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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?
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.
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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.