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Areas of service expertise include audit and assurance; personal, business, and international tax; state and local tax; sales and use tax; and succession and estate planning. The Sr. Tax Manager / Director Technology will work closely with the Business Tax Services leader to develop and assist in growing our services with Technology clients.
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Strong proficiency with tax research databases (such as Bloomberg BNA and RIA Checkpoint) 8+ years of progressive federal income tax consulting experience (large law firm, large accounting firm, or IRS preferred.
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Do you excel at delivering compliance and consulting services to individual clients and their trusts, estates, family offices, investment vehicles, charitable pursuits, and closely-held business concerns, while providing solutions to complex tax issues.
$63,420 - $126,620 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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National Tax Office - Real Estate Tax Manager/Senior Manager - Remote Eligible. Monitors and analyzes new legislative, regulatory, and administrative real estate tax developments.
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Your responsibilities will include recording and verifying transactions, bringing the books to the trial balance stage, and completing tax forms. Complete required tax forms and manage sales tax reporting.
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You have a Bachelors Degree in Accounting, Finance, Economics, or related field required; Masters in Tax or J.D. with LL.M. preferred. You have excellent communication, public speaking, research and writing skills with ability to articulate complex tax issues.
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Recruiting for this role ends on 6/3/2024 Work you’ll do We are seeking a dynamic and results-driven professional to serve as Strategy Manager and leader of our Transformation Program Office (TMO.
$105,770 - $223,990 a yearFull-timeExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
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You have a valid Certified Public Accountant (CPA) license, Enrolled Agent (EA) license, or J.D.You have 7+ years of tax experience with an emphasis in the real estate industry, including providing technical research and advisory services.
$95,000 - $210,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
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Job Summary:The Tax Experienced Senior, Private Client & Family Office Services is responsible for performing and overseeing the full cycle general accounting function for small to mid-size organizations, utilizing research skills, gathering client information necessary for filing, participating in tax planning, recognizing and communicating potential risks.
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They will act as a liaison between community leaders and Central Office Shared Services to help with monthly revenue and expense cycle management as well as support the monthly financial close.
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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.
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.