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Raleigh General Hospital is seeking a dynamic Chief Financial Officer (CFO) to join our leadership team and help drive our mission of providing exceptional healthcare services to our community.
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The Financial Advisor offers appropriate investment products to existing and prospective clients and provides ongoing service to all existing clients. Ability to provide sound financial recommendations and guidance to clients.
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Our Raleigh, NC office is looking for a Landscape Designer/Architect with 2+ years of experience to join our Development Services team.
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Duke University Health System - Patient Revenue Management Office (PRMO) seeks to hire a Financial Care Counselor who will embrace our mission of Advancing Health Together. The Mission of the PRMO is delivering quality service by enhancing the patient experience, providing financial security, and preserving Duke’s reputation and mission of advancing health together.
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3+ years of credit underwriting experience or 3+ years of financial services experience, with direct experience in AML/KYC/Due Diligence or equivalent discipline. Account Management, Account Openings, Banking, Client Due Diligence, Coaching Others, Credit, Credit Approvals, Credit Decisions, Documentations, Due Diligence, Financial Statements, Insurance Operations, Insurance Products, Loss Assessment, Performance Management (PM), Pricing Strategies, Producer Management, Product Knowledge, Regulatory Compliance, Reinsurance.
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Bachelor's Degree and 6 years of experience in Financial Services, Risk Management, Operational Risk Management, Compliance, Audit, Finance or Accounting OR High School Diploma or GED and 10 years of experience in Financial Services, Risk Management, Operational Risk Management, Compliance, Audit, Finance or Accounting.
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Coalition combines comprehensive cyber insurance coverage and security services to help businesses prevent digital risk before it strikes.
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Upon the successful passing of the Registered Behavior Technician (RBT) certification exam from the Behavior Analyst Certification Board (BACB), a promotion with a pay increase is guaranteed following HR receiving proof of certification.
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The Accountant/Bookkeeper will record numerical and financial data to produce financial records. The Accountant/Bookkeeper will reconcile and report differences or issues found in financial records.
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Ally Financial is a customer-centric, leading digital financial services company with passionate customer service and innovative financial solutions. Ally Financial only succeeds when its people do - and that's more than some cliché people put on job postings.
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M/I Homes, a top 15 national home builder , is looking for a Residential Mortgage Loan Officer for its builder financing subsidiary, M/I Financial, LLC located in Raleigh. Job Summary : Originates residential first mortgages from traditionally very high capture home builder sales leads.
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Financial Oversight - Manages all financial information for the Investor Services Broker/Dealer, the FCAM RIA and SVB Wealth, LLC RIA, including the company's income statement and balance sheet.
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Experience supporting or leading Cyber Threat Intelligence, Vulnerability Management, Application Security for large financial institutions including a national or global environment extending across multiple countries and time zones.
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Industries served by the Operational Partnership Services practice include private equity, real estate, telecom, technology, healthcare, media & entertainment, energy, retail, and financial services that frequently involve asset management, venture capital, and international outbound joint ventures.
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The Senior Claims Coverage Counsel will advise the business on general claims legal matters and support the Manager, Claims Coverage Counsel and internal clients across the enterprise on claims coverage involving matters of moderate to high complexity and/or financial consequence.
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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.
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.
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.