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Title: Agricultural, Soft Commodity &/or Ingredients Futures/Derivatives Hedging Broker/Advisor/Consultant. If you are an experienced hedging advisor, broker or risk management specialist, dealing with US-based clients, and wanting to plug a very real gap in the market, we want to speak to you.
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Licensed Customs Broker - International Freight Forwarding. Description: Become an integral member of a thriving department in NJ. We're looking for a seasoned and experienced Licensed Customs Broker who wants to take on a new challenge.
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Licensed Customs Broker / Import & Export Manager. Licensed Customs Broker / Import & Export Manager. Must have experience in dealing with US Customs, US Fish and Wildlife, FDA. Conduct audits and assess import compliance on every file where CBP services are providedSupervisory Responsibilities.
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Design best practices for the back-office functions of financial products such as securities, funds, fixed income, and derivatives targeting both the US and other overseas markets.
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Freight Broker Agent (Experience Required) If you do not have Freight Agent/Broker experience, please do not apply. Freight Broker Agent (Experience Required) If you do not have Freight Agent/Broker experience, please do not apply.
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Aon is looking for a Broker II - Credit & Political Risk. Currently, we have an exciting career opportunity for a Broker II preferably in our New York, NY office or would consider candidates in our Chicago, IL or Washington DC locations.
$150,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Join us at Gallagher Re, the trailblazers of the reinsurance world, where every day brings new opportunities to shape the future.
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Determines suitable insurance markets for quote requests, secures quotes, and manages the placement process according to broker and market agreements. Analyzes risk exposures and coverage needs from broker submissions, exercising independent judgment and discretion to strategically place risks with optimal carriers.
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Role DescriptionThe Compliance group within SMBC Nikko Securities Inc. serves as a regulatory advisory function to the President and is responsible for overseeing the management of the broker dealer's compliance risk and is represented by the Chief Compliance Officer as either a member or observer of various committees such as the New Product, Underwriting, Risk Management, Compliance, IT Risk and Training committees.
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SummaryThe objective of this position is to drive revenue and establish, maintain and grow positive relationships with institutional clients including but not limited to pension funds, asset managers and hedge funds by marketing the firm’s Global Listed Derivatives/Futures trading services.
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The Support Broker role is critical in keeping program participants in a home setting rather than in a facility. Qualifications:Education: BA or BS degree in social work, case worker, sociology, psychology, LPN, or related field preferred.
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Dry Cargo Position RequirementDry Cargo Broker – HandyHowe Robinson Partners is looking for candidates for the full time position of Dry Cargo broker at our Fort Lee, New Jersey office. Broker with experience preferred, but recent college graduates are also encouraged to apply.
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The Senior Broker typically focuses on the largest and most complex placements, while serving in a leadership capacity to mentor and develop staff while cultivating strong insurer and insurer-client-broker relationships.
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The ideal Strategic Broker Relationship Leader should be an experienced, hands-on, high energy, and visible distribution thought leader with a successful track record in a top-tier commercial insurance carrier or broker.
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Our client is looking for a Cradle to Grave Freight Broker to join their expanding team. Cradle to Grave Freight Broker. Minimum of 3-5 years of relevant industry experience as a Transportation Broker in produce and dry freight.
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buckeye job Title: broker Company: Csb in Newark, NJ
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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?
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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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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.