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This is an ideal opportunity for a talented front-line fundraiser who gets equally excited at cultivating and strengthening relationships with key donors as they get about building teams, designing systems, and executing a multi-year strategic plan.
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Immediate Hire | Loan IQ Business Analyst Lead - VP | Jersey City, NJ (Hybrid) | Apply Now! Job Title: Loan IQ Business Analyst Lead - VP. The Loan IQ Business Analyst Lead will be responsible for understanding and supporting the transformation efforts across Loan Operations driven by the implementation of the new target-state banking lending system - Loan IQ. This role will require thorough understanding of strategic direction of the lending business as the organization transitions from the historical Flexcube processing environment to the Loan IQ platform.
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This is a Vice President (VP) role within the Markets Operations Organization. We support an extensive range of Capital Markets products and services including Fixed Income (FX, Rates, Credit, Muni, Cash and Derivatives) where Citi is consistently a dominant top 3 player in the market, Equity (Cash, Derivatives, Prime Brokerage, Futures, Listed Derivs, FXPB) where Citi has a significant growth program to continue to build out its capabilities and services; and Syndicates where we support both FI and EQ new issues and IPOs.
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VP - Leveraged Finance Technology. Strong knowledge of IT landscape for Leverage Financed / Syndicated Loans across the full lifecycle (research, origination process, booking, servicing, finance, and reporting) with working knowledge of the various application suite (e.g. LCD, Syndtrak, DebtDomain, Loan IQ, Clearpar, etc.
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We're looking for a VP of Technical Operations who is passionate about discovering, developing, and implementing complex technical solutions across different product categories, exceeding our customers' expectations.
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The Group's operating companies in the Americas include Sumitomo Mitsui Banking Corp. (SMBC), SMBC Nikko Securities America, Inc., SMBC Capital Markets, Inc., SMBC Rail Services LLC, Manufacturers Bank, JRI America, Inc., SMBC Leasing and Finance, Inc., Banco Sumitomo Mitsui Brasileiro S.A., and Sumitomo Mitsui Finance and Leasing Co., Ltd.
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As an Data Engineer Vice President in our Data and AI team , you will contribute to the firm’s objectives by delivering rapid and scalable solutions that unlock value for Cerberus desks, portfolio companies, or other businesses/investments.
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We're seeking an exceptional individual to join our dynamic team, where you'll dive headfirst into an electrifying, fast-paced brand that's reshaping the retail landscape.
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Corporate Title: Associate/VP. 4+ years hedge fund and/or private assets funds related work experience preferred (e.g. auditing, investment or operational analysis, accounting or back office operations.
$130,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience Level: Experienced Hire Categories: Credit Analysis & Research Location(s): 7 World Trade Center, 250 Greenwich Street, New York, New York, 10007, US At Moody's, we unite the brightest minds to turn today's risks into tomorrow's opportunities.
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This role will be all things strategic portfolio operations - serving as a Swiss army knife for any problem/friction points the deal team runs into mobilizing our ~2bn allocation of the bank's assets.
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Start your Voyage – Apply NowGet to Know the Opportunity:Reporting to the Head of ESG Investment Research, the Senior ESG Quantitative Research Analyst will apply quantitative research methods to ESG data to develop insights with proven investment value, as well as be responsible for the continuous improvement of our proprietary scoring approach.
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The VP will be deeply involved in building the overall storytelling strategy for the La Mer Brand. Lead and develop robust, integrated communications strategies to drive the brands’ businesses and elevates our luxury positioning, with a focus on disruptive influencer strategies and executions and key programs (e.g., major global talent identification and negotiation, large global influencer/media events, brand partnerships, major media stories.
$359,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Department: FinanceThe Role: VP, FinanceWe are looking for a VP, Finance to join our dynamic team and lead our financial strategy to new heights. Proven experience as a financial leader in the cryptocurrency or fintech industry.
$345,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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A leading investment bank is hiring a Vice President to support the Commodity Trading division in NYC.
$140,000 - $175,000 a yearExpandApply NowActive JobUpdated 1 month ago
Title: vp Company: Ntt in New York, NY
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A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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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.
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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.