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FanDuel is looking to add a Senior Technology Risk Analyst to its Technology Risk team to help drive our first line of defense (1LOD) technology & cyber risk management function. The Senior Technology Risk Analyst will partner and collaborate with other 1LOD functions and the second line of defense (2LOD) teams (e.g., Enterprise Risk and Group Oversight) for alignment with 2LOD Divisional and 2LOD Group policies and strategies.
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Please include "Equity Research Analyst Application" in the subject line of your email. As an Equity Research Analyst at Augmentjobs, you will be responsible for conducting in-depth research and analysis on various equity securities.
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This role will support Financial Planning & Analysis for Inspire Company Owned Restaurants, provide support to restaurant operations, and implement analytic and visualization tools for brand reporting.
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The Business Analyst will be part of our Strategic Sourcing & Procurement IT team and will be responsible for designing, developing, and delivering software aimed at advancing our procurement application portfolio.
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As an Analyst with Kimley-Horn, you will benefit from hands-on experience, technical software and consulting trainings, and developmental programs geared towards growing Kimley-Horn’s future leaders.
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The COBOL Programmer/Analyst will be responsible for helping to convert VSAM to DB2. Our client is seeking a COBOL Programmer/Analyst to join their team. The COBOL Programmer/Analyst will be responsible for helping to convert VSAM to DB2.
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Description Cox Automotive is currently seeking a Senior Sales Compensation Analyst to join our team in a remote or hybrid role. As a dynamite Analyst, you deserve success in your life as well, and at Cox, we define “success” as being a part of a company that gives you lots of opportunities and options.
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Job Purpose The Data Privacy and Compliance Analyst is responsible for assessing business policies procedures and operations to ensure the organization meets privacy requirements and government regulations for the protection of sensitive information.
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As a Research Analyst (RA) at the Federal Reserve Bank of Atlanta you will play a critical role in our economic research and policy projects. Training in software, such as Stata, R, Python, SQL, Julia or Matlab.
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WHAT YOU WILL DO: The Financial Analyst evaluates business performance and market conditions, delivering reports to support senior management in making both tactical and strategic decisions. In the Financial Analyst position, you will be the financial wizard evaluating past and present financial data for tracking the company’s financial performance against plan and finding areas of improvement.
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As a Field Service Representative (FSR) Analyst, you will be on the front lines assisting Palantir's implementation teams to support and strengthen the unique partnerships with Palantir's client's user base while deploying cutting edge technology.
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The Board Certified Behavior Analyst (BCBA) position involves assessment, development, and maintenance of behavior-analytic treatment programs, as well as supervision of technicians. Applicants must have an active Board Certified Behavior Analyst (BCBA) certification.
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The Social Analyst is responsible for monitoring and maintaining media campaign development and activation on social channels. Utilize bid management tools as well as Facebook, LinkedIn, Pinterest, X, Instagram, Snapchat, Reddit, TikTok, Yelp, Uber Eats, Doordash social platforms to build campaigns, QA, implement optimizations, and pull reporting.
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Role: AML & KYC Analyst. Role: AML & KYC Analyst. Gathering/collection and review of AML / KYC documents. Review/escalate/close alerts triggered by the transaction monitoring through platforms and systems.
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Job Title: AML / KYC analyst. Job Title: AML / KYC analyst. Experience with Transaction Monitoring and reviews process. Strong knowledge on AML & Transaction Reviews; KYC checks. Analyze suspicious nature of the transaction, Create a narrative summary for the decision made.
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Title: provider analyst in Atlanta, Cody, Wyoming
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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.
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.