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We also provide company-paid life insurance and legal services, a retirement pension funded entirely by MetLife and 401(k) with employer matching, group discounts on voluntary insurance products including auto and home, pet, critical illness, hospital indemnity, and accident insurance, as well as Employee Assistance Program (EAP) and digital mental health programs, parental leave, volunteer time off, tuition assistance and much more.
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The MetLife Data Governance Office (MDGO) is part of the Data and Analytics Organization (DnA) within GTO. Our mission is to implement an enterprise-wide model for the governance of data at MetLife to ensure consistency of usage and a high level of confidence in data driven analytics and decision-making capabilities.
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Recognized on Fortune magazine's list of the 2023 "World's Most Admired Companies" as well as the 2023 Fortune 100 Best Companies to Work For ®, MetLife , through its subsidiaries and affiliates, is one of the world's leading financial services companies; providing insurance, annuities, employee benefits and asset management to individual and institutional customers.
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MetLife maintains a drug-free workplace. Gain understanding of the actuarial career path and MetLife’s Actuarial Development Program. Learn and apply financial and analytical frameworks to deliver solutions to actuarial problems.
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Bachelor’s Degree in mathematics, actuarial sciences, risk management, business administration, finance/accounting, economics, or a related field. Work Schedule: Hybrid (3 days in office; 2 days WFH.
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MetLife offers a comprehensive benefits program, including healthcare benefits, life insurance, retirement benefits, parental leave, legal plan services and paid time off. MetLife Investments is seeking a Lead Software Development Engineer to enhance the technical delivery of MetLife Investment’s Risk Framework Solutions.
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This position interfaces with Specialty and Lender Finance (“SLF”) senior management, clients, and agent banks within specified segments of the SLF group.
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Onsite or Hybrid - Oxford, MS / Memphis, TN / Charlotte, NC / Dallas or New York – Requires recurring onsite presence at corporate office in Oxford, MS
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At MetLife, we're leading the global transformation of an industry we've long defined. Industry-wide, this $52 billion market typically grows 3-4%-but thanks to our exceptional team, MetLife consistently achieves 6-7% growth.
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MLP's Success Principles:We change and innovate for sustained performance We collaborate and empower each other to succeedWe deliver for our customersA day in the life of a Panel Representative at MetLife Legal Plans:Panel Representatives are responsible for helping to manage our network of over 7,500 Participating Law Firms and 18,000 attorneys, to ensure that they provide the highest quality legal services to clients.
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The CSC II is part of an overall account team tasked with understanding the customers’ needs and wants and focused on delivering group benefit products that meet those needs, along with delivering a service experience that exceeds expectations and makes it easy for customers to do business with MetLife.
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Leadership role in structuring and cash flow modelling transactions across transportation and consumer (including small ticket equipment) ABS sectors for both primary issuances in the public markets, private placement transactions, and loans.
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Founded in 1868, MetLife has operations in more than 40 markets globally and holds leading positions in the United States, Japan, Latin America, Asia, Europe and the Middle East. Reporting directly to the SVP, National Accounts Sales, this position will directly impact accelerating profitable growth and optimizing shareholder value for MetLife.
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MetLife, through its subsidiaries and affiliates, is one of the world's leading financial services companies, providing insurance, annuities, employee benefits and asset management to individual and institutional customers.
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MetLife is leading growth in Specialty Market relationships. Attend client and industry events to represent MetLife. Understand benefit offerings to group insurance accounts to provide enrollment material and client communications.
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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.
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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 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.