Accounts Receivable Manager – North Houston – Email: dcd@fittsroberts.com

dcd@fittsroberts.com
713-490-6003

Accounts Receivable Manager

Responsibilities:
• Ensure the efficient and effective processing of the Accounts Receivable functions, including revenue transactions, revenue reporting, inter-company (I/C) reporting, collections and reconciliation of the A/R and I/C sub-ledgers
• Ownership for the monthly AR close process including reconciliation of the A/R sub-ledger to the General Ledger.
• Ownership for the monthly I/C A/R & A/P close process including reconciliation of the I/C A/R and A/P sub-ledgers to the General Ledger.
• Supervise collection staff in collection activities including follow-up with clients regarding past-due invoices, researching client invoice disputes and keeping track of client payments and proper allocation to their accounts.
• Work in close cooperation with the Operations invoicing team to rapidly identify issues behind any client invoice disputes and notify Operations team of corrective action(s) necessary.
• Handle all I/C, A/R and revenue related audit requests.
• Oversee processing of credit applications for new customers, credit references, etc.
• Review and approve internal credit and debit memos to ensure company policies and procedures are followed.

Qualifications:
• Bachelor’s degree in Accounting or Finance or Business(or equivalent work experience)
• Strong knowledge and understanding of Accounting theory, standards and principles
• Minimum of 5 years Accounts Receivable/Collections related work experience in a publicly traded organization strongly desired; energy industry experience a plus
• Ability to act and operate independently with minimum daily direction from manager to accomplish objectives
• Ability to work cooperatively and collaboratively with all levels of employees, management and external agencies to maximize performance, creativity, problem solving and results
• Highly organized and detail oriented in work processes; analytical in nature
• Self-motivated, conscientious; ability to maintain confidentiality of information
• Excellent verbal and written communication skills
• Advanced Microsoft Office experience and skills

13 Things Successful People Do In The Last 10 Minutes Of The Workday – BY Jacquelyn Smith

http://www.businessinsider.com/what-successful-people-do-at-the-end-of-the-workday-2014-10?op=1
Perhaps you spend the last 10 minutes of your workday staring at the clock, counting down the seconds until you’re free. Or, maybe you bury yourself in your work until the very last minute — then you grab your stuff and go without saying goodbye to your colleagues.

If either of the above scenarios sounds familiar, it may be time to reassess your end-of-day routine.

“How you finish the workday is very important,” says Michael Kerr, an international business speaker and author of “You Can’t Be Serious! Putting Humor to Work.” “It can set your mood for the rest of your day; it may impact your personal relationships, overall level of happiness, and how well you sleep that night; and it will set the stage for the next day.”

Lynn Taylor, a national workplace expert and the author of “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job,” says the most successful people typically have a routine in which they try to mitigate tasks that will linger and deter them from being completely focused for the next morning’s events — expected or unexpected.

1. They update their to-do lists.

Successful professionals always keep an eye on their ever-changing to-do lists, Taylor explains. “But the last 10 minutes is when they also check their final progress against that day’s objectives,” she says. “They revise their final list accordingly while in the moment, rather than abruptly leave and hoping they’ll remember all the nuances of that day in the morning.”
2. They organize their desk and desktop.

Your projects take much longer to complete when you’re not organized. “Having an orderly desktop and desk will help you think more clearly and prioritize more effectively. It’ll also help you quickly find important documents when you need them,” says Taylor. “File digital and hard copy documents for easier access and greater efficiency when you need them next.”
3. They review what they achieved.

Taylor says in addition to focusing on what you still need to do, it’s important to look back on what you’ve done.

Kerr agrees. “Taking even one minute to review what you achieved can give you a sense of accomplishment, and on a particularly trying and busy day it can remind you that you got more done than you realized,” he says. “Happiness research tells us that doing a simple routine like this, and taking the time to reflect on what you accomplished, is a key way to boost your overall level of happiness.”
4. They take a moment to reflect on the day.

Successful people not only think about the projects they’ve handled that day; they try to analyze when and why things went right and wrong. “Savvy professionals know that if they’re not learning, they’re not growing,” says Taylor.
5. They vet ‘urgent’ communications.

You’re down to the wire on your day, but the communications keep flowing; some urgent and some not — but all at the last minute. “This is when your time management skills are put to the test,” says Taylor. “Successful people are able to decide what requires a response and what can wait.”

You want to defer long conversations that are sensitive until you and your colleague are at your best: in the morning. “Consider a response that suggests the discussion be held at a specific time the next day,” she says. “Otherwise, the matter could last well into the evening when your mutual energy is low and you feel rushed. This deferral also gives you overnight to step back and think through your immediate reaction.”
6. They stay focused.

“This is a classic time when your mind can drift,” Taylor explains. “Typically, you’re not as sharp at the end of the day.” Try not to allow yourself to get distracted or caught up in non-work related activities at the very end of the day.
7. They determine their primary goals for tomorrow.

Successful people have a list of items ready for the morning, and they identify their primary objectives for the following day. “You may have two or three of them that are top of mind, but commit them to writing so you have a core foundation to work from the next morning,” says Taylor.

“The more you can get everything down on paper that is swirling through your mind, the more likely it is you’ll be able to focus on the rest of your life with a clear head and be prepared and ready to go the following day,” adds Kerr.
8. They let colleagues know how accessible they’ll be between now and the morning.

The most successful people take a minute to determine how accessible they can and need to be between now and the following day, and then they communicate that to whoever needs to know. “Are you going ‘completely dark’ with absolutely no contact with your office via text, email, or phone? Or are certain exceptions being made?” Kerr asks. “This will change day to day, and there’s not necessarily one right answer. The most important question to ask yourself is, ‘What mix of contact/accessibility will allow me the greatest peace of mind during my off hours?'”
9. They review their schedule for the next morning.

There’s no worse way to start your day than arriving at the office and learning you have a big meeting in five minutes. “Successful people know to review their schedule and plan for the following day — and most importantly, visualize how the day will unfold,” Kerr says. This will allow you to go into the next workday feeling better prepared, more confident, and less stressed.
10. They say thank you to someone.

Great workplaces are built on a foundation of gratitude and recognition. “Creating a habit around thanking someone at the end of your workday is an incredibly effective way to boost your own happiness level and allow yourself and others to leave on a high note,” says Kerr.
11. They say their goodbyes.

A friendly “goodnight” is highly underestimated and requires very little effort. “It reminds your boss and team that you are a human being, not just a colleague,” Taylor says. It also gives your coworkers a heads up that you’re leaving for the day.
12. They leave on a positive note.

Before you head out, give yourself a psychological boost by smiling, Taylor recommends. “It will prepare you to exude a more upbeat vibe as you check out with your coworkers.” Successful leaders leave a good impression at the day’s end, as that’s the demeanor that sticks until the next morning.
13. They actually leave.

Successful people avoid the temptation to linger. They know how important work-life balance is, so they try to leave the office at a decent hour.

“Staying around for no good reason will limit your level of energy and success when you need it tomorrow,” Taylor explains.
Read more: http://www.businessinsider.com/what-successful-people-do-at-the-end-of-the-workday-2014-10?op=1#ixzz3GyKkle91

Assistant Controller – Downtown – dcd@fittsroberts.com

Email dcd@fittsroberts.com for  more details. 

The Assistant Controller shall have the following primary responsibilities:
•Ensure accurate coding and GAAP compliant transactions in the general ledger;
•Ensure and maintain proper supporting documentation for each journal;
•Ensure the accuracy and completeness of the general ledger and month-end closing activities, including journal entries, adjustments, accruals and reconciliations;
•Consolidate monthly financial results;
•Complete and distribute on-time monthly, quarterly and annual financial reports;
•Prepare and maintain supporting schedules regarding various financial activities;
•Assist in financial performance analysis, financial statement reconciliations and inter-company eliminations;
•Verify and account for assets and liabilities and prepare collateral documentation;
•Develops and document processes and assist with projects to improve performance and efficiencies;

Systems Support:
•Acting as chief liaison with business unit controller regarding the application and usage of the system;
•Maintaining the overall integrity of the system database, including developing and enforcing procedures to ensure users regularly enter data and adhere to protocol;
•Updating system databases to account for routine accounting activities and extraordinary financial transactions (e.g., acquisitions and securities transactions); and
•Preparing and distributing standard financial dashboard and other reports and developing other analyses to summarize and evaluate data and trends.

Job Requirements:
The position requires the following background and skills:
•Bachelor’s Degree in Accounting
•CPA certification
•6 + years of accounting supervision and accounting systems experience in a multi-location manufacturing enterprise
•Demonstrated understanding of manufacturing process and how they impact costs and expenses

Bookkeeper /Office Administrator needed for Boutique Law Firm Downtown!!!! 100% benefits paid!

Boutique downtown transnational law firm that is looking for an accountant. 

Parking is paid. 100% of the benefits are covered. 4% match on 401K – immediate vesting.

Did I mention the ping pong table and Wii when you need to unwind??????

  • Minimum of 2 years accounting experience
  • Quickbooks knowledge a plus
  • Monthly payables and billing
  • Process Payroll through paysphere
  • Setting up people on benefits
  • Other general office responsibilities

Email dcd@fittsroberts.com for more details.

Technical Research Accounting Manager – West Houston

Major job functions include:
-Subsidiary Accounting
-IFRS Accounting
-Shareholder Reporting
-Financial Reporting/Audit Support
-Dividend/Debt Covenant Calculations & Certifications

Qualifications:
-Bachelors in Accounting or Finance
-Certification or MBA preferred
-Detail working knowledge of IFRS and GAAP
-Bilingual (Spanish) a plus
-Experience working with an ERP system
-Minimum years of experience: 8

Salary:
-Wide open

Location:
-Westchase

Staff Accountant – WAY, WAY OUT WEST HOUSTON – dcd@fittsroberts.com

Growing division of multi-billion dollar company is growing and adding a staff accountant to their team. They will be TONS of opportunities to grow within this division and other divisions within the company. Responsibilities will include booking journal entries, reconciling accounts, assisting with closing the books monthly and costing.

Please email me at dcd@fittsroberts.com for more details!!!!!

Where Young College Graduates Are Choosing to Live By CLAIRE CAIN MILLER October 20, 2014

Click on the link to see the graph. Houston is number 1!!!!!!

http://mobile.nytimes.com/2014/10/20/upshot/where-young-college-graduates-are-choosing-to-live.html?hp&action=click&pgtype=Homepage&version=HpSumSmallMediaHigh&module=second-column-region&region=top-news&WT.nav=top-news&_r=2&abt=0002&abg=1&referrer=

When young college graduates decide where to move, they are not just looking at the usual suspects, like New York, Washington and San Francisco. Other cities are increasing their share of these valuable residents at an even higher rate and have reached a high overall percentage, led by Denver, San Diego, Nashville, Salt Lake City and Portland, Ore., according to a report published Monday by City Observatory, a new think tank.

And as young people continue to spurn the suburbs for urban living, more of them are moving to the very heart of cities — even in economically troubled places like Buffalo and Cleveland. The number of college-educated people age 25 to 34 living within three miles of city centers has surged, up 37 percent since 2000, even as the total population of these neighborhoods has slightly shrunk.

Some cities are attracting young talent while their overall population falls, like Pittsburgh and New Orleans. And in a reversal, others that used to be magnets, like Atlanta and Charlotte, are struggling to attract them at the same rate.

Even as Americans over all have become less likely to move, young, college-educated people continue to move at a high clip — about a million cross state lines each year, and these so-called young and the restless don’t tend to settle down until their mid-30s. Where they end up provides a map of the cities that have a chance to be the economic powerhouses of the future.

“There is a very strong track record of places that attract talent becoming places of long-term success,” said Edward Glaeser, an economist at Harvard and author of “Triumph of the City.” “The most successful economic development policy is to attract and retain smart people and then get out of their way.”

The economic effects reach beyond the work the young people do, according to Enrico Moretti, an economist at the University of California, Berkeley, and author of “The New Geography of Jobs.” For every college graduate who takes a job in an innovation industry, he found, five additional jobs are eventually created in that city, such as for waiters, carpenters, doctors, architects and teachers.

“It’s a type of growth that feeds on itself — the more young workers you have, the more companies are interested in locating their operations in that area and the more young people are going to move there,” he said.

About 25 percent more young college graduates live in major metropolitan areas today than in 2000, which is double the percentage increase in cities’ total population. All the 51 biggest metros except Detroit have gained young talent, either from net migration to the cities or from residents graduating from college, according to the report. It is based on data from the federal American Community Survey and written by Joe Cortright, an economist who runs City Observatory and Impresa, a consulting firm on regional economies.

Denver has become one of the most powerful magnets. Its population of the young and educated is up 47 percent since 2000, nearly double the percentage increase in the New York metro area. And 7.5 percent of Denver’s population is in this group, more than the national average of 5.2 percent and more than anywhere but Washington, the Bay Area and Boston.

Denver has many of the tangible things young people want, economists say, including mountains, sunshine and jobs in booming industries like tech. Perhaps more important, it also has the ones that give cities the perception of cultural cool, like microbreweries and bike-sharing and an acceptance of marijuana and same-sex marriage.

“With lots of cultural things to do and getting away to the mountains, you can have the work-play balance more than any place I’ve ever lived,” said Colleen Douglass, 27, a video producer at Craftsy, a start-up with online classes for crafts. “There’s this really thriving start-up scene here, and the sense we can be in a place we love and work at a cool new company but not live in Silicon Valley.”

Other cities that have had significant increases in a young and educated population and that now have more than their share include San Diego, Baltimore, Pittsburgh, Indianapolis, Nashville, Salt Lake City and Portland, Ore.

At the other end of the spectrum are the cities where less than 4 percent of the population are young college graduates. Among those, Detroit lost about 10 percent of this group, while Providence gained just 6 percent and Memphis 10 percent.

Atlanta, one of the biggest net gainers of young graduates in the 1990s, has taken a sharp turn. Its young, educated population has increased just 2.8 percent since 2000, significantly less than its overall population. It is suffering the consequences of overenthusiasm for new houses and new jobs before the crash, economists say.

The population of young, educated people in Dallas, Charlotte and Raleigh is also growing more slowly than their populations as a whole.

The effects of the migration of the young and the restless are most vividly seen in urban cores. In 1980, young adults were 10 percent more likely than other people to live in these areas, according to the report from City Observatory, which is sponsored by the Knight Foundation. In 2010, they were 51 percent more likely, and those with college degrees were 126 percent more likely. The trend extends to all the largest metropolitan areas except Detroit and Birmingham, Ala.

Of the metropolitan areas with the most populous city centers, Washington and Philadelphia showed the largest increases of young adults living there, at 75 and 78 percent. Other cities that have made big gains in that category are Baltimore, Los Angeles, San Diego, Dallas, Miami and St. Louis. Washington also had the largest share of young college graduates over all, at 8.1 percent.

“They want something exciting, culturally fun, involving a lot of diversity — and their fathers’ suburban lifestyle doesn’t seem to be all that thrilling to many of them,” Mr. Glaeser said.

How many eventually desert the city centers as they age remains to be seen, but demographers predict that many will stay. They say that could not only bolster city economies, but also lead to decreases in crime and improvements in public schools. If the trends continue, places like Pittsburgh and Buffalo could develop a new reputation — as role models for resurgence.

Houston’s HOT Accounting Positions – Daily Job Updates: https://www.facebook.com/CPARecruiterHouCFS

Daily Job Updates: https://www.facebook.com/CPARecruiterHouCFS

Houston’s HOT Accounting Positions

• Tax Professional is needed at a family oriented company in the North Houston area. Awesome company, awesome people! 40 hour work week with free lunch every day!
• Looking for an eager Entry level Accountant, who loves to learn, in the Sugar Land area. Recent Accounting, Business, Finance, or Economics graduate with no experience.. No Problem! Become a GURU on their new system, then move into another area – financial reporting or contracts
• One of Houston’s Fastest growing manufacturing companies is looking for a Staff Accountant. Tons of Growth Opportunity!
• Want to give back to the community? Work for one of Houston’s most well known Non Profit Organizations! Great work environment with an expanding organization.
• Controller role open in Southwest Houston! This company doubled in size to 1 Billion and they are looking to double in size again in the next 2 years! Fun work environment!

My email: dcd@fittsroberts.com

8 Tips For Working With a Headhunter by Jordan Greenberg

This is a great article! Choose your Recruiter wisely!!!! Also, we get bombarded with emails, phone calls and texts. We really try to get back to everyone, but there is only so much you can do in a day.

8 Tips For Working With a Headhunter

by Jordan Greenberg on October 10, 2014, 3:00 am

Eight ways to strike gold through a recruiter:

1. Do a little research – most highly successful, 3rd party recruiters specialize in an industry niche or a particular set of roles that they fill. Some, go further, and only work in a specific geography. Before making any contact determine if you are a good fit or not.

2. Present a resume along with yourself – Like you, we’re all busy. If you’re a serious candidate hoping to find attractive interviews, let the executive recruiter know by expressing an interest in seeking a new/alternative employment opportunity and attach your updated resume.

3. If you’re not sure your resume is as presentable as you would like, ask for assistance. Search firms are good resources for resume writers. It’s okay to not have a perfect resume. Do your best, let the headhunter know that it’s a work in progress, and get your search started. Too many candidates wait and wander. Recruiters need specifically credentialed candidates every day. We can look at your LinkedIn profile and assess whether or not you are a fit for our searches through a review of your resume and a phone call; regardless of how your resume looks at the moment. (For IT sales candidates, see my article on IT sales resumes.)

4. Follow up your email with an effective phone call – Hirers want candidates who are focused and assertive. So do recruiters! Follow up with a concise voicemail or conversation. If you’re leaving a voicemail, remember that your message is the first “interactive” impression you are making upon someone. And repeat your phone number slowly and clearly at the end of your brief message.

5. If you have been referred to the recruiter by someone, mention his/her name right up front – Everyone loves context. Naming your referral provides you with immediate credibility and substance. And, if the recruiter has worked with that individual, you become identifiable over and above all the other candidates the recruiter may be screening.

6. Know what you’re looking for – Prepare yourself by spending time reflecting on your goals and matching those goals to specific job responsibilities and/or employment environments. Scrutinize prospective employers’ sites and have a list of firms you are hoping to get interviews with. Construct a written list of the aspects of a new opportunity that are the most appealing and important to you so that you can provide a recruiter with ideas to back up your goals.

7. Focus on the future – When you do meet with or talk to an executive recruiter, focus on being a forward-thinker. Search professionals will ask you about your current and previous roles in order to get relevant information to help place you best. We do not have time or energy for detailed analyses of your employers’ marketing woes or related “sob stories.” And, frankly, expressing sour grapes about any employer is a turn-off in any interview. More importantly, be prepared to talk about the personal achievements you are most proud of which make you hireable immediately.

8. Keep your expectations in check – Most recruiters will reply to your email in one of three ways. Hopefully they will inform you of receipt of your resume even if you are not a fit for their “system” or their practice. They may suggest an alternative strategy.

Secondly, if they are not currently working any searches for which you are a fit, but believe they can be of assistance in the future, they will notify you that they will keep your resume active and hope to have a conversation with you when time allows. If this happens, request a 15-30 minute phone appointment two to three weeks after you see that type of reply.

Third, if a headhunter needs you, he/she will request a phone (or in my case) a face-to-face screening interview. Be ready. And try to be flexible. If you are a fit for one of their searches you need to be available to spend time interviewing.

Finding a new, better career is a job. But, keep in mind that executive recruiters work on behalf of, and get paid by, their client employers. So, regardless of how valuable you may be to them, the best recruiters screen out 90% of all the resumes they get.

That’s why we’re called headhunters by some. At our best, we go into competitive companies and actively recruit candidates our clients pay us to identify. Then the dance begins.

So, if you want to compete with all of the talent in today’s competitive market follow the above steps and get ready to be challenged in a new role with a brilliant company.

Jordan A. Greenberg is the president of The Pinnacle Source, Inc., a search and placement firm specializing in, but not limited to, the recruiting of sales/sales management talent for IT companies. He has been servicing this community, based in Colorado, since 1981. Contact him at (303) 796-9900, jordan@pinnso.com, or http://www.pinnaclesource.com.

Staff Tax Accountant – North Houston – dcd@fittsroberts.com

Tax Accountant

  • Pay federal taxes weekly
  • File/pay state income tax multi-states
  • File/pay state unemployment tax multi-state
  • Files form 940’s and 941’s
  • Keep track of contractor’s licenses, renew when necessary
  • File/pay state sales/use taxes multi-state
  • Print W-2’s and 1099’s
  • Monthly and annual governmental reporting
  • Correspond with state and local tax authorities

Requirements:

  • Proficient in Word and Excel
  • Demonstrated ability to communicate (verbal and written) with all levels of internal and external customers
  • Demonstrated ability to work independently and as a team member
  • Strong organization and documentation skills
  • Ability to set priorities and to respond to changing demands from multiple sources
  • Knowledge of tax laws (federal; multi-state and local)

dcd@fittsroberts.com

Entry Level Accounting / Financial Analyst role – 2 openings!!!!!

Finance Analyst overview
Initial 4-6 months of employment will be spent in support of new ERP implementation. The new hire will support the following activities under the direction of the Project Manager and Financial Reporting Manager, as well as other subject matter resources as appropriate.

After the project there will be 2 possible paths:

1. Finance/Accounting path
Once the need for full-time ERP support diminishes, one hire will roll to a finance/accounting role within Company’s Operational Accounting or Financial Reporting team. This is an entry-level accounting role.

2. Contract Support path
Once the need for full-time ERP support diminishes, one hire will roll to a contract/finance role within Company’s Contract Support and Administration team. This is an entry-level finance generalist role.

Bookkeepers – Staff Accountants and Senior Accountants – We are looking for all of them! Multiple Openings!!!! dcd@fittsroberts.com

JOB DESCRIPTION

We have several openings for staff accountants in the Houston area. The staff accountants will perform a variety of bookkeeping/accounting activities in support of the Accounting department.

What we can offer you:

A positive, team-oriented working environment
High visibility to upper management
Opportunity for upward mobility as the company continues to grow
Flexible schedules
Free parking
Great salary & benefits

Staff Accountant responsibilities:

Assisting in the preparation and production of journal entries for monthly, quarterly, and annual financial statements in compliance with US GAAP.
Preparing reconciliations of receivables, general ledger accounts, and sub ledgers
Complex reporting & reconciliations with heavy use of Excel to manipulate data
Other Accounting duties and projects as assigned.
Ensure compliance with Sarbanes-Oxley and other required audits.
JOB REQUIREMENTS

Staff Accountant requirements:

Bachelor’s or Associate’s Degree in Accounting or related field required
Minimum two (2) years of relevant accounting experience including reconciliation/analysis experience required.
Consolidation, revenue recognition, fixed asset, and/or accounts payable experience, preferred.
Intermediate to Expert level in Microsoft Excel required; Proficient in Microsoft Word and Outlook
Must be proficient and accurate in operating a 10-Key calculator and in accurately and efficiently typing on a computer keyboard
Must be a self-starter and have the ability to multi-task to meet tight deadlines
Excellent analytical skills
Excellent communication skills, ambitious, enthusiastic, curious, assertive
CPA Eligible preferred

Updated October Job List – Current Openings!!!!! Please share with your network. Email: dcd@fittsroberts.com

Dianedelgadolemaire's avatarHouston's F&A Recruiter and Talent Connector

Controller – West Houston – 140 to 165K
International Tax Manager – North – 120 to 150K
Senior Auditor – E&P – Very low travel
Commissions Specialist – 45 to 55K – central
Senior Accountant for pre IPO company – North Houston
Internal Controls Senior – West Houston
Internal Controls Manager – pre IPO company – west Houston
Internal Controls Manager – Bilingual – Central
HR Manager – Galleria
HR Generalist – NW
Tax Supervisor – Greenway Plaza
Senior Accountant – West Houston – 75K plus bonus
Controller – Odessa
Controller – Sugar Land – 150’s
Bookkeeper – West Houston – Spanish
SAP Functional Analyst – SW Houton
SAP Senior Accountant – Galleria
SAP Senior Accountant – SW Houston
FLSV Manager or Senior Manager – North Houston
Audit Staff and Senior – DT – Oil & Gas / Mfg / Healthcare clients
SAP Payroll Lead – Central
Senior Accounting Manager…

View original post 86 more words

FP&A Analyst – NW Houston – dxv@fittsroberts.com

Tired of driving into town from Cypress? Email me to find out more about this job. dcd@fittsroberts.com

Daniela Velasquez's avatarExecutive Recruiter HTX

Located @ Beltway & Clay

Purpose:
Maintain primary responsibility for weekly and monthly FP&A reporting deliverables, and maintenance of related processes for SAP based entities within the America’s. Provide on-going analysis and review of SAP data and reported results (daily, weekly, monthly), working to resolve any issues as encountered. Support overall FP&A agenda and assist in analysis and process improvements within the region as needed.

Responsibilities:

• Prepare and submit weekly and monthly sales, orders and backlog reports into internal reporting system (Essbase), along with other FP&A deliverables, such as functional spend, project reporting, etc
• Collaborate with entity controllership teams, to ensure deliverables are accurate, supported by the underlying data, and align with expectations
• Ongoing review of the accuracy and consistency of SAP data with V&C data hierarchies, definitions and initiatives, such as backlog date maintenance, functional spend categorization, product hierarchy standardization, etc
• Review preliminary forecast submissions…

View original post 187 more words

Senior Financial Reporting Analyst – Downtown – dxv@fittsroberts.com

Are you ready to get out of public accounting? Email me! dcd@fittsroberts.com

Daniela Velasquez's avatarExecutive Recruiter HTX

BASIC PURPOSE OF POSITION:

The prospective candidate will report to the Manager of SEC Reporting within the Financial Reporting Group and will perform accounting for asset retirement obligations and stock-based compensation. The candidate will also prepare various accounting schedules summarizing and analyzing asset retirement obligations and stock-based compensation. Additional responsibilities relate to assistance with the parent company’s public filings, including year-end oil and gas disclosures, and with the standalone oil and gas segment financial statements on an as needed basis. All work is expected to be organized and fully referenced such that it is easily understood and auditable by management and auditors.

POSITION SPECIFICATIONS:

Potential candidate must full fill the following specifications:

. Bachelor’s degree in Accounting and CPA is required.

. A minimum of four to five years of public accounting experience or equivalent industry experience. Oil and gas industry experience preferred.

. Ability to research technical accounting issues…

View original post 132 more words

Accounting Supervisor – NW Houston – dxv@fittsroberts.com

Daniela Velasquez's avatarExecutive Recruiter HTX

Summary:

This position is responsible for assisting the Sr. Manager of Accounting in overseeing the accounting operations in support of U.S. and Canada locations. This includes but not limited to general accounting, judgments with regard to the application of accounting principles and policies, financial reporting, and external/internal audit coordination.

Duties and Responsibilities:

  • Manage, develop and set goals for staff.
  • Oversee the monthly close process, including financial analysis and preparation of various month-end deliverables.
  • Ensure accuracy of financial statements through strict account reconciliation procedures and monthly Balance Sheet reviews.
  • Develop and maintain financial reporting packages for internal use, executive management and field organizations.
  • Account reconciliation and journal entry review and approval.
  • Improve quality of account reconciliations i.e. account description, process overview and documentation supporting them.
  • Establish relationship with locations with emphasis on creating environment where Shared Service is looked to as resource for accounting guidance and a business partner.
  • Assist with…

View original post 157 more words

Internal Controls Manager – dcd@fittsroberts.com

Description
Oversee SOX compliance efforts, ensuring effective operation of supported internal controls for financial reporting
Operate in a consultative capacity as a business partner and financial controls expert
Create, implement, and document financial controls and compliance program, ensuring alignment with SOX and Academy best practices and requirements
Perform broad analysis to identify business objectives and resource requirements and evaluate the associated business risks
Plan and scope financial department audit engagements, to assess operational weaknesses, perform process improvement analysis, and develop corrective action plans
Identify and document internal controls, including their design and operating effectiveness
Execute work programs to evaluate internal controls related to financial risks, operational activities, and compliance requirements utilizing various approaches including sampling, corroboration, observation, and performance
Coordinate the development and monitoring of remediation plans
Execute detailed test plans, develop results summaries, prepare reports, and present findings and recommendations to management
Evaluate control deficiencies and conclude on the potential impact to financial statements
Develop audit findings, recommendations, and reports that identify control weaknesses and the resulting residual risks
Employ a broad range of data analysis tools to maximize audit efficiency and effectiveness
Ensure adherence to requirements and deliverables, and complete assigned work activities and planned tasks within specified time frame
Manage departmental requests for assurance and controls review
Partner with Internal Audit regarding financial departments’ preparedness regarding compliance efforts
Develop and maintain a thorough understanding of departmental plans and strategies
Update process narratives annually through collaboration with business partners to ensure proper documentation of all significant processes
Assess new accounting standards and guidance to ensure enhancement of current accounting processes and controls
.

Qualifications
Bachelor’s degree in Accounting required; MBA preferred
CPA or CIA license required
5+ years’ experience in an accounting/financial audit role
Big 4 Accounting firm experience strongly preferred; or equivalent combination of industry and corporate experience
Proficiency with Sarbanes-Oxley Act (SOX) 404 requirements and internal control concepts required
Experience evaluating SOX requirements, identifying controls, analyzing control gaps, and evaluating the design and operating effectiveness of controls
Demonstrated application of internal controls standards, including control environment, risk assessment, control activities, information and communication, and monitoring

Updated October Job List – Current Openings!!!!! Please share with your network. Email: dcd@fittsroberts.com

Controller – West Houston – 140 to 165K
International Tax Manager – North – 120 to 150K
Senior Auditor – E&P – Very low travel
Commissions Specialist – 45 to 55K – central
Senior Accountant for pre IPO company – North Houston
Internal Controls Senior – West Houston
Internal Controls Manager – pre IPO company – west Houston
Internal Controls Manager – Bilingual – Central
HR Manager – Galleria
HR Generalist – NW
Tax Supervisor – Greenway Plaza
Senior Accountant – West Houston – 75K plus bonus
Controller – Odessa
Controller – Sugar Land – 150’s
Bookkeeper – West Houston – Spanish
SAP Functional Analyst – SW Houton
SAP Senior Accountant – Galleria
SAP Senior Accountant – SW Houston
FLSV Manager or Senior Manager – North Houston
Audit Staff and Senior – DT – Oil & Gas / Mfg / Healthcare clients
SAP Payroll Lead – Central
Senior Accounting Manager – Galleria – E&C
Accounting Manager – West Houston – 90 to 120K
Senior Cost Accountant – 80 to 90K – West
Fixed Asset Accountant – Sugar Land
Treasury Analyst – DT –
Financial Analyst – West Houston
Credit Manager – Northeast
Senior Accountant – NW Houston
AR / Billing Specialist – NW Houston
Project Accountant with Deltek – 50 to 55K
Senior Tax Accountant – Public Accounting – Galleria
Contract FR Analyst – DT
FR Analyst – DT

Please share with your friends.

email: dcd@fittsroberts.com

The 7 Laws of Great Resumes By Interview Expert Academy

http://www.interviewexpertacademy.com/resumes-7-laws/?utm_content=buffer905c8&utm_medium=social&utm_source=twitter.com&utm_campaign=buffer

I’ve been reviewing a lot of resumes this week. It’s not a task that I like doing. Why? Because once you’ve reviewed 2 or 3 the rest seem to look the same.

Bland and Boring

Yes they all look the same. Lots of black text on white. Black on white.

Most candidates use the same words or phrases, cramming lots of text onto a page often with information that makes them look bland and boring. Ah I hate it. I’m visual person and dislike how resumes have just not moved on.

As I sat at my desk with the resumes in front of me, I started to think how you could make your resume stand out.

Resumes – 7 Laws

There are, I believe 7 Laws of a great resume:

Law 1: Don’t use lots of meaningless words

I wrote an article about the ’28 Overused Meaningless Words’ that appear on resumes. Avoid them. They are too generic and don’t provide any detail about you.

Law 2: Long sentences and paragraphs

Why anyone thinks this is a way to stand out, I will never know.

Use short sentences and break up text either in paragraphs or use bullet points. James Patterson is one of the world’s best selling authors. His books engage the reader, because he keeps up the pace of the story. How? By using simple language with short sentences.

Long sentences do not portray intelligence.

Law 3: Fonts

Why use 1 font when 4 will do?

Fonts are a good way of breaking up what you’ve written. But too many looks as though they’ve been copy and pasted from another document. Keep your resume simple.

While I’m on the subject of fonts, get the size of them right too. Most candidates make them too small, to cram lots of information on to a page. It just makes them too difficult to read.

Law 4: Being specific

Too many times resumes are bland. Most look and read the same. They say nothing about you as the person.

If you’re generic, you’re bland. Show your personality in your resume by being specific. Remember this is a document that is meant to intrigue and highlight why a recruiter would want to interview you.

Law 5: Number of Pages

There used to be a rule when I first started work that you should get your resume onto no more than 2 pages. That’s evolved now.

I’ve had resumes that are just 1 page long and recently I had one that was 8 pages long. What length is right? Somewhere between 2 to 4 pages would be my recommendation.

Remember get the content right to showcase you and the length doesn’t matter that much. But don’t go for 8 pages I don’t need your life story.

Law 6: Spelling & Punctuation

A resume is one of the most important documents you will ever write. It’s a shame some candidates don’t take the time to check what they’ve written.

It is not unusual to see spelling mistakes and poor punctuation. For something so important, get someone else to check it. For important documents I always ask someone else to check my work and make comments. It’s a good practice to get into.

Law 7: Formatting

This is the big one. Most resumes look the same. As I mentioned earlier lots of black text on white.

In a day and age when we are use to seeing much more creativity, you can make your resume stand out by doing something different. Add colour to your resume. Recruiters read resumes on a computer screen first. Colour will help you stand out. And wherever possible include graphics to highlight key points.

There you are, the 7 Laws of Resumes. Follow the 7 and you’ll be on your way to standing out from the ‘black on white text’ crowd.