We are currently seeking a Pricing & Business Contracts Manager for our corporate headquarters located in downtown Houston, TX.

RESPONSIBILITIES:

Developing and governing the centralized processes that support pricing, contracts management and business intelligence platforms

Overseeing domestic pricing structure and strategy across all lines of business and customer segments to ensure pricing strategy aligns with and supports business strategy

Supporting corporate contracts administration to enable comprehensive business management of contracted business

Working closely with functional support groups, Business Development and lines of business to research and make appropriate

Designing and delivering tools and templates for price agreements, bids, quotes and contracts

Developing reporting capabilities that measure the effectiveness of control mechanisms and developing a systematic approach in driving consistency, efficiency and effectiveness

Performing other related duties as required

PREFERRED QUALIFICATIONS:

Requires a Bachelors degree in Finance, Economics, Statistics or a related discipline, or equivalent experience

A minimum of 5 years related business experience including participation in pricing or business strategy initiatives is requird

Familiarity with oil and gas value pricing, invoicing and commercialization

Exceptional computer skills with a focus on data management and data analytics software and systems

Proficiency in Excel, Word, PowerPoint, Access, Data Warehouse and Oracle Business Objects

Proven analytical, data processing and modeling experience

Excellent verbal, presentation and written communication skills

Ability to establish and maintain positive and effective work relationships across internal and external communities

Change management experience

Industry	Position	Salary Range	Location
Oil and Gas	Analyst	90 – 95K	NW
Oil and Gas	Rev		DT
Manufacturing	Sales Analyst	75 to 85K	Sugar Land
Oil and Gas	International tax	60 to 65K	West
Consumer Goods	CAO	150-175K	Houston
Distribution	Staff	45 to 55K	woodlands
Oil and Gas	Revenue	75 to 85K	West
Oil and Gas	Pcard	50 to 60K	West
Oil and Gas	JIB	65 ti 75K	West
Distribution	Pcard	40 to 50K	woodlands
Fortune 500	Auditor SOX	83K	West
Oil and Gas	Accountant	65K	NW
Oil and Gas	Acct Mgr	85K	Katy
Oil and Gas	Rev. Accountant	50 to 65K	NW
Oil and Gas	AP ACCOUNTANT	40 TO 45k	Galleria
Fortune 500	Auditor	45 to 55K	Galleria
Fortune 500	Auditor	45 to 55K	Galleria
Oil and Gas	AP Accountant	40 to 42K	NW
Fortune 500	Accountant	50-55K 20%	West
Oil and Gas	Tax Accontant	65K	NW
Chemicals	Sr. Accountant	75K	DT
Chemicals	SR. Cost Analyst	80k	Alvin
Energy	Pricing & Contract Analyst	85K	DT
Chemicals	Treasury Manager	135K	DT
Bank	Financial Accountant	75 – max 85	West U
CPA Firm	Staff or Senior	65K	Galleria
Shipping	Project Acct	90K	North
Insurance	Senior Acct	75K	West
Consumer Goods	AP Lead	60 to 65K	Katy
Consumer Goods	Inv. Accounting Mgr
Oil and Gas	Auditor	75 to 85K	GWP
Oil and Gas	Auditor	65 to 85K	DT
Fortune 500	Auditor	70 to 75K	WEST
Oil and Gas	IT Auditor Lead
CPA Firm	Staff Auditor
CPA Firm	Auditors all levels	50 to 85K	GWP
CPA Firm	Auditors all levels	50 to 100K	DT
CPA Firm	Tax / Audit		GWP
CPA Firm	Auditors all levels	MKT	Galleria
CPA Firm	Senior Tax	75K	Galleria
CPA Firm	Tax Manager		Wchase
CPA Firm	Audit	open	Galleria
CPA Firm	Tax Manager		NW
CPA Firm	Tax & AUDIT	open	Galleria
Oil and Gas	Auditor	75K	Galleria
CPA Firm	Tax – All Levels	Market	Galleria
CPA Firm	Audit	open	Bellaire

More U.S. employers using temp labor to vet new hires

By Nick Zieminski

 

NEW YORK, March 9

| Fri Mar 9, 2012 1:02pm EST

NEW YORK, March 9 (Reuters) – Companies that provide temporary labor are seeing more contract workers hired as permanent employees, in a sign job gains may be broadening as U.S. employers gain confidence in the recovery, staffing executives said Friday.

Companies typically engage temporary workers before committing to permanent hires, so the staffing sector is seen as a leading indicator of broader hiring.

The sector added 45,000 jobs in February, while temp job gains in January and December were stronger than initially estimated, the government report showed on Friday. The job gains were part of a broader jobs report that showed 227,000 jobs added outside the farm sector.

The percentage of temps in the U.S. labor force, at 1.86 percent, marked the eighth straight monthly increase. Employment analysts expect that metric to pass its April 2000 peak above 2 percent as more employers embrace temporary labor in an uncertain economic climate.

Companies are using temps to try out candidates for permanent jobs, said Jeff Joerres, Chief Executive of ManpowerGroup.

“Our temporary to permanent conversions are very high,” Joerres said. Taking on temp workers “is also is a way of being agile and cautious, so if something happens in the Middle East and demand goes down precipitously, (they) have a way to adjust without affecting the permanent workforce.”

‘ROBUST’ DEMAND BUT FLAT WAGES

Small and mid-size companies are stepping up use of temporary workers as easier access to credit allows them to invest, said Randstad employment analyst Joanie Ruge, who said pharmaceutical companies are using more temps for research and other roles.

“It is robust,” Ruge said. “Companies are going to look for more flexibility in their workforce. They will expand and contract as their demand fluctuates.”

While demand for temps is strong, it is not necessarily accelerating, said Joel Capperella, vice president of Yoh, a Philadelphia-area staffing company that focuses of professional job categories such as technology. Wages are flat. A Yoh index of wages for skilled temporary workers found only a 1 percent gain over a year ago.

“Wages aren’t really moving a whole lot,” Capperella said. “Clients of our services are in the driver’s seat. Things are good but you have to temper it.”

Staffing stocks were higher across the board in U.S. and European trading and far outperformed the broader market on expectations that growth rates would pick up for the sector in coming months.

Manpower shares gained 2.3 percent in midday trading. Robert Half International rose 1.6 percent, Hudson Highland jumped 7 percent and TrueBlue Inc, which focuses on blue-collar jobs, was up 2.4 percent.

In European trading, Adecco, Randstad and Michael Page each gained more than 2 percent.

Houston added 90,000 jobs since last year

The Houston area gained close to 90,000 jobs between January 2011 and January of this year, according to new employment estimates released by the Texas Workforce Commission

In January 2012, Houston had about 2.78 million employees and an unemployment rate of 7.6 percent. During the same month in 2011, the area had about 2.69 million employees and an unemployment rate of 8.7 percent.

Houston job numbers dipped slightly in January 2012 when compared to numbers from the previous month. Unemployment also grew from 7.2 percent in December to 2.6 percent in January, however the statistics were not adjusted for seasonal employment rates.

Texas had the same unemployment rate in January as Houston. Also, both the state and the city have a better unemployment rate when compared to the U.S., which had an overall unemployment rate of 8.8 percent in January.

Industries in Texas that saw the largest employment growth between January 2011 and January 2012 were: mining and logging, which increased by 17.6 percent; leisure and hospitality, which increased by 5.5 percent; and professional and business services, which increased by 5.3 percent.

 

 

Diane Delgado LeMaire|　Senior Managing Director, Accounting & Finance Recruiting | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 |713-260-5238 | dcd@fittsroberts.com

 

• 15 years relevant business related work experience.
• Bachelor’s degree in Accounting.
• CPA required
• Extensive technical and practical expertise in public company reporting and SEC compliance
• Experience with managing Sarbanes-Oxley compliance and internal controls
• Ability to manage overall tax planning, tax compliance and tax restructurings
• Experience with supporting overall corporate finance initiatives and investor relations activities.
• Ability to lead and manage overall Payroll operations
• Excellent interpersonal communications, analytical, and networking skills.
• Ability to lead and manage department personnel, to develop needed skill sets and recruit to fill staffing needs
• Oversees and manages all Accounting functions including General Ledger; Financial Reporting; Inventory; Technical Research; Fixed Assets; Credit and Collections; Sales Audit; Accounts Payable; Tax; Accounting Co-op.
• Leads and manages all aspects of internal and external reporting.
• Responsible for the hiring, retention and development of all staff personnel in span of control.
• Responsible for implementing SOX controls, documentation and ongoing compliance.
• Ensures compliance with federal, state, and local tax requirements by studying existing and new legislation, enforcing adherence to requirements, and advising operations management on needed actions.
• Responsible for periodic and annual Federal, State and Local Tax filings including income, sales, use and payroll taxes.
• Responsible for overall tax planning activities, including the analysis and implementation of potential new tax and/or legal structures.
• Responsible for managing relationships with external auditors, timely execution of quarterly reviews and execution of the annual financial statement audit.
• Ensures for Payroll: timely and accurate processing of payroll; compliance with current government regulations and company payroll related policies; personnel, systems, processes, and controls are appropriate; establishing and implementing payroll policies; timely remittance of payroll taxes and government reporting.
• Assists with the implementation of minor and major corporate strategies, objectives and policies of the Company.
• Supports overall corporate technology improvements and ensures proper implementation and execution of existing, new and upgraded technology systems for Accounting, Tax and Payroll.
• Coordinate the annual 401(k) audit with the Benefits department; and with Payroll.
• Works with the Finance department in the preparation of budgets, reviews budget proposals, and prepares necessary supporting documentation and justification.
• Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.

 

 

 

 

 

 

 

 

 

 

Accountant Hiring Expected to Remain Steady in Q2.

1) Collect and analyze data to identify market and competitive trends, new market opportunities, and support the sales team with market and competitive information.

2) Track and analyze trade investments, such as off-invoice allowances, slotting, MCB’s, etc., to evaluate the cost benefit of these investments.

3) Cost analyses to support NPD

4) Sales forecasting and other analyses as needed.

Main responsibilities:

Collect and consolidate data from multiple sources to create a holistic view of the category across all channels of trade.

Identify market trends, competitive insight and sales opportunities by geography, product type, etc. for existing items.

Evaluate and analyze new market opportunities for the New Product Development team, including competitive analysis, potential market size, item development, etc. Provide research and data to help develop key selling points for the Sales team.

Measure and track trade spend to evaluate the Company’s return on investment.

Assist with monthly sales forecasting for both new and existing items.

Prepare monthly sales reports by channel, customer and product.

Other analyses as needed to support the Sales team.

 

Minimum Job Requirements:

Degree in Accounting, Finance, Statistics or similar field.

Minimum 5 years work experience

 Expert in Microsoft applications, especially Excel and Power Point.

Job Summary/Responsibilities:

Sarbanes-Oxley Section 404 responsibilities:

• Conduct annual and ongoing significant account reviews and ensure testing is properly documented within SOX work papers
• Document Division specific key SOX controls and their related attributes/test descriptions, utilizing the standard SOX RCM
• Review/distribute/implement SOX guidance as it is issued, participate in global guidance update calls, and modify Division SOX program appropriately
• Provide testing status updates to SOX Core Team on a real-time basis
• Prepare write-ups of any new deficiency identified via management testing, and submit them (along with updates to existing items) to SOX Manager on a real-time basis
• Identify Division SOX training needs and participate/facilitate training
• Respond to the External Auditor meeting and documentation requests -liaise with the external audit contact directly to arrange SOX planning sessions, walkthroughs, and facilitate the integrated audit approach
• Establishes and communicates testing timeline with the divisions
• Manages and executes all aspects of test preparation, execution, and coordination with process owners
• Facilitates detailed review, executed by Controllers, of test results and test summary for completeness and accuracy
• Communicates testing support needs and data requests
• Manages status reporting and facilitates meetings to clarify test results, as needed
• Ensures testing project binders and all documentation is maintained
• Obtains first draft of remediation plans from Controllers (or process owners) and updates TOE results with plan, owner, and target remediation date
• Assists the divisions in documenting desk level procedures and system operating manuals
• Participates in the division forecasting, planning, and analysis process, as appropriate
• Perform field visits
• Follow through on management responses to internal and external auditor recommendations

 Project Responsibilities:

• Actively participates in company initiatives (eg. Data Integrity, Dashboards, End-to-End Process Improvement, M&A) as advisor on processes and controls
• Facilitates documentation of design of processes or acts as reviewer as appropriate
• Ensures action plans are established and tracked in key hotspot areas of concern
• Ability to effectively manage multiple projects concurrently
• Identify opportunities for more efficient and effective business processes and controls;

Requirements:

• Bachelor’s Degree in Accounting, Finance or related discipline required
• Minimum of 5 years accounting/audit experience, 3 years of public accounting experience is a plus
• A self starter that demonstrates strong leadership and success as a project manager with previous SOX compliance experience
• Proficiency in Microsoft Office 2007 or higher (Excel, Word, PowerPoint, etc.), Visio a plus
• Strong process re-engineering, flowcharting, and data analysis background
• Experience in building KPI/Dashboards that lead to strong entity level controls framework based upon new COSO guidance
• CPA preferred
• Excellent oral and written communication skills required
• SEC background a plus
• Strong analytical and root cause analysis capabilities; challenges the status quo
• Solid organization and multitasking　skills
• Must be able to travel 　(20-25%) as needed

 

Diane Delgado LeMaire|　Senior Managing Director, Accounting & Finance Recruiting | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 |713-260-5238 | dcd@fittsroberts.com| Blog| Twitter| LinkedIn

 

Contact Diane Delgado LeMaire dcd@fittsroberts.com for more information.

Key Responsibilities:         

• Closely manages cash flows: collections, payments, funding processes and controls
• Enforces policies and procedures relating to corporate treasury processes
• Debt & Compliance Management
• Risk Management and business insurance administration, renewals and loss settlements
• Liaises between the treasury function and a variety of internal/external partners, including commercial banking representatives, internal staff, and key subsidiary personnel
• Supports Leasing Analysis, Interest Rate Evaluations, and FX Exposures

Required Skills

Requirements:

• 12+ Years of corporate finance experience
• Bachelor’s degree Accounting, Finance or Economics;  MBA a plus
• Has a strong understanding of Treasury operations, policies and practices
• Demonstrate effective problem solving, analytical, and decision making capabilities
• Exceptional verbal and written communication skills
• Strong process and experience in systems implementations
• Strong PC skills with a working knowledge Microsoft Office suite, with exceptional skills in MS Excel and Power Point
• Demonstrate success in collaborating with others, internally and externally

Diane Delgado LeMaire|　Senior Managing Director, Accounting & Finance Recruiting | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 |713-260-5238 | dcd@fittsroberts.com

 

|

 

 

Need to have either:　 Federal tax experience preparing consolidated returns, or International Tax experience including calculations and adjustments

JOB DESCRIPTION

International Tax Accountant　

The International Tax Accountant will report to the Senior Manager – International Tax in the 　Corporate Tax Department. This person will be expected to perform the following duties and responsibilities:

• 　Assist Senior Manager and Senior in preparation of Form 1118, Foreign Tax Credit – Corporations (Regular and AMT), and supporting schedules and allocations. Perform associated calculations, including CFC stock basis, overall tax basis of assets, and interest expense apportionment. Properly source trial balances for Form 1118 reporting.　

 

• Prepare Forms 5471, 8865, and 8858 and required disclosure statements. Research and document return related tax issues as necessary.　

 

• Analyze financial statement information for the quarterly tax provision and prepare schedule of permanent differences related to foreign inclusions, including Section 78 and Section 902 gross-ups, Section 956 inclusions, and Subpart F inclusions. Analyze entity ledgers for Section 901 credits and calculate overall foreign tax credit. Analyze dividends for proper reporting and inclusion in the quarterly tax provision.　

 

• Assist Senior Manager and Senior with projects related to global restructuring and acquisition implementation, including preparation and filing of Forms SS-4, Forms 8832, Forms 8023, FIRPTA filings, and other miscellaneous filings.　

 

• Research and document tax consequences of entity formations in various tax jurisdictions and provide guidance to local country personnel when requested.　

 

• Maintain and update entity ownership structure in CorpInternational, income tax return reporting software. Coordinate with Manager for Accounting for Income Taxes regarding changes to the organizational structure and associated impact on the income tax return.　

 

• Conduct special projects as necessary and liaise with other departments, such as corporate and business unit accounting, legal, and treasury.　

 

• Provide guidance to third party service provider loan staff, if applicable.

 

　JOB REQUIREMENTS

• Certified Public Accountant preferred　

 

• 2-3 years work experience in International Tax; Big 4 international tax experience preferred　

 

• Bachelor’s degree with emphasis in Accounting and advanced degree in Accounting, Taxation, or Law　

 

Knowledge of CorpTax and CorpInternational tax compliance software preferred

Job Title:

Financial & Operational Business Analyst-W. Hemisphere

 

Division/Dept:

Finance/Accounting

 

Reports to:

Directly to the Sr. Financial and Operational Business Analyst indirectly to the President　

FLSA Status:

Exempt

 

EEO Code:

Professionals

 

　

　

　

　

SUMMARY

　

　

Provide financial management support for the W. Hemisphere business unit including financial review and analysis of the operations in the Western Hemisphere’s Balance Sheet, Income Statement, CapEx Budget performance for all W. Hemisphere locations. The Analyst is a key member of the Sarbanes-Oxley compliance process and executes projects specific to statutory and legal requirements as set forth by Accounting Boards. The Analyst will also be responsible for accounting related special projects and compliance with Company policies and procedures

　

　

　

ESSENTIAL DUTIES AND RESPONSIBILITIES

include the following. Other duties may be assigned.

 

　

　

Achieves operational objectives; develops and maintains systems and processes; verifies integrity and accuracy of financial statements; monitors revenue and expenses; implements, maintains and monitors accounting controls; and complies with legal requirements, as well as develops and maintains strong relationships with internal and external business leaders.

　

Oversees monthly, quarterly and year-end closings for financial reporting.

　

Assists operations in constructing the monthly and quarterly flash projections.

　

Implements review processes to ensure the accuracy of information in the areas of budget maintenance, project execution and other areas requiring fiduciary oversight.

　

Responsible for the integrity of all financial reporting and analysis for senior management, business unit managers, and others in need of financial information.

　

Manages business unit bonus and commission plans to ensure compliance.

Establishes and maintains an internal control structure and assures that transactions are executed with appropriate management authorization. Trains relevant staff on control procedures as needed.

Assists with audits (financial, SOX, internal, compliance, tax). Reviews and notes any issues with internal controls.

　

Must possess strong reconciliation skills for high volume, high dollar accounts. Prepares and/or reviews all reconciliations for the business unit as may be required and verify accuracy and completeness of all financial assertions related to the financial information.

　

Communicates issues, status, and accomplishments to the Business Unit President and Sr. Financial and Operational Business Analyst regarding areas of responsibility in a timely manner including information to assist management in proactive decision-making.

　

Communicates necessary information with Business Unit field operations management to ensure accuracy of the financial statements.

　

Assists in establishing, implementing, and monitoring policies and procedures necessary to support and provide accurate and timely reporting.

Establishes, modifies, documents and coordinates implementation of accounting and control procedures as necessary to meet established business unit goals and comply with regulatory standards.

　

Assists in the yearly budget process.

　

Provides assistance to the Sr. Financial and Operational Business Analyst on issues in the Eastern Hemisphere, when needed.

　

Must have expert familiarity with standard concepts, practices, and procedures within the accounting field including a theoretical and practical understanding of US GAAP.

　

Maintains open lines of communication and works independently as well as part of a team. Shares knowledge and helps fellow associates where needed, regardless to whom the responsibility belongs.

　

Other non-recurring specific tasks as assigned by the Business Unit President or the Sr. Financial and Operational Business Analyst.

　

Must work well under pressure.

　

Stands in for the Sr. Financial and Operational Business Analyst in his or her absence.

　

　

　

QUALIFICATION REQUIREMENTS:

　

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

　

　

　

　

　

EDUCATION AND/OR EXPERIENCE:

　

　

Bachelor’s degree in Accounting or Finance. Three or more years of experience in the oil & gas service business, including three years of experience as a business or financial analyst. Training in quality processes, aptitude using Microsoft Office including advanced proficiency in Excel. Familiarity with CapEx management and a minimum of three years’ experience with an Enterprise Wide Reporting System such as Oracle or SAP required.

　

　

　

LANGUAGE SKILLS:

　

Ability to write business correspondence. Must have the ability to create presentations and reports in order to illustrate financial information effectively.

　

Ability to present information effectively in one-on-one, small and large group situations. Must speak English fluently. Additional languages are beneficial.

　

　

　

MATHEMATICAL SKILLS:

　

Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals.

　

　

　

REASONING ABILITY:

　

Ability to apply commonsense understanding to carry out detailed but uninvolved written or oral instructions. Ability to deal with problems involving a few concrete variables in standardized situations and understand complex financial relationships related to operational performance

　

　

　

TRAVEL:

　

Travel may be required for world-wide on-site location visits on an as needed basis.

Forget good to great. Here’s what makes a great employee remarkable.

Great employees are reliable, dependable, proactive, diligent, great leaders and great followers… they possess a wide range of easily-defined—but hard to find—qualities.

A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance.

Here are eight qualities of remarkable employees:

1. They ignore job descriptions.

The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.

When a key customer’s project is in jeopardy, remarkable employees know without being told there’s a problem and jump in without being asked—even if it’s not their job.

2. They’re eccentric…

The best employees are often a little different: quirky, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor.

People who aren’t afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.

3. But they know when to dial it back.

An unusual personality is a lot of fun… until it isn’t. When a major challenge pops up or a situation gets stressful, the best employees stop expressing their individuality and fit seamlessly into the team.

Remarkable employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off. It’s a tough balance to strike, but a rare few can walk that fine line with ease.

4. They publicly praise…

Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.

Remarkable employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.

5. And they privately complain.

We all want employees to bring issues forward, but some problems are better handled in private. Great employees often get more latitude to bring up controversial subjects in a group setting because their performance allows greater freedom.

Remarkable employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.

6. They speak when others won’t.

Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.

An employee once asked me a question about potential layoffs. After the meeting I said to him, “Why did you ask about that? You already know what’s going on.” He said, “I do, but a lot of other people don’t, and they’re afraid to ask. I thought it would help if they heard the answer from you.”

Remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.

7. They like to prove others wrong.

Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn’t have leadership potential often possess a burning desire to prove other people wrong.

Education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something deeper and more personal than just the desire to do a good job.

8. They’re always fiddling.

Some people are rarely satisfied (I mean that in a good way) and are constantly tinkering with something: Reworking a timeline, adjusting a process, tweaking a workflow.

Great employees follow processes. Remarkable employees find ways to make those processes even better, not only because they are expected to… but because they just can’t help it.　

Jeff Haden learned much of what he knows about business and technology as he worked his way up in the manufacturing industry. Everything else he picks up from ghostwriting books for some of the smartest leaders he knows in business. @jeff_haden

 

Diane Delgado LeMaire|　Senior Managing Director, Accounting & Finance Recruiting | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 |713-260-5238 | dcd@fittsroberts.com| Blog| Twitter| LinkedIn

Creative Financial Staffing (CFS) is the nation’s largest, privately-held accounting and financial staffing firm. We provide qualified accounting and finance professionals on a temporary and permanent basis across a broad range of industries. Our affiliation with leading accounting firms provides us with resources that help us better understand our client’s needs, attract a higher caliber of candidate, and best assess candidate potential. For more information please visit our website at

 

　www.cfstaffing.com

 

.

 

 

Forget good to great. Here’s what makes a great employee remarkable.

Great employees are reliable, dependable, proactive, diligent, great leaders and great followers… they possess a wide range of easily-defined—but hard to find—qualities.

A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance.

Here are eight qualities of remarkable employees:

1. They ignore job descriptions.

The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.

When a key customer’s project is in jeopardy, remarkable employees know without being told there’s a problem and jump in without being asked—even if it’s not their job.

2. They’re eccentric…

The best employees are often a little different: quirky, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor.

People who aren’t afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.

3. But they know when to dial it back.

An unusual personality is a lot of fun… until it isn’t. When a major challenge pops up or a situation gets stressful, the best employees stop expressing their individuality and fit seamlessly into the team.

Remarkable employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off. It’s a tough balance to strike, but a rare few can walk that fine line with ease.

4. They publicly praise…

Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.

Remarkable employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.

5. And they privately complain.

We all want employees to bring issues forward, but some problems are better handled in private. Great employees often get more latitude to bring up controversial subjects in a group setting because their performance allows greater freedom.

Remarkable employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.

6. They speak when others won’t.

Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.

An employee once asked me a question about potential layoffs. After the meeting I said to him, “Why did you ask about that? You already know what’s going on.” He said, “I do, but a lot of other people don’t, and they’re afraid to ask. I thought it would help if they heard the answer from you.”

Remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.

7. They like to prove others wrong.

Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn’t have leadership potential often possess a burning desire to prove other people wrong.

Education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something deeper and more personal than just the desire to do a good job.

8. They’re always fiddling.

Some people are rarely satisfied (I mean that in a good way) and are constantly tinkering with something: Reworking a timeline, adjusting a process, tweaking a workflow.

Great employees follow processes. Remarkable employees find ways to make those processes even better, not only because they are expected to… but because they just can’t help it.　

Diane Delgado LeMaire|　Senior Managing Director, Accounting & Finance Recruiting | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 |713-260-5238 | dcd@fittsroberts.com| Blog| Twitter| LinkedIn

Creative Financial Staffing (CFS) is the nation’s largest, privately-held accounting and financial staffing firm. We provide qualified accounting and finance professionals on a temporary and permanent basis across a broad range of industries. Our affiliation with leading accounting firms provides us with resources that help us better understand our client’s needs, attract a higher caliber of candidate, and best assess candidate potential. For more information please visit our website at

 

　www.cfstaffing.com

 

.

 

 

Are you a highly motivated professional who if ready for a new career challenge?  Due to the high demand for our services, CFS is searching for a Staffing Manager who thrives in a fast-paced team environment.

The Staffing Manager role offers the opportunity to develop your recruiting and interviewing skills, while also using your sales skills to develop business, service clients, and close deals.

Overview of the Staffing Manager role

·        Recruit accounting and finance candidates for temporary projects through advertising, internet recruiting, & referrals

·        Conduct interviews with candidates to determine skill set and motivations

·        Conduct reference checks to qualify temporary candidates

·        Discuss specifics of temporary projects and permanent openings with hiring managers

·        Service clients by recommending candidates for temporary assignments

·        Develop relationships with hiring managers at clients to continue providing quality temporary staffing services.

·        Develop leads for new business

 

Background on CFS  

With over 45 offices, we have become the largest privately-held national staffing organization that focuses exclusively on accounting and finance placement.   Our structure is such that we function as fully integrated divisions of leading accounting firms in each of our local markets; we are affiliated with top national, regional and local CPA firms.   At CFS, you have all the benefits of being part of a national company, while still enjoying the close-knit, family-feel of your local office.   

 Our Houston office is partnered with Fitts, Roberts CPA Firm and is one of the top 5 offices within the CFS network nationally. 

Our culture encourages entrepreneurial thinkers.  We look for results-oriented leaders who posses confidence, passion, and perseverance.  At CFS, you are truly recognized and rewarded for your contributions. We offer a top-notch training program at our Corporate headquarters in Boston, as well as ongoing training programs as you mature with the company.  

Your overall compensation plan will include a competitive base salary, commission plan, & bonus opportunity.  You will also participate in our monthly, quarterly & yearly national sales contests with rewards such as all-expense paid trips to tropical destinations.  We offer excellent benefits including medical, dental, & 401K plan.

 

How to Apply:

For immediate consideration, please contact Diane Delgado LeMaire at dcd@fittsroberts.com

 

Date: Tuesday, February 28, 2012, 11:06am CST

Houston is expected to add 91,000 jobs in 2012, which could help stimulate future commercial real estate development and lower vacancy rates, according to a new report from Marcus & Millichap　

The California-based real estate investment services firm predicts as local employers — such as S & B Engineers — continue hiring, there will be more consumer demand. This increase in consumer demand will in turn lead to the development of more commercial and retail properties, especially near employment hubs like the Energy Corridor.

In total, Marcus & Millichap expects 2.1 million square feet of retail space to come online this year in Houston, increasing the inventory by 1 percent. At the same time, vacancy rates are expected to decrease to 9.8 percent in 2012 and rent is expected to rise 1.6 percent to an average of $15.57 per square foot

 Posted by:

• Chris Bailey
• on February 23, 2012 at 3:29pm

 I have seen many articles written about how companies are using job boards and direct hire methods to cut out the recruiter, and true there are roles that can be hired with little or no interview required (these methods really inspire employee engagement from the outset….not). True you can get a 100 applicants from LinkedIn, or such like, and have the HR administrator or internal recruiter spend a few hours sifting through the CVs, then a few hours more arranging tests, plus a few more hours for the initial screening interviews, oh and just a few more setting up the next stage so that the candidate finally gets in front of the hiring manager….. phew!!

 

Meanwhile, during the long winded admin process, the hiring manager at your competitor has picked up the phone to his trusted recruiter and has 2 CVs that hit the mark inside of 24hrs. He could interview within 48hrs, put the candidate in front of the board within a week, and make the offer. Now from a candidate perspective which would you prefer? From a hiring manager perspective which would you prefer?

 

Having surveyed our own candidates many of them said they would not apply to a job on a job board because they never hear anything other than the automated response or when they do hear back it’s been over 2 weeks and they have moved on or become disinterested in the advert they applied for. Many times they didn’t even know which companies they were applying to! Now granted great job adverts on solid job sites, branded by the company, will engage the audience – but how many potential candidates are you missing? So many candidates seem to be giving up on the job boards and simply asking a recruiter to make it easy by providing the introductions to their target companies. There is a lot of “them and us” between job boards, recruiters and employers. It is my belief that in order to get the very best from the talent pool a company has to have an integrated policy that cannot be set by salary level, which the market seems to think is acceptable. For example it’s OK to reach out to search firms for executive hires but not use a job board. Conversely hiring policy suggests that for more junior positions we cannot use recruiters. This just seems absurd, why not take it position by position rather than create a sweeping policy that cuts off certain areas of the available human capital to your organization.

 

In the title I specifically say “good recruiters” which means those that know their market, want a partnership approach and are honest about their deliverables. Often client frustration occurs when a recruiter cannot deliver within the stated timeframe often leaving the hiring manager or board in a workload crisis! Most agencies will already be using job boards as part of their research approach but they are not used in isolation. When combined with headhunting and talent mapping plus the variety of other tools at their disposal, good recruiters will know the market. Why pay an internal resource to repeat work already done by a partner consultancy? Plus we have whole teams dedicated to research, it’s our life blood, so how can an internal resource compete?

 

Finally, relationships matter: a job board can’t understand the personality required to “fit in”; a job board won’t call you back at 11pm when you’re still in the office swamped in work and need a solution fast; a job board can’t tell fact from fiction; a job board won’t take background references; a job board won’t give you free advice and a job board wont have done all this before you pick up the phone to the recruiter who is already dealing with candidates that you are looking for. Plus job boards cost money regardless of success – when dealing with a contingent recruiter you don’t pay them unless they deliver! Now contingent job board fees, there’s an idea…

Duties include:

• 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)

Diane Delgado LeMaire|　Senior Managing Director, Accounting & Finance Recruiting | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 |713-260-5238 | dcd@fittsroberts.com

 

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Entry Level Accountant

 

Positions:

 

• Oil & Gas Revenue Accounting – Downtown and Northwest Houston

 

 

 

• Oil & Gas Regulatory Accounting

 

 

 

• Joint Interest Billing

 

 

 

Requirements:

 

• Accounting Degree,

 

 

 

• GPA: 3.0 and above

 

 

 

 

 

Staff Accountant

 

Positions:

 

• General Accountant – West Houston – Financial Statement preparation

 

 

 

• Accounting Analyst – West Houston – Financial Statement preparation & analysis

 

 

 

• Staff Accountant – North Houston – Bank Reconciliations, Month End Close

 

 

 

• Accounts Payable Accountant – Northwest Houston –

 

 

 

Requirements:

 

• Accounting Degree

 

 

 

• 1 plus years of accounting experience

 

 

 

 

 

Senior Accountant

 

Position:

 

• Financial Accountant – Greenway Plaza – Financial Reporting Financial Services

 

 

 

• Senior Accounting Analyst – West Houston – Financial Statement preparation & analysis

 

 

 

• Senior Accounting – Northwest Houston – Prepare Consolidated Financial Statements

 

 

 

• Senior Benefits Accountant – Downtown – Benefits Accounting

 

 

 

Requirements:

 

• Accounting Degree

 

 

 

• Public Accounting preferred

 

 

 

• 2 plus years of experience

 

 

 

Diane Delgado LeMaire |　Senior Managing Director, Accounting & Finance Recruiting | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 |713-260-5238 | dcd@fittsroberts.com| Blog| Twitter| LinkedIn