Purpose

The Senior Financial Analyst/Manager (FP&A) will have an active role in supporting the Director of Financial Planning and Analysis with managing the internal management reporting and analysis, forecasting, budgeting, and ad hoc analytical projects.

Principal Accountabilities

Execute the company’s financial/strategic planning function with an emphasis on performance improvement, providing quality management information, and furthering the development of systems, processes, and metrics. This includes:

o Manage the coordination of the annual strategic planning and budget process

o Manage/Update the Budget and Forecast model

o Monitor expense trends against the set budget and recommend improvements

Assist in performing the company’s financial analysis function with an emphasis on performance improvement and providing relevant and timely analysis. This includes:

o Identify franchisee trends to optimize resource allocation.

o Assist with data collection and perform research and analysis for all departments to include: exceptions reporting, expense analysis, financial modeling, risk exposure simulation & modeling, regression analysis, time series analysis and forecasting, vendor spend forecasting

o Performing economic and industry analyses to identify and recommend response strategies to trends impacting the business.

o Become a SQL Services Analysis, PowerPivot, and BI power user

o Provide support to Director of FP&A for adhoc analysis requests

Execute the company’s financial reporting function to effectively monitor and evaluate the company’s overall performance with respect to finances, value creation and progress in meeting strategic objectives. This includes:

o Manage the preparation of the Company’s monthly financial reporting package for Senior Management; Be able to research and explain significant variances

o Manage the preparation of monthly Senior Leadership presentations

Provide support to other key initiatives such as:

o Assisting the Director of FP&A in analyzing new business initiatives, new business models, etc.

Reporting Relationship

The Senior Financial Analyst/Manager FP&A position reports directly to the Director of FP&A. This is a strategic independent contributor, hands-on role with significant interaction with the various businesses in the Company

Requirements

• Demonstrated ability to analyze and summarize complex financial analysis, operational, and KPI data into concise presentations and decision framework, on a regular basis.

• Excellent professional written/verbal communication and interpersonal skills.

• Strong analytical skills, with extreme attention to detail, accuracy and accountability balanced with sound business judgment.

• Advanced MS Office Suite skills; Excel & PowerPoint power user.

• Bachelor’s degree in Finance, Accounting, or Economics

• Big 4 (or equivalent) Advisory/Transactions Svcs and F500 FP&A experience preferred

• 4 – 6 years of work experience preferred

• CPA preferred

http://www.inc.com/jeff-haden/6-ways-to-write-irresistibly-effective-emails.html?cid=sf01001

Mastering the art of making great first impressions over email requires a deep understanding of how people interact with their inboxes and what will make them read (and respond) to you. And to make things more challenging, you have a limited amount of time to make that stand-out first impression. On average, it takes a person around 100 milliseconds to form an initial impression of someone.

Email recipients take a similar amount of time to process whether your message is worth reading. If your email even remotely looks like spam, or comes off disingenuous, expect it to remain unread forever.

Here are my six steps to writing cold emails that make an incredible first impression:

1. Use a Professional Email Address.

You want to be taken seriously, right? Use your best judgement in selecting a professional and appropriately named email address, depending upon the type of industry you’re in. If you use an email address like, “sk8rdude2003@hotmail.com,” I can all but guarantee your email will go unread.

Not only will your messages be more likely to filter into the spam or promotions folders, but even if someone does open your message, they’ll very quickly form an opinion of you based on your memorable (for the wrong reasons) email alias.

I highly recommend using Gmail or your own domain-branded email address, and be sure you’ve set up your name and a professional headshot within your settings. Setting a professional signature with your name, phone number, email address, andoptimized portfolio site URL is also highly encouraged — that way your potential client can easily browse your works and decide if you’ll be a good fit for the job.

2. Use Creative and Relevant Subject Lines.

I can’t stress the importance of this rule enough. Aside from looking at the sender’s name and email address, your subject line serves as the largest determining factor to whether or not your email will be opened.

Great subject lines are both enticing and genuine, while poor ones may be misconstrued as spam. When I’m reaching out to a new potential client I have a few different subject line templates I use, but my most successful one tends to be very straightforward: “(Company Name’s) Content Marketing Game Plan.” This gives the recipient instant relevance as to what my email is regarding, and it establishes that I’ve already put together a plan for them.

Remember, most inboxes receive a high volume of unwanted daily emails, so if your subject line doesn’t appeal to your recipient at first glance, then it’ll likely be ignored.

If you want some more subject line inspiration, here’s a list of 171 creative email subject lines on CreativeLive.

3. Make it Personal.

Before reaching out to a potential client take the time to really do your homework. Can you learn anything about their personal interests or advantageous details about their business from browsing through their websites and social media accounts?

One of my best long-term client relationships started with the subject line, “A Mutual Love for Animals and Content Marketing.” Because I took the time to research that client, and discovered that they post tons of dog pictures on Instagram (which I loved), I was able to reach out with a much more personal touch. I also highly recommend using first names in your emails, as calling someone Mr. or Mrs. So-and-So instantly places a professional barrier between the two of you.

Nothing shows relevance as much as a personal connection.

4. Deliver on Expectations.

Having a potential client open your email is one thing, but sustaining their interestand actually delivering on your clever subject line is something entirely different. Be sure that the first sentences and paragraph of your email contain enough relevant details to keep them reading.

A quick mention of how you discovered them, reiteration that you’ve already put together a plan/strategy for them, and statistics or an example of a relevant project you’ve done in the past (include a link), are all imperative to building on your momentum.

5. Keep it Short and Sweet.

I never exceed three short paragraphs in my cold reach-out emails. This goes back to having an understanding of how we all use email. Most of us have very short attention spans, and clients often want to skip straight to the point when it comes to hiring on much needed help.

Keeping your emails short and impactful will help you avoid overwhelming a potential client with content. Structure your email for ease of readability using paragraphs no longer than 3-4 lines, clear sections, and bullet points. Avoid long sentences as much as possible, trimming your draft to the minimum number of words without losing quality and impact.

6. Establish Trust and Credibility.

First impressions generally stick. If you can establish trust early on then you’re off to a great start. Your email needs to clearly demonstrate that you’re a subject matter expert or thought leader in the topic or subject area. Do that without being verbose or trying too hard to look authoritative; let your previous work (that you already linked to in your email) speak for itself.

At the end of your reach out emails, always include a call-to-action. What comes next? I always close out my cold emails with something along the lines of, “Please let me know when you have a moment to chat this week,” which shows that I’m ready to get started right away.

(For my detailed personal system of establishing meaningful client relationships and generating new business, check out my course on Writing a Winning Freelance Proposal.)

A little Monday motivation!!!!

http://www.inc.com/kevin-daum/9-ways-to-make-any-monday-amazing.html

We all know Mondays can be a downer. Even if you love what you do, it can be difficult to come off a relaxing weekend and get into the swing of things. It’s not your fault. Mondays were set up to be the cultural bummer day long before you joined the working world. In fact, it’s probably been that way since before you were born.

You don’t have to let Mondays get in your way of an awesome week. Here are some simple suggestions that will take an ordinary blah Monday and make it extraordinaryenough to boost your morale for the entire week. Try one every Monday and in a couple of months you may find it’s the day you look forward to the most.

1. Get organized Sunday night.

Part of the reason Mondays seem difficult is the challenge of getting into the groove. Dedicate 30 minutes on Sunday night to organizing your Monday. Plan your clothes, tasks, and schedule. That way you’ll sleep better and avoid a Monday-morning scramble.

2. Have breakfast or lunch with a good friend.

A great meal is a super pick-me-up, but great company makes it an absolute joy. I love starting my Mondays with an interesting encounter. I usually pick someone with lots of energy, or even better, someone who motivates me. It sets me up well for the whole week.

3. Read an inspiring article or two.

Of course, as a columnist I believe in the value of a great read. Whether it’s a chapter from a classic motivator like Think and Grow Rich, or a compelling column, reading useful material kick-starts your brain and attitude better than caffeine.

4. Start with a workout.

If you have been saving your exercise for the end of the day, you may be missing out on the big endorphin rush that can make Monday happier. Plan your cardio for early Monday and watch your morale pick up the pace.

5. Say some powerful affirmations.

After a long, tiring weekend, you may forget why you have the position you have and what you can do with it. You didn’t get in a great position totally by accident. You are worthy. Remind yourself to be that person and you’ll feel solid to begin the week.

6. Start an exciting project.

The best part about Monday is that it represents a beginning. Use that notion to your advantage by teeing off that program you’ve been thinking about. You have the whole week to make progress.

7. Crank up the music.

If your mood isn’t quite up to the task of being energetic, use music that makes you want to move. Once your body is shaking to the beat, even if only in the car, your brain and heart will start to get in the groove as well.

8. Say a little prayer.

I understand that not everyone finds peace and happiness from the spiritual beyond, but there are plenty of us who do. Why take on all the weight yourself of creating a good life. If you are a believer of any denomination, summon the energy around you to raise your spirits, and serve happily for the whole week.

9. Plan a great weekend.

If the fun and accomplishment of your Monday through Friday aren’t enough to motivate and inspire you Monday morning, than try using next weekend as the impetus to boost your morale. Plan for an amazing upcoming weekend as a reward for making this week your happiest and most productive.

Happy Friday. Email me for details at dlemaire@cfstaffing.com

Share with your friends!!!!

• Financial Analyst (6 months to 1 year of experience max)
• Senior Staff Auditor (30% travel)
• Senior Auditor (50% travel – must speak Spanish or Portuguese)
• Senior Auditor (20% travel)
• Compliance Audit Supervisor (20% travel)
• Audit Manager – must be CPA
• Staff Accountant
• Property Accountant
• Treasury Analyst – 1 to 8 years of experience – 2 openings
• Tax Analyst – Federal & State
• Tax Manager (International, Federal & State) manage outsourced function
• Public Accounting – IT Auditor and Internal Controls Specialist
•  Senior IT Auditor
• Financial Analyst – (Current Big 4 Auditor or Large Regional Firm Auditor)
• Contract Compliance Auditor
• Sales & Use Tax Analyst
• ONRR Accounting Manager
• SEC Senior Accounting Manager
• Staff Accountant – Healthcare – 2 openings
• Senior Accountant – Heavy corporate GL – 2 openings
• Senior Accountant – small company environment
• Senior Accountant – consolidations and FRX experience

 INTERNAL AUDITOR

Bilingual – Spanish Required

Why take a Internal Auditor role with this company?

• Exposure to multiple business units
• Key part of finance/compliance team
• Opportunity to work domestically and internationally
• Ability to grow within the internal audit department and/or move to other area of the organization

What the  Internal Auditor will do…

• Financial audits (process, accounting, tax, controls, corporate finance, compliance)
• Develop and implement audit principles, programs and tools
• Document and report audits
• Perform the above functions on an engagement by engagement basis

What the company needs in a Internal Auditor:

• Bachelor’s Degree in Accounting, Finance or a related field; CPA/CIA is a plus
•  1-3 years of audit experience from a Big-4 or equivalent firm or internal audit experience in a multinational company
• Bilingual – Spanish required Portuguese is a Plus 
• Ability to travel up to 50% domestically and internationally

Perks of the Senior Internal Auditor role:

• Annual bonus of up to 6 weeks of your salary 
• Strong medical benefit package
• 401-K with match

Job Responsibilities: 

• Analyze current and past trends in key performance indicators including all areas of revenue, cost of sales, expenses and capital expenditures to facilitate and support timely and definable planning and decision making.
• Monitor performance indicators, highlight trends and analyze causal factors behind variances and trends.
• Assist in the continued development of Budgeting, Financial Forecasting, Operating Plan and Modeling tools.

Requirements: 

• Bachelor’s Degree in Accounting or Finance;
• Advanced Microsoft Excel and PowerPoint skills

This is a quick short list to review, but PLEASE, PLEASE, PLEASE always close your interview with saying you are interested!!!! You have to state your interest. 

10 job interview mistakes recruiters wish candidates were aware of

http://www.recruitmentgrapevine.com/article/2015-11-05-10-job-interview-mistakes-recruiters-wish-candidates-were-aware-of?utm_source=twitter&utm_medium=social&utm_content=Oktopost-twitter-profile&utm_campaign=Oktopost-Recruitment+Twitter

A job interview is when the recruiter gauges the suitability of a candidate.

However, jobseekers keep making mistakes that hinder the recruiters ability to truly assess how good they are.

The Independent has compiled a list of ten job interview mistakes that recruiters are tired of seeing candidates make.

Coming unprepared

Too many candidates ruin their interview by coming unprepared, according to recruiters at Morgan Stanley. They told The Independent: “If you’re going for an investment banking position, know what deals the firm has done recently and be prepared to speak about their highlights.”

Showing no interest in the job

Recruiters may think having an interest in the job comes with the whole application process. But several candidates say that they have only applied to the job to get a foot in the door.

The recruiters at Morgan Stanley said: “It’s okay to have a long-term career goal of working with external clients … but you need to explain why you are interested in starting out in [the] non-client-facing position you might be interviewing for.”

Having only one set of skills

It’s okay for candidates to showcase their strongest skills, but hiring managers are tired of hearing about only one skill set. That is according to Heather Huhman from Glassdoor. She toldThe Independent: “Although you may only be tempted to talk about your strongest technical skills during the interview, it’s also important to highlight your soft skills. This will show the hiring manager you’re a versatile candidate and will be easily trained once hired.”

Padding their CVs

The recruiters at Morgan Stanley told candidates to not “put things on your CV that you can’t live up to.”

Not listening

Josh Doody is author of the book Fearless Salary Negotiation. He told The Independent: “If they [candidates] don’t listen in the interview, that could mean a lot of unnecessary escalations in the future.”

Not expanding on previous experience

The job interview is a chance for the recruiter to hear about what the candidate has done before. That is why recruiters may be frustrated interviewing jobseekers who don’t expand on their previous experience. Huhman told candidates to not “feel like you need to keep every response short and sweet during an interview.”

Using clichés

Recruitment Grapevine released a list earlier this week on the eight clichés recruiters are tired of reading in CVs. But buzzwords like ‘hardworking’ and ‘team player’ have no place in a job interview either, according to Huhman.

Being too self-assured

Top recruiters want an honest response from the candidates. That is why Huhman advised candidates “not to overcompensate when explaining [their skill set].”

Not asking any questions

While job interviews are designed to give recruiters a chance to gauge the candidates, it is also a chance for the interviewees to ask questions to find out more about the company. That is something more candidates should do, according to The Independent.

Not saying thank you

While sending a ‘thank you’ note after the interview may be a good way to solidify the candidate’s pich, recruiters at Morgan Stanley tell The Independent that too few jobseekers take that opportunity. They said: “You should always send a ‘thank you’ note after an interview, but don’t literally just say ‘thank you.’ Say that you learned a lot and you’re excited about the position. It shows you have sincere interest in the job.”

Click to access Economy_at_a_Glance.pdf

What’s in Store for ’16? — This year has been a challenging one for Houston. Oil prices continued the slide begun in ’14, briefly slipping below $40 a barrel in August. More than half the U.S. drilling rig fleet has been mothballed and now operates at its lowest level since May ’02. The energy industry continues to lay off workers. And the recent construction boom appears to be winding down. The question now on everyone’s mind: Is Houston headed for a recession? The answer is forthcoming. On December 7, the Partnership will host the Houston Region Economic Outlook for ’16 and address the issues of oil prices, job growth, and the economic prospects in the coming year. The event begins with a panel discussion among experts from the local energy, health care, professional services, and construction industries who will share their insights into the future of the economy.

Panelists are:

 Kristi Chickering, CEO, Sirius Solutions

 Michael Covert, President and CEO, CHI St. Luke’s Health

 Daniel M. Gilbane, Regional Manager, Gilbane Building Company

 Greg P. Hill, President and COO, World Wide E&P, Hess Corporation

Chickering is the panel’s expert on business and professional services. The sector accounts for one in every six private sector jobs in the region. Sirius serves clients across a wide range of industries, including construction, energy, financial services, health care, manufacturing, utilities, retail and transportation.

Covert is the panel’s health care expert. While other sectors struggle, health care continues to add jobs―11,400 since December. CHI St. Luke’s Health operates six hospitals, seven emergency centers and clinics, and six medical groups in Houston.

Gilbane is the panel’s construction expert. The city has permitted $6 billion in residential and commercial projects so far this year, and while that amount is substantial, it reflects a 12 percent drop from the same time last year. Gilbane’s high-profile Houston projects include work for ExxonMobil, Hess, El Paso, Rice University and the Houston Zoo.

Hill is the panel’s energy expert. The industry continues to struggle with low oil prices, shrinking exploration budgets, and weak demand growth. Hess Corporation is a leading global independent energy company engaged in the exploration and production of crude oil and natural gas.

Lisa Shumate, General Manager, Houston Public Media (KUHT TV 8, News 88.7 and Classic 91.7) will moderate the panel discussion, which begins at 10 a.m. Those attending the morning session will receive a copy of Houston Economic Highlights, 60 pages of insights into local economic and demographic trends over the past 10 years. A copy of the Highlights publication distributed at last year’s event can be found here. The luncheon portion of the event convenes at noon. Patrick Jankowski, the Partnership’s Senior Vice President of Research, will present the Partnership’s employment forecast for ’16. (Click here to see the Partnership’s forecast for ’15.) Anthony Chan, Chief Economist, JPMorgan Chase, will be the luncheon keynote speaker. Chan will present the U.S. and global outlooks following the regional outlook. Full-program tickets include the panel discussion, the Partnership’s forecast, the luncheon, the keynote speech, a copy of the forecast and Houston Economic Highlights. Luncheon tickets include only the Partnership’s forecast and the keynote address.

Click to access Economy_at_a_Glance.pdf

Financial Analyst / Senior Accountant

Big 4 or large regional CPA Firm Audit experience required

Why take a Financial Analyst role with this company?

• Heavy interaction with operations
• Key part of the FP&A Team
• Opportunity to work domestically and internationally (do you want to be an expat?)
• Ability to truly impact the bottom line

What the Financial Analyst will do…

• Financial audits (process, accounting, tax, controls, corporate finance, compliance
•  Reporting  budgets in HFM/Hyperion Enterprise systems.
• Assist Manager FP&A in preparation of monthly Management reports.
• Capex forecast reporting and Capex projects cost control

What the company needs in a Financial Analyst:

• Bachelor’s Degree in Accounting, Finance or a related field; CPA required
• 2+ years of audit experience from a Big-4 or equivalent firm
• Advanced Excel
• Go getter mentality; career minded individual

Perks of the Financial Analyst Auditor role:

• Ability to move up quickly!
• Ability to move overseas for expat assignment
• Highly visible role within the organization
• Work with a very international / diverse team of professional

We have two Audit Manager openings at this time. 

• Compliance Audit Supervisor – West Houston
• SOX, Operational, Financial Audit Manager – NW Houston – CPA required

Email me for more details! 

Diane Delgado LeMaire

Bilingual – Spanish Required Portuguese is a Plus

Why take an Internal Auditor role with this company?

• Exposure to multiple business units
• Key part of finance/compliance team
• Opportunity to work domestically and internationally
• Ability to grow within the internal audit department and/or move to other area of the organization

What the Internal Auditor will do…

• Financial audits (process, accounting, tax, controls, corporate finance, compliance)
• Develop and implement audit principles, programs and tools
• Document and report audits
• Perform the above functions on an engagement by engagement basis

 What the company needs in a Internal Auditor:

• Bachelor’s Degree in Accounting, Finance or a related field; CPA/CIA is a plus
• 1-3years of audit experience from a Big-4 or equivalent firm or internal audit experience in a multinational company
• Bilingual – Spanish required Portuguese is a Plus
• Ability to travel up to 50% domestically and internationally

Perks of the Senior Internal Auditor role:

• Annual bonus of up to 6 weeks of your salary
• Strong medical benefit package
• 401-K with match

Crude Oil and Commodity Prices
October, Thursday 29 2015 – 08:57:16

WTI Crude Oil $45.94 ▲2.74 5.96% 2015.10.28 end-of-day	Brent Crude Oil $49.05 ▲2.24 4.57% 2015.10.28 end-of-day
Crude Oil Price by OIL-PRICE.NET © Price Change 2015.10.28 – $ 45.94 2.74 5.96% 1 Year Forecast $52 / Barrel

http://advice.careerbuilder.com/posts/5-common-interview-questions-and-how-to-answer-them?utm_source=TWITTER&utm_medium=social&utm_campaign=B2CUS&linkId=18293039

Accounting & Finance Job Openings: 

• Sales & Use Tax Accountant
• Senior Accountant – Fixed Asset & GL
• Senior Accountant – GL and some S/U Tax
• SEC Reporting Manager – SW Houston
• SEC Reporting Manager – Downtown
• SEC Reporting Manager – West Houston
• Staff Accountant – Home building or Property Mgt.
• Revenue Accountant
• Small Company Controller
• Financial Analyst (Woodlands)
• IT Auditor Senior
• International Tax Staff and Senior
• Staff Auditor (30% travel)
• Internal Controls Manager
• Senior and Staff Auditor – Small to Regional CPA Firms
• Bilingual HR Generalist
• Financial Analyst (Galleria)
• Senior Accountant (job cost or POC)
• Senior Accountant – Corporate Accounting – looking for Big 4
• Internal Audit Manager (SOX, Ops)
• Tax Manager – Galleria
• Staff Tax – Bilingual Spanish – Downtown
• Senior Accountant – Clearlake
• Accounting Manager – Clearlake
• Senior Accounting Analyst – GL and Analysis – MBA preferred
• IT Auditor – Woodlands
• Contract Auditor – Woodlands
• Full time Consulting Opportunities!  – Big 4 Auditors and large regional firms!

This is a good quick read. The number one reason for leaving for my candidates tends to be the lack of growth opportunities within a company. Sometimes that means growth by job title, but most of the time they just want to learn more.

Here is the link to read more: 

http://www.bizjournals.com/houston/how-to/growth-strategies/2015/10/5-top-reasons-people-quit-their-jobs.html

5 top reasons people quit their jobs

By Billy Arcement

Most business owners will admit that one of the more costly portions of managing a business is training new employees.

Turnover causes disruptions in the workflow, increased workloads for those who stay on the job, and uses huge blocks of time screening and hiring replacements. When people leave an organization, it is a costly enterprise to replace them.

What makes someone leave a job? Here are five reasons that research has shown cause people to leave.

If keeping good people is important to you, assess your work environment to assure yourself that none of these factors exist within your company culture. An ounce of prevention may be worth a pound of regret from losing a valuable employee.

1. They aren’t growing professionally

Employees should be in a constant state of learning. They appreciate and understand that information grows at a record pace in almost all businesses and not keeping up with information is a sure way to get behind the competition. Workers who seek promotions must be on the cutting edge of information. Ambitious individuals want to learn and when they sense learning opportunities are stifled, they will seek greener pastures.

Be a perpetual teacher. Help workers gain a little knowledge every day. Encourage training within your organization. Encourage initiatives that produce new information. That helps to maintain a competitive edge. There is always the risk that you train and they still leave. But, you can be assured that if you don’t train and help those who want to grow do so, they positively will leave.

2. They’re not happy with the work they do

During my career in the chemical industry, I was moved to a project chemist position. It was a new position and I was pleased to get off shift work and return to a day job. Part of the job required doing repetitive testing. I soon realized that this was boring and certainly not a challenging effort. Had I not later been promoted to another job, I’m certain I would have eventually quit. I simply could not work at a rather mundane job.

What about your workers? Are they feeling bored and unchallenged? Maximize their skills and talents to job requirements and you greatly increase the potential for producing a happy worker.

3. They don’t feel important

Everyone appreciates being appreciated. Thank people for a job well done. Give them credit when they accomplish worthy things. Acknowledge the importance of employee contributions to the bottom line. Never take employees for granted. All these things bring a sense of importance to the work place.

4. They lack support to do their jobs well

I once did a survey of workers and “pride in their work” ranked as the number one reason why they came to work. These workers wanted to do a good job and when they did, there was a very strong source of personal pride.

To do a good job, one needs the proper tools. You can’t turn a pig’s ear into a silk purse. Likewise, you cannot produce 21st-century results with 19th-century equipment and tools. Provide resources. Provide encouragement. Provide an environment where good work can take place. Do all you can to help workers gain pride for their efforts and you will build a stable workforce.

5. They are not paid enough

Most would have ranked this as the first reason people leave a company. But it is not. We must pay competitive salaries and provide competitive benefits. But pay is not the glue that keeps workers stuck to a job. Feeling good about a job, sensing that they are appreciated, having opportunities to learn new skills and support for doing their job well outrank pay in the minds of most workers. Good pay will hold people for a while. But, paying attention to these other factors works better. Where is your attention focused?

Project Accounting Manager – Portland, Oregon – dlemaire@cfstaffing.com

The Project Accountant Manager works very closely with Project Accountants and Managers, the Controller and the CFO. They are an integral member in the project financial management of all firm projects, by leading the Project Accountant team, reviewing processes and guiding change management to determine and implement best practices in relation to project accounting and financial project management.

This position will:

• Recruit, select, train, mentor, and foster personal growth opportunities of PAs
• Balance workloads and appraise performance of the PA Team
• Develop, coordinate and enforce systems, policies, procedures and productivity standards
• Monitor project performance, lead PM and PA training sessions, assist in project performance meetings, and participate in the monthly close

There are 9-12 Project Accountants this position oversees; some travel between their various locations

Qualifications:

• A degree in Accounting or related-field is required.
• Proven prior management required.
• Deltek Vision experience preferred.
• Excellent interpersonal, communication and analytical skills.
• Ability to work in an open team environment, while being assertive, proactive and capable of working independently.
• Microsoft Professional Office experience with emphasis on Excel and strong computer skills.

9 Signs You Should Run Away From That Job Offer

Some companies will do anything to get you to work for them. Here’s how to spot a bad situation before it’s too late.

• http://www.inc.com/jt-odonnell/9-signs-you-should-run-away-from-that-job-offer.html
• By J.T. O’Donnell, Founder & CEO, CareerHMO.com
• @jtodonnell

Last year, I was asked to predict a hiring trend for 2015. My prediction? Employers would start to play dirty in order to get people to take jobs.

In spite of the fact that 89 percent of professionals want a new job, and 26 percent feel they are underemployed, companies are claiming there’s a talent shortage right now. How can that be? It has to do with the Age Curve. As the largest population in the workforce (Baby Boomers) retires at a rapid rate, there aren’t enough Gen Xers to replace them. The result is companies have to tap into the youngest (and least experienced) population, a.k.a. Millennials. That’s why there is so much talk and frustration around generational differences. The Baby Boomers arefrustrated they can’t fill their jobs with workers who are just like them.

As a result of the perceived talent shortage, executive teams are putting pressure on recruiting departments to get workers in the door. One way they do this is by building elaborate marketing programs designed to capture the attention of talent. It’s called employment branding, and it’s how companies lure you to check out their job postings. However, as more and more companies use employment branding to vie for your attention, the recruiting space gets noisy. Recruiters then have to come up with even more ways to get you to take the job, often leading them down the path of “little white lies” to get you to say “yes” to the offer.

As a job seeker, you need to recognize a bad employer before you accept the job. Why? Once there, you’ll need to stay put for a while so you don’t look like a job hopper. One or two short-term gigs due to poor employer choices, and you’ll be seen as the one with the problem.

Here are nine signs the job opportunity isn’t all it’s cracked up to be:

1. They can’t stop telling you how much “fun” they have.

If everyone keeps saying, “We work really hard, but we have so much fun,” you have to ask yourself, “How’s that possible? What’s their definition of fun.” More important, why are they pushing it so hard? Work is about feeling a sense of accomplishment. We’re satisfied when we do work that makes an impact. Fun is nice, but it isn’t what gets the job done. Be careful of the hype — it’s usually there to mask reality.

2. They have no problem with your salary requirements.

If you’re pricing yourself at the higher end of your skill set, then good companies willpush back and want to negotiate with you. Any company that has no problem with your ideal salary is trying to fix an internal problem by hiring people they can hold hostage with salary. Think about it: If you’re getting paid much higher than you’ve ever been paid before, AND it’s higher than what you can make anywhere else, the company knows it will be difficult for you to leave. Money is the carrot. Be careful before you take hazard pay!

3. They don’t let you talk to co-workers.

You should ask to speak to as many co-workers as you can before accepting an offer. Why? It’s important to connect with your peers so you feel like you can establish relationships quickly and get up-to-speed fast. When they don’t want you talking to co-workers, they’re hiding something. Likely, they’re afraid the co-workers will tell you to run for the hills!

4. They can’t explain the unaddressed bad reviews on Glassdoor.

Every job seeker should visit Glassdoor.com to see the anonymous reviews of the company. If the ratings are consistently poor (ignoring the one random angry ex-employee), then you should ask about the themes you saw in the reviews. Politely inquire by saying, “I know no employer is perfect. I like you all very much. I checked you out on Glassdoor, and there were a few concerns around ___. Can we talk about those and the executive team’s thoughts on them? I like to hear both sides of a situation.” By giving them a chance to explain, you can see if A) they are aware they have bad ratings, B) if they have a plan to improve. If they play dumb or start the blame game by throwing ex-employees under the bus, you know they’ve got problems.

5. While researching employees on LinkedIn, you see a large percentage of them have left in the past year.

Turnover is a sign of a bad employer. If the company has fifty employees, but you’ve found twenty former employees who left in the past year on LinkedIn, that’s almost a 50 percent turnover rate. Annual turnover in good companies is usually less than 20 percent. High turnover is a sign of a company with internal issues.

6. They don’t have a clear answer on why the job is open.

The ideal answer to why the job is open is the person in the role is getting promoted. Or, the company is growing so much they need to add to staff. But if they can’t explain what happened to the last person, or they imply they’ve had a tough time finding the right candidate, you should be concerned.

7. They don’t let you talk to the manager, or they try to prep you about the manager and his “eccentric” style.

If the manager always seems to be unavailable to interview, or they feel the need to warn you about the manager’s style, then multiply what you see in the interview times ten and that’s what the manager will be like to work for. Never, ever take a job without meeting the manager and making sure you’re comfortable communicating with him or her. This is the person who can fire you. You must feel capable of working with this person. Hence, feeling confident in your ability to collaborate successfully with the manager is key!

8. Nobody makes eye contact with you at the interview.

As you walk through the halls, if nobody is smiling or looking up to make eye contact, you have to ask yourself, “Why are they so serious?” And, more important, “What are they afraid of?”

9. People keep telling you it takes a “special” kind of person to succeed in the work environment.

This is code for, “It’s difficult to work here, so you better have thick skin and be able to deal with the stress and drama.” Overly competitive cultures usually use this word. Why? When you hire a group of people who all think they are “special,” you get a bunch of self-centered people who are worried about their career first, and will do anything to make sure they’re seen as more special than the rest.

To be honest, I could give you a lot more. But, I’m going to leave that to my fellow readers and invite them to post additional warning signs in the comment section below.

The best advice I can give to job seekers is to remember you’re a business-of-one selling services to an employer. If you want a win-win situation, you need to vet the employer and make sure you know what you’re getting into. Don’t get fooled! Do your homework, be informed, and seek an outside party to help you validate the job offer if you can. There are no perfect employers — and HR has a lot they don’t want to reveal to you. But there are definitely some employers that are better than others. If you want to work with the best, you need to do your best to seek them out.