Madelyn Machado’s Post

I'm not sure which I get more of: 1) phishing attempts asking to confirm wires, update passwords, or provide information for a package delivery; or, 2) emails from recruiters who see we have positions listed on LinkedIn and they have candidates that they would love to show us. I do know that only one of the two are getting more sophisticated. Recruiters are historically awful at FP&A roles. More to come as we lay it bare in detail. However, the team at The CFO Alliance is a beacon of finance and accounting light in a sea of commoditization. Hint: it helps to have data benchmarking from a community of finance leaders around their biggest capability needs and gaps, and having a team of actual finance professionals involved in the effort dramatically reducing candidate failure through better scoping and vetting. We're also recruiting across all levels in FP&A, see them on LinkedIn and on our website: https://lnkd.in/gmYD4Zh2 And watch out on those emails!

The demand for Technology and Accounting/Finance professionals in South Florida is skyrocketing! Here’s how to stand out and why partnering with MAFÉ Resources can be a game-changer: 🔑 Tips to Get Noticed: ▪ Optimize Your LinkedIn: Update your profile with key skills and achievements. Use a professional photo and a compelling summary. ▪ Customize Your Resume: Tailor it to each job, using keywords from the job description. ▪ Showcase Key Skills: Highlight expertise in high-demand areas like cybersecurity, data analysis, and financial planning. ▪ Network Smartly: Engage with industry groups and attend local events. ▪ Ace Interviews: Research the company and practice your answers. 🤝 Why Use a Staffing Firm: ▪ Exclusive Access: Gain access to hidden job opportunities. ▪ Expert Advice: Get insights into market trends and employer needs. ▪ Streamlined Process: Let them handle applications and scheduling. ▪ Personalized Support: Receive tailored advice and feedback. ▪ Long-term Fit: Find roles that match your skills and career goals. At MAFÉ Resources, we help Tech and Finance pros find their perfect fit in South Florida. Let’s work together to make your career dreams a reality! 💼✨ #JobMarket #SouthFlorida #TechJobs #FinanceJobs #StaffingFirm #CareerGrowth #JobSearchTips #MAFEResources

Dear Companies, Compensate your top performers what they deserve. We don't want pizza lunches, we don't want company swag, we don't want an extra PTO day, we don't want $400.00 for a desk allowance. We want to be able to pay our bills. We want recognition. We want impactful projects. We want growth. We want partnership. We want to innovate with our leaders. People are smart, resourceful, and ready to come collect what they deserve. Promote A+ talent within or we will promote ourselves with a new company. Respectfully, Everyone; your entire team. ------------------------------------------------------------------------------------- Share this post with your network. And Follow me for more content like this. AML | Fraud | Compliance | Internal Audit | Oversight Testing | Loss Prevention | Banking Jobs | Open To Work | Customer Service | Financial Services Representative | Personal Banker | FSR

** Resume Positioning: Fintech vs. Traditional Finance ** How you position your experience is crucial to showcasing your capabilities and shaping how you are perceived in the application process. From 2020 to 2022, many professionals transitioned from traditional finance to the fintech sector, resulting in significant changes in resume content. Resumes that were once linear are now expanding to include new areas of expertise and growth. For instance: - Traditional Finance: A Chief Compliance Officer (CCO) or General Counsel (GC) typically handles regulatory filings, team management, regulatory exams, and core compliance/ legal tasks. - Fintech: CCOs and GCs are now expected to expand their roles to include Privacy, Data Management, and Cyber Security Governance. They may also play a part in securing investor funding and even support the front office with sales pitches. When applying for positions, carefully consider which industry you are targeting. A fintech or technology-focused company will likely prioritize your experience in Product, Privacy, Data, and Cyber Governance more than a traditional Bank, Asset Manager, or Broker Dealer would. Tailor your resume to highlight the skills and experiences that align with the specific financial services sector you are aiming for, ensuring you stand out in the application process.

Currently trying to work through this process. If you consider one of the main responsibilities of your career is to build relationships/serve others, and yet you are only willing to do that from 9-5 M-F, are you costing yourself opportunity? Let’s say in recruiting, a client (CFO / CIO) or a candidate (accounting manager or software developer) is more available to chat right before work, during lunch, or after work wouldn’t you make that happen? If you could make it work, wouldn’t you? If you don’t ask, you don’t know. If you don’t try, you don’t know. If you consider it your job, you probably won’t? If you consider it your career, you likely will? Honestly trying to process this.

Wake up! Do you only rely on technical skills when recruiting? Once upon a time, a client came to me looking for a financial professional with razor-sharp accounting skills. Here's what happened... When I started looking, I did the usual: I searched and brought up three qualified candidates, but none fit into my client's environment. So, I pivoted. I chose a candidate who didn't have all the technical skills but had a hell of a can-do attitude. Guess what? He got the job! Remember, hiring isn't a one-size-fits-all game. Prioritize compatibility. We must change the rules now! We need to hire more quickly and intelligently. Agree? Disagree? Share your own experiences below. 👇

How much does ‘fit matter? Sure, ticking boxes and creating reports are essential parts of the job, but what about the person behind those tasks? You need someone who feels like part of the team. Hiring someone with the right personality can be integral to the success of your financial operations. Your finance professional should feel like an intrinsic part of the team rather than an outsider brought in to handle the numbers. When hiring, don't just focus on their qualifications and experience. Take the time to get to know them and understand how they would fit into your company culture. The right person can make all the difference. Do you agree?

I always find it interesting when "Bill Gates" says something like, "He showed his plan to 1200 people." Out of those 1,200, 900 people said "no" right away, 300 just listened to him, and 85 actually took action. 35 people were serious about it. However, only 11 people ultimately did it, making him a millionaire. You can learn the "LAW OF AVERAGE" from this. "Law of Average" is known to all successful people.🌐 I'll explain with each clear example. If you applied for a job at 10, 20, 30, 50, or 99 companies and were turned down by all of them. however, if you are hired by the 100th company you applied for and are paid 15 lakhs. It will be more worthwhile. Instead of just applying I'll explain with each clear example. If you applied for a job at 10, 20, 30, 50, or 99 companies and were turned down by all of them. however, if you are hired by the 100th company you applied for and are paid 15 lakhs. It will be more worthwhile.instead of just applying

👉 A Bold Way to Get an Employer Interested in You - even if you're over 60. Change the way you think about your job and how you present yourself. Don't think in terms of job title and typical job. Think rather about this: ➤ "Pains, gains, jobs to be done." (credit, marketer Ed Dale) What does that mean? ● "Pains" - what problems do the department in which you 'fit' have? What are they losing? What is irritating them? What is frustrating them? What risk are they facing... if they don't get this one thing right? (Eg backlogged admin; backlog of projects; poor quality; customer complaints; inaccurate reporting; tax problems; loss of sales, accounts.) ● "Gains" - what benefits are they missing out on? what could they achieve... if only they had what you can provide? A skill. An ability. Or expertise. (Eg automated processes; faster delivery and turnaround times; better insight into how they can save money; new method to improve quality). ● "Jobs to be done" - the run-of-the-mill work that just needs doing. Try this: don't send a CV or resume. Rather... ➤ list the pains you can resolve. List the gains you can deliver. List the job you get done. Get the contact details of the 'person with the power to hire you' (credit, "What Color is Your Parachute?"). Send them a bold note. "If you see anything you need... give me a call." This puts you on the attack. Forget the typical "job application". It fails. A lot.