Isaiah Adeyanju🚀’s Post

Looking for the right career opportunity at Wells Fargo? Here are some steps you can take to express your interest. First, sign up to join our Talent Community and upload your resume. By doing so, you'll give our Recruiters and Sourcers the chance to engage with you if and when we find a job match. If you've applied to a Wells Fargo job within the past year, you're likely already part of our Talent Community. If you sign up to join - please let me know by sending me a message and I will review your profile. Resource: https://lnkd.in/gHanTUR3 Next, follow our Wells Fargo company page on LinkedIn. Take some time to click around the People, Posts, and Life tabs to gain additional insight. To confidentially express interest - scroll to the About section and click "interested." Only Wells Fargo Recruiters and Sourcers can see that you're interested in Wells Fargo careers, and this helps us find a job match for you. Resource: https://lnkd.in/gEvnvGD6 And finally, create a Job Alert specific to your location of interest, job skills, etc. You can set up multiple Job Alerts with criteria. When you receive a Job Alert for a job you are interested in (and you have the required skills) - then apply ASAP. Resource: https://lnkd.in/geCHSvHi Let's work together to find the right fit for you at Wells Fargo. #WellsFargo #CareerPpportunities #JobSearch #TalentCommunity

Wells Fargo recently fired a number of employees for faking their inter-action with work whilst working remotely. Whilst this behaviour is clearly fraudulent (Amazon sells devices that allow you to appear to be working even if you are not) we really need to ask what message this latest incident sends to knowledge workers. More and more financial services institutions are mandating their staff to come back into the office. They argue that this policy is to ensure staff develop and inter-act and collaborate. I would argue that there is a fundamental breakdown of trust. Many firms are saying to their employees - "unless we can see you, we do not trust you". Problematic from a motivational perspective. Daniel Pink argues one of the key factors behind human motivation and engagement is achieved when your employees feel in control of their working conditions. This big brother surveillance culture will lead towards presentism and work against true collaboration and engagement. The technology exists to liberate our workforces to be creative and fully engaged. We do not need to turn the clock back. Please don't misunderstand - I am fully in favour of staff being asked to come into office occasionally to work with team colleagues in person. But structurally - NO.

Want to know why Wells Fargo fired employees for faking productivity with mouse-jigglers? Our recent Gait Post covers the incident and examines the challenges of remote work and trust. It's a must-read for anyone interested in the future of the workplace. Read the full article now: https://lnkd.in/eG4Y3Jrb #RemoteWork #Productivity #WorkplaceTrust

Very excited to be more formally tied to Ready. Set. Pivot. as a Champion Partner fro 2024! Check out the information below to learn more!

Did you know: A study by SHRM found that 82% of managers and 81% of business leaders believe that individuals with criminal records perform as well as or better than employees without records. Second-chance hiring is not just a trend but a growing movement supported by a diverse range of industries, from retail and finance to manufacturing and transportation. This approach not only helps integrate formerly incarcerated individuals back into the workforce but also provides businesses with a reliable and often underutilized talent pool! Implementing background checks into your hiring process is a key way to make strong decisions and mitigate risk. Learn more at veriswift.com. #backgroundcheck #backgroundscreening #quickbackgroundchecks

FairSplit's objective extends beyond offering financial instruments to mitigate expensive severance packages; it also aims to transform the process of employee off-boarding. The CEO of Wells Fargo has cautioned about potential severance expenses close to $1 billion in the fourth quarter due to impending layoffs. Moreover, inadequate risk management is leading to billions in annual losses for companies, with most tools addressing only a fraction of the issue. #FairSplitInnovation, #FinancialSolutions #SeveranceSolutions, #EmployeeOffboarding, #WellsFargoInsight #RiskManagement, #CorporateCosts #BusinessEfficiency, #FinancialTools #WorkforceTransformation https://lnkd.in/gDWMzNhZ

Sham interviews to meet a #DEI quota? Investors at Wells Fargo have sued alleging that they were misled by Wells Fargo's assertions that it would create legitimate processes to increase representation in their more senior ranks. Meanwhile, the investors allege the bank already selected the candidate. Imagine getting an interview at Wells Fargo with the hope that you could be selected for a senior-level role only to realize the fix was in and you were just there to meet a quota. It's so disheartening and just another setback to creating fairness and equity in our hiring processes. Wells Fargo lost its Motion to Dismiss but denies the allegations. Let's see how it plays out. Interestingly, this is not a discrimination case but I'll be curious to see once discovery happens whether that might be next. If there is a more qualified person of color who applied, interviewed and was rejected because of pre-selection and that person was of a difference race - Could be a Section 1983 case where they have a longer statute of limitations to sue even if they have missed their 300 days with the EEOC. Be sure to subscribe to The Job Judge podcast on YouTube, Spotify or Apple - a podcast for anyone who works and follow @TheJobJudge on Instagram and TikTok for more content about our workplaces. #employmentlaw #emplaw #DEI #hiring #HR #TheJobJudge #diversity #investors #investorlawsuit

Hey fraud-fighters and anti-abuse-action-takers, I'm working with a team @Apollo.io to help them kickstart their Trust program and would love to refer you into the candidate pipeline for this cool leadership opportunity if this might be of interest to you! Note: This team is globally distributed, so folks in Europe, Latin America, & Asia, please take a look! You are: fiercely analytical and willing to get hands-on (and neck-deep) in data, have anti-fraud/anti-abuse experience (such as billing/payment fraud, game fraud, product/API abuse), like working cross-functionally (product, engineering, operations), have a bias to action, and can establish a vision & rally a team. They are: * A PLG SaaS company that just raised their Series D of $100 million dollars at a $1.6B valuation in August 2023 from Bain Capital Ventures. (Now working from a base of $250M in funding) * 900% revenue growth since 2021, w/ 500k customers onboard (40,000 of which are paying customers) * A 100% remote-first company * Looking for a leader who can be the first hire into Fraud & Abuse and build-out core capabilities and a great team Check it out & feel free to apply directly (or ask me for a referral): https://lnkd.in/giSTvG6r #leadership #jobopportunity #growth #strategy #cybersecurity #fraudmanagement

According to a WBAY-TV report yesterday, #jobscams are up 545%. This number is not exaggerated at all.   WCNC Charlotte reported yesterday of a tech-savvy woman checked as many boxes of scam signs as her job offer turned out to be a #scam. She even asked family members to verify her offer’s legitimacy, yet still gave her banking information when she accepted the offer.  LinkedIn’s verification methods might be secure enough to verify if a person works for a company and is not posing as a real recruiter/hiring manager. It’s not a straightforward strategy or foolproof to completely prevent harm, but no other platform has vetting for its users like LinkedIn.  Question everything. If a job offer is too easy, it’s sleazy. 

Have you ever been approached by multiple recruiters for a role that you know is not right for you? I have been approached by 10 different agencies to try for a hybrid role in Jersey City, despite not being a good fit. JPMC seems eager to fill the position, which for me has a 100% drop off rate after the initial right-to-represent. Have you experienced the same in NYC or elsewhere this year? Share your stories in the comments. #recruitment #jobsearch #careeradvice