Career Consulting Partners

#Hiring!

#Hiring!

#Hiring!

#Hiring!

We are seeking an Account Manager comfortable handling a non-QM pipeline on the wholesale side, collaborating with AEs and Underwriters to facilitate loan processing. Must be comfortable with Bank Statement Loans, Interest Only Jumbo Products, No Income Verification-Investment, ITIN, Purchase Money, Foreign National, 2nd Chance lending, financing for investors to Buy & Sell, consumer home purchases, and more! You will be working Pacific Time Zone hours and must be living in the PST Time Zone. If you are not in this time zone and are open to us reaching out for future opportunities please feel free to email your resume as well. Send CV to mortgage@careerconsultingpartner.com Position: Wholesale Non-Qm Account Manager

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🌟 Empowering Legal Careers: Connecting Top Talent with Premier Opportunities 🌟 At Career Consulting Partners, we understand the unique challenges and opportunities in the legal profession. Whether you're an experienced attorney seeking your next challenge or a firm in need of top-tier talent, we're here to make the perfect match. 📩 Ready to take the next step? Reach out today and let’s discuss how we can support your growth. #LegalCareers #AttorneyPlacement #LegalRecruitment #CareerGrowth #TalentAcquisition

#Hiring!

#Hiring!

Thinking of Transitioning Practice Areas? Here’s What to Consider from an Employer's Perspective. Attorneys, if you’ve spent 2 or 10 years building expertise in a specific area of law and are considering transitioning into a new field, it's important to understand the potential impact on compensation. While your experience is valuable, the learning curve in a new practice area may mean taking a significant pay cut, even with years of litigation experience. Take this scenario: You've been practicing Workers' Compensation Defense Litigation for years and now want to transition into Employment Litigation in California. From an employer’s point of view, there are several factors to keep in mind: 1. Specialization Matters: Each area of law is highly specialized, and employers prioritize candidates with direct, relevant experience. They often assume a significant investment will be needed to train attorneys new to that field, even if you’re an accomplished litigator in another. 2. The Value of Familiarity: Clients expect their attorneys to be well-versed in the intricate details of their legal issues. Employers understand the time it takes to develop that depth of knowledge. For example, while litigation is litigation, the rules, precedents, and nuances in Employment Law may be vastly different from Workers’ Comp. Employers can’t bill you at the same rate as an experienced Employment Litigator, which impacts your starting salary. 3. Risk Mitigation: From a business perspective, hiring someone transitioning fields comes with risks. Employers weigh the risk of slower case handling or potential missteps during the transition, which can affect overall firm efficiency. This risk is often reflected in lower initial compensation to account for the time it takes to get up to speed. 4. Growth Potential: The good news is that while you may take a pay cut initially, employers also look for long-term growth potential. Many see the value in a candidate who brings broader legal experience and a fresh perspective. You just need to be prepared for that period of adjustment, where your pay reflects your current knowledge in the new field, not your years of experience overall. Transitioning can open doors to new opportunities, but it’s critical to set realistic expectations about compensation. Understand the employer's view and how your skills will be evaluated in the new legal landscape. Visit our Career Site 😁 https://lnkd.in/g9dCqWDR #AttorneyCareer #LegalTransitions #EmployerPerspective #CompensationShift #CareerDevelopment #LegalHiring