Joel Brody

Ethical Recruitment Leader | Mid to executive-level placement | Helping Qualified Candidates Grow Their Careers by Matching Them with Thriving Companies

Six months. That’s how long a construction firm searched for their next Director of Operations.

Hundreds of resumes. Dozens of interviews. Zero results.

When the CEO finally called me, he was exhausted. The business was growing, but without the right leader in place, he was stuck in the weeds, running operations himself instead of focusing on scaling the company.

Here’s what happened next: I clarified the role, tapped into my hidden network, and within six weeks placed the leader they’d been chasing for half a year. That hire streamlined operations, stabilized the team, and gave the CEO his time back.

This is what I do.
I help mid-market and growth-stage businesses—in construction, real estate, healthcare, and e-commerce—find the executives and senior managers who can turn chaos into clarity and growth into something sustainable.

Not by flooding inboxes with résumés.
Not by recycling candidates who happen to be “looking.”
But through our Right-Fit Recruiting Method™️: deep discovery, targeted headhunting, and cultural alignment that ensures leaders don’t just stick, they scale with you.

Here’s why clients come back:

8 years recruiting across industries that don’t tolerate mistakes

92% retention rate at the 12-month mark for senior hires

A reputation as a trusted advisor to CEOs and founders who are serious about growth

One client put it best:
“Joel didn’t just send resumes, he delivered the leader we’d been searching for. His process saved us months of wasted time and gave us the confidence to scale.”

At the end of the day, I’m not just a recruiter. I’m a headhunter.
I don’t stop until the right leader is in the seat.
I don’t just fill roles, I help companies build futures.

Outside of work, you’ll find me with my family and involved in my community. That same people-first mindset drives everything I do: relationships first, results always.

Looking to make your next senior hire the right one? Let’s talk about how we can find your perfect fit.

Executive Level Recruiter

I used to think leadership meant toughness.
That respect was earned by being the hardest in the room.
That kindness made you look weak.
That empathy was “soft.”

I was wrong.

The leaders who leave the biggest mark aren’t the loudest, the flashiest, or the ones with the fanciest titles.
They’re the ones who:
✔ Make people feel seen
✔ Listen without judgment
✔ Hold the bar high while helping others reach it
✔ Lead fairly, even when no one’s watching

That’s not weakness.
That’s strength.

Because here’s what I’ve learned:
1️⃣ Gratitude builds trust faster than authority ever could.
2️⃣ Kindness doesn’t lower standards — it raises people to meet them.
3️⃣ Empathy doesn’t slow teams down — it brings them together.
4️⃣ Respect isn’t optional — it’s a responsibility.
5️⃣ Being kind isn’t about being liked — it’s about creating safety.

At the end of the day, people won’t remember your title.
They’ll remember how you made them feel while you held it.

🔥 Question for you: What’s one act of leadership kindness you’ll never forget?

Post Inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout isn’t about hours on the clock.

I’ve seen people work 70+ hours a week and thrive.
And I’ve seen people work 35 hours and collapse.

The difference?
Alignment.

Burnout shows up when your environment fights against your values.
When you’re surrounded by the wrong people.
When the goals you’re chasing don’t mean anything to you.
When every system reminds you that you have zero control.

Here’s what that looks like:

1️⃣ Toxic relationships → The wrong boss or colleague will drain your energy faster than any deadline.
2️⃣ Empty goals → When the mission doesn’t matter, even small wins feel meaningless.
3️⃣ No control → When you feel powerless, work stops being challenging and just becomes exhausting.

That’s why burnout feels so personal.
It’s not just about workload.
It’s about disconnection — from people, purpose, and power.

So what do you do if you can’t just walk away?

✔ Set boundaries that protect your energy. Say no to what drains you.
✔ Rebuild meaning through connection. Reconnect with the part of the work that matters — even if it’s small.

Because the truth is, burnout isn’t a badge of hard work.
It’s a signal your environment and your energy are out of sync.

And if you ignore the signal?
It will cost you more than your job.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Resume Illusion

We still judge candidates by resumes.
But here’s the problem:

A resume tells you what someone did.
It doesn’t tell you how they did it.

Two candidates can have the same job title.
One built trust.
The other burned bridges.

The paper looks the same.
The story doesn’t.

How much longer will we pretend resumes measure character?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The real signal it’s time to move on?
When you don’t recognize yourself anymore.

It’s rarely about the workload.
It’s rarely about the hours.

It’s about the mask you’re forced to wear every day:
⚡ Saying “yes” when your gut screams “no”
⚡ Laughing at comments you know are wrong
⚡ Biting your tongue when ethics are crossed
⚡ Apologizing just for having boundaries

You start telling yourself this is what being “professional” looks like.
That everyone deals with it.
That this is just how work works.

But then one day, you catch yourself in the mirror —
and the person staring back feels like a stranger.

People don’t quit jobs.
They quit the version of themselves they had to become to survive there.

The exit doesn’t have to be dramatic.
Start small:
✔ Leave on time without apology
✔ Update your resume tonight
✔ Reach out to one new connection in your field

Because there are workplaces where boundaries are respected.
Where disagreement isn’t punished.
Where you don’t have to pretend to fit in.

You deserve to work somewhere you don’t have to lose yourself just to belong.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Post Inspired by Dora Vanourek

Everyone loves to say it.
“Hire slow. Fire fast.”

But almost no one actually does it.

Most leaders do the opposite:
👉 They hire fast, because urgency feels safer than patience.
👉 They fire slow, because avoiding conflict feels kinder than clarity.

Here’s what I’ve seen over and over:

Hire too fast → you inherit someone else’s baggage.
Fire too slow → you show your team that mediocrity is allowed.

And both come with a cost.
💥 A rushed hire taxes your culture.
💥 A delayed fire taxes your credibility.

Yes, slowing down hiring means you’ll lose candidates.
That’s fine.
Because the wrong hire will cost you far more than a delayed one. Every single time.

The leaders who get this right?
They don’t chase speed.
They demand clarity.
They’d rather miss a candidate today than regret a hire tomorrow.

And when it comes to firing?
Dragging your feet doesn’t protect the person.
It suffocates the entire team.

Hire slow. Fire fast.
Not a cliché.
The real price of leadership.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Resume That Lied

I once reviewed a resume that looked flawless.

Perfect progression. Perfect titles. Perfect formatting.

But when I spoke with references, a different story emerged.
Yes, the candidate had the job.
But they left every team worse than they found it.

On paper, they were a star.
In reality, they were chaos.

Resumes measure history.
They don’t measure impact.

What matters isn’t what someone did.
It’s how they did it — and who they became along the way.

What do you think — should we start “fact-checking” resumes like we fact-check news?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout isn’t laziness.

I’ve seen this mistake too many times.

A high performer starts slipping.
They’re late on deadlines.
Snapping at small things.
Dragging through the day.
Hiding how drained they really feel.

And what happens?
Someone whispers, “They’ve lost their motivation.”
Someone labels them “lazy.”
Someone ignores the real signs.

But burnout doesn’t come from lack of effort.
It comes from carrying too much, for too long.

It hides behind the appearance of “not trying.”
When in reality, that person has been trying harder than anyone else — until they finally broke.

The leaders who confuse burnout with laziness?
They don’t just misread the problem.
They lose their best people.

The right question isn’t:
❌ “Why aren’t they working harder?”
It’s:
✅ “What support do they need right now?”

Because burnout isn’t weakness.
It’s a warning light.
Ignore it — and you lose talent that could’ve thrived with the right care.

Post inspired by Bea Sonnendecker
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

A few months ago, I worked with a company convinced they needed a signing bonus to close a critical hire.
“Everyone else is offering them,” they said.
“We don’t want to lose people over a few thousand dollars.”

But something felt off.
So I asked them one question:

“Why do you think candidates are walking away in the first place?”

Silence.

Then the hiring manager exhaled and told me the truth:
“We don’t have a real compensation strategy.
We just keep reacting.”

And that was the turning point.

Because signing bonuses don’t solve deeper problems.
They just mask them long enough to get someone in the door.

Fast-forward two weeks — I spoke with one of their top candidates.
Sharp. Experienced. Mission-aligned.

She could’ve easily been bought with a bonus.
But when I asked what she really cared about, she said something I’ll never forget:

“I don’t want a quick win.
I want a company that knows how to reward impact.”

Not money.
Not perks.
Clarity.

That’s the piece most organizations miss.

High-performers aren’t chasing the extra $5K.
They’re chasing a system they can trust.

When companies get compensation strategy right, here’s what actually happens:
• People feel seen
• Growth is predictable
• Retention becomes a byproduct, not a battle

The bonus gets attention.
But the strategy earns commitment.

So before you rewrite another offer letter, ask yourself:

👉 Does our compensation reflect who we are — or who we wish we were?

Because candidates can feel the difference instantly.

And they’ll choose the company with a plan every single time.

—

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Ghosting Manager

A candidate once told me the worst part of their job search wasn’t rejection.

It was silence.

Weeks of waiting.
No email.
No feedback.
Just nothing.

They said, “I can handle no. I can’t handle being treated like I don’t exist.”

And they’re right.
Ghosting doesn’t just kill trust — it kills reputation.

Every unanswered email is a brand decision.

What do you think — is ghosting now the biggest stain on company reputations?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

AI Won’t Replace You. But Someone Using It Will.

We’ve seen this before.

• Typewriters → Word processors
• Blackberry → iPhone
• Spreadsheets → ERP systems

Every time, the same thing happens:
Those who refuse to adapt get replaced.

Not by the tool.
By the people who learned to use it better.

AI is no different.

The companies I work with aren’t scared of it.
They’re hiring people who already know how to use it to drive results.

—

Don’t fear the tool.
Fear being the one who didn’t pick it up.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

I used to waste too much energy on things that didn’t matter.

What others said — or didn’t say.
What others did — or didn’t do.

And all it did was drain me.

Because deep down, I was waiting for someone else to make things better.
Someone else to recognize me.
Someone else to fix it.

But no one’s coming to save you.

That’s when I learned what real ownership means:
Taking full responsibility for your life — without excuses, without waiting.

It means focusing only on what you can control,
letting go of what you can’t,
and being grateful for what’s already yours.

That’s where your power lives.

No one owes you success.
No one owes you happiness.
Everyone’s fighting their own battles.

So stop waiting for permission.
Stop expecting others to lead your change.

Own your mindset.
Own your actions.
Own your future.

Because happiness isn’t something you get.
It’s something you build.

When you expect less from others and more from yourself,
you stop feeling disappointed — and start feeling unstoppable.

Freedom starts the moment you take back responsibility.

🔥 What’s one thing you’re taking ownership of this week?

Post Inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Wrong Fit

A client once insisted on hiring “culture fit.”

They found a candidate who looked like them.
Talked like them.
Agreed with everything.

Three months later, the team was stagnant.
No new ideas. No pushback. No growth.

They didn’t hire a culture fit.
They hired a comfort fit.

The best hires don’t fit your culture.
They stretch it.

What do you think — should companies retire “culture fit” once and for all?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

We’ve mistaken titles for leadership.

Too many people in power today are puppets — not leaders.
They manage comfort, not courage.
They talk stability while standing still.

Real leadership isn’t polished speeches or perfect optics.
It’s chewing through pain to get to progress.
It’s making unpopular decisions because they’re right — not easy.

Weak leaders chase approval.
Strong leaders chase results.
And the cost of weak leadership? Chaos, confusion, and decline.

Whether it’s a company or a country, the rule’s the same:
You can’t fix broken systems with safe people.

We don’t need more managers in power.
We need leaders who can take a punch — and keep building anyway.

🔥 So here’s the question:
Are you choosing leaders for comfort, or for courage?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
 If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Emotional intelligence isn’t something you’re born with.
It’s something you build — one choice at a time.

Here are 12 signs you’re actually practicing it (and how to get better at each):

You pause before reacting.
One deep breath can change everything.

You notice how your energy lands.
Walk into a room with calm, not chaos.

You give feedback with care.
Build someone up before pointing out what’s missing.

You ask to understand, not to win.
Curiosity opens doors that judgment slams shut.

You know your limits.
Rest isn’t weakness. It’s wisdom.

You celebrate others without envy.
Their win doesn’t take away from you.

You choose curiosity over judgment.
Not “What’s wrong with them?” but “What’s behind this?”

You own your response.
Growth lives where excuses end.

You see disagreement as a gift.
Different views sharpen perspective.

You check your tone first.
How you say it matters more than what you say.

You give space for honesty.
Not every problem needs your quick fix.

You let go of being right.
Connection beats ego. Every time.

Emotional intelligence isn’t fancy.
It’s presence.
It’s patience.
It’s practice.

Which one of these do you find hardest to live by?

Post inspired by Marco Franzoni

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Afraid of AI? Your Job Is Already at Risk

Here’s the hard truth:
If you’re worried AI will dissolve your role — it probably will.

Not because AI is “smarter.”
But because someone with less experience and an AI mindset will outpace you.

Companies don’t want years of coasting.
They want proof you can use the tools that move the needle today.

I’ve already seen hires where 3 years + AI skills beat 15 years without it.

—

The future doesn’t fire you.
Stagnation does.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Got it — here’s a **more heimish, grounded rewrite** of that post so it feels like *you* (Joel): approachable, clear, no corporate gloss, just straight talk.

---

Most people put in hours.
A few build something bigger.

You can spot them.
Not by how loud they talk.
But by how steady they carry themselves.

The standard isn’t outside.
It’s inside.

And the discipline?
Unshakable.

Here are 10 habits I’ve seen in people who actually get ahead — not for show, but for real:

1. **They show up on the tough days.**
  Even when it’s the last thing they feel like doing.

2. **They raise their own bar.**
  Not “what do others think?”
  But “will I respect this tomorrow?”

3. **They don’t argue with themselves.**
  No back and forth. No excuses. Just do it.

4. **They work when no one’s looking.**
  Because the win isn’t applause.
  It’s progress.

5. **They welcome pressure.**
  That’s where growth hides.

6. **They guard their time.**
  Busy isn’t the goal. Productive is.

7. **They move fast.**
  Decisions don’t sit on the shelf.

8. **They focus on what matters.**
  Not everything deserves energy.

9. **They check themselves.**
  What’s working? What’s not? Adjust and keep going.

10. **They play the long game.**
  Trends come and go.
  Consistency lasts.

At the end of the day, it’s not about being the hardest worker in the room.
It’s about being the one who keeps showing up.

Post Inpired by Sandra Pellumbi

Which one of these habits speaks to you most right now?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

I’ve seen it too many times.

A candidate checks every box on the resume.
Looks flawless on paper.
And still doesn’t last.

Then there’s the other candidate.
Maybe they’re missing a credential.
Maybe they didn’t follow the perfect path.
But they show grit.
They adapt.
They stay loyal.

That’s the difference between hiring for skills alone and hiring for alignment, integrity, and growth potential.

My role as a recruiter isn’t just filling boxes on a job description.
It’s helping companies look past the surface — to find people who will actually thrive long term.

Because at the end of the day, a shiny resume won’t carry your culture.
But the right person will.

What do you think — when you’ve hired, what mattered most in the end: the resume or the fit?

Post Inspired by Sheza Yazdani

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Recruiting is relationship-driven.
And relationships only work when trust is built intentionally, consistently, and especially when it’s uncomfortable.

Thanks Sara Markovits

Executive to Mid-Level Recruitment Built on What We Stand For: Driven • Professional • Ethical • Intentional

You can give someone a “training.”
Or you can create a shift.



This weeks meeting wasn’t about slides or frameworks.

It was about trust. 
The kind you can’t rush and can’t fake.

Sara Markovits came in to present.

What actually happened was dialogue.

Real questions.
Real reflection.
The kind that forces you to look at how you show up, not just what you do.

Recruiting is relationship-driven.
And relationships only work when trust is built intentionally, consistently, and especially when it’s uncomfortable.

Watching our team lean in, challenge assumptions, and think out loud reminded me why I love this work. 

Growth doesn’t come from being talked at. It comes from being invited in.

Thank you, Sarah, for the depth, presence, and perspective you brought into the room.

We’re still talking about it, which tells me it landed exactly where it needed to.




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#MaiPlacement #Ethicalrecruitment #trust

SYSTEMTEC

•Provide support for high-risk loan management, ensuring financial accuracy and compliance.
•Analyze and process complex financial transactions to support client satisfaction

Accountant II

Palmetto Infusion

Staff Accountant

Element Electronics

•Perform daily processing of accounts payable invoices across different lines of business within the company while ensuring transactions are coded to the correct general ledger account and cost center.
•Ensures compliance with controls by ensuring all invoices are approved by the proper party.
•Utilize expense reporting system, Expensify, to approve expense reports and enter them into Macola, and then sending checks to those on the expense reports.
•Assists with audits and inquiries of other departments thru maintaining filing.
•Ensures weekly deadlines are met with check processing and wire transfers of over one million dollars per week.
•Resolve discrepancies in vendor statements for reconciliation.
•Establishes and maintains trust with vendors by responding to account inquiries. 
•Maintain check register to be used for bank reconciliations and for check tracking.

Companion Data Services (CDS)

•Prepare monthly billing invoices using Deltek Costpoint Accounting System for services outlined in vendor contracts. 
•Developed reports for customer inquiries including Accounts Receivable Aging Report for outstanding invoices. 
•Reviewed contracts to coordinate billing in conjunction with specified time periods, amounts, and the correct products. 
•Engaged with various stakeholders (i.e. project managers) for various billing projects. 
•Maintained documentation for audit preparation. 
•Performed monthly closing activities including developing revenue reports to help with financial statement preparation.

Accountant III

BlueCross BlueShield of South Carolina

•Assisted with the budgeting process including testing new systems for budget development
•Prepared monthly cost and statistical journal entries and reconciling them to accounting systems. 
•Analyze monthly variances of financial transactions for specified cost centers, pools, and lines of business for trends, cost and budget comparisons, etc.
•Utilized various data applications (i.e. MS Excel, Access) to monitor cost allocations, research, and resolve various discrepancies. 
•Maintained and updated desk procedures for routine activities.
•Assisted with special projects at managers’ request to meet various needs such as analyzing real estate lease expenditures to adjust forecasts and budgets accordingly.
•Adjusted tables within ABC cost accounting system for the closing of cost centers, allocation changes, etc.

Accountant I

Aflac

•	Analyzed account information and identifying discrepancies regarding account information to determine root cause and necessary corrective actions
•	In a production environment, processed refunds for insured and ensures timely follow up to necessary parties.
•	Communicated regularly with account managers, policy holders or other interested parties to obtain information or communicate changes to required parties.
•	Utilizes data retrieval applications to research accounts to research account activity i.e. payment details, account reconciliation, service request forms, etc.

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taplio

The Battle

Joel Brody

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Joel Brody's LinkedIn Performance

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