Marco Antonio Bouhid

"K: Know what you want (Saiba o que você quer); F: Find out what you’re getting (Observe o resultado obtido); C: Change what you do until you get what you want (Mude até que obtenha o resultado desejado)." Teoria KFC - Nicolas Boothman.

3

Bom dia Pessoal, MAIS UMA VAGA! Buscamos Analista de Pricing Senior para Empresa de Serviços Financeiros: Responsibilities • Receive, store and manage data received from NPL sellers or servicers related to any NPL portfolios for sale; • Elaborate detailed NPL pricing/underwriting analyzes, including: • Evaluate the existing portfolios to be utilized as comps; • Define the comp curves to be used in the pricing/underwriting; • Propose discounts or premiums compared to comp curves due to the characteristics of the portfolio for sale (e.g., avg. ticket per debt, avg. ticket per debtor, avg. aging, debt-debtors ratio, portfolio composition, location of debtors, among others); • Propose and justify assumptions for cost projections (cost-to-collect); • Run IRR analysis and propose price ceiling for the portfolio for sale; • Elaborate investment memorandums (memos) for the analysis and approval of the NPL acquisition by the senior leadership; • Present the NPL pricing/underwriting analysis to senior leadership in meetings or calls, providing real time answers to any questions; • Store and manage historical pricing/underwriting analyzes; • Develop and maintain processes related to NPL pricing/underwriting; • Dig into data and raw information through statistical analysis to discover trends and patterns that can be used to extract valuable business insights; • Interprets data concerning price and future trends of NPL purchase market; • Elaborate buying forecast of NPL portfolios; • Elaborate proformas for any NPL portfolios purchased; • Run quarterly reforecasts for all existing NPL portfolios, providing the assumptions behind the new forecast (new curves) and explaining the reasons for a portfolio to be written up or down; • Develop strong working relationship with local NPL sellers and servicers; Qualifications: • BA/BS in Economics, Engineering, Mathematics, or quantitative field; • Experience in financial/statistical models; experience in NPL pricing/underwriting analysis preferred; • Capable of developing and communicating pricing/underwriting strategies; • Advanced knowledge of cash flow, IRR, and valuation analysis; • Advanced excel skills (charts/formulas/macros/VBA/data tables/goal seek); • Knowledge in SQL, R, Python, MicroStrategy, and/or other database, programming languages, and BI tools; • Strong written skills (memos/reports/presentations/pricing summaries); • Strong conceptual thinking and problem-solving skills using data analysis and utilizing excel or other statistical packages; • Understands general data ingress and data preparation fundamentals required for modeling and analysis; • Ability to interpret data, identify trends, and report data findings; • English Fluency is mandatory; Interessados e alinhados com o perfil encaminhar currículo no link abaixo:

82

When considering whether to hire a leader internally or externally, you're faced with a challenging decision, but there are guiding principles to help: The big choice is between fostering an environment of motivation or bringing in an environment of innovation. The idea of seeking external candidates is to bring in fresh perspectives and improve the organization. Other advantages include: ✅ Introduction of new ideas and visions. ✅ Immediate results with already trained employees. ✅ Larger pool of candidates. The disadvantages include: ❌ Complex and time-consuming process, requiring more resource investment. ❌ Higher risk of hiring insecurity. ❌ Longer adaptation process. Looking internally for candidates to promote can also be an interesting option, especially if you want to save resources and boost overall company motivation. Here’s what you should consider in your scenario: ✅ Increased trust and promotion of healthy competition. ✅ Reduced costs in the selection process. ✅ Pre-existing knowledge of the company and its processes, allowing for much quicker adaptation. Some negatives are: ❌ Limited number of candidates compared to the market. ❌ Lack of new ideas and external visions. ❌ Potential internal conflicts and rivalries. A third alternative is to create a mixed scenario, attracting both internal and external candidates to compete for a position. This can be a good option if you want to maximize the chance of finding the ideal candidate and are not overly concerned about costs. However, be careful as this can demotivate your current employees. In conclusion: The choice between internal, external, or mixed recruitment depends on the specific needs of the company. Internal recruitment promotes growth and motivation among employees but may limit new ideas. External recruitment brings new perspectives and enhances the staff, but it requires more resources and time. Mixed recruitment combines the best of both worlds, offering a balance between the advantages and disadvantages of both methods. If you want help from an internationally qualified and highly skilled recruitment firm, you can contact us through our website: https://hubs.li/Q02zWhlv0

6

1 comentário

PDCA SIX SIGMA

5

Os primeiros cinco meses de 2024 já quase passaram e eu gostaria de saber se você está feliz com o desempenho financeiro da sua organização. Por favor, indique (❤️ é "sim" e💡 é "nem tanto") ou deixe um comentário.   The first five months of 2024 have almost passed, and I wonder if you are happy the financial performance of your organization. Please indicate (❤️ is “yes” and💡is “not so much”) or leave a comment. Die ersten fünf Monate des Jahres 2024 sind fast vergangen und ich frage mich, ob Sie mit der finanziellen Leistung Ihres Unternehmens zufrieden sind. Bitte zeigen Sie an (❤️ ist "ja" und 💡ist "nicht so wirklich") oder hinterlassen Sie einen Kommentar.

2

This was a major impact project which I'm proud to have implemented as Chief People Officer at Wellow™ Group. LutherOne is a real partner, very customer-oriented and with a great Team - Kudos Aleš Navrátil 🤩! This support allowed us to start a new phase to the management of people and culture within Wellow™. Some of the relevant impacts: - rethinking our internal communication strategy allowed us to toss our internal newsletter and get everybody into sharing important news more often. - implement a more robust methodology for performance management (using OKRs) and mapping our internal skills and talent, which allow a better career management for our Teams. - regular access to Insights data driven for strategic decision making (monitoring of KPIs related to well-being, climate, leadership) empowered our leaders to better develop their Teams and him/herself. - strengthening feedback and recognition competencies for everyone, towards a growth mindset! #PeopleAnalytics #OKRs #HR

34

1 comentário

Without data you can't really analyse a comercial area. What is the true problem? Lack of leads? you need invest in prospection, digital, adds. Many leads but not closing? you have to improve pipeline managment, negotiation, KAM. No matter what is the real problem of your sales area, without data you can't fix it. Your CRM has to be your best friend always.

7