You can sign up here under the recruiter tab. Once signed up you will receive two emails. The first one will ask you to verify your email address. The second one is sent once your account have been approved by the administrator.
You have to accept the job posting on RNR. Then you will be able to submit your candidate by entering their personal details and upload their resume. Once uploaded, your candidate will receive an email which asks them to accept the submission. Also, RNR's innovative technology will stop duplicate candidates. It works on a first come, first served basis. Duplicate candidates will automatically be rejected.
You can ask the employer a question using the chat icon on RNR. A private message will be sent to the employer.
No, this is entirely up to you. You can use RNR as much or as little as you wish.
You will be paid the recruiter fee during the first 30 days from the candidates start date. You'll be paid via direct deposit, postal check or PayPal. One of our account managers will be in touch to arrange payment.
You will have to find a suitable replacement candidate for the client.
In order to be recognized for a position, the CPA has to be from Canada or the US. International candidates will have to recertify in North America.
Each job posting should clarify whether the role is in-person, remote, or hybrid. But after the past two years, this is usually something that can be negotiated with the hiring manager.
It is not a requirement for the candidate to have worked at a Big Four firm, however, companies can sometimes recognize and prioritize the experience that ex-Big Four candidates have. If candidates have worked at a Big Four, it means that they have worked very long hours and have received comparatively low pay. So oftentimes, these candidates will look to move to a smaller firm (like our clients!) for a better work/life balance and improved compensation. Candidates will have usually spent 3-4 years at a Big Four before transitioning out.
At RNR, most of our clients are looking for candidates with Canadian work experience, as will many companies who use recruiters. The reason? Recruiter fees are an added cost to hiring a candidate, meaning that the company will often prefer hiring someone who needs minimal training once they join the team. Also, audit and tax-specific work will differ between countries (and even between provinces/territories), so sometimes local work experience is a necessity to even understand the requirements of the position. That said, most of our clients will recognize US-based experience.
The process of relocating from Canada to the US is quite straightforward, so American firms will usually help Canadian passport-holders with relocation once hired to join their team. This can happen more often than not in situations where the firm hasn’t used a recruiter – again because of the added cost therein. Candidates who apply directly to these firms may have a better chance of negotiating a relocation bonus. But Canadian citizenship holds a lot of clout for US firms; they will generally not be as considerate in helping other nationalities move.
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