06Jun

As the coronavirus continues to spread, a growing number of companies are telling employees to work from home.

While it is one way to avoid exposure to the virus, remote work presents a unique set of problems for companies unprepared to conduct business entirely or even partially over the internet. Besides the potential for overtaxing in-house systems and inadequate connectivity at home, cybersecurity concerns present an even greater concern. With tax season well underway, few sectors are at greater risk than accounting firms.

Phishing scams typically increase during tax season as cybercriminals attempt to obtain sensitive financial information from unsuspecting taxpayers. This year could see a rise in these and other attempts.

Citing guidance from the Secret Service, AccountingToday cautioned that, “Cybercriminals are exploiting the coronavirus through the wide distribution of mass emails posing as legitimate medical and or health organizations.”

Monique Becenti, of the website security solutions provider SiteLock, told AccountingToday, “Companies should be communicating cybersecurity best practices — don’t click on links; don’t download any attachments. Cybercriminals could also take advantage of remote work by impersonating someone from HR.”

Many accounting firms have already taken steps to limit direct contact with clients, encouraging them to submit documents through encrypted portals and to meet via phone or video conferencing, rather than schedule in-office meetings.

At Paramount Tax and Accounting in Georgia, Chris Hardy says, “We’ve been trying to get more clients to use the portal and upload their documents since the outbreak. We’ve been stressing to every client to use this avenue along with Zoom for video conferencing if they have questions.”

However, options like these are more limited when working remotely. In an advisory memo, the Skadden, Arps, Slate, Meagher & Flom law firm advises, “Companies must review what cybersecurity controls are in place, or need to be supplemented, prior to initiating or significantly expanding remote working technology.”

CPAs and enrolled agents are certainly sensitive to client privacy and confidentiality, but working remotely they may not be as aware of the different kinds of risks.

“Employees working remotely are more likely to forward company information to personal email accounts or to store information on unprotected laptops or other devices,” the law firm notes, adding that training and reminders about security is essential.

“The ease of using personal services and devices coupled with insufficient cybersecurity protections or noncompliance with company data retention policies can create significant risks of data leakage or unauthorized access.”

Photo by FLY:D on Unsplash

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Green Key Unlocked: Why Green Key?

“We are always inviting new, innovative ideas,” says Brooke Stemen, Director of Talent Acquisition at Green Key. As the person responsible for interviewing and onboarding new recruiters at the agency, Brooke has several reasons why someone should want to work and grow here. If you are looking for a different recruiting experience, or simply trying to switch career paths entirely, Brooke has provided a handful of motivating reasons to consider Green Key Resources. 

1. Commission structure 

The industry standard for commission structures is 5%, but at Green Key, *it typically starts* 12%. As this is more than double, the earning potential is unmatched. We also have zero threshold to earning commission, meaning you will make commission on your very first placement. You will never have to hit a spread quota or achieve a number of placements before unlocking strong earning potential. In addition to a competitive commission structure, Green Key also promotes from within. “We push our management teams to develop their internal teams,” says Brooke. “We are very growth-focused and invested in the success of our recruiters.” With a tech-focused mission and access to industry leading sourcing techniques, employees at Green Key have unlimited opportunities to succeed

2. Flexibility 

Green Key was founded on empathetic leadership, where you are treated like an adult and granted full autonomy to build your own day and optimize your time. Brooke reiterates, “We are not driven by arbitrary numbers, like how many calls you make. We’re a results driven firm and focused on net and production, which is a system that cultivates efficiency.” Green Key is also a give and take environment. Remote and hybrid schedules allow for a trusting relationship and higher productivity. We are always centered on quality of work over quantity. 

3. Mentorship 

Because Green Key promotes from within, managers across the organization are more motivated to mentor their recruiters and facilitate growth. Hierarchies tend to break down in these relationships and promote open communication. Mentorship within various teams is a unique aspect that makes Green Key successful. The opportunity to trust and learn from seasoned recruiters leads to goals being met and a healthy work environment.  

4. Diversity & inclusion 

“Prior to Green Key, I didn’t really see myself represented in leadership,” Brooke mentions. “As a woman who wants children one day, I was thrilled to see so many mothers holding leadership positions here.” Brooke emphasizes that Green Key is a place where you can make a substantial life for yourself, both professionally and personally. If you have to attend to personal matters outside of work, that will never hinder your success or growth here. “All we ask is that when you’re here, be present and try your hardest. At the end of the day, Green Key is an agency made by recruiters for recruiters.” 

Contact us 

If you’re considering a career change, do not hesitate to connect with Brooke on LinkedIn or visit our Join the Green Key Team page. With so many opportunities for growth and advancement, this just might be the perfect place for you! 

Jun 6, 2023

Cost Drives Equity Fund Managers to Make Changes

When managers of private equity funds changed service providers this year, cost, quality and increased portfolio complexity were typically behind the decision.

Preqin, a leading source of data and analytics about the alternative assets industry, says this year’s unusually challenging environment is prompting fund managers to more intensely evaluate their service providers. The relationship between cost and quality of service is being scrutinized especially closely.

“Managers,” Preqin comments, “Want service providers that can make a difference, whether that’s through streamlined processes, increased efficiency, or the adoption of innovative and value-add technologies.”

In a report out last week, Preqin discusses the results of its analysis and survey of fund managers. The short version is that among those changing law firms or accountants cost was the leading reason. Or, as Preqin described it, “Cost is king.

“Half of all fund managers surveyed cited cost as a reason for swapping their fund formation law firm, followed by 44% and 40% for transactional law firms and accountants respectively.”

Cost wasn’t the only reason. Portfolio complexity was mentioned as often as cost for changing fund formation law firms. And it was second behind cost as the reason for changing accountants.

Quality of service factored into the decision, though it was less of a driver than cost and complexity. However, among the 26% of private capital fund managers that changed administrators, the quality of service was a deciding factor. 53% mentioned that as a reason for making a change. Only one in five managers mentioned cost.

Preqin sees the issue for administrators as one of technology.

“From due diligence to investment monitoring and real-time reporting to LPs, processes across the alternatives universe will be streamlined and improved. Those service providers that fail to embrace emerging technologies will fall behind,” says Preqin.

Alternatives fund service providers - blog.jpg

In a sponsored Q&A with Tim Toska, global head of private equity at service provider Alter Domus, he talks about some of the unprecedented challenges private equity managers confronted this year, not the least of which was trying to build relationships remotely. Working remotely has demonstrated the critical importance of technology to fund managers.

“If you’re working remotely, you’re not able to handle everything, so having a strong service provider allows private equity managers to really focus more on the critical areas of their business,” he says.

In a second sponsored Q&A, this one with Nikolaos Perros, head of private equity at Citco Group, he makes the argument that after weighing the need to invest heavily in technology, many fund managers have chosen to partner with administrators that have already done that.

Cybersecurity, data conveyance and access to a digital portal to replace paper-based processes are the capabilities fund managers most need. “To deliver on these three aspects, as well as help firms evolve in a digitally driven world going forward,” Perros says, “Intimate technology expertise is a must for fund administrators.”

Photo by Ishant Mishra on Unsplash

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