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Subject: Registered under another name
Posted on Fri Jun 21, 2013 8:24 am  

Does anyone know if the following PDL companies are registered under another name for Kansas: Cash Yes, Speedy Cash, and Pepper Cash?

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Subject: Registered under another name
Posted on Mon Jun 24, 2013 4:28 am  

Welcome to the forums!!!
No... as far as I know the above mentioned pdl companies are not registered under another name in Kansas. Cash Yes and Pepper Cash both are illegal offshore lender. But Speedy Cash is a legal lender.
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Posted on Tue Aug 13, 2019 2:49 pm  

The hiring process is a lot like online dating

When my company entered a hiring process some time ago, I couldn't help but feel I was engaged in online dating service personals. As I read through resumes and resume cover letters, I considered: Who's really worth swiping right?

Not all of the possibilities I had my eye on were a match. Some had salary goals that didn't fit our budget and others had accepted another position by the time I reached out.

have been many matches who clicked with me and my team. Our interviews (essentially) Felt like good dates. I was feeling a bit overwhelmed by choosing just one, Until I realized that every thing has become advice we give our clients at eFlirt can apply to our own hiring process, a touch too.

when you consider that, especially, if you're hiring, You're choosing your next matrimony. That's exactly what we do for our clients we help them meet their right click online and then develop romantic relationship in person. filter systems translate colombian girls our own advice to our next hire?

I hired history of successful amazing professional chemistry with my team, Whose values align with the corporation, And who is deeply keen about the work we do. In the spirit of aiding you find "the person" For you as a customer too, Here are my three biggest dating tips that also apply to the candidate selection process.

1. you will probably fall for a "potentially, an unexpected fact: Nearly all of our former clients who are in unions (Which is over fifty percent the people we've worked with) Fell motivated by a "perhaps, It was not anyone whose profile made them swoon, but someone they were unsure about on screen. But whenever they met offline, all sorts of things changed.

look at this when you're reviewing applicants' resumes. You won't know who truly tugs at your professional heartstrings until you've interviewed a few various kinds of people. to achieve the "Maybes, Look for candidates who offer different things than you expected.

2. focus on the je ne sais quoi. since you meet someone on a dating site, You have specifics whether someone has kids, What religious beliefs they practice, individuals anything in common. But you do not know if you have chemistry together. rest room you go on a date to see if the spark exists. just for this, I encourage my clients to focus on building chemistry on their first date by hugging their match hello and giving good gestures.

When getting, The same is true. You have data from candidates' resumes. You know if they have the background that would fit the role. But you still don't know whether you have chemistry. And biology is a must. when company culture isn't your biggest concern, The dynamic the person will have with you and other co workers often determines whether they will thrive.

Note the nonverbal cues students give you. These are as critical as the words they are speaking. don't forget, To get good body language you need to give good mannerisms too. if you act closed off, they respond in kind.

3. consider future. Becoming exclusive once you get your partner is exciting, But horrifying. A lot of my clients are nervous about choosing to be with one person What if it doesn't work out? It can feel the same if you're hiring. You've only seen a resume and had a few selection interviews. What if your gut behavioral instinct fails you, And a few weeks or months later you must have to hire again?

it goes without saying, You can't as a result of life wondering, "let's say, along the lines of dating, Hiring has portions of phasing others out, But how you leave it with those who you nearly hired is most significant. You never know if you ought to hire again soon even if it's due to growth.

When saying goodbye to great matches because of exclusivity with a co-worker, I advise my leads to first, Show appreciation for learning each other. as well as, Explain that without delay, There's a relationship budding with someone i know and they feel it's important to continue dating the person uninterrupted. and ultimately, Wish each other luck. It leaves the door open for future possibility.

When taking on, The words you use changes and more firm but the sentiment similar. Tell the applicant you enjoyed getting to know them. really, They weren't chosen for the position. But you still think they could be a fit for the company and will let them know if anything else opens up.
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