Our team is full of highly committed and passionate employees that share a unified sense of purpose. With our combined objectives, the CFI team works together to achieve company-wide goals.
Brainstorming is free flowing within the CFI office. CFI’s informal management style allows everyone to voice their opinion, regardless of their position.
Encouraging a high level of employee empowerment means employees hold greater responsibility for decision-making and are eager to reach goals. Weekly all-hands meetings emphasize transparency between departments and allow employee innovation to flourish.
Being a part of CFI means living and breathing the behaviours and values we pride ourselves on: PORCHE.
CFI’s team moved remotely on March 16, 2020, to allow everyone to avoid commuting and sharing working spaces. All team members have been provided with all the necessary tools and procedures to reproduce a productive work environment at home.
As of July 2020, we are still mainly remote while offering ‘hot-desking’ at the office. Our recruiting efforts have adjusted to guarantee a fair, positive, and inclusive experience to all candidates. We are screening over the phone and running team interviews over video conferencing. No meetings are taking place at our office currently.
On-boarding is conducted virtually for new employees. Our tech team ensures all new hires are equipped with laptops and the resources he/she needs at CFI. So far, we have received very positive feedback from our new hires!
CFI Education is an equal opportunity employer. All applicants will be considered for employment without attention to race, colour, religion, sex, sexual orientation, gender identity, national origin, or disability status.
The recruitment process at Corporate Finance Institute comprises of a few standard stages. Upon receiving resumes and cover letters, skills are assessed and applicants will be asked to interview.
Following this, applicants may be given a short task to test general suitability for the position. The hiring manager will then create a shortlist and invite the top candidates back for a final interview with the division manager or director.