FinTrust Connect

The latest report from the U.S. Bureau of Labor Statistics sheds light on the reality of minimum wage in 2024, impacting both businesses and careers. Key findings from the report include: - Only 1% of hourly workers earn at or below the federal minimum wage, indicating broader workforce trends. - 43% of minimum wage earners are under 25 years old. - Part-time workers are significantly more likely to earn minimum wage compared to full-time workers. - The majority of minimum wage earners are concentrated in service and hospitality sectors, with educational levels influencing earning potential. Implications for Employers: It's crucial for businesses to update their compensation strategies to attract top talent. Modern workforce demands go beyond monetary compensation, seeking growth, purpose, and alignment in roles. Advice for Job Seekers: Your starting point doesn't determine your destination. Regardless of part-time status, educational background, or career stage, opportunities for growth exist. With the right support and guidance, your career trajectory can swiftly change. At FinTrust Connect, we prioritize aligning individuals with their true potential and purpose. Whether you're looking to build a team or advance your career, we offer clarity and confidence to propel you forward. For those interested in smarter workforce solutions or enhanced career paths, let's connect and explore the possibilities. Source: U.S. Bureau of Labor Statistics Report on Minimum Wage Workers, 2024 #TalentStrategy #WorkforceInsights #CareerDevelopment #HiringSolutions #FinTrustConnect #FutureOfWork

You’ve been told to strengthen your AML program. But no one told you you’d have to do it alone. A Director of AML Compliance came to us. Mid-sized bank. Under scrutiny. Building fast. She had two analysts, a backlog of 800+ alerts, and an audit looming in 30 days. Every time she tried to hire, something slipped: → Slow approvals → Underqualified resumes → Ghosted candidates → Pressure from leadership to “just fill it” She was writing job descriptions at night. Screening resumes at lunch. Training one analyst while onboarding another. And trying to keep everything compliant while her team was underwater. That’s when she called us. Let’s be real: You can’t run a high-stakes compliance operation while also being the recruiter, screener, trainer, closer, and crisis manager. But that’s what most AML leaders are forced to do. The hiring process inside compliance departments? It’s reactive. Underfunded. And built for checking boxes, not building resilient teams. Here’s what people don’t see behind every great AML hire: → We work with your team to define real risk exposure — not just job duties → We bring live-market comp data from other banks and BSA teams → We know who’s being let go at major institutions — and who’s quietly looking → We know the difference between a checkbox analyst and someone who gets your typologies → We act fast, screen deep, and don’t waste time on resumes that “look okay” And when things go sideways — because audits shift timelines, and headcount approvals change — We stay in it with you. You don’t need another vendor. You need a partner who knows how urgent this is. Who understands regulators. And who knows the weight of being the one holding the risk line when resources fall short. The future of your compliance program isn’t just about how strong your controls are. It’s about how strong your team is too. You don’t have to build it alone. When you’re ready to stop carrying it all yourself, we’ll be here — ready to help you finish what you started. Gustavo Rendon FinTrust Connect| Specialized Compliance & AML Talent P.S. What’s the role on your team that’s been open too long… but too critical to ignore? Let’s solve it.