Fidelity Jobs

The Fidelity Jobs blog has moved! Please visit us here to keep up with our associates and learn about the latest on all things careers at Fidelity Investments.

By @fidelityjobs

At Fidelity, we actively invest in our people to help develop a career that works for them. Two of our associates, Bizzy, Workplace Planning Consultant & Kyli, Customer Relationship Advocate, talked to us about the training and support they received in their roles. Hear what they had to say:

Q: Before you started at Fidelity, what experience did you have in financial services?

Bizzy: Before Fidelity, I had been working full-time as a research coordinator in a healthcare setting and a district manager for a local restaurant. While neither occupation was directly tied to the financial services industry, I was responsible for managing operational finances in my role as a district manager. In my free time, I developed a keen interest in managing debt, establishing emergency savings, and investing to achieve personal goals.

Kyli: I had experience working as a business systems analyst on a mobile and online banking application. Working on a banking app exposed me to the language used and products offered by financial institutions. I will always encourage someone to still apply to Fidelity even if they do not have any financial background. Fidelity is going to teach you everything you need to know. If you are willing to learn and have a strong desire to help others then you will do well here!

Q: Tell us about the training programs at Fidelity:

Bizzy: From your start date, you will find Fidelity's training is well structured with a healthy balance of self-led and guided learning. Practice exams, reading material, and office hours are provided to create an effective learning environment. Incoming associates are given a generous allotment of paid study time with opportunities for peer-to-peer training and the ability to call shadow with experienced associates.

Kyli: The training has included general information such as how to be on the phones, how to empathize with customers, how to handle difficult calls and situations, and also information specific to Fidelity. Just this week I began licensing training, where I am learning all about equities, debt and more so that I can pass the SIE, Series 7 and Series 63 exams.

Q: Was there anything that surprised you about Fidelity’s training and resources?

Bizzy: One thing I found pleasantly surprising was the breadth and variety of training resources to accommodate all types of learners. They have implemented systems and resources to reach every associate.

Kyli: YES. I had heard that Fidelity was a great company so I had high expectations, but Fidelity still managed to exceed my expectations. I was surprised by how caring the coaches are and the effort they go through to make sure we are all successful. The other thing that surprised me was how smooth the training and onboarding was. The team I am on has grown really close and we talk all day to each other, so even though we haven’t met in person we still have been able to get to know each other.

Q: How has the training program helped you?

Bizzy: Fidelity's training has provided me with a thorough understanding of the financial services industry through ample opportunities for scheduled and paid study time. Their onboarding structure pushed me to network and interact with colleagues in a wide variety of company roles.

Kyli: I would say what I value the most about the training is the connections I made. We really formed a great group. I know I can reach out to the team chat for help, assistance, encouragement, etc. I know that I have formed lasting connections and am thankful to be working with such awesome people.

If you’re interested in learning more about our training at Fidelity and our Customer Relationship Advocate role, visit customeradvocate.FidelityCareers.com. If you’re interested in learning about our Workplace Planning and advice roles, check out these links: Workplace Planning Associate & Workplace Planning Consultant.

By @fidelityjobs

Mentorship. Leadership. The ability to empower associates to grow and develop.

Do you possess these characteristics?

Fidelity is hiring now for Team Leaders across the country in our Regional Centers to coach and develop a team of associates to deliver an outstanding experience to our clients. To provide more insight into this role, we sat down with Craig Nelson, Team Leader, Investment Solutions in our Durham, NC Regional Center.

Q: Tell us about your role. What does it entail?

Craig: I lead a team of licensed consultants who provide investment guidance and financial planning to our clients to help them achieve their short and long-term financial goals.

My team gets the privilege of working directly with Fidelity’s Personal Investing customers! The benefit of working with Fidelity is that we believe every client we interact with should have the ability to get financial help. This process includes defining each customer’s goals, understanding their current situation and then identifying the key steps to take in order to help them achieve their lifetime goals.

Q: Why did you choose to come to Fidelity?

Craig: I chose Fidelity 17 years ago because of our client and employee-centric approach. The approach of putting our clients, customers and employees first has contributed to Fidelity becoming the largest provider in the industry.

We're seeking candidates who are inspirational and inclusive leaders with a passion for their employees’ success!

Q: What is something about working at Fidelity that surprised you?

Craig: We all work together as a team and we are all looking out for each other in order to make Fidelity the best place to work and the best provider in the financial industry. I have never had a moment in my career at Fidelity where a co-worker wasn’t willing to offer time to assist with a project or personal career growth.

The Durham campus is an open environment with established connection points to drive collaboration. When Fidelity created the space, they really put the employee experience at the forefront of the design. A number of amenities and ways to interact with your colleagues include our walking trails, basketball court, fitness center, break areas and our cafeteria--these help make us want to come into the office every day even more!

By Leslie, Social Media Intern

My story is simple, and it started when my parents immigrated from Mexico to the US in 1996. They came to the land of opportunities with zero expectations but a whole lot of hunger. I am the oldest of 4 kids and the importance of an education was always emphasized by my mom. She was pursing an accounting degree in Mexico but had to drop it all to migrate to the US. Although she does not hold an official degree, my mom has always been a scholar and pushed me to be one too. Despite her unusual 4am-1pm work schedule, my mom somehow always found the time to read with me, help me with my math homework, and to take me to a variety professional development and volunteering events.

My parents have supported me in all aspects of my life; yet I was not prepared enough when I stepped on my PWI (Predominantly White Institution) campus. Besides experiencing culture shock, I also struggled academically and being halfway across the country. I missed my sweet Texas home so much. I wanted to call it quits so many times, but what kept me going was my dad’s words before he dropped me off at orientation to go back home: “Mientras todos duermen, tu trabajo duro”, which means “while everyone rests, you work harder” in English.

At times, I resisted calling my family for help because I was embarrassed that they would think I was not strong enough. No problems were fixed-- I still had to figure out difficult assignments. It was then when I truly understood the meaning of being a first-generation college student. Many times, we don’t have the knowledge, resources, or adequate support systems to properly navigate college, but we do have the hustle that keeps us going.

Fast forward a couple years, I am now working for Fidelity Investments as a Social Media intern and I am an Aspire Fellow as well. At the beginning, I had worries that my summer here would be a reminder of my freshman year. It made me question if Fidelity would be the appropriate workplace for me personally. But, with only a few weeks left in my internship, I can vouch for the welcoming and encouraging community here. This opportunity has exposed me to an amazing network. I have a manager that also acts as a mentor and doesn’t only give me social media advice, but future career and life advice as well. I have an entire team that is always excited to hear from me during our check-ins and team meetings. A mentor from my Aspire fellowship is helping me achieve and learn more about financial literacy. In addition, associates who I have networked with are always super eager to put down time on their busy schedule to meet with me.

I feel an immense amount of support here, and this is exactly the type of environment I needed as a freshman. Fidelity inspires its associates to bring their authentic selves to work every day and it’s that culture that makes me look forward towards a future here.

By @fidelityjobs

A Team Leader at Fidelity is a key member of the Regional Center Client Services group providing leadership to a team of licensed associates. If you have proven leadership experience, Fidelity may be the perfect fit for you. We sat down with Michael Dumont, an Onboarding Leader, to talk about our leadership roles and how we're actively hiring in both Smithfield, RI and Durham, NC NOW!

Q: Tell us about your role, what does it entail?

Michael: I have the privilege of focusing on our Client Service Associates onboarding to the Smithfield, RI regional center. My primary responsibility is to ensure that leaders, at all levels, are creating a memorable and supportive experience to ensure that our associates understand and take full advantage of the world class values and culture of our organization. I’m also relentlessly focused on creating consistency and alignment of the experience as the onboarding process is so critical to associate engagement and longevity with the firm.

Fidelity is a large organization that can be complex at times. By creating a seamless experience that incorporates licensing, training, onboarding and introducing associates to our values and culture, we help these individuals navigate the process enabling them for success as they start their journey at Fidelity.

Q: Why did you choose to work at Fidelity?

Michael: Because of the values and culture that are so ingrained in what we do and how we show up for one another and our clients. The quality of our talent, coupled with the empowerment we’re provided as associates truly sets us apart. Through this, we have the tools and resources to deliver an experience for our clients that enables them on their path to financial wellness.

Q: What skills or traits would make someone a good fit for working in a Leader role in one of our Regional Centers?

Michael: For me, it comes down to a passion for our clients and our associates. I think strong leaders embrace their role as a coach. They have a desire to develop the skill of their team for the benefit of the client experience, but also for the development of their associates' careers. Through all of this, a leader is the representative of the organization. They are the model of the behavior we hope to see in others. It’s an awesome responsibility, but a truly life changing one as you see the careers of those you have the privilege to lead grow.

Q: We're hiring in both Smithfield and Raleigh-Durham. What makes the Smithfield campus special to you?

Michael: Smithfield is special to me for many reasons. First and foremost, having grown up in New Hampshire, I’ve always considered the New England region home and this is an exciting opportunity to get back to be close to family and loved ones. Secondly, Smithfield is a large and diverse campus with many different business units providing ample opportunity to cross-pollinate ideas and the ability for associates to grow their careers outside of traditional Personal Investing roles.

By @fidelityjobs

Fidelity’s Women in Technology Special Interest Group is committed to creating a thriving community of women in Fidelity Technology. As part of this vision, WITSIG kicked off a new awards program, the Women In Technology (WIT) Excellence Awards. These awards are presented quarterly with the goal of lifting up and recognizing the thriving women in our organization at a global and enterprise level.

The ideal candidate for this award is anyone who encourages, empowers and delivers outstanding value and accomplishments in technology. Here are the winners from last quarter, and wonderful words about them from their peers:

Nominated by a peer, Grace is an associate software engineer and has shown incredible initiative since joining her team from Leap, Fidelity’s technology immersion program. She learns quickly and takes on additional responsibility. Grace sets an excellent example for other technologists across Fidelity.

Nominated by a peer, Shu goes above and beyond to help the squads she works with from an architectural standpoint. She takes the time to train developers and even provides code reviews. She puts in time outside of work to prepare and drive designs forward. With an end-to-end understanding of the work she does and the technologies involved, Shu is a valuable contributor to our technology team.

Nominated by a peer, Renuka has made incredible contributions to the technology community as a leader in architecture. By bringing difficult challenges to her team and providing the support they need, she helps everyone grow and arrive at better decisions.

Nominated by a peer, Aoife has made positive contributions as an inclusive leader. She actively mentors and advocates for individuals across peer groups and hosts diversity and inclusion conversations across her team. By recognizing the unique attributes of her team members and showing each individual how to best support the team, she helps make everyone better.

Nominated by a peer, Sushma was recognized for both her technical and business expertise. She uses her immense knowledge to contribute to many projects from design to implementation. Sushma is always willing to fill any role needed on her team and actively mentors and provides guidance to others.

Nominated by a peer, Diana was recognized for her focus and attention to detail when it comes to her Quality Assurance testing. She drives stories to completion as well as takes on additional initiatives. She has been an integral part of moving complex applications to AWS and her commitment to testing has brought comfort to all involved. Diana willingly helps others and seeks to enhance the skills of those around her.

By Brittany Carmona, Community Relations

Being a Fidelity associate, I was able to attend my first Bryant University Annual Women’s Summit, which included content and programs appropriate for students, early career, mid-career professionals and those at senior and executive levels. This opportunity through Fidelity was incredible for me. The theme of the 2021 Bryant Women’s Summit was Resilience and Growth. Resilience and Growth have both been vital for individuals and organizations to survive in these challenging times and furthermore, necessary for future success.

I had the privilege to listen to leaders from several organizations including Fidelity’s own Head of Global Diversity and Inclusion, Wendy John. Wendy shared the value in having the courage to fail and learning a lesson from failures, during a session entitled “Turn your Setback into Success.” Another keynote speaker, Kenneth Carter III (President of Ameriton Freight & Logistics), shared a mantra of “Own it and Divorce it.” Kenneth shared a powerful personal lesson, self-reflection, and sharing his wisdom of a growth mindset.

By @fidelityjobs

After working in the public/nonprofit sector in Washington, D.C. for several years, Thanh became a single mother. Moving back to Massachusetts to be closer to her family gave her the support she needed to make a career change. She remembers as refugees from Vietnam, her parents worked hard to put food on the table. Her parents had no opportunity to think about their financial future. “When I moved back to Massachusetts, I knew I needed to think beyond surviving each day and plan longer term for my own family. That’s why I decided to turn to a career in financial services.”

“When I became a financial representative at Fidelity, I met people from all different backgrounds – not just in finance. Also, I was surprised at the range of opportunities Fidelity offers. I graduated with my MBA last year and have been able to apply what I have learned to my current role in Marketing. As an active member of the AIM (Asian Inclusivity & Multiculturalism) employee resource group, I’ve reactivated a greater sense of purpose – to be part of the active dialogue around diversity and inclusion. We recently came together to celebrate AAPI Heritage Month and at our annual All Hands meeting, I was asked to share my lived experience as an associate of Asian descent. From that meeting, I received so much support from colleagues near and far. Being involved in AIM has helped reinforce my voice and given me the comfort to bring my authentic self to work.”

By @fidelityjobs

Today, Fidelity Investments is proud to announce that our own Abby Johnson is recognized as one of Glassdoor’s Top CEOs in 2021! We give thanks to our associates who provided feedback about our company and submitted Glassdoor reviews to help her receive this honor.

Are you curious about why Fidelity is a great place to work? Read Abby’s latest LinkedIn post and follow her for additional insights about our company. To see the entire list Glassdoor Top CEOs list, click here.

By @fidelityjobs

Put your leadership traits to work at Fidelity Investments! We have featured a series of roundtable discussions with our Team Leaders at our remote Regional Centers here at Fidelity, and are looking to hire for these roles across the country.

The Team Leader is a key member of the Regional Center Client Services group providing leadership to a team of licensed associates. To give more insight into these roles, we sat down with Team Leaders Mark Schweitzer and Stacey Walker, as well as Regional Talent Champion Melissa Garza. Hear what they had to say about working as Team Leader in our remote Regional Centers.

Q: Tell us about your leadership style.

Mark: I would call my Leadership Style one that is a Coaching Style. I seek to understand someone’s passions, interests, and current skills and then use a blend of coaching and accountability to help them discover their true potential. Career vitality is very important to me and to achieve this, you need to be successful in your current role and build a positive brand that others want to work with as well.

Stacey: I agree with your style, Mark. I would also say that for me, it’s to tell it like it is. Honesty is important. A strong leader should have open and honest communication.

Q: Melissa, for the Team Leader role, what type of support, resources, and training does Fidelity offer, and why is that important?

Melissa: There is no lack of resources and support when it comes to Fidelity. We have mastered virtual onboarding and training even before the pandemic. We provide all the equipment and programs needed to be successful with all the access to our coaches and Learning & Development team over many weeks of training accommodating to many learning styles.

Q: How does the Team Leader role impact Fidelity?

Stacey: Remote Regional Centers are paving the way of how Fidelity will do business in the future. We are hiring hundreds of associates across the country to help with our growing client base. We are tapping into talent in cities where we don’t have campuses and bringing diverse experience and talent to Fidelity that we wouldn’t have been able to do in the past.

Q: Talk to us about the importance of a diverse background and team.

Mark: We all come from different backgrounds and have experienced different life events. By having a diverse team, you bring diversity of thought, interests, and skills which can help a teamwork through any type of environment.

Q: What makes an ideal candidate for our Team Leader roles?

Mark: The ideal candidate is someone who has a customer first mindset, has a plan to execute on business priorities, has a repeatable call model process, is proactive about their self-development, and seeks feedback from others.

Stacey: Be client obsessed. Be confident about what you have done and eager to take on new adventures. And don’t worry about titles.

Melissa: Any candidate can be an ideal candidate! Come prepared and ready to quantify your successes.

By @fidelityjobs

As a job seeker, you may find yourself competing against many other individuals for a position. We consulted with some of our Fidelity recruiters and they shared five ways you can stand out as a job candidate. Follow these tips to help land your next role:

Have a clean, crisp 1-2-page resume that highlights your impact. Make sure your resume is easy to read - avoid using too many words and find a nice balance of white space. Be sure to use action words when describing past experiences. Our recruiter, Dave, shares, “I believe a resume showing your accomplishments, not just the tasks you executed, is really beneficial. I like the resume to show some success and impact. To me that tells me why I should consider you over someone that just lists the role they were in.” Lastly, before you click submit, don’t forget to proofread!

Perfect your 1-2-minute elevator pitch. Most interviews start off with, “Tell me about yourself.” This is a perfect way to get off on the right foot and set the tone of the interview. A great elevator pitch quickly communicates who you are, what you do, and your strengths and skills.

PREPARE! Before you go into an interview, know your resume, understand the role you are applying for, and be able to communicate what you bring to the table. Demonstrating that you have researched the company, being able to communicate why you are interested in the role, and practicing answering interview questions out loud will also help you make a positive impression.

Be a good listener and ask thoughtful questions. Learn what the interviewer is looking for. Be a good listener. Use examples from your resume to demonstrate how you fit the role and ask thoughtful questions. Don’t be afraid to express interest in the role. Heather offers, “And at the end of an interview, be sure to have a follow up question ready. Even if it’s, ‘This sounds so exciting, what are next steps and when should I expect to hear something?’ It reinforces your interest in the job.”

Our recruiter, Jocelyn, suggests following up with a thank you note that is timely (within 24 hours), personalized, and relates back to the conversation you had. “This is always a nice touch and helps you stand out from other candidates.”

By @fidelityjobs

As we wrapped up Asian American Pacific Islander Heritage Month in May, we caught up with Ishan, one of our associates who recently celebrated his 10-year anniversary at Fidelity and is an active member of our Asian Inclusivity and Multiculturalism (AIM) employee resource group. He shares what this month means to him and how Fidelity has supported him as an Asian associate.

Q: Tell us a little about yourself and your career path at Fidelity.

Ishan: I was born in India and raised in North Carolina. After graduating NC State University, I began my career at Fidelity as a technology associate. After several opportunities, like the General Management Apprenticeship talent development program, I arrived at my current role as a Squad Lead for one of our products. When I started, I never thought Fidelity would be more than a two-year stepping stone into the professional world, but I just celebrated my 10th anniversary with Fidelity in January 2021. Working at Fidelity has given me chances to meet amazing people; people that nurtured my career, provided me advice, guidance, opportunities, and lifelong friendships around the world. Over the past decade, I’ve had the opportunity to work in our Raleigh, NC; Covington, KY; and Boston, MA locations, and even visit colleagues in India and China.

Q: How did you get involved with Fidelity’s Asian employee resource group, AIM (Asian Inclusivity & Multiculturalism)?

Ishan: I started a role in Covington, Kentucky and didn’t know the geography or people in the region. My manager at the time took me to my first AIM (then known as AERG) meeting to help me network and meet people outside of my project. Volunteering with AIM, I was able to make new friends, discover new experiences, enjoy the local culture (like cheesy spaghetti and Goettafest), and grow to make the KY-OH region home for the next three and a half years.

Having grown up in India, my favorite Hindu festival has always been Diwali. I vividly remember celebrating with my family by shooting off fireworks, eating delicious sweets, spending time with my cousins, and wearing brand new colorful clothes. Moving around the U.S., Diwali wasn’t as big a celebration as I remembered, and when I lived on my own, it became even harder to find others who celebrated. AIM gave me an outlet to find people that wanted to celebrate and learn about my culture, including Diwali. I met colleagues that invited me into their homes to celebrate with their families; people that taught me about their cultures and shared fond memories of their traditions. When I moved back to NC, I partnered with other passionate colleagues to restart the Fidelity Raleigh AIM chapter. It was my chance to give back, so we worked together to share Asian culture with our colleagues by hosting learning events, festival celebrations, and sponsoring AAPI-targeted events in the local community.

Q: What does Asian American & Pacific American Heritage Month mean to you?

By @fidelityjobs

Have you read about a leadership role here at Fidelity? The Team Leader is a key member of the Regional Center Client Services group providing leadership to a team of licensed associates. Their primary responsibility is to lead, coach, and develop the team to drive exceptional customer experiences and build lifetime relationships with our customers, and Fidelity is hiring now for this role in our remote Regional Centers!

To continue our series of discussing our leadership opportunities, we sat down with Team Leaders Kevin Barbosa, Alex Pearl, Pete Sanborn and Talent Champion Sierra Perron.

Q: What advice would you give to someone looking to advance their career in a team leadership role?

Kevin: For me, it’s never stop trying to improve. You only fail when you refuse to learn from your mistakes.

Alex: Career advancement does not happen overnight. It should be an ongoing discussion with actionable development opportunities. You have to own your own development with the support of your leader.

Pete: Be great at what you currently do and always be looking for what opportunities are available. You need to have both. I’ve had associates that were so focused on their future role that their current performance suffered. I’ve also had associates focused so much on their current role that they missed opportunities. The focus on both needs to be there – it will lead to consistent success throughout your career.

Sierra: Be curious about what others do for work. If you are interested in a certain role, reach out to that manager, and set up time to discuss their thoughts and what success looks like in their team.

Q: Tell us about your leadership style. How do you motivate others?

Kevin: Working collaboratively to help associates achieve their goals. Everyone learns and respond to feedback differently. Working together, you can find that common ground with each associate.

Alex: I try to help others see their potential, and tie them back to the meaning and importance behind the work that we do.

Sierra: I like that. I also believe leaders should tell it like it is and enable candid debate. It is in my nature be transparent with others and use my curiosity to open the conversation to enable others to share their perspectives to further cultivate the team’s success.

Pete: I would say to deliver the client experience. I always want to bring us back to why we do what we do here – to help our customers achieve financial success. Every call that you take could be the first interaction that the customer has with Fidelity. Remember that you make the difference – you are the voice of Fidelity.

Q: What attracted you to work in the remote Regional Center space at Fidelity?

Alex: The opportunity to grow our amazing team of associates and expand into different markets where we can attract amazing talent that we otherwise would not have been able to harness.

Sierra: I was immediately attracted to this space because it is nothing like we’ve ever done before. I am an advocate for trying something new and getting out of my comfort zone to see real change. I feel this is the best place to do that. We are building the plane as we are flying it.

Q: What type of support, resources, and training does Fidelity offer, and why is that important?

Pete: Fidelity provides unmatched support, resources, and training. For any role, there are weeks of training that help you to become proficient at your role. On top of that, your leader will be there to support and help you to continue to grow for this role and find what role you want to do next. We are here to help you get to where you want to go and what you want to achieve. My proudest memories are when I have helped my associates get to their next role and achieve their dream.

Alex: I would agree. The constant support of all levels of leadership on career development is something that pleasantly surprised me here. Career conversations are not just an annual check-in, but a constant focus of development

By @fidelityjobs

Have you considered a new leadership role? Look no further than Fidelity. We have been sitting down and discussing what it’s like to work at Fidelity with leaders throughout the US. To provide additional insight into these roles, we sat down with Team Leaders Jeremy Kresge and Angela Payne, along with Megan Williams, a Talent Champion here at Fidelity.

Q: As a leader, we often talk about career advancement. What advice would you give to someone looking to advance their career?

Jeremy: Be genuine and never waver from what you stand for and the values that are important to you. Then, have a plan, prepare, and partner with people that can help you enhance your skillsets and match that with the desires you have for the job you want. Also, never look at an opportunity without knowing how that benefits you in your overall career and what that very next step can lead to down the road.

Megan: Network and own the outcome. Don’t be afraid to explore roles. Network with other departments and build relationships. Your fellow Fidelity employees are your greatest asset. Own the outcome of your metrics: the main thing holding you back from that next role is yourself. If you take charge of your performance and help others in theirs, you will move to that next position with ease.

Angela: I couldn’t agree more with both statements. “Be a star where you are.” And definitely never stop networking. Be your biggest advocate!

Q: In your leadership role, how do you motivate others?

Angela: I find out what drives our team and what makes them tick—everyone is motivated differently. I try to personalize motivation and recognition to the associate.

Jeremy: It all starts with trust and knowing what’s important to each person on the team. I agree with Angela. Not everyone is motivated by the same things, so intently connecting on a personal level and tying it back to how we can partner together to help them be successful and ultimately achieve their goals and dreams.

Megan: Find out what motivates them and create those motivators to fuel daily achievements. If you are creating a thankful environment, you are highlighting/promoting their work to leaders. If they know they are being noticed, that will in turn create that desire for them to continue to make an impact and do great work. This role is the source behind the future culture, leadership, and image of Fidelity. Who we hire today will become and influence the engine of Fidelity Investments.

Q: What is the importance of a diverse team?

Jeremy: Diversity in a team is very important! Our customer base is diverse and to ensure we can best serve our clients, an inclusive and diverse team is critical to that success. In addition, diversity is so important to ensure our voice of the associate and strategy around initiatives is inclusive of all walks of life.

Q: What is your one interview tip to share with others?

Megan: Use your answers to show value in your candidacy for the role. When you respond, relate your answer or story back to how it makes you a fit for the role you are interviewing for.

Angela: Ask open ended questions and let the applicant talk. Tell them about yourself on a personal level. Most times, they will share more and answer more if you connect with them on a personal level first.

By @fidelityjobs

Lourdes started at Fidelity on Valentine's Day 2006 as a Defined Benefits Actuarial Testing Consultant in New York City. “When I started working at Fidelity, I had three small children and over an hour daily commute. I was amazed at how much Fidelity cared about work-life balance and given the long-term opportunities offered, I quickly realized this is where I wanted to grow my career.”

Since then, she has held six completely different positions in technology and business across four business units. Today, she is a Squad Leader on an Agile Technology team and reflects on her journey at Fidelity and how something she heard when she started at Fidelity became the guiding principle for her career.

“I remember early in my journey, one of our incoming CIOs advised that you should always be adding skills to your ‘career toolbox’ and planning for your next career move every three years. You really can do all of that at Fidelity and I've put it to the test! Fidelity has always given me learning opportunities to move laterally and have paid for outside training opportunities if something wasn’t offered internally. They invest in their associates and are focused on building the whole you.”

By @fidelityjobs

"Leaders become great, not because of their power, but because of their ability to empower others." - Cherie, #FidelityAssociate

Fidelity continues to hire for Team Leaders in our Remote Regional Centers. To provide insight into these roles, we sat down with Cherie Hartmann, a leader at Fidelity for over 16 years, and Scott Hacker, a leader at Fidelity for over 18 years.

Q: Most leaders seem to have a motto or words of wisdom to live by. What would yours be?

Scott: It is not over till you quit… that's something I take to work with me every day here at Fidelity, and it's helped me in my 18 years at the firm.

Cherie: Leaders become great, not because of their power, but because of their ability to empower others. Empowering others to succeed makes us all better!

Q: How would you each describe your leadership styles?

Cherie: Everyone is motivated a little differently. It's important to know your team, understand their goals and what drives them. Link those goals to what they are doing, and how it is pushing them toward achieving them. From there, remember that motivation is not a one-time thing. We all need to be reminded why we are doing what we are doing!

Scott: That's something I definitely agree with. I believe in coaching others to their full potential, and by investing in others, we must learn as much as we can about them--about what is important to them and make sure their career is our number one priority.

Q: Describe the opportunities Fidelity has available in our Remote Regional Centers - and why you feel it's a great opportunity for associates to join Fidelity.

Cherie: This space has so much opportunity. There is a ton of untapped talent across the nation that was outside of our previous footprint. Its giving us the opportunity to grow our business and really meet our client needs. Being involved so early in a process that seemed unachievable even a few years ago really invigorates our team.

Scott: And I would add and agree that helping to start something new will not only attract new talent, but help customers succeed more quickly.

Q: What makes the ideal candidate for leadership and licensed roles?

Cherie: There are 3 traits that I think make people successful: drive, work ethic and mental toughness. Driven individuals want to improve, they seek feedback and they aren’t afraid to try new things. Strong work ethic will push you forward each day and have you ready to help our customers. Mental toughness is important because not every conversation is easy. Some days/interactions are challenging for different reasons. You need to be able to pick yourself up and see the positive to be able to provide the best interaction possible to that next customer.

Scott: Honesty and understanding are key traits. And I'd add that tough conversations are only tough if one does not expect them. You must be willing to have those and embrace them. Here at Fidelity, it always stands out to me how amazing the people are, and everyone’s willingness to help others succeed and grow. Candidates should be excited about that and embrace it!

By @fidelityjobs

At Fidelity, when it comes to supporting our customers, it’s all about building relationships. We connect with customers, listen, and act with empathy as we work to understand their long-term goals. This philosophy comes directly from our leaders and is carried on by our associates.

We’re hiring for remote leaders and for licensed roles here at Fidelity. Fidelity Jobs sat down with several leaders to discuss their team culture, training opportunities, resources and their overall experience growing at firm to bring insight into what it’s like to work at Fidelity. Joining us for this discussion is Mark, Nikki, Laura, David and Brittany.

Q: Describe skills or traits that would make someone a good fit for working in a leadership role.

Mark: You must have a passion for coaching. I believe that every associate seeks three things: 1.) Purpose 2.) a coach 3.) a development plan. If you have a passion to help associates with these things, you are well on your way to being a great leader.

David: I believe it’s a true desire to help clients, drive to learn, ability to work on a team.

Q: What leadership traits do you represent for your teams?

Nikki: Tells It Like It Is and Enables Candid Debate. I am a firm believer that no progress can be made until everyone is on the same page, and direct, candid communication is the first step.

Mark: Agreed! Tell it like it is.

Laura: Motivating others comes from helping associates uncover what goals and drivers are important to them. Once identified, connect-the-dots to show how their goals align to the outcomes of their team and company. Individual contributions all aligned to common outcomes create connection, belonging and satisfaction.

Q: What attracted you to work in the Regional Center Satellite space at Fidelity?

Brittany: Getting to work with candidates and peers from all over the country. I love expanding my knowledge and horizons and have been able to learn something new every day from the amazing people I meet and work with from their diverse backgrounds and experiences.

David: Challenge, excitement, growth, for sure.

Laura: I believe remote regional centers are the future of the industry, along with extensive experience supporting remote associates in my previous career made this a very attractive opportunity. I love the challenge of creating a connected, collaborative team in a virtual space. Success in this realm will open doors to limitless possibilities for our industry as well as countless others.

Mark: The importance of the work in the Regional Center Satellite space was the driver for me. We need talented and experienced associates to help meet our client demand, and the opportunity to be able to meet with so many talented and experienced candidates over the past 6 months has been so amazing.

Q: Talk about the support, resources, and training that Fidelity offers.

Mark: The support and resources we have at Fidelity are unlike anything I have ever experienced at any other firm. Fidelity is committed to personal development and we spare no expense to ensure that the resources needed to drive that personal development are available to every associate.

Nikki: You will never lack for development resources at Fidelity! In addition to a robust training program when you start, you will have ongoing periodic trainings, regular meetings with your team leader to reinforce what you have learned, strong Help Desk/coaching team support, team meetings to share best practices with your peers, and in many roles there is a calendar where you can sign up to attend virtual training sessions on topics that are of interest to you to supplement your performance.

Brittany: Fidelity provides endless resources to its employees and supports their growth and development. There are online learning opportunities, Employee Resource Groups, development programs, mentoring opportunities and plenty of other ways to grow at Fidelity; but I would argue that your manager can be your greatest ally and asset. Fidelity’s leaders have a focus to support, develop, and advocate for their team, and I recommend taking the help they so willingly give.

Q: Any interview tips to share? Or what makes the ideal candidate for these roles?

Nikki: An ideal candidate in my mind has two key traits: passion for the client experience and coachability. If you are committed to getting your clients to the very best possible outcome, and you are willing to learn how Fidelity does that, there will be no limit to what you can accomplish!

David: Having a true desire to help clients, a drive to learn, and ability to work on a team makes the ideal candidate. For interview tips, I would make sure candidate answers demonstrate a skill or capability, and aren’t just a nice story.

Brittany: No matter which side of the table you are on, be genuine and let them see the real you. It should be a casual conversation where you get to know each other and the interviewee feels comfortable to share their story.

Mark: Be prepared to tell your story and ensure that story conveys that you have the skills and capabilities to execute, and that you have a strong desire for the position.

Laura: Identify three qualities/experiences/attributes that are not part of your resume—that we need to know about you—and make sure you share them in your interview!