We Were On A Break (Series‪)‬ Stephen Brent Sargeant

🤝🏽❤ How To Overcome, Racism, Sexism and Ageism In The Workplace❤

Welcome to the episode 30 of the 2nd season of “WE WERE ON A BREAK” - Ross Voice. The series where the host, Stephen Sargeant (Founder, Chief Web3 Officer of Airdropd) talks to industry professionals during the CoronaVirus (COVID-19) quarantine and gains industry insights and expertise. One of the funniest conversations around finding a job, dealing with discrimination at the boardroom table and finding your voice on social media.

▶ Youtube - https://youtu.be/l5CF2dwtH-Q

In this episode the host, Stephen Brent Sargeant sits down with Shelly Forde, to discuss blockchain in the Caribbean, staying positive and earning income while being unemployed and how to navigate sexism, racism and ageism in the 21st century.

If you are looking for a job or having a difficult time with diversity and inclusion at your work place, this conversation gives you practical ways to succeed.

**This interview was recorded on March 22 2022

**Disclaimer**
The views and opinions expressed in this episode (and all episodes) are those of the host and the guests. They do not purport to reflect the opinions or views of their employers, contractors or any organization they may be affiliated with now or in the future.

Discussion Topics
•How to evolve from project management and financial services into Compliance with a focus on FINTECH
•Is Turks And Caicos a potential FINTECH hub in the Caribbean
•How to strategically apply for scholarships and grants and how to overcome fear about being rejected
•How to overcome the fear of not wanting to be on video and advice about being insecure about appearance
•How to overcome potential racism, sexism and ageism in the workplace and the boardroom
•How to read the room and audience when dealing with potential discrimination in order to progress in your career
•How to put something on record with the HR department in order to mitigate potential bigger problems
•How do you deal with rejection or potentially missing out on “dream” opportunities
•Goal setting, manifestation, mentorship and keeping a positive mindset (mentioned: Nelu Sund, Hina Khan)
•Effective networking and how to “sit” on LinkedIn and observe and then take action
•How to navigate LinkedIn and ask better questions and answer your own questions using other professional’s content (mentioned: ACFCS)
•Why looking for your job could stress yourself out and actually repel hiring managers and recruiters

Stephen Brent Sargeant (Host)
•LinkedIn (Best way to reach me) - linkedin.com/in/stephen-brent-sargeant-cams
•Instagram (Everyday type stuff) https://www.instagram.com/stephen_b_sargeant/
•Twitter (I communicate in GIFs) - https://twitter.com/lifesgt
•Business Related Matters (Let’s Collab): stephenbsargeant@gmail.com

Shelly Forde (Guest)
•LinkedIn - https://www.linkedin.com/in/slforde
•Instagram - https://www.instagram.com/shellcompliance/?hl=en
•Website - https://www.shellcompliance.com/publications

Resources
•How I Got Into Fincrime Compliance and Cryptocurrency) – Fintrail Podcast: https://www.spreaker.com/episode/41075463
•So You Want To Work In Crypto (Shelley Schachter-Cahm) - a...

How To Create A Winning Crypto Compliance Resume

Welcome to the episode 29 of the 2nd season of “WE WERE ON A BREAK” - Ross Voice. The series where the host, Stephen Brent Sargeant (Compliance Consultant to Bitfinex) talks to industry professionals during the CoronaVirus (COVID-19) quarantine and gains industry insights and expertise. As a recruiter and industry professional, Stephen breaks down some of the myths around resumes and how to create a powerful resume that will impress recruiters.

Watch it on Youtube: - https://lnkd.in/daURZRG8

In this episode the host, Stephen Brent Sargeant discusses how some of the major misses with Resumes and how professional resume writers and career coaches can help formulate more dynamic and interesting resumes.

If you are looking for a job or struggling to obtain interviews this is the podcast for you.

**This interview was recorded on February 28, 2022

**Disclaimer**
The views and opinions expressed in this episode (and all episodes) are those of the host and the guests. They do not purport to reflect the opinions or views of their employers, contractors or any organization they may be affiliated with now or in the future.

Discussion Topics
•Disclaimer: Why I don’t believe in resumes, but understand that they are still an essential part of the hiring process for 95% of organizations. I believe personal brand via various social media platforms are more significant in today’s job market (especially in DeFi, Blockchain, Cryptocurrency, NFTs
•Recruiters aren’t reading your full resume line by line, so its time to start focusing on the areas that they are reading and making them standout.
•I don’t see the need to have a resume longer than 2 pages. It seems like overkill and recruiters and hiring managers are probably not reading it
•If you don’t have crypto experience it is best to put a highlight of qualifications at the top of your resume, along with training / education and then place the non-crypto related work experience next
•Take as many crypto compliance courses as you can to showcase on you resume (mentioned: Chainalysis, Ciphertrace, Confirm, Solidus labs, Elliptic/ ManchesterCF, Anchain.ai
•Put a proper naming convention on your resume. (i.e. Stephen Sargeant_Resume) and something that is relevant to your name
•If your resume is format heavy it is best to make sure its submitted as a .pdf versus in word format, that way the formatting is not lost when downloaded or opened
•Highlight achievements that may differ than the average candidate. Have you contributed to working groups or with international organizations (mentioned: Interpol, Project Participate, Europol, UNODC)
•Don’t take my word for it, spend the time and money and invest in a career coach and / or professional resume writer, as it could change how much compensation you get (mentioned: Clementine Crooks, Lama Younes, Nelu Sund)
•Find time to spend time gaining experience working on projects within the industry to add some life to you resume and to support your industry and community (mentioned: Malcolm Wright / ATII)
•Use the same name on your resume, application submissions and on your LinkedIn. Also make sure that your LinkedIn and resume have the same work experience, etc.

Stephen Brent Sargeant (Host)
•LinkedIn (Best way to reach me) - linkedin.com/in/stephen-brent-sargeant-cams
•Instagram (Everyday type stuff) https://www.instagram.com/stephen_b_sargeant/
•Twitter (I communicate in GIFs) - https://twitter.com/lifesgt
•Business Related Matters (Let’s Collab): stephenbsargeant@gmail.com

Resources...

Maybe Burnout Isn't Your Bosses Fault, Maybe Its Yours

Welcome to the episode 28 of the 2nd season of “WE WERE ON A BREAK” - Ross Voice. The series where the host, Stephen Brent Sargeant (Compliance Consultant to Bitfinex) talks to industry professionals during the CoronaVirus (COVID-19) quarantine and gains industry insights and expertise. Recent articles and reports describe a very bleak moral sweeping across the AML and Compliance industry and I discuss the possibility that Professionals and Industry associations may not be taking as good of care of themselves as they should be.

Youtube - https://lnkd.in/dfE4S9kZ

In this episode the host, Stephen Brent Sargeant discusses how AML professionals can relieve themselves of the often fictitious pressure put on them to work overtime, not take scheduled breaks or vacations and burn themselves out unnecessarily.

This is probably not going to be a popular opinion for most professionals in AML but something to start having everyone think objectively about their mental health and well being in the workplace

**This interview was recorded on February 6, 2022

**Disclaimer**
The views and opinions expressed in this episode (and all episodes) are those of the host and the guests. They do not purport to reflect the opinions or views of their employers, contractors or any organization they may be affiliated with now or in the future.

Discussion Topics
•We have created our own downward spiral situations and put pressure on ourselves that may be leading us to burnout (mentioned: Joseph Ciccolo)
•AML backlogs are causing managers and sometimes even creating tyrant leaders in order to complete the backlog or remediations
•You don’t have to subscribe to this “hustle hard” / work endless hours philosophy even if your managers are hoping that you read in between the lines in order to pressure you to work harder
•Don’t kill yourself in these fast paced, mentally draining environments, especially during the pandemic when there are lockdowns, restrictions, kids doing online learning, financial stressors popping up
•The people that rise in these type of negative environments usually only see short term success and sometimes get demoted, get fired or take pay cuts, even though they were sacrificing they wellbeing and family time to prove they could work the most hours
•You can work your hours, put in an honest days work, but not overdue or stress yourself out to the point that it is affecting your well being
•On the other side you have to be comfortable with being passed up for promotions for others who are working long hours. This has to be weighed with how happy you are
•Saying “no” when you don’t have the capacity is not a sign of weakness, it’s a sign of strength and self awareness
•Has your organization checked in on you and asked about your well being or how you are doing, then you don’t owe them more than simply doing your role
•People that say “I have no work-life balance” choose this path, it is not something anyone can force on you
•Find organizations that align with your values around days off, diversity, health and well-being (mentioned: Chainalysis)
•Perception is everything but with the pandemic, times have changed and working from home has become a default activity and not the rare perk
•Taking your free time and doing stuff that gives you energy or that you are passionate about may be better than working extra hours
•If you are a great worker, there are many organizations looking for top talent that would be dying to hire you, if you aren’t satisfied with your current work environment
•Is human resources being proactive? Are they unable to speak to you until the exit interview

Stephen Brent Sargeant (Host)
•LinkedIn (Best way to reach me) -...

2021 SAR Insights Into Cryptocurrency Exchanges Reporting

Welcome to the episode 27of the 2nd season of “WE WERE ON A BREAK” - Ross Voice. The series where the host, Stephen Brent Sargeant (Compliance Consultant to Bitfinex) talks to industry professionals during the CoronaVirus (COVID-19) quarantine and gains industry insights and expertise. Stephen Sargeant is joined by Expert Witness and Queen of SAR Analytics, Alison Jimenez, who digs deep into SAR stats from regulatory body FINCEN to come up with useful data points around cryptocurrency exchanges SAR filing in San Francisco.

Youtube - https://lnkd.in/dpGYWGJu

Alison describes how she approaches her analytical process in decoding the vague FINCEN SAR data to arrive at a comprehensive analysis on what Cryptocurrency Exchanges are filing on and what they might be missing in their Anti-Money Laundering Efforts. Alison’s reporting is industry leading and her yearly reports are quoted and relied upon by industry professionals.

This is one all AML, Legal and Compliance professionals in the crypto space should tune into and take notes.

**This interview was recorded on February 10, 2022

**Disclaimer**
The views and opinions expressed in this episode (and all episodes) are those of the host and the guests. They do not purport to reflect the opinions or views of their employers, contractors or any organization they may be affiliated with now or in the future.

Discussion Topics
•What is an expert witness and what does Alison do on a day to day basis in that capacity
•How does Money Laundering, Data and SAR stats from FINCEN intertwine
•Is FINCEN the only FIU that provide this data and stats regarding Suspicious reporting or do other jurisdictions also release this information
•How do you use vague data and decipher what is Crypto Exchange reporting versus other fintechs, MSB and non-crypto tech companies
•Explanation that Fintechs/non-crypto organizations location and behaviour differ from Crypto exchanges and using that insight to determine SARs specific to Crypto Exchanges
•Did 2019 guidance from FINCEN, FATF and Project Participate give the industry more knowledge to file more SARs
•Registered crypto exchanges are filing more on unregistered MSBs and cryptocurrency exchanges
•Is Layering the leading cause for Cryptocurrency Exchange SAR filing or could it be more of a defensive filing mechanism
•Cryptocurrency suspicious activity is very similar to securities and other traditional illicit activity and its important to keep up with typologies and emerging trends
•What SARs weren’t being filed and why ??? Wash trading, corruption and other reactive filing behaviours / Cybercrime events seemed low compared to other industry numbers
•Comparing industry to industry cryptocurrency exchanges should be using this information to start conversations in the industry and remind the government to provide more context to providing stats, including improving the SAR forms
•How can FINCEN align national priorities but aren’t specifically carved out on the SAR form in order to produce better data

Stephen Brent Sargeant (Host)
•LinkedIn (Best way to reach me) - linkedin.com/in/stephen-brent-sargeant-cams
•Instagram (Everyday type stuff) https://www.instagram.com/stephen_b_sargeant/
•Twitter (I communicate in GIFs) - https://twitter.com/lifesgt
•Business Related Matters (Let’s Collab): stephenbsargeant@gmail.com

Alison Jimenez (Guest)
•LinkedIn - linkedin.com/in/alisonjimenez
•Company (Dynamic Securities Analytics Inc) Website securitiesanalytics.com br...

💰 🤦🏾‍♀️ Why I Think ACAMS Should NOT Lower Their Prices 💰 🤦🏾‍♀️

Welcome to the episode 26 of the 2nd season of “WE WERE ON A BREAK” - Ross Voice. The series where the host, Stephen Brent Sargeant (Compliance Consultant to Bitfinex) talks to industry professionals during the CoronaVirus (COVID-19) quarantine and gains industry insights and expertise. In response to mix reactions to the AML educational juggernaut ACAMS $500 Million sale to French Investment Company, Wendel, I breakdown why I think ACAM should maintain their pricing scenario

Youtube - https://lnkd.in/dcRvaaaA

In this episode the host, Stephen Brent Sargeant responds to Oonagh van den Berg of Raw Compliance’s post on ACAMS recent sale and although he is in agreement of the majority of her points, the solution doesn’t seem to be alternative organizations and the emphasis should be put on AML professionals speaking with their dollars and for ACAMS to provide more value for the amount they are charging.

This is probably not going to be a popular opinion for most AML professional’s but definitely some food for thought.

**This interview was recorded on February 6, 2022

**Disclaimer**
The views and opinions expressed in this episode (and all episodes) are those of the host and the guests. They do not purport to reflect the opinions or views of their employers, contractors or any organization they may be affiliated with now or in the future.

Discussion Topics
•Disclaimer – ACAMs has been instrumental in my career and I’m a super fan of many of the professionals that work there and they have made more efforts than any other organizations in the space to promote support for BIPOC and BAME professionals (mentioned: Lashvinder Kaur / acknowledged scholarship programs with FINTRAIL)
•The ACAMS certification and membership fee doesn’t “appear” to be a significant barrier to excel in this industry and is definitely not a barrier to entry.
•The information is essentially free or available in some form online, but if you want to have the prestige of having the designation there should be a cost for certification. No one is entitled to just become a certified AML professional and these organizations spend a lot of time, resources and capital to become industry leaders (mentioned: ACAMS / ACFCS)
•If the information was free most of ACAMs competitors may probably be out of business and they are essential for other organizations to fill in the gaps (mentioned: Raw Compliance and
•Do people value the least expensive courses and will professionals value the information. Will employers around the world value those less expensive certificates and prefer them on job descriptions
•ACAMS has to increase the value they provide to their community including the CAFCA scholarship, the free anti-human trafficking training courses
•Are you checking in with your community ?? Have you reached out to your community in the last two years and checked in on them
•ACAMS designation is only one small part of the puzzle and professionals need to focus on soft skills and work experience as well.
•ACAMS and ACFCS has a fullsome certification course and they aren’t just throwing together presentations and considering it a course. There is a lot of planning, expenses and strategies that go into building these courses
•Big organizations have a bigger value proposition for industry professionals including compensation, exposure and network connection, which may outperform many of the smaller organizations (mentioned: Faisal I.
•What are you paying for ??? Just don’t pay if you feel you have extracted enough of the value out of the professional relationship
•If you are really struggling financially, it doesn’t hurt to ask these organizations or present creative ways that you can gain access to...

🧲♥ 3 Ways Crypto Companies Can Attract and Retain Top Talent ♥🧲

Welcome to the episode 25 of the 2nd season of “WE WERE ON A BREAK” - Ross Voice. The series where the host, Stephen Brent Sargeant (Compliance Consultant to Bitfinex) talks to industry professionals during the CoronaVirus (COVID-19) quarantine and gains industry insights and expertise. In what appears to be the first job market where employers may not have all the leverage, I discuss a few ways to ensure that crypto companies are attracting and keeping the best in the game.

Youtube - https://lnkd.in/ed_7QS4M

In this episode the host, Stephen Brent Sargeant discusses paying a premium for candidates that are a right fit for your organization and how their best recruiters are actually happy and nurtured employees. If you are having trouble finding top talent, this may be the episode you tune into with a pen and paper.

**This interview was recorded on February 6, 2022

**Disclaimer**
The views and opinions expressed in this episode (and all episodes) are those of the host and the guests. They do not purport to reflect the opinions or views of their employers, contractors or any organization they may be affiliated with now or in the future.

Discussion Topics
•Pay a premium for top professionals – organizations don’t have the same leverage that they did a few years ago and when employees see these top talents during the interview process they may want to up the budget to secure them (mentioned: Alex Côté, Nandita Merchant, Saloni Bhavsar, Arjav Azad, Ash Aiyar, Nelu Sund, Divya Bhatka, Ari Redbord, Liat Shetret, Amanda Wicks, Ian Andrews, Kimberly Grauer, Mikaela Ann Smith)
•These top players more than exceed in the role that they are given, but they also attract other top tier professionals that are looking for a great employer to work with (mentioned: Solidus Labs)
•You have to nurture your existing employees and check in with them If you are at the top of your organization, in the last two years you have had more than enough time to leave a thoughtful and personalized message for everyone in your organization.
•A thoughtful message could leave a more lasting impression than a swag bag or a sweater with the organization’s colours on it
•Are you tapping into your community to show gratitude and to support them in their growth. Can you reward those people that are ambassadors for your company, by providing them early access to reports or complimentary short term use of your tool or solution
•Professionals in the industry are looking for a place to feel included and a part of something bigger than just their job. Is your company creating a hub for the community to come and learn and feel heard
•Support what your employees are doing outside of. Be the first to buy their side hustle project or to sponsor an event that they are speaking at or financially supporting initiatives they are leading (mentioned: Tara Annison, Elliptic)

Stephen Brent Sargeant (Host)
•LinkedIn (Best way to reach me) - linkedin.com/in/stephen-brent-sargeant-cams
•Instagram (Everyday type stuff) https://www.instagram.com/stephen_b_sargeant/
•Twitter (I communicate in GIFs) - https://twitter.com/lifesgt
•Business Related Matters (Let’s Collab): stephenbsargeant@gmail.com

Resources
•How I Got Into Fincrime Compliance and Cryptocurrency) – Fintrail Podcast: https://www.spreaker.com/episode/41075463
•So You Want To Work In Crypto (Shelley Schachter-Cahm) - a...