Cyntra Trani

Director of Credit Management, Asset-Based Lending, TD Bank

Biography:

Cyntra Trani is director of credit management for the Asset Based Lending group at TD Bank, responsible for portfolio, underwriting and operations. She has over 25 years of ABL experience including positions at GE Capital and CIT Group.

At GE, Cyntra held various positions, beginning her career as a field examiner. Positions included chief investment officer, co-head of restructuring sales, and chief marketing officer. At CIT, she served as underwriting manager, where she led underwriting teams in ABL, restructuring and sponsor finance, and also served as the head of loan and risk review during CIT’s transition into a Bank Holding Company.

During her career, Cyntra stepped out of the ABL business line several times, including her opportunity to become head of loan and risk review at CIT Group, which prepared her for the shift in regulatory oversight following the financial crisis in 2008-2010. Her versatility in credit, marketing, and sales has been critical to the success and growth of the TD ABL business. Cyntra is a Six Sigma Black Belt. She lives in Brooklyn, NY with her husband Marcus and 12 year-old son, Bryce.

What advice would you offer to women just starting out in the industry?

My advice to women starting out in the industry today is to absorb and learn everything you can about the business. Take advantage of special projects or opportunities that can expose you to different areas of your institution, introduce you to new colleagues and develop additional skills. Be confident to voice your opinions and share your ideas and thoughts, and know that you bring a valuable perspective to every situation. By exposing yourself to a variety of colleagues and contributing to projects, you will find that your future choices and opportunities will be more prevalent.

What do you know now that you wish you knew in the beginning of your career?

You are your own best advocate. Often, women don’t apply for a new opportunity because they “don’t feel they are ready” or don’t believe that they don’t possess every skill needed for the next career step. It’ s important not “to pigeon-hole” yourself into your current role or think you can’t or shouldn’t apply for a different position or opportunity. I spent many years in my first job out of college because I didn’t think I was ready for the next step. As I grew and matured in my career and as a person, I realized that taking on a new challenge or stretch role was important to my development, giving me the opportunity to be recognized as a key contributor and eventually a leader. It’s important to take initiative and advocate for yourself.

What kind of role has mentoring and/or sponsorship played in your career?

While mentors and sponsors serve different purposes, they both support career development. I have been fortunate to have had both play very important roles in my career, but I would not be where I am today without a few key sponsors who have constantly advocated for me. My sponsors have been both male and female, and they have recommended me for special projects or roles that I would not have necessarily been thought of by the project lead or sought out for myself. They have been my sounding board throughout my career, providing me not only with feedback and constructive criticism, but giving me the opportunity to confidentially discuss career

What do you think the industry could do to attract and retain the best and the brightest today?

In today’s world, attracting and retaining employees is challenging because of the variety of employment opportunities, both traditional and non-traditional, and the competitive offerings of companies. It’s imperative to stay relevant – to grow and adapt with the times, be nimble and open-minded about what is important to younger generations as they enter the workplace. Having a diverse recruitment strategy allows companies to recruit individuals with different backgrounds and experience who can bring fresh insights and perspectives. Today, companies need to provide a contemporary office experience (everything from dress code, to flexible working options, to an inclusive atmosphere); develop a sense of community and culture through volunteer initiatives and employee feedback; and provide thoughtful career opportunities. At TD, we value growth and development and spend significant time on career planning. It’s important for our employees to be exposed to various career paths within the industry, and we often do this through special projects or stretch assignments. I believe that a key factor in retention is constantly providing employees with opportunities for learning, growth and development.