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In addition to managing Arbon employees, the District Service Manager has secondary responsibility for supporting the installation portion of the business, including help with non-major projects (handled by Regional Project Managers or Installation Manager) and for the effective use of subcontractors and any required union labor.
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This includes helping to find new subcontractors or sourcing union labor, as needed, certifying, training and developing subcontractors, and managing the performance of all third party labor, and lend Service employees to Installation as directed, and working with the Installation Manager to coordinate Installation Technicians supporting the service operations, as needed.
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In addition to managing Arbon employees, the District Service Manager has secondary responsibility for supporting the installation. Note, in smaller assigned areas this position may be combined with the Installation Supervisor, and still referred to as "District Service Manager", while those responsibilities would be included with these.
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To continue our growth, we have an opening for a District Service Manager in the Richmond, VA area. District Service Manager. In addition, the Service Manager manages subcontractors, works with sales to provide technical expertise, and interfaces with the administrative support team to maximize efficiency and productivity.
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Chromatography, Management, Field Manager, Service, Mass Spectroscopy. As a Regional Service Manager working for an industry leader, you'll provide management support to a team of field service engineers that are committed to ensuring Waters' legendary service for our customers who apply our scientific instrumentation and software.
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To continue our growth, we have an opening for a District Service Manager in the Portland, OR area. The service manager hires new Service Technicians, oversees their training and development, manages the department's quality and safety, optimizes inventory levels, and motivates and manages the team.
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To continue our growth, we have an opening for a District Service Manager in the San Diego, CA area. Successful candidates will combine a 4 year degree with a minimum of 3 years experience managing a field service operation.
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To continue our growth, we have an opening for a District Service Manager in the Tempe, AZ area. This position will manage our service operations in an assigned region of Southern California & Arizona.
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As District Service Manager - Agriculture for the Midwest you will be responsible for maintaining customer satisfaction and maximum service on all JLG Agriculture Products.
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The District Service Manager (DSM) will maintain Smarte Carte equipment (strollers, carts and massage chairs) and manage the daily work of direct reports, to include professional development.
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About our Company - Canon Solutions America, Inc. empowers companies of all sizes to succeed by supplying market leading enterprise, production, and large format printing solutions, supported by exceptional professional service offerings.
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The District Service Manager works with Reps and home improvement storeassociates to build and maintain a strong supplier-customer relationship in order to promote sales growth. The District Service Manager is responsible for organizing, coordinating, and monitoring the activities of the Territory Service Representatives.
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This position works with the Senior Service Manager or VPGM to establish proper inventory levels within on each service truck and in each storage facility; develops processes and procedures to ensure that these levels are maintained ; and manages the Technicians, Team Leaders, and Administrative personnel to ensure these levels are maintained without accumulating excess inventory.
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The District Service Manager (DSM) will work a defined schedule at locations within their assigned area; malls, fitness clubs, amusement parks, etc. District Service Manager - Twin Cities, MN area - Full-time.
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As a District Service Manager, you will direct the service, routing and scheduling functions of your district to provide quality service to customers and achieve district performance objectives.
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Title: district service manager
FEATURED BLOG POSTS
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.