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Ag-Pro provides a comprehensive range of benefits for all full-time positions that includes medical, dental, vision and a matching 401-K retirement plan along with a variety of other optional benefits.
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Ag Pro Companies is a Drug Free Workplace and Equal Opportunity Employer. Ag Pro Companies is a Drug Free Workplace and Equal Opportunity Employer. 1-2 years agricultural equipment/outdoor power equipment sales experience preferred.
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Performs basic diagnostics and reports on agricultural and turf equipment and established Ag Management Solutions (AMS) products. Maintains current knowledge of John Deere and Competitive products.
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Sells new and used agricultural equipment/outdoor power equipment to new and existing customers. Maintains sales management information for all customers in the assigned territory. Maintains current knowledge of used equipment values and ability to evaluate properly for trading purposes.
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Ensure adherence to company policy and Ag-Pro Standards. Ensure adherence to company policy and Ag-Pro Standards. Manage internal and external communications for rental equipment and attachments.
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May require some direction or guidance from the Service Manager, Shop Foreman or senior technicians. Proficient knowledge of mechanical, electrical and hydraulic systems used in the repair of agricultural and turf equipment.
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The Farm Journal brand is an industry icon and the Company’s trusted agricultural resources include market leaders such as AgWeb.com, The Packer, Drovers, Dairy Herd Management and Pro Farmer and nationally renowned television and radio programs including “U.S. Farm Report,” “AgDay,” “Machinery Pete” and “AgriTalk.
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Ag Pro Companies is a Drug Free Workplace and Equal Opportunity Employer All positions require pre-employment screening. Ag Pro Companies is a Drug Free Workplace and Equal Opportunity Employer All positions require pre-employment screening.
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High School diploma or equivalent experienceFork lift license preferred Ag-Pro provides a comprehensive range of benefits for all full-time positions that includes medical, dental, vision and a matching 401-K retirement plan along with a variety of other optional benefits.
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Technicians and other related service roles at John Deere dealerships play a critical role in providing exceptional service and support to our customers by performing diagnostics, repairs, maintenance, and technical support on a wide range of agricultural, construction, and turf equipment.
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Job Duties Performs basic diagnostics and reports on agricultural and turf equipment and established Ag Management Solutions (AMS) products. Job Duties Performs basic diagnostics and reports on agricultural and turf equipment and established Ag Management Solutions (AMS) products.
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Whether you're a seasoned pro with experience in agricultural or lawn and garden equipment or have a mechanical background and a keen interest in learning the ropes of the Ag and/or Turf industry, now is the perfect time to embark on a fulfilling career with us.
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Join our team at Atlantic Tractor, where we're offering a $5,000 Sign-On Bonus for the role of John Deere Turf Technician in our Oxford, Pennsylvania store. Maintaining current knowledge of John Deere and competitive products.
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O Improve the Energy, Environmental, Occupational Health & Safety, and Sustainability performance of the Site, in pro of BU Operations - North America, Fresenius Kabi USA, LLC, and Fresenius Kabi AG. Reports on EnMS, EMS, & OHSMS issues to the Plant Management Team, Regional EHS, Global EHS/OHS, and communicates appropriate information of these Management Systems to the workforce.
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Work-Abroad: Auch den Arbeitsort kannst Du im europäischen Raum pro Jahr für 30 Tage frei wählen. Wir als MSIG Insurance Europe AG legen großen Wert auf das Wohlbefinden unserer Mitarbeiterinnen und Mitarbeiter.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
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.