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This role will report to the Vice President of Retail Marketing and will lead a team of usually 3-6 Sales Managers, a Manager in Training (MIT), and support 15-30 team members. Establish and foster positive working relationships with the retail partner management teams in the market area; serve as the primary contact for escalated issues; be a good steward of the retail partner's brand and ensure Sales Managers and indirect reports maintain the same standard.
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This role will report to the Regional Director of Retail Marketing and will lead a team of usually 3-6 Sales Managers, a Manager in Training (MIT), and support 15-30 team members. Assume Sales Manager responsibilities as needed.
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The Area Sales Manager will be based in Arizona reporting to the Regional Sales Director , and will work autonomously from their home-based office. We have an exciting opportunity for a full-time Area Sales Manager to join our growing team.
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Description: Job Description: Brief Posting DescriptionWe are seeking an enthusiastic and self-motivated Business Development Manager to take ownership and responsibility for promotion and sales growth goals for Rockwell Automation’s Integrated Architecture and Motion Control product portfolio.
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Currently we have a dealership in your area looking to hire an Automotive Sales Manager. Skills: Dealership Management, Dealership Operations, Automotive Management, Automotive General Manager, Automotive General Sale Manager, Financial Statement, Month End Closing, Automotive Dealership general manager, Dealership general manager, Auto dealer general manager, Car dealer general manager, Auto Dealership General Manager, Management, control Day-to-day operations of dealership, Automotive sales Management.
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As Client Account Partner (CAP) / Strategic Inside Sales Manager supporting our South Florida portfolio, you will have the opportunity to partner with a Client Account Manager (CAM), client service teams (CST), and client service leaders (CSL) to develop and drive sales strategy through market and industry research, thoughtfulness, communication, organization, and planning on both an account and opportunity level.
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Knowledge and understanding of the timeshare industry, OPC marketing or telemarketing sales is a plus. The Area Director will drive alignment with the strategic goals that are set for the region.
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We are looking for an enthusiastic, results driven Area Director of Retail Marketing that will lead our Washington DC markets. Audit completion of pre-employment documents and compliance trainings on a set cadence; hold Sales Managers and MITs to the same standard.
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We are looking for an enthusiastic, results driven Area Director of Retail Marketing that will lead our Kansas market. Area Director, Retail Marketing - Kansas. 4 years marketing management experience and 2 years sales experience required.
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We are looking for an enthusiastic, results driven Area Director of Retail Marketing that will lead our Kentucky market. Provide remarkable and memorable customer care when interacting with customers; role model ideal behaviors to ensure Sales Managers, MITs, and indirect reports maintain the same standard.
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We are looking for an enthusiastic, results driven Area Director of Retail Marketing that will lead our Washington East Pa markets. Area Director, Retail Marketing - East PA. Display positive, courteous and respectful behavior towards fellow associates, customers, business partners, and the Company; ensure Sales Managers, MITs, and indirect reports maintain the same standard.
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As the Automotive Sales Manager, you will play a pivotal role in leading our sales team to achieve outstanding results. We are seeking a dynamic and experienced Automotive Sales Manager to join our team and contribute to our continued success.
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Field work with Area Sales Manager and other Indivior personnel. Works under daily direction of the Behavioral Health Area Sales Manager. Reports To: Behavioral Health Area Sales Manager.
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Area Sales Manager - Southeast Market. Sell collaboratively with Distributor/Dealer base & Intex Customer Service Department to ensure maximum likelihood of sales & brand commitment.
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We are looking for an enthusiastic, results driven Area Director of Retail Marketing that will lead our Minnesota markets. Area Director, Retail Marketing - Minnesota/Iowa. Proactively partner with Talent Acquisition to monitor staffing levels; assist with full-cycle talent acquisition efforts initiatives to maintain staffing levels as needed; hold Sales Managers and MITs accountable for staffing levels.
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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.
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.