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Shaw Sports Turf, Brand Manager The Shaw Sports Turf, Brand Manager position is responsible for developing and executing the marketing and product strategy to elevate our brand position and customer experience while meeting the revenue and profitability targets established in the annual operating plan.
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Brand Ambassador Job Description Custom Decorators, a division of Hunter Douglas, is the premier in-home design and installation service for major retailers and brands in North America, specializing in custom-made window treatments, including blinds, shades, shutters, and drapery.
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The Sales Associate will be responsible for developing relationships with prospective and existing domestic and international clients and driving sales of watches, fine jewelry, and Hermes handbags.
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The Business Development Manager is responsible for growing Pearson VUE’s business in both the Professional and Federal markets, both with existing accounts and with new accounts through effective client relationship management and successful sales and implementations of new clients and programs.
$80,000 - $90,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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The Business Development Banker generates business loans, new deposits, Treasury Management services, and other revenue income to Capital One Bank. The principal role of the Business Development Banker is meeting with prospects, developing strong relationships in their respected marketplace, and closing business.
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Working closely with Pearson VUE's functional teams to support existing clients and new opportunities, the Business Development Manager performs a key leadership role in maintaining and growing Pearson VUE's business in test delivery service.
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Job Summary:The Wealth Strategist / Client Development Sales Director is responsible for cultivating new relationships with individuals, families, non-profit institutions and other entities.
$185,000 - $220,000 a yearFull-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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Directors are responsible for exceeding revenue goals by acquiring new business and growing existing business within their designated territories and named accounts. Call on and secure relationships with senior leadership in Epidemiology, Primary and Secondary Research, Medical Affairs, Value and Evidence, HEOR, Marketing, Brand Management, Product Management, Managed Markets, Market Access, Data Analytics, and other areas within organizations.
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Grow the sales of Real-World Evidence (RWE), Outcomes Research, Real-World Data, Chart Abstraction Studies and other related research services to manufacturers through strategic acquisition of new business and expansion of existing business that meet or exceeds sales objectives.
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Develop and generate new business development leads. Serve as client managers for existing clients. This individual will be responsible for selling Real-World Evidence (RWE) AND Outcomes Research with professional consulting engagements to pharmaceutical, biotechnology, medical device and medical diagnostic manufacturers in Specialty (with a large focus in oncology.
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Reporting to the Sr. Director, Business Development, Insights & Engagement Real-World Evidence is an individual contributor, executive sales position. Work with targeted business development accounts to secure future business - identify new opportunities to grow, build a qualified pipeline to complete sales transaction process.
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Cultivate strong, long-term relationships with key decision-makers within accounts and develop deep knowledge of the customer organization and product portfolio. Collaborate with other business units with Cardinal Specialty to drive integrated selling opportunities/solutions to closure.
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Using sound financial judgement, attend client meetings and conferences as necessary to grow business. Function effectively as a team member through remote relationships. Close business to exceed revenue targets.
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Strong brand promotion knowledge. Cardinal Health Insights and Engagement, a division of Cardinal Health Specialty Solutions, delivers comprehensive consulting, medical marketing and communications, data analytical services and real-world evidence solutions to a robust portfolio of specialty pharmaceutical manufacturers and biotechnology companies.
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This is a remote work from home position. Acts as a primary point-of-contact for potential customers within Medical Affairs, HEOR, Global Evidence and Value, and RWE/RWD departments. Strong RWE/RWD and outcomes research knowledge.
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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).