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Experience cold calling, canvassing a territory, and generating new business leads is helpful. Grow Sales – Prospect, cold call and canvass within your set territory to manage current Clients as well as develop new business.
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Be an entrepreneur of your own book of business by researching leads, cold calling, and persuading decision-makers to utilize NTG’s services. Competitive Benefit Package, including Medical, Dental, Vision, and Pet insurance.
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Previous experience with outbound sales is required – cold calling experience is preferred! · Proactively developing new business relationships with clients which will include cold calling and outreach via email, LinkedIn, and other relevant platforms.
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Demonstrates successful selling abilities, including cold calling, as well as strong product and service knowledge as it relates to the printing industry. RRD offers benefits including medical, dental, and vision coverage, paid time off, disability insurance, 401(k) with match, life insurance and other voluntary supplemental insurance coverages, plus tuition assistance, maternity leave, adoption assistance, and employer/partner discounts.
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Experience with cold calling techniques and the use of Salesforce CRM technology to organize, track, and document activity. At least 2 years of experience in sales and telemarketing with an emphasis on cold calling.
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Goals to Include:- Having each sales rep sell company minimum in contracts (Currently $400.000)- Advancing and progressing the sales team (Personally and Professionally)New Business Development Responsibilities include but are not limited to:- Cold Calling and prospecting new business- Full utilization and tracking of progress on CRM- Ability to Survey Systems, prepare written proposals w/recommendations for improvement.
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Most consultants are selling 4 or more policies weekly without cold-calling or door-to-door selling and work from home. The Reginald Freeman Agency, proudly partnered with Symmetry Financial Group is actively looking for motivated individuals to mentor for insurance sales consultant positions.
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Our role is 100% commission-based, life and health insurance sales, fueled by high-quality, exclusive leads – not cold calls or lead selling. As a member of our team, whether you're already licensed in Life & Health insurance or willing to take that step, you'll be instrumental in this transformation.
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Identify and prospect potential customers through cold calling, campaigns, and social media platforms. Life Insurance, AD&D and Supplemental InsurancePOSITION SUMMARYThe primary focus of this role is to handle the inside sales and customer care functions related to the Stonetech product line.
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Transition potentials and no cold calling. Our market niche focuses on a stable and consistent target market segment, offering protected territories giving you places to go and people to see, eliminating the need for cold calling.
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Manage the entire sales process through cold calling, appointment setting, RFP responses, product training, and attending industry events. Understand and have gained experience of the use of technology as a service tool in the insurance market (Enrollment platforms, Benefit Administration, Communications, etc.
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The Responsibilities: Qualify marketing leads in a fast yet efficient manner through multiple channels such as outbound cold calling, outbound email, and digital marketing while maintaining positive brand recognition.
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With our proven system and leads system, there's no cold calling required. To succeed in this position, you'll need a laptop/computer with a video camera, high-speed internet, smart phone, and an insurance license (we can help you obtain one if you're accepted.
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We specialize in protecting families with various INSURANCE PRODUCTS such as life, whole life, mortgage protection, annuities, index universal life, and more. Are you looking for a rewarding career in Insurance with high earning potential and growth opportunities.
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Success in a previous sales position, prospecting, or cold calling; direct sales experience is preferred but not required. A valid driver’s license, car insurance, a satisfactory driving record, and the use of a reliable personal vehicle.
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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).