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The Mid- and Long-Tail CPG Sales Manager role is responsible for developing new client business, focusing on retailers strategic CPG accounts. New Stream Media Sales Manager - CPG.
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Two to five years of consultative sales experience surrounding Shopper Marketing, CPG-oriented solutions, and/or digital media. Knowledge and passion for Retail, CPG, and Shopper Marketing communities.
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A self-motivated, solutions driven, consultative seller with a passion for Digital Media and CPG industries. A self-motivated, solutions driven, consultative seller with a passion for Digital Media and CPG industries.
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Spark Foundry is a global media agency that exists to bring HEAT – Higher Engagement, Affinity, and Transactions – to brands.
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Keywords: Project Engineering Manager, Senior Engineer, Debottlenecking, Food Manufacturing, Beverage Manufacturing, CPG Manufacturing, Construction, Project Management. In this role, you will leverage your experience in food, beverage, or CPG manufacturing (ideally with construction experience) to manage capital projects from start to finish.
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Direct, comprehensive experience with creative development and testing, media planning and shopper marketing for national CPG/food brands operating through retailers. Direct, comprehensive experience with creative development and testing, media planning and shopper marketing for national CPG/food brands operating through retailers required.
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5-7 years of experience in Consumer-Packaged Goods (CPG) with a focus on category management, business analytics and/or shopper insights. Category Insights Manager page is loaded. Category Insights Manager.
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CUSTOMER SUCCESS Support the CPG sales team to foster customer success & growth. PURPOSE: The CPG Operations & Strategy, Demand Planning Analyst supports the growing CPG business as a demand planning expert.
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The ideal candidate will have deep experience in the CPG and Shopper Marketing category, understands the landscape, the language and the nuance of advertising in this space. Business Development Shopper Marketing/CPG lead who will develop and own CPG and Shopper Marketing client relationships, recommending the most powerful iHeartMedia solutions for CPG and Shopper Marketing advertisers.
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Minimum of 3 years sales experience in CPG, spirits/wine/beer and/or hemp/D9 preferred. We are ready to launch in Minnesota retail locations with our Camino and Petra brands in the hemp/D9 space.
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LaSalle Network has partnered with a leading Consumer Packaged Goods (CPG) company dedicated to delivering high-quality products to consumers across the United States and Canada to hire on a Senior Manager of Manufacturing Finance.
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We engineer business outcomes for Fortune 500 companies and digital natives in the technology, healthcare, insurance, travel, telecom, and retail & CPG industries using technologies such as cloud, microservices, automation, IoT, and artificial intelligence.
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Your core KPI is growing and retaining CPG Shopper Marketing revenue and continuing to grow your new business portfolio. 3-5+ years in CPG and Shopper Marketing Sales (Media, Shopper, Grocery Industry.
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Have proven CPG professional experience with 4+ years of industry experience, willing to embrace a position that requires multiple skill sets, e.g., Thinking Strategically, Commercial Sales, Brand Marketing, Trade Marketing, Category Management, Data Analytics, /Digital proficiency, and a proven understanding of operational business acumen.
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Security Engineer (Lead) with skills Cloud Security, AWS - EKS, AWS - CloudFormation, Azure Firewall, Cisco Firewall, AWS-Apps, GCP-Apps, AWS-Infra, Firewall, Web Application Firewall, AWS DBA, Palo Alto Firewall for location Pune, India.
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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).
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.