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Learn more about the Gig:As a Customer Service Representative, you'll support TurboTax customers with product and software inquiries, including downloading, logging in, basic navigation, importing documents, printing, filing, and fundamental tax questions.
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Plus Support an (MPS) Marketplace Performance Specialist as your advocate. You must work a minimum of 20 hours per week or 40 hours per cycle from Monday to Sunday, between 8AM and 10PM EST. Fees apply ($2.00 per hour Marketplace Licensing Fee and $1.00 LiveXchange Service Fee.
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Verify the accuracy of data inputs for the divisional Automated Time Attendance and Production System (ATAAPS), Defense Civilian Pay System (DCPS), Customer Service Representative (CSR), in/out-processing, DTS, and Functional Area Records Management (FARM.
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All work assigned to the CSR Processing Specialist is measured by the Manager's quantity and quality/accuracy of work completed. We are seeking a dedicated Customer Service Representative Market Operations to join the Rotech team.
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The CSR-Order to Cash Specialist will receive orders via email. Collaborate with Sales, Planning and affiliates to ensure on time delivery of customer orders Ability to calculate figures and amounts such as discounts, interest, commissions, percentages and volume.
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Handle inbound and outbound calls while managing multiple customer accounts. Qualifications For Call Center CSR Role. Experience working in a call center setting and managing customer accounts via email, phone, and other channels.
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As a CSR, you'll play a crucial role in ensuring our customers have a seamless tax filing experience. Get paid $18+ per hour²and start making $2,880+ USD per monthReceive $300 bonus¹Must complete all 5 days of training and graduateBuild your own schedule with flexible hours³anytime between 8am EST and 10pm EST Monday to SundayWe're looking for YOU.
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Build your own schedule from available hours of businessCopyright GigCX Marketplace 2024. Join TurboTax as a TurboTax Product Expert and be the friendly face our customers rely on during tax season. We're looking for individuals with excellent communication skills and a passion for assisting others.
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A CSR/Teller Support Specialist must be able to adapt well in the face of workplace stressors such as customer service complaints. A Customer Support Representative (CSR)/Teller Support Specialist is responsible to deliver a positive customer experience to current and prospective bank customers on the banking floor and the teller line.
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Continuous training support will be provided for your success. All rights reserved.
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We are seeking a dedicated Customer Service Representative - CSR CPAP to join our team. Work assigned to the CSR Processing Specialist is measured by the Manager's quantity and quality/accuracy of work completed.
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Keywords: Customer Service Jobs, CSR, Live Chat Agent, Customer Care Representative, Call Center Agent, Customer Service Agent, Customer Care Specialist, Inbound Sales Representative, Bilingual Call Center Representative, Telemarketer, Customer Care Advisor, Business Development Representative, Seasonal Job Job Family: Customer Experience Address: 100 Gundy Drive Primary Location: US-PReading Employer: Penske Truck Leasing Co., L.P. Req ID: 2400820 Date posted: 03/26/2024.
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Continuous training support will be provided for your success. All rights reserved.
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We're hiring Customer Service Representatives for our Corporate and Legal Services teams. Our customer service professionals are empowered to solve customer inquiries and problems quickly and professionally.
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Stays current with all changes in CSR processing tasks and pricing changes; provides update training to other customer service representatives. Supports Day to day operations, customer service support for installation, service, and billing inquiries.
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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.
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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.
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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.