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Generate new discovery calls and qualified pipeline for the sales team through inbound lead qualification. Job Overview: You will play an important role in our sales and marketing organizations, managing and enriching lead flow, qualifying and converting marketing qualified leads, and generating pipeline for the sales organization.
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Process orders received by inbound calls, faxes, e-mails and outside sales representatives. Manage inbound customer communications - Answer incoming calls and emails to address customer questions, requests and issues.
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Lead Engagement and Outreach: Respond promptly to inbound leads and initiate outbound calls to introduce potential clients to PavePro products, well known solutions in the Asphalt Paving industry.
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To maintain 100% accuracy of the company’s client database based (including CRM Sales pipeline, Google Sheets and EHR) on calls and email correspondence. To field all inbound calls and calls scheduled online with the goal to qualify appropriately and route them to an appointment.
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Sales and Marketing:Frontline Sales Representative for Vehicle Sales, in person, online and via phoneResponsible for executing the UTC’s marketing plan, this includes product selection for periodicals, trade associations, and industry specific marketing campaignsCoordinate outbound marketing efforts, including but not limited to phone calls, marketing mailers, and Thank You cards.
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Respond to inbound calls and customer inquiries regarding Medtronic Diabetes products. The CSR will answer inbound telephone calls from customers to enter orders for products, as well as address customer questions.
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Handles inbound sales lead calls to convert calls into sales; Make outbound follow-up calls to potential customers by telephone and e-mail to qualify leads and sell products and services and convert inbound calls into sales.
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Manage inbound calls and walk-in customers for any equipment rentals, sales and parts opportunities ensuring maximum customer satisfaction. We are SitePro Rentals, an exciting new heavy equipment and machinery rental company opening locations around the Southeast region of the U.S. With a rapid growth plan, we are looking for recent college graduates that like people and solving problems to start their career as an Inside Sales Representative (ISR) that want to be on the fast track to becoming an Outside Sales Representative.
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Sells company products by either inbound or outbound telephone calls. Initiates sales calls to existing customers to assess the need for replenishing inventories. + Calls on and creates relationships with potential customers, or leads, to cultivate new business.
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Field inbound calls on behalf of dealership clients and assist customers. Conduct outbound calls following a pre-designed script (service/sales follow-up). Student, Work from Home, Remote, Customer Service, Flexible.
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Answers inbound calls and schedules HVAC, plumbing & electrical service, maintenance, and sales calls. Answer inbound calls for sales as a backup to sales coordinators.
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Order Closing: Effectively close orders generated from inbound leads through direct sales efforts, maximizing conversion rates and revenue. Great Listener: Demonstrates the ability to be a great listener on sales calls, sharp at picking up important details to really get what customers need and want.
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Will be responsible for all inbound phone calls and a high volume of e-mail. Our top-performing dealership has immediate openings for BDC Sales Representatives. BDC Representatives will answer customer calls, emails, and internet inquiries on our.
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Wyyerd Fiber is seeking a Customer Service and Activation Representative (CSAR) to be part of a team of high-energy, customer-oriented peers who handle inbound sales and customer support as the first point of contact for customers and others who contact us.
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Outstanding phone presence, able to effectively field a high volume of both inbound and outbound phone calls. Must have experience working in a Phone Sales or Call Center position.
$65,000 a yearFull-timeExpandApply NowActive JobUpdated Today
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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).