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This full-time position is for an experienced Health Insurance Sales Agent who is looking to start a long-lasting career with a rapidly growing company. To be considered for this position you must have at least 2 years of Health or Medicare Insurance sales experience and have worked 2 Annual/Open Enrollment Periods.
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Canvasser - outside - inside - call center – entry level - automotive sales - luxury car - used car - medical - dental - pharmaceutical - solar - industry - brewery - agriculture - vacation - travel - insurance - mortgage servicing - mortgage processing – real estate - retail - customer service - dealerships - collections - startups - creative marketing - SDR - canvass - sales - construction - marketing - food service – canvassing- outdoor sales – appointment setter.
$1,500 - $3,000 a monthFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Individuals will also have access to the Employee Assistance Program and Pet Insurance. Employees and their families are eligible to enroll in Medical, Dental, Vision, Disability, Accident, and Basic Life Insurance.
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Here at DaBella we specialize in projects such as roofing, siding, windows, gutters, and more. Our canvassing team is not for the faint-hearted. Go door-to-door to introduce the company and what we have to offer to new and existing customers.
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Crush goals, seize opportunities, and ascend the ranks faster than you thought possible. We currently have 49 locations in 17 states and are on a fast track to future openings. Here at DaBella , we’re assembling a squad of relentless go-getters ready to conquer their financial dreams.
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Pet Insurance for your furry family member. Additional Insurance Programs includingUHC RewardsRally HealthOne Pass Select (gym membership subscription) Company Sponsored Life Insurance.
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No experience is necessary, as we are invested in your success and focus on building future leaders. If mediocracy makes you cringe, hit Apply N ow and let’s redefine success together. This gives our team members substantial opportunities for growth and leadership advancement within our company, as we prioritize promoting from within.
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Supplemental Life Insurance. We currently have 50 locations in 17 states and are on a fast track to future openings. VPTO (Volunteer paid time off) year-round incentives to give back to your local community.
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Join our award-winning Canvassing team at Americas #1 Roofing Company. Opportunities don't knock. Here at DaBella, we're seeking team members who are passionate about assisting homeowners while also maximizing their earning potential.
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If you crave money, growth, and leadership, your search ends here. Top performing Canvassers can average an additional $5,000+ monthly. Guaranteed base rate of $ 20.00 /hr. Ability to stand and walk outdoors for an extended period.
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Are you a dynamic, results-driven Insurance Agent or Financial Advisor with a passion for annuity sales? As a Financial Advisor specializing in Annuity sales, you'll experience a career transformation like no other.
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Guaranteed base rate of $ 18.00 /hr. Able to maintain an energetic and positive attitude. Our Canvassers e Arn. Average Canvassers can earn an additional $1,500-3,000 monthly. Each DaBella Employee receives 80 hours of Paid Time Off annually, and 6 paid holidays during a calendar year.
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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?
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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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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
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In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.