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This is not a BDC or Internet Manager, but a full Sales Manager that works directly with the GSM and GM of the Store. Prior Internet Sales and/or BDC experience or Sales Manager Experience with direct responsibility over these departments.
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Work closely with the BDC Manager and other BDC sales personnel to ensure sales lead opportunities are accounted for and appropriate notes are made in the CRM. Act as a member of the BDC team, which includes cross-training for internet lead and incoming/outgoing telephone sales prospecting roles.
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Complete phone calls as assigned by the BDC Manager. Attend product and sales training as requested by BDC. Job Summary : We are looking for a BDC ( Business Development Center) Customer Care Specialist to join our growing team.
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Interact with customers to identify their individual needs and opportunities for new/used cars sales presentation. Millennium Chevrolet is looking for a BDC to join one of New York's largest volume Chevrolet dealerships.
$50,000 - $70,000 a yearExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Auto dealership sales, sales management or BDC Manager experience required. Our growing Sales department is seeking an ambitious, goal oriented Internet Sales Manager to join our team.
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Mills Automotive Group is looking for an Automotive BDC/Internet Sales Manager to join our growing sales department. BDC Management or Internet Sales Manager Experience Required.
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Internet Sales Manager / BDC Sales / Automotive Sales. The Internet Sales Manager will be dealing exclusively with leads generated by our internet sales initiatives including leads generated by our dealership's website.
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Comprehensive Training Program by the current BDC & Internet Manager who is being promoted. And, looking across our nearly 50 dealerships, many of our most successful General Managers started their Management careers in the BDC & Internet Manager role.
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5 years of automotive dealership experience as either a BDC, Sales Manager or Internet Director at a high-volume location. Either 5+ years of automotive software solutions sales experience, including digital solutions sales.
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Will have an in-depth understanding of the operations of an Automotive dealership sales department, Internet department or BDC, with experience of managing the digital consumer interaction of an automotive dealership to a point of delivery.
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Job Summary: The BDC Customer Care Specialist will be responsible for coordinating all incoming requests made via telephone or online, searching for potential sales leads, booking appointments for the showroom, and acting as the first point of contact for customers.
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We are seeking a BDC Manager to lead in overseeing our Sales BDC department. Prior BDC experience required. Managing internet inquiries through dealership website and other online channels.
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Have at least a few years of BDC/Internet Sales Manager experience. Skills:Dealership BDC representative, Dealership Internet Representative, Automotive BDC Representative, Automotive internet representative, Automotive dealership BDC representative, Automotive dealership internet representative, internet sales representative, BDC sales representative, auto sales, internet sales, car dealership, dealership, sales, automotive, car sales, BDC, automotive sales.
Full-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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The BDC Internet Sales Manager will be responsible for overseeing all aspects of our dealership's online sales, from managing leads and building relationships with customers to monitoring online inventory and coordinating with the sales team.
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Auto dealership Internet Sales or Business Development Center (BDC) experience is a plus! We are looking to add a qualified Automotive Internet Sales Manager to join our team.
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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.
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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.
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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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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.