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Large account management experience in oncology with emphasis on key large oncology community practices, as well as academic and NCI / NCCN cancer centers. Create account-specific business plans and strategies to appropriately gain access to key stakeholders.
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Formulate strategies to effectively utilize account-specific targeted marketing materials to educate and address the needs of key stakeholders. R0120174 Oncology Territory Manager, Hematology - Connecticut.
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The Key Account Manager is responsible for maintaining, retaining, and growing customers through effective relationship-building within an assigned territory. The Rental Location Key Account Manager ensures timely implementations of all customer programs to exceed customer expectations, service and quality standards, and position Cintas as the leader in our industry, ultimately building value and enhancing the customer experience.
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Manage account list to meet goals and targets set by Regional Service Manager. Build and maintain partnership with key account associates and management leaders to maximize business potential through in-store team efforts.
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Management of the Field Account Management and Service Consultant staff for the UnitedHealth Care Key Accounts responsible for customer retention and NBEA sales in the 51 to 5,000+ employee range.
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Reporting into the Division Manager, the Hematology Clinical Account Specialist (HCAS), will build and implement territory business plans that align with overall brand objectives and business goals.
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Key Account Manager. We're looking for Account Manager's to join our Healthcare team where we are a leading business intelligence provider in the Pharmaceutical and Medical Device markets.
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Build and cultivate collaborative relationships to implement customized and strategic account plans and expand supplier network and spend growth; Key partners include various divisions of American Express including by not limited to Card, Merchant, B2B Enablement, Analytics, Pricing, Risk, Finance, Legal and Marketing.
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The designation of Director requires Management Committee Director is located in larger markets and has direct responsibility for the management of and development of a department of Business Managers and Account Managers aligned by retail categories or departments such as Grocery, Frozen Foods, HBC, Deli/Bakery, Confection, etc.
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The Senior Manager of Global Business Development and Client Services position will be responsible for acting as a trusted advisor to assigned clients and new prospects by demonstrating a deep understanding of client business priorities, challenges, and key initiatives.
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Working as a Resident District Manager (RDM), you will manage the large multi-unit dining account at Connecticut College! Drives and develops self and team at the account towards building strong relationships with the client(s) and achievement of key performance indicators (profitability, safety, employee engagement, etc.
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Collaborates with Regional Directors, Trainers, Regional Key Account Managers, Inside Sales Support and Marketing/Inner circle to accomplish sales and growth objectives. The Account Manager will focus on cultivating new business within the region, managing his / her time effectively by focusing on the right accounts in their region and collaborate and coordinate effectively with internal partners to ensure optimal resource deployment.
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The Account Manager is responsible for developing strong relationships with customers, managing customer orders, forecasting, and inventory. The Account Manager serves as the primary point of contact for all matters specific to assigned accounts.
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Our solutions are a key part of most industries - electronics, medical research, renewable energy, food production, infrastructure and many more. Product Sales and Territory Development (45-75%) - Maintaining and developing existing list of key accounts assigned in the sales area.
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Implement overall marketing and brand strategy for targeting and deployment of resources to key customers. As part of the Oncology Sales you will report to the Regional Director and partner with the respective franchise team.
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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?
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.
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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.
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.
Recruitment strategies that are weird, but actually work
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.