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Working closely with Pearson VUE's existing and potential accounts as well as the functional personnel of other departments, the Business Development Manager performs a key role in maintaining and growing Pearson VUE's business in test development and test delivery.
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The Business Development Manager is responsible for growing Pearson VUE’s business in both the Professional and Federal markets, both with existing accounts and with new accounts through effective client relationship management and successful sales and implementations of new clients and programs.
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This key position reports to the EVP/National Marketing Manager and has access to company financial, market, client, and personnel information. You will be assisting in the underwriting process of new client proposals from prospect to client funding.
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Attend Relationship Manager sales meetings regularly and serve as key product partner for relationship managers for new treasury management sales, and joint calls on clients for cross sell and client retention and prospects as needed.
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Navigate complex Federal agency procurement requirements to match Pearson VUE solutions to key business opportunities. Track, document and communicate new client requirements and specific market developments to functional teams who must be kept aware of emerging requirements to allow Pearson VUE to meet customer needs and to allow Pearson VUE to stay at the forefront of testing technology.
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Communicate regularly with key client site personnel regarding injury prevention activities. The Paramedic relays information to employees and client key stakeholders regarding workplace safety and injury prevention as well as assuring compliance with health-related OSHA mandates.
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Key duties and responsibilities include: Daily operation, quality control and troubleshooting of mass spectrometry and liquid chromatography equipment in interaction with technical personnel in the MS team.
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Customarily and regularly engaged at client facilitiesDesirable Requirements•Field sales experience preferred•Bachelor’s degree. Develops account presence by creating a high added value working relationship with senior customer personnel.
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Our Chef Manager will also play a key role in helping us meet budget requirements and execute company-delivered programs. ll take a hands-on approach in focusing on team development, culinary expertise, safety protocol, and client relations.
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Establish and maintain productive relationships with key personnel in assigned customer accounts. We seek a dynamic Regional Sales Leader to spearhead our team, responsible for all prospecting, sales, and customer activities for middle-market regional accounts aligning with Integrity’s client profile.
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Establish productive relationships with key personnel in strategic accounts. Liaise with Sales, Engineering, and Operations departments to ensure that client and corporate expectations are met.
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Growing the opportunity pipeline, providing win strategies and value proposition development, winning new business, and supporting key personnel recruiting and identification. Support the identification and recruiting of key personnel.
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The executive will establish workers' compensation underwriting guidelines and processes; supervise such underwriting; manage risk management department personnel, including outsourced resources in a foreign country; coordinate with other department managers to service the company's clients; manage carrier and claims management relationships; administer workers' compensation insurance policies; provide client loss control services; and be a key participant in M&A due diligence and integration.
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Travel required as needed to client meetings, sales presentations and conferences (20%-30%) Establish relationships with key decision makers at the appropriate executive level positions.
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You will be seeking approval from Executive Management for new client transactions. You have 3 years credit experience with 3 years sales experience in a banking, finance or asset-based lending environment.
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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.
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).
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.