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All our calls are inbound calls only - no cold calling. We know every action taken, no matter how small, has a significant impact. Sykes and Sitel are now Foundever™ All our calls are inbound calls only - no cold calling.
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Supporting +9 million customer conversations every day in +60 languages across 45 countries, Foundever combines innovative thinking and digital solutions – including self-service, artificial intelligence (AI), and data-driven analytics – with the expertise and empathy of our employees to Create Connection.
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No cold calling, door-to-door sales, or network marketing is involved. No prior experience in insurance sales required; training will be provided. No cold calling, door-to-door sales, or network marketing is involved.
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There is no cold calling. No previous work experience in sales needed. i.e., custom closets, home offices & libraries, wall beds, entertainment centers, pantry & wine storage, craft rooms, laundry rooms, mudrooms, garage storage, workbenches, wall units.
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No Cold Calling : We provide warm leads, so there's no need for cold calling. No Door to Door : No need to visit clients in person; all interactions are virtual.
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Absolutely no cold-calling. Our Home Improvement company takes pride in offering top-tier products, including exclusive selections in windows, doors, roofing, bathrooms, and kitchens.
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At Foundever, we deliver leading CX solutions to global industry clients, including customer service, technical support and warranty options. EEOFoundever is committed to selecting, developing, and rewarding the best person for the job based on the requirements of the work to be performed and without regard to race, age, color, religion, sex, creed, national origin, ancestry, citizenship, disability/handicap, marital status, protected veteran status, uniform status, sexual orientation, pregnancy, genetic information, gender identity and expression, or any other basis protected by federal, state or local law.
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No Canvassing, No Cold-Calling. After training, you will earn a draw or commission through WEEKLY SETTLEMENTS. Company Provided TAKE HOME Vehicle, Gas Card, Phone and Computer, no overhead expenses.
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No Cold Calling/Door-to-Door/Network Marketing: Implement a client-focused approach without resorting to intrusive sales tactics. This position is entry-level, and no prior experience is required.
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No Cold Calling: We provide leads; no need for cold calling or door-to-door sales. No Network Marketing: We're not a network marketing company. No previous experience in insurance sales required; we provide comprehensive training.
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No Cold Calling- We have a high volume of inbound sales leads and walk in traffic. Employee Assistance Program: Confidential assistance to you or anyone in your household who is experiencing personal or professional problems - at no cost.
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No network marketing, cold calling, or door-to-door sales, focusing on warm leads and marketing support. Utilize provided leads and marketing support to generate new business without cold calling or door-to-door approaches.
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Personal Lines or Property and Casualty license preferred (but not required) Understanding of fiduciary duty and maintaining high levels of integrity and ethics. Confie and its family of companies - Freeway, Baja, Bluefire & others - is one of the largest privately held insurance brokers in the United States and has been ranked the #1 Personal Lines Leader by the Insurance Journal for the seventh straight year.
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All you need is a laptop, internet connection, and phone—no cold calling required. All you need is a laptop, internet connection, and phone—no cold calling required. Learn our back-office marketing and communication system with full training provided by your personal one-on-one coach.
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As we continue to grow, we are seeking a Remote Sales and Marketing Manager to join our dynamic team. If so, InsuraTec Services Group wants you to join our team as a Remote Sales and Marketing Manager.
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no cold calling jobs
FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.