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Manages the economic development and tourism marketing efforts of the City to include developing and implementing promotional and marketing programs and materials; markets the City to new business ventures; promotes resources available for business development.
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The BDM contributes to the development of Esports solution sales collateral with Product Marketing teams and helps drive sales enablement across our various public sector sales teams.
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Coordinate and support development of sales marketing materials, including slide sets, newsletters, video, and website content, to support DCRI sales marketing and promotional activities across therapeutic area, as needed.
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Preferred majors and/or minors: Business Administration, Sales, Risk Management, Healthcare Administration, Economics, Public Health, Marketing, Communications.
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Act as a liaison between sales, sales operations (shopper) and marketing for planning as it pertains to merchandising calendar events, new item launches, asset development and media planning.
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Minimum Qualifications Bachelor’s degree from an accredited institution in Culinary Arts or Hospitality Management ORAssociate’s Degree in Culinary Arts AND Bachelor’s Degree in Education, Business Administration, Business, Career and Technical Education, Management or Marketing.
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Bachelor's or Master's Degree in Marketing/Advertising, Communications, Journalism, PR, Digital Media & Technology, Data Analytics, Information Technology, Graphic & UX Design, Project Management, Business Administration, or a related creative or technology field.
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Proven experience in sales, business development, or account management within the visualization, VFX, or entertainment industry. Bachelor’s degree in business administration, marketing, film production, or related field (preferred.
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The Business Developer Representative, is a key member of the Business Develop Team, reports to the Inside Sales Manager and takes lead from the Inside Sales Manager, plays a strategic role in the overall management of companies marketing and lead generation activities in out-bound calls to varies businesses to set up qualified appointments with Decision-Makers for our Out-Side Sales Team.
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The ideal candidate has a proven track record working in CPG sales, and will succeed on a driven, fast-paced startup team. You will: Analyze, develop, and execute CPG sales goals and action plans.
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As the Business Development Manager, you will report to the Area Director of Sales and will be responsible for supporting revenue growth via developing sales engagement initiatives to attract new major trade clients, to include development of tools, marketing initiatives and support programs for the broader trade sales network.
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You’ll be surrounded by team members from top tier undergraduate programs, get to work with some of the best technology and software in the world, and you’ll find yourself working side-by-side with cross-functional groups such as Marketing, Sales, Finance, Manufacturing, Winemaking and Research & Development.
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4+ years B2B online marketing, media sales, and digital marketing experience including SEO, website development, PPC, online advertising, and social media (required.
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Position Title: Human Resources Business Partner Reports To: Director of Operations FLSA status: Exempt Company Background – Flynn Group Founded by Chairman and CEO Greg Flynn in 1999, Flynn Group LP (formerly Flynn Restaurant Group) is the largest franchise operator in the world, and the third largest operator of restaurants, after only Starbucks and Chipotle, in the United States.
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Undergraduate degree in Finance, Marketing or Business Administration (CFA, CAIA or MBA a plus) The position will primarily be focused on the sales, marketing and education of hedge funds, private equity offerings and real asset solutions available on the Alternative Investments platform to Financial Advisors in the Greater Texas market.
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sales and marketing business administration group development jobs Title: oncology
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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.
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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).