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The Sherwin-Williams Management & Sales Training Program is an accelerated, entry-level position designed to prepare you for a Store Management role in 18-24 months. With Sherwin-Williams’ promote-from-within philosophy, you will have the opportunity to progress into an Assistant Store Manager position upon successful completion of the initial 6-8-week training.
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With Sherwin-Williams’ promote-from-within philosophy, you will have the opportunity to progress into an Assistant Store Manager position upon successful completion of the initial 8-week training.
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Maintain outstanding store condition and visual merchandising standards, including promotional packages and sales floor displays. We’ll teach you how to excel at customer service, sales, and marketing, finance, and operations.
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Our training experience provides you with all the skills necessary for a successful career in management and professional sales. Partner with Store Manager to make outside sales calls to increase market share.
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Have at least one (1) year experience working in a retail, sales, or customer service position. Support business strategies to increase sales and optimize profitability. As a VEVRAA Federal Contractor, Sherwin-Williams requests state and local employment services delivery systems to provide priority referral of Protected Veterans.
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Please be aware, Sherwin-Williams recruiting team members will never request a candidate to provide a payment, ask for financial information, or sensitive personal information like national identification numbers, date of birth, or bank account numbers during the application process.
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People who have done well with us have had experience in all different lines of work - retail, fast food, cashier, grocery store clerk, administrative assistant, receptionist, server, landscape, warehouse worker, and in just about any field you can imagine.
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Previous knowledge about home goods, sales, or work experience is not needed. Reps are paid $20.00 base-appt that isn't based on sales or results, but they can earn more based on commission.
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Reps are paid $22.00 base-appt that isn't based on sales or results, but they can earn more based on commission. If you think you would be a great fit for our sales team, fill out contact information and a receptionist will send you a text about setting up a virtual interview with a manager.
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Reps are paid $21.00 base-appt that isn't based on sales or results, but they can earn more based on commission. Even if someone doesn't stay with us long term - the sales, networking, and communication skills they build are needed for every field.
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Reps are paid $26.50 base-appt that isn't based on sales or results, but they can earn more based on commission. Vector Marketing is looking to fill part-time sales positions right away.
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Reps are paid $25.00 base-appt that isn't based on sales or results, but they can earn more based on commission. Request an interview today and start work within the week. Some work as much as possible, some part time, and others are just looking to make some extra income around their classes, other jobs, and family obligations.
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Sherwin-Williams is proud to be an Equal Employment Opportunity/Affirmative Action employer committed to an inclusive and diverse workplace. Sherwin-Williams values the unique talents and abilities from all backgrounds and characteristics.
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If internal to Sherwin-Williams, you must have completed all HR Cloud eLearning courses required for your current position. If internal to Sherwin-Williams, you must have received at least a “meets expectations” (3) rating on your most recent performance appraisal.
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At Sherwin-Williams, part of our mission is to help our employees and their families live healthier, save smarter and feel better. A general description of benefits offered can be found at Click on “Candidates” to view benefit offerings that you may be eligible for if you are hired as a Sherwin-Williams employee.
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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).
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.