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Providing comprehensive and high-quality legal support in the areas of sales, marketing, promotional/medical/patient materials, patient access/support/reimbursement, government contracts and pricing, managed care, fraud & abuse, and regulatory and legal compliance with federal and state statutes, FCPA, rules and regulations, privacy, safety/product liability law, and other laws, regulations and Company policies and procedures.
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Successful candidates for the Jewelry Sales Associate role should have the ability and desire to actively engage customers, sell merchandise, and provide excellent customer service.
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Knowledge and understanding of the timeshare industry, OPC marketing or telemarketing sales is a plus. This role will report to the Vice President of Retail Marketing and will lead a team of usually 3-6 Sales Managers, a Manager in Training (MIT), and support 15-30 team members.
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Position SummaryThe Associate AD for Marketing and Fan Engagement is the senior marketing leader for LMU Athletics and directs, develops, implements, and supports comprehensive strategies, tactics, plans, activities, and projects that drive revenue (including tickets sales and corporate sponsorship activation), increase visibility and attendance, supports recruitment, and enhances in-game experiences and fan experiences.
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To learn more about B. Braun Medical, visit Essential DutiesCalls on customer accounts as assigned by Senior Sales Representative providing technical, marketing and administrative product information and demonstrations; quotes appropriate customer prices.
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The Merchandise Coordinator will provide support and coordination for the Associate Buyer and Buyer in specified merchandise categories for all channels of sales. About the Role: As the PR + Influencer Marketing Manager you play an integral role in creating brand affinity while building awareness and driving traffic through traditional PR, earned, and paid social media marketing tactics.
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4 years marketing management experience and 2 years sales experience required. Partner with Regional Director, Vice President, and/or Human Resources on escalated coaching, counseling, performance management, and associate relations matters.
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Works with marketing & sales management, training, legal, regulatory, medical, market access and market research to ensure appropriate understanding and implementation of the brand strategy Partner with sales leadership to gather relevant feedback and competitive intelligence.
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Translate brand strategies into go-to-market plans; oversee implementation of marketing and sales activities to ensure consistency with brand strategy. Your responsibilities will span across branding & product development, packaging, sales enablement, manufacturing and more.
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Leading overall A&P management working with both Associate Field Marketing Manager, Field Marketing Director and local sales teams on optimal A&P deployment plan and day-to-day, line-item detail management & reconciliation.
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3+ years of automotive dealership experience (sales associate/representative, service advisor, parts counter, controller, marketing associate) Dealership management experience is a plus (sales manager, internet sales manager, business development manager, F&I manager, marketing manager, marketing director, parts manager, service manager, fixed operations manager.
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As an Automotive Sales Manager your primary focus will be to establish professional relationships with customers and help their businesses become more efficient, effective, and profitable.
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Our training consists of time with experienced consulting and sales representatives in the field for approximately 90 days, online courses completed in your home office, and classroom instruction through our offices in Dayton and Houston.
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Honolulu, Hawaii | Part Time The Sales Associate plays an important role on the sales floor as they are the direct link between the product and the customer. Mana Ups title partner is Kamehameha Schools, founding partner DFS Hawaii, exclusive airline partner is Hawaiian Airlines, joined by Voyager partners Ulupono Initiative, American Savings Bank, Castle & Cooke, Dole Plantation, Kaiser Permanente Hawaii, Pineapple Tweed PR & Marketing, Hawaii Technology Development Corporation (HTDC) and INNOVATE Hawaii.
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Our superior software solutions, our award-winning sales, service, and support have made us one of the most recognized and respected companies in the automotive industry. Once a project is complete, you will follow-up with customers to maintain relationships and provide ongoing 'fee for service' support and problem resolution.
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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?
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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.
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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.