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Because of the support and growth that's offered within this role, it would be suitable for individuals with a background in sales, sales representative, sales executive, sales associate, sales assistant, sales advisor, sales team leader, sales consultant, sales director, insurance sales, insurance representative, insurance rep, outbound sales, lead generation, field sales, regional sales, territory sales or similar.
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Remote Sales Associate - Life Insurance. You have prior experience in a high-volume, dialer-based sales role, bonus points if you have prior experience in life insurance sales.
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Whether you're new to the financial services industry and want to begin growing an office through our Agent Development Program, a seasoned pro looking to make a change, or want to work directly for a Farm Bureau agent as a Sales Associate, we have a starting point for you.
$75,000 - $200,000 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Assist in the acquisition of new business by participating in responses to request for broker service proposals, new business sales calls and prospect meeting with both producer staff and insurance carrier loss control staff.
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Being a Farm Bureau insurance agent is much more than just sales – it’s all about building relationships. As a Farm Bureau agent, you’re never alone – you’ll have sales and marketing support, dedicated sales coaches, and resources to help you get your new business off the ground.
$120,000 - $160,000 a yearFull-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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The Associate will spearhead multiple projects at one time employing a range of skillsets and will spend significant time with members of BXCI across the U.S., Europe and Asia, including the investment, sales, portfolio management, legal & compliance, and finance & operations teams.
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The performance of a Financial Services Director is measured by achieving: Targeted profit and product sales goals Targeted contracts-in-transit goals Compliance with all federal and state law Targeted Customer Satisfaction Index Targeted Associate retention What are the requirements for this job.
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Prior Florida homeowners' insurance, retail sales, or recognized industry designation- Bilingual (English/Spanish) Coordinates new business sales calls, processes web-generated quotes, and assists strategic partners with lead conversion from diverse sources.
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The Outside Market Sales Associate (MSA) is an Entry to Mid-Level remote position and full-time role that offers a base salary as well as bonuses—in other words, the potential for unlimited earnings.
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Works with the Market Sales Associate Sales Manager to plan, implement, and manage marketing and sales processes to achieve personal lines (auto and home) production and growth goals.
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As an Allstate Outside Market Sales Associate, you’ll apply your sales pizzaz (superpowers!) Initiates outbound calling to established target customer base for auto and home insurance sales.
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Our leaders: Each group of MSA’s is supported by a leader who lives and breathes sales! Leverages community contacts (natural market) to continually build a sales pipeline as well as an active physical presence in your own community.
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If you want to learn and grow your sales career, you’ll be working with and hearing from some of the best! This is a perfect role for someone seeking a sales career without having to work in a traditional office.
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Learn more about what makes us different and how you can thrive as a Sales Associate at MMA.Marsh McLennan Agency (MMA) provides business insurance, employee health & benefits, retirement, and private client insurance solutions to organizations and individuals seeking limitless possibilities.
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Successfully closes sales of Allstate home and auto products. Outside sales experience. Thrive in a sales environment. Good Work. Good Life. Good Hands®. As a Fortune 100 company and industry leader, Allstate is leading the way to reinvent the future of protection.
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sales associate jobs Title: insurance
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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 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.
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