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Today, Chick-fil-A has the highest same-store sales and is the largest quick-service chicken restaurant chain in the United States based on annual system-wide sales. Closed Sundays - All Chick-fil-A restaurants are closed on Sundays so you can have a day off to spend with family and friends.
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Chick-fil-A, Inc., Founder S. Truett Cathy started the business in 1946, when he and his brother, Ben, opened an Atlanta diner known as The Dwarf Grill (later renamed The Dwarf House®). Today, Chick-fil-A is America's #1 fast food restaurant.
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Here are some of the great benefits of working at Chick-fil-A: Flexible Hours - You probably have commitments to your family, friends, school or sports teams. Our high retention rate is proof that team members really enjoy working at Chick-fil-A. Minimum 18+ years old.
$19.5 - $20.5 an hourFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Functions as the primary strategic business leader of the property with responsibility for all aspects of the operation, including guest and employee satisfaction, human resources, financial performance, sales and revenue generation and delivering a return on investment to both The Ritz-Carlton and property ownership.
$245,000 - $306,000 a yearExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Partner with the team to manage marketing operations in the West region, including reporting on new business revenue forecast/pipeline, SFDC, sales/marketing materials and sponsorships. Translate the agency's growth strategy into annual sales and marketing plans.
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As a Kitchen Leader, you will get to prepare crave-able food, in a timely manner, that meets or exceeds Chick-fil-A quality requirements. Working in a Chick-fil-A restaurant offers the opportunity for teamwork and leadership development in a fast-paced environment.
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DBS, a regional leader in basement waterproofing, foundation and crawl space repair, concrete lifting & leveling, basement finishing, and whole-home energy solutions is looking for a Concrete Sales Representative to join our growing team.
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As a New Home Sales Consultant , you can impact the lives of our customers while working in an environment of respect and professional development, where you are empowered to build a financially rewarding 6-figure sales career.
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Build your dream career with Ryan Homes and join our team as a national leader in the Homebuilding Industry! At least 3 years of commissioned sales experience, preferably in homebuilding or luxury sales.
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Swickard has positioned itself as a leader in highline brands such as Mercedes Benz, Toyota, Lexus, Porsche, Audi, and Jaguar-Land Rover among others. 3+ years of experience as a Sales Manager at a franchise dealership or 7 years in an F&I or Floor Manager role.
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As a Shift Leader, you will get to serve crave-able food, in a timely manner, that meets or exceeds Chick-fil-A quality requirements. As a Shift Leader, you will get to serve crave-able food, in a timely manner, that meets or exceeds Chick-fil-A quality requirements.
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Tricentis has been widely recognized as the leader by all major industry analysts, including being named the leader in Gartner’s Magic Quadrant five years in a row. Tricentis is the global leader in enterprise continuous testing, widely credited for reinventing software testing for DevOps, cloud, and enterprise applications.
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The primary purpose of the Inside Sales Representative is to provide inside sales support and first line technical support to AEP Span leads, Customers and Outside Sales Representatives (OSR.
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The Architectural Sales Representative will interact with architects, owners, and facility managers to influence and hold the specification of Armstrong Commercial Ceiling Systems. Additionally, the Architectural Sales Representative will be responsible for meeting or exceeding the sales budget regarding price, volume, and mix as well as partnering with other Armstrong sales reps to drive improved business results.
$70,000 - $95,000 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Minimum of 2 years of healthcare sales experience preferred in one of the following settings: hospice sales, home health sales, medical device sales, clinical liaison, RN liaison, clinical coordination or medical sales.
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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.