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As an Outside Food Sales Representative, you’ll be responsible for the overall sales and relationship management efforts for existing and prospective customers within your assigned territory.
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CFI's partner with homeowners to diagnose issues and recommend solutions through our foundation repair and water management services. Equity in the Nation's Leading and Fastest Growing Foundation Repair and Water Management Company.
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How to establish your relationships in the vast network of resources available to you, a Gordon Food Service sales representative. As an Outside Food Sales Representative, you will cultivate relationships, develop new business, and provide innovative solutions to our customers, helping them to achieve their goals and, in return, yours.
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Location Jackson, MS USA Strategic Enterprise Sales Representative - Remote United States Enterprise SaaS Sales Representative | Remote United States Software SaaS sales experience is a critical requirement of this opportunity.
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We welcome those with experience in jobs such as Accounting Manager, Retail Sales Representative, and Accounting Assistant and others in the Accounting and Finance to apply. Previous success in sales.
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The Beer Sales Representative works alongside distributor partners and local supplier distributor manager to ensure the successful sale, volume growth, distribution, brand presence and positioning of the supplier’s portfolio, working within a set list of on-premise accounts and/or large and small format off-premise accounts throughout the assigned territory.
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If so, join our teamJob DescriptionWe are seeking an On/Off Premise Beer Sales Representative for our Denver, CO territory. QualificationsAssociates Degree required; Bachelor’s Degree preferredMust be 21 years or older2-4 years demonstrated sales experience, preferably in beer, wine, or spiritsPrevious retail, on-premise, or off-premise work experience is a plusExperience as a Bartender, Waitress, Bar Management, Distributor Sales Rep, etc.
$45,000 - $70,000 a yearExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Outside Food Sales Representative. This includes engaging you in various training offerings, including e-learning, classroom sessions, video roleplays, job shadowing, and peer sales representative mentorship.
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If you have experience working in any of the following types of jobs, we encourage you to apply: Sales Associate, Customer Service Representative (CSR), Retail Associate, Cashier, Store Associate, Keyholder, Restaurant, Hospitality, and Hotel, Front Desk Agent, Leasing Agent, Rental Agent (i.e. car rental, RV rental, self-storage rental, storage rental, apartment rental, etc.
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This includes pursuing new customers, deepening and strengthening existing customer relationships, and sales territory management. Sales Territory Management. We invite you to join our sales team where you’ll experience a world where servant leadership and cutting-edge tools and training come together to support your career growth and financial objectives.
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1-3 years of prior food service sales or restaurant managerial experience (front of the house) Conducting business reviews to determine existing customers needs and areas of opportunity for growing sales.
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Property Management, Retail Sales Lead or Team Lead. Retail Sales Associate (Full-Time) Utilize our Point of Sales system (POS) to take payments, manage customer accounts, and maintain inventory.
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B ecome an expert in self-storage by renting storage spaces and managing the leasing process. 401k RETIREMENT PLAN with COMPANY MATCH SHORT TERM DISABILITY. Valid drivers license and insurance with access to reliable transportation used during the workday.
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Must have strong self-management skills and “people” skills to work closely with Motorola’s customers and subcontractor partner community, as well as Motorola Sales, Engineering, Project Management, and customer service teams.
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Perform front desk sales representative and night auditor duties as required by staffing levels and business demand. Support sales efforts as directed by the Regional Vice President and the corporate sales organization.
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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.
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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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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).