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The nCino Technical Architect supports the development and maintenance of the Bank's SalesForce and nCino systems in order to increase user adoption and engagement, improve sales performance, support credit administration functions, enable efficient Bank operations and speed the Bank's digital transformation.
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Minimum Technology Skills Minimum License and Certifications Desired Qualifications Desired Qualifications Degree Public Relations, Business, Marketing, Communications, Sports Administration/ Management, is preferred.
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Bachelor’s degree required, preferably in Business Administration, Communications or Marketing from an accredited, not-for-profit University or College. Five or more years of experience in a front-line sales leadership role, preferably in digital marketing or advertising sales; or equivalent experience in the Multifamily industry.
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Implement, oversee, and monitor operations of NHSc's Healthcare Compliance Program: Advise the business on Sales and Marketing activities, customer and HCP contracts, pricing arrangements, Medical Affairs and Market Access projects, and other areas which may have healthcare compliance implications.
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Completed university studies in (business) informatics or business administration or comparable qualification, professional experience in IT consulting or similar role, knowledge of SAP modules FI/CO/PS and/or IT-Financial Management in Apptio, fluency in English, open-mindedness, team orientation, knowledge of agile working methods is an advantage.
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Bachelor’s degree in the field of marketing, business administration, communications, public relations or equivalent combination of education and experience. Minimum 1-3 years of experience in marketing, sales, or customer service essential.
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Updating of “cafe” website to be communicated with Support Center On-Line Marketing team Partnering with Sales & Marketing Manager in the prospecting calls to Corporate accounts, convention/meeting organizers and previous bookings Assist in execution and attend buyouts, functions, and designated parties to provide support, ensure guest satisfaction, and promote future business Attend trade-shows as approved by cafe budget and Corporate Sales and Marketing departments.
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Advise the business on Sales and Marketing activities, customer and HCP contracts, pricing arrangements, Medical Affairs and Market Access projects, and other areas which may have healthcare compliance implications.
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Bachelor's degree or higher in any business or technical field including finance, economics, supply chain management, business administration, marketing, mechanical/aerospace/manufacturing, electrical, or computer engineering.
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2-year degree from an accredited university in Business Administration, Hotel and Restaurant Management, or related major; 4 years experience in the spa, guest services, front desk, sales and marketing, or related professional area.
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Associates or Bachelor’s degree in Business, Business Administration, Public Relations, Communications, Sales, Marketing or previous experience relevant to the position.
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2-year degree from an accredited university in Business Administration, Marketing, Hotel and Restaurant Management, or related major; no work experience required. High school diploma or GED; 2 years experience in the sales and marketing, guest services, front desk, or related professional.
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The Marketing program will be offered as a fully online program offering several career-focused specialization pathways including Integrated Marketing, Marketing Management, Consumer Insights, Digital Marketing, and Sales as well as other specialization pathways to be determined between the Program Director and the Dean.
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Ensure alignment and integration of key business objectives and strategies among all AstraZeneca stakeholders, including commercial business partners, market access, commercial sales, and marketing.
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Marketing/Sales literature/promotional review and approval. BA/BS degree; advanced degree preferred (i.e., JD, MBA, Masters of Healthcare Administration). Develop and maintain effective communication with the business, embodying an open-door culture and overseeing a robust disclosure program including an anonymous hotline.
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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.
How to Navigate Hiring Out of State
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.