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Essity's Health and Medical Solutions North America team is looking for an experienced Medical Sales Representative - Home Care and Vascular. Medical Sales Representative - Home Care and Vascular (Carolinas.
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Carter Machinery Company, the authorized Caterpillar dealer serving Virginia, West Virginia, Maryland, Delaware and Washington D.C. is hiring a Rental Sales Representative in Annapolis Junction, Maryland.
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Responsibilities of an Agricultural Equipment Sales Representative: Demonstrated sales experience within a dealership environment. Requirements for an Agricultural Equipment Sales Representative: Preferably 1-2 years of experience in agricultural equipment sales.
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Candidates that have 0 - 2 years of field-based experience, selling an oncology therapeutic to oncology customers will be hired at the S2 Oncology Sales Representative level. As an Oncology Sales Representative/Specialist, you will be a key member partnering with customers to address identified needs, educating key stakeholders about our oncology products and communicating our vision to the broader oncology community.
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Medical Sales Representative - Home Care and Vascular (Ohio) Competitive annual salary + sales incentive + benefits. Provide up to date and accurate forecasting and sales funnel activity for the assigned territory to Regional Sales Manager in a timely fashion.
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As an Oncology Sales Representative, you will partner with customers to address identified needs, educate key stakeholders about our oncology products, and communicate our vision to the broader oncology community.
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Candidates with 2+ years of field-based experience, selling an oncology therapeutic to oncology customers will be hired at the S3 Oncology Sales Specialist level. Grow and accelerate your career with our Oncology Sales organization and join a team that's driven to make an impact on cancer patients.
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Military veteran - military service member - sales representative - sales manager - sales director - service advisor - account executive - real estate agent - insurance agent - loan officer - home advisor.
$1,500 - $3,000 a monthFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Service Advisor, Service Writer, Tire Technician, Automotive Technician, Auto Body Technician, Collision Repair Technician, Warranty Administrator, Customer Service Representative, Parts Sales Representative, Tire Sales Advisor.
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Equivalent experience can be professional sales experience, work experience in the healthcare/scientific field (including pharmaceutical, biotech, or medical devices) that is not sales related, professional marketing experience, or military experience.
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Sell and accurately explain the service contracts offered by BrandsMart USA. The service contract must be added to a sales invoice accurately. Sufficient manual dexterity in at least one hand to be able to operate all computer terminals and other electronic equipment and manually complete paperwork such as sales orders, transfers, and customer inquiries.
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Documented history of strong performance in a sales/marketing or oncology clinical role. This is a field-based sales position that will cover the Grand Rapids, Michigan territory. Bachelor's degree with at least 6 years of sales experience OR a minimum of high school diploma with at least 10 years of equivalent experience.
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Ensure a consistent customer experience across our Company's division and functional areas and share key learnings to support customer needs by effectively communicating and collaborating with the in-scope customer team: Customer Team Leader, Key Account Manager, Nurse Educator, Field Reimbursement Associate, Medicare Account Executive, and more.
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ESSENTIAL RESPONSIBILITIES:The Territory Sales Representative sells Ormco products and solutions in the amounts required to meet and/or exceed assigned quotes and goals Primary goal is to win, expand and retain Ormco business within each assigned account Utilizes a consultative sales approach to build trust and relationships with the customer, which will influence the business relationship with the Orthodontist and his/her professional and clinical team.
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Effective September 5, 2023, employees in office-based positions in the U.S. will be working a Hybrid work consisting of three total days on-site per week, generally Tuesday, Wednesday and either Monday or Thursday, although the specific days may vary by site or organization, with Friday designated as a remote-working day, unless business critical tasks require an on-site presence.
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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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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.