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A true salesperson, someone who has the hustle and experience to sell engineered products to Auto OEM’s. Key customers that include General Motors, Stellantis, Daimler, Hyundai, Toyota, Honda, Nissan, Mercedes, Volkswagen, Plastic Omnium, Detroit Diesel, and Harley Davidson.
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As a Debt Settlement Salesperson, you will play a crucial role in assisting our clients in achieving financial freedom. Educate clients on debt settlement options and develop personalized debt relief plans.
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An innovative and creative manager/salesperson. An innovative and creative manager/salesperson. WildBrain CPLG is looking for a Senior Sales Manager, Lifestyle Brands to join our Lifestyle Commercial team.
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We're seeking a passionate individual to join us as a full-time or part-time Inside Salesperson - Sales Rep. With us, you'll enjoy a competitive salary of $20,000 - $30,000 per year, and Aflac after 90 days.
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With the Executive Director as the lead salesperson for the organization, we are looking to bring in a rockstar writer and process manager to orchestrate the overall fundraising process, produce the bulk of our written fundraising materials, and support our organization’s communications work.
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We have partnered with a Global Automotive Tier 1 Supplier to lead a Search for their Technical Sales Account Manager. Remote Technical Sales Account Manager (job description) Product-based automotive experience (not a commodity) prefers someone coming from a Tier 1 supplier.
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We have partnered with a Global Automotive Tier 1 Supplier to lead a Search for their Technical Sales Account Manager Remote Technical Sales Account Manager (job description)Must Have’s Location: Ability to work Remote and travel 20% + Preferably candidates located in the metro Detroit area or Midwest region.
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We are a dynamic, fast-growing family law firm looking for an experienced Non-Attorney Salesperson (Client Engagement Specialist) to sell legal services to prospective clients. Client Engagement Specialist - Non-Attorney Salesperson.
$48,000 a yearExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Seek opportunities to enhance the customer experience by sharing customer insights and/or feedback with the Outside Parts Salesperson and the Parts Manager. Keywords: Diesel OR Trucking OR Dealership OR ADP OR Mack OR Volvo OR Caterpillar OR Allison OR Cummins OR Dealer OR Heavy Equipment OR Trailer OR Truck Sales OR Deal Sheet OR Class A OR CDK OR Frame Shop OR Foreman OR Leasing OR Service OR Warranty OR Parts OR Office OR Semi Truck OR Mechanic OR Google Jobs OR Career OR B2B Outside Sales OR Sales Representative OR Commercial Sales, OR Fabrication #ZR.
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In addition to being one of the largest and oldest Mack Trucks and Volvo Trucks parts, service, leasing & sales dealerships in the US, we also offer over 15 trailer brands and medium duty lines such as Hino, Isuzu, Fuso and Autocar trucks.
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As a Vice President on the Strategic Transaction Group’s origination and structuring team, you will help senior STG professionals originate, structure, and execute equity derivatives transactions including margin loans, share repurchases, dilution hedges, and other derivatives-based transactions for SG’s corporate and sponsor clients.
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If You Have 5-15 Years Experience Selling Engineered Products Into Automotive OEM's This May Be The Position For You! Preferably candidates located in the metro Detroit area or Midwest region. Professional presence with the customer, communicate branding, put together materials - Strong communication skills /Ownership of best foot forward with customer.
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Keywords: Diesel OR Trucking OR Dealership OR ADP OR Mack OR Volvo OR Caterpillar OR Allison OR Cummins OR Dealer OR Heavy Equipment OR Trailer OR. Truck Sales OR Deal Sheet OR Class A OR CDK OR Frame Shop OR Foreman OR Leasing OR Service OR Warranty OR Parts OR Office OR Semi Truck OR Mechanic OR Google Job.
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Positive and energetic demeanor with ability to recognize the need for urgency of speedy pick up and delivery. R B2B Outside Sales OR Sales Representative OR Commercial Sales, OR Fabrication #ZR. Bruckner Truck Sales is one of the largest family-owned semi truck dealerships in the United States.
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Sales Consultant for New Pool Construction.
$50,000 - $250,000 a yearFull-timeExpandApply NowActive JobUpdated 28 days ago
salesperson job
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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.
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.
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.