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We transform the way the world buys, sells, owns and uses cars, accelerating the industry with global powerhouse brands like Autotrader, Kelley Blue Book, Manheim and more. Manheim , a Cox Automotive brand, is currently hiring a Senior Client Solutions Executive to join our team in Syracuse/Rochester New York.
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Ready to join an American company that designs, manufactures, and sells electrical and electronic products for non-residential and residential construction, industrial, and utility applications.
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Responsibilities Produce revenue across all available platforms Prospect, contact and present to new businesses Develop new revenue through local business development Form strategic and market partnerships Manage an active account/client list Conceptualize, create, and deliver sales proposals that are consistent with station strategies Achieve individual sales goals while contributing to.
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Accurately and efficiently opens and cross-sells new accounts and bank products. About the job Sr Client Services Specialist. This position includes direct interaction with customers and prospects and therefore includes responsibilities relating to BSA/AML. The employee is responsible for understanding and following the Banks BSA/AML policies including elevating suspicious activity to the BSA Officer.
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Utilizing Salesforce to identify client needs and to create targeted marketing plans. At Cox Automotive, we're looking for a Senior Client Solutions Executive. With exciting investments and innovations across transportation, communications, cleantech and healthcare, our family of businesses - which includes Cox Automotive and Cox Communications - is forging a better future for us all.
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Client: Elite FinTech Trading Firm. Sells: Cutting-edge tech, ownership of multiple greenfield projects, no red tape, gold medal Olympiads, exceptional technologists, option to research and develop your own models, a friendly/collaborative environment, beautiful offices.
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Assists with preparation for client visits and completes audit corrections. Serves, demonstrates, intercepts consumers and sells products in a professional manner. Builds and maintains rapport with store personnel to effectively meet company and client objectives.
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When not with customers or doing outreach, the Client Specialist is expected to complete tasks to support the omni-channel experience. Product knowledge expert and ambassador for the brand/category, sells with a confident fashion voice.
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Sells digital and managed services, full IT Outsourcing solutions, application services and industry vertical solutions to include things like digital solutions, mobile solutions, transformational services, managed services, application management/support.
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This role is not expected to exceed more than 25 hours per week, although the company does maintain the discretion to change the role based on the needs of the business and/or the client. Prepares and submits all on-line requirements on the same day as Event execution.
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Can maintain a clean, sterile and safe work station using cleaning chemicals. Able to assist/perform all job responsibilities assigned to the demo program. Management and maintenance of the equipment and supplies used for events to ensure they are clean and secured in the agreed upon area of the backroom.
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The opportunity to create client solutions without proprietary products sells requirements. The ability to build a strong client base with Prudentials exceptional referral programs.
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Food Safety Professional Certification, Local Food handlers permit if required. Completes expense reports as per Company Policy. Specific Retailer Dress code requirements are included in the training documents.
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Job Overview: The Bloomingdale’s Client Specialist’s primary responsibility is to maximize sales in their designated area/brand/category. The Client Specialist is welcoming, friendly, and interested, and always puts the needs of the customer first.
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Three or more years of investment sales experience. 3 retirement programs: a 401(k) with a 4% match, a cash balance pension plan, and a pension enhancement plan. Series 7 and 66 (63/65) required. The look and feel of an independent advisor with the benefits of being an employee.
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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.
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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.
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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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