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13+ years experience working in an industry (e.g., Software, High Tech, SaaS/PaaS, ISV or other Technology companies) and driving digital transformation. Microsoft is hiring for a Strategic Account Manager, who will develop and manage strategic solution sales plan for subsidiary/area.
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Experience in the contact center infrastructure market, the CRM market, the broader customer engagement/ CX market, other enterprise software/SaaS market and/or technology platforms preferred.
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Able to leverage an existing network of relationships in CDS target industries in order to immediately engage in software and/or data services sales (hit the ground running) In collaboration with product management and engineering, run sales demos of CDS software platforms and products.
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WHAT DO WE SEEK: Point of Sale, SaaS, hospitality, restaurant software, and hardware salespeople with prior experience in sales in the space is a MUST. Natural problem solvers who take initiative and who have the ambition to become a leader at our company.
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WHAT DO WE SEEK: Point of Sale, SaaS, hospitality, restaurant software, and hardware salespeople with prior experience in sales in the space is a MUST. REQUIREMENTS: Point of Sale, SaaS, hospitality, restaurant software, and hardware salespeople with prior experience of sales in the space.
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SaaS sales experience is preferred. Dominion Enterprises is a leading online marketing and software services company offering client solutions across multiple targeted business verticals.
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We have a very technical audience, so understanding of technical communities is very helpful for this role - we're not doing typical enterprise or SaaS Sales! Our clients' success is our top priority, and we focus on service just as much as we do on designing cutting-edge DWDM hardware and software.
$10,000 - $95,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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As an Outside Sales Representative, your role will be focused on selling our award-winning SaaS solutions to small and medium-sized businesses (SMB's) in your region. Conduct consultative sales meetings to uncover pain points and provide solutions to SMB's.
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8+ years of transactional legal experience with an emphasis on commercial sales, support, marketing and distribution agreements for hardware, support, software, distribution, marketing and SaaS, at both a law firm and in an in-house legal department.
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Experience with Enterprise Sales within the ICT/Managed Service and Hosting arena (e.g. IT/software services, web/application/platform hosting, managed services, SAAS, Cloud computing, ISP.
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3+ years of enterprise software-as-a-service (SaaS) sales experience in the healthcare industry. Leveraging sales tools, such as HubSpot, LinkedIn Sales Navigator and other areas of sales tech stack.
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Minimum of 5 years of experience in SaaS, B2B, Enterprise software sales. Practical sales experience in the Fintech industry or general software sales experience is required for the right candidate to succeed.
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This is a quota carrying position with responsibility to drive between $1 million and $2 million in annualized revenue across the product lines offered by eMDs. This includes but is not limited to EHR/PMS Software, Revenue Cycle Management, SaaS offerings, and more.
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Freshworks’ cloud-based software suite includes Freshdesk (omni-channel customer support), Freshsales (sales automation), Freshmarketer (marketing automation), Freshservice (IT service desk), Freshchat ( AI-powered bots), supported by Neo, our underlying platform of shared services.
$138,000 - $224,250 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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2-3 years prior SaaS or software sales experience. High volume of prospecting activities and lead generation within your assigned territory to identify new potential Smarsh customers in the Corporate Sales segment.
$70,000 - $80,000 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago
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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.