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Follow up on new leads and referrals resulting from field activity and lead generation sources. Partake in marketing events such as seminars, trade shows, and telemarketing events.
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The Business Development Sales Representative supports revenue generation via telemarketing, quoting, sales calls, and independent account development as assigned. 3+ years related sales, lead generation, or marketing experience with direct responsibility for account pricing required.
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2+ years of telemarketing and/or inside sales experience with a minimum of 1-year Business-to-Business lead generation. Proven success in developing a sales cycle, including outbound prospecting, lead generation, contact and relationship building.
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Court Reporting, Transcription, Trial Services and Remote Depositions. Proficient with CRM, Reporter Base 8 or other legal database software. Willingness to work a flexible schedule and occasional overnight travel.
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Generates opportunities with targeted prospects through agreed upon lead generation activities including strategic partnership with regional business development leaders, telemarketing campaigns, direct mail and e-mail campaigns, social media campaigns, web seminars/seminars, business community outreach, networking, referral development, and other lead generation programs as defined in the practice business development plan.
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Minimum 3 years experience in sales (lead generation preferred) Ogden Newspapers is hiring a Regional Telemarketing Representative to join our inside sales team. 2+ years experience telemarketing a plus.
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Experience with telemarketing, lead generation, or cold calling. Ability to use Microsoft Office 365, CRM (Hubspot), and other sales and marketing automation tools. The ISR position will report to the Inside Sales Manager.
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Coordinate logistics for sales events, such as lead generation and conversion events. Conduct telemarketing and sales presentations with follow-up of collateral material mailed in a timely manner.
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This role will partner with various divisions within WSECO and is responsible for finding and developing new customer accounts, growing revenue with existing customer accounts, facilitate lead generation, and qualify leads generated through telemarketing and other indirect channels.
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Job Responsibilities: Participate in lead generation, making sales calls to qualify prospects, proposal and follow-up, and possibly closing sales. May be involved in telemarketing efforts, and/or tracking and follow-up of sales leads and inquiries.
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Proficient with CRM, Reporter Base 8 or other legal database software·High school diploma or general education degree from an accredited institution required. MAIN RESPONSIBILITIES:·Responsible for all sales activities in assigned accounts or regions.
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Ability to identify net-new business and acquisition·Manage account services through quality checks and other follow-up. Maintain professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional groups and/or societies.
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This requires the possession of a valid state drivers license within 60 days of employment. Heavy client service)·Manage quality and consistency of product and service delivery. MAIN REQUIREMENTS·Local travel to current and potential clients.
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Proficient with CRM, Reporter Base 8 or other legal database software·College degree preferred. Court reporting and deposition experience is a major plus, as is a rolodex of contact to leverage from the onset.
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Experience selling to the legal market (law firms, corporate legal departments, and insurance companies). This would include net-new business and managing a book of business. College degree preferred.
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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.