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We will train you to be successful in our industry through online training from the industry’s best sales reps and team builders, one on one mentorship, and events. Most consultants are selling 4 or more policies weekly without cold-calling or door-to-door selling and work from home.
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Knowledge of HVAC is not mandatory- we will train you, but prior In-Home Sales experience is a must! There is no cold calling; appointments are set for you by our skilled Sales Assistants.
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We are a people and tech company developing a new model in a world of traditional insurance sales. We also offer simple whole life, retirement solutions, debt free life, critical illness plans, and plans with living benefits to our clients.
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Financial Independence: We are passionate about creating an entrepreneurial platform for both consultants who desire an active six figure income helping homeowners and agency builders who want to build their own business create a passive income stream.
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Aggressively pursue vehicle sales and early order commitments by cold calling on small, medium, and large fleets/automotive fleet management companies, attending trade shows and events, and utilizing existing networks.
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NO COLD calling necessary. We train agents to distribute our Living Benefits Life Insurance in their local communities. We train people to distribute this product in their local communities.
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We are looking for individuals with a growth mindset who are coachable and driven to succeed. Right now, we have more warm leads than field underwriters to work them. We apologize, we cannot provide work visas.
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No Cold Calling. We will coach and train you through out your career. We offer Unlimited access to our ultra high tech business resources and materials without a cost to you.
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Product Portfolio : Our carriers and their products are selected from the best in the industry and serve our primary markets of Mortgage Protection, Final Expense, Annuities, and Index Universal Life. Our top-rated carriers include Americo, United Home Life, Mutual of Omaha, Banner Life and American Amicable.
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Proactive generation of business contacts and opportunities through effective networking and cold calling, leadership in developing rapport with critical customer personnel. Teaches and supports dealers on how to recruit, identify, select, onboard, and train effective sales staff.
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Our warm leads, proven system, top tool kit including a virtual sales platform and a monthly bonus program with uncapped compensation. The Tran Agency, proudly partnered with Symmetry Financial Group is actively looking for motivated individuals to mentor for insurance sales consultant positions.
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Clients fill out a form requesting information then the field underwriter will call to set the appointments to meet with them over the phone or through a zoom meeting if requested and help them apply for the insurance policy.
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We use one-on-one mentorship We have leads sent directly to your phone NO cold calling, NO door knocking, NO relying on referrals onlyApplicants must have a strong work ethic, be driven to succeed and be willing to go above and beyond to achieve above-average results.
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We are searching for Insurance Sales Representatives whom we can train to become a Manager and lead in select regions within the next year. Work From Home - Entry Level Remote Sales.
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The Harer Agency | Regional Sales Manager. Laptop, Printer, Scanner) Ability to truly own a business with zero caps on income. Ability to understand and present a solution professionally to a homeowner looking to protect their family in the event of a major health issue or death.
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we train cold calling jobs
FEATURED BLOG POSTS
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.