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This position is responsible for achieving sales KPI objectives including overall sales growth of assigned territory, 100% distribution on Ferrara and Ferrero products, build and maintain in-store displays, and maintain shelf integrity.
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Sales reps have the full support of the Snap-on management team and are regularly reviewed for progression opportunities within the Franchise Performance Teams. With solid performance, they typically progressed quickly through additional roles in the field sales organization.
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LeafFilter, a division of Leaf Home, is actively expanding its team of Outside Sales Representatives. Efficient Sales Cycle: Appointments are swift, taking only an hour, including paperwork, and installations can be scheduled as early as the same day.
$100,000 a yearPart-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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If this sounds outstanding to you, take the first step forward and explore a career with Dal-Tile. Dal-Tile is currently seeking an exceptional Sales Representative to join our TEAM! Primary Objective Increase market share and sales for the Dal-Tile SBU in the prescribed region/area.
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As an Outside Food Sales Representative, you’ll be responsible for the overall sales and relationship management efforts for existing and prospective customers within your assigned territory.
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As the Customer Service Representative, we need someone who is ready to provide a variety of support such as servicing walk-in customers, answering customer inquiries, provide samples and complete sales transactions.
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Our remarkably successful, multi-faceted lead generation platform ensures you have access to high-converting, premium pre-scheduled sales appointments. Engage potential customers using established sales methods to educate, consult, inform, and ultimately close the sale.
$100,000 a yearPart-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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St. Charles Hospital is a proud member of Catholic Health and has served the residents of the Three Village area for more than 110 years.
$21.18 - $26 an hourFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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How to establish your relationships in the vast network of resources available to you, a Gordon Food Service sales representative. As an Outside Food Sales Representative, you will cultivate relationships, develop new business, and provide innovative solutions to our customers, helping them to achieve their goals and, in return, yours.
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The Patient Service Rep is responsible for positive patient relations, accurate telephone communication, appointment scheduling, patient registration, payment and co-payment collection and overall providing outstanding customer service to patients through the intake of calls and ability to navigate services throughout Cedars Sinai Medical Network.
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Dignity Health's Pacific Central Coast Health Centers (PHC) is a non-profit Community clinic organization comprised of more than 40 health centers located primarily from Ventura to Templeton spanning the coast.
$16.3 - $22.42 an hourFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Responsibilities Skywood Recovery Center is a residential treatment facility offering integrated treatment for substance-use disorders.
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Training/Education: This role is supported by practical concept education from first-rate instructors, reinforced with education courses from our online U-Haul University, consistent engagement with your Manager and team, and interactive mentorship and call/chat support from Advanced Agents.
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Under the general supervision of the Communications Manager, the Call Taker is responsible for evaluating all transport requests and passing the call along to the Dispatcher.
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St. Luke's Health Patients Medical Center (PMC), now part of CommonSpirit Health formed between Catholic Health Initiatives (CHI) and Dignity Health, has a great opportunity for an experienced Catheterization Technologist to join our talented cardiac team.
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Title: sales rep Company: Absolute Air
FEATURED BLOG POSTS
Talent Mapping for the Rest of the Year
As you enter the next quarter of 2023, it's important to reflect on how well your talent strategy is aligning with your business goals. This is an opportune time to design or reassess your talent mapping approach, so your recruiting and hiring scheme going forward stays in line with this year's business goals.
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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.