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Our client, a premium cannabis company renowned for its top-quality indoor flower and genetics, is seeking an experienced Territory Sales Representative to cover the Southern California territory from Los Angeles to San Diego.
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This role You will execute Gilbarco Veeder-Roots sales quota in an assigned region/accounts by managing relationships with the customers, distributors, and contractors in the region/account. Leading continuous improvement efforts that drive sales enablement and channel partner satisfaction initiatives.
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The Group Sales Manager will maximize all resort sales opportunities, implement an agreed upon sales and marketing plan, and be instrumental in expanding year-round group meetings and resort visits.
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The Commercial Territory Manager (CTM) for Commercial Building & Infrastructure (CBI) is responsible for sales growth of CBI’s portfolio of commercial roofing systems by generating sustained demand and positioning CBI as the preferred choice among owner, architect, builder, contractor, and distribution customer.
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Reporting up to the Business Development Manager, the ideal Territory Sales Representative will have at least 1+ years of experience in a sales, business development, or analytical roles within the CPG, Consumer Packaged Goods industry or corporate retail industry.
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Veterinary Sales Territory Manager - WisconsinThe success of a company depends on the passionate people we partner with. An Overview of the Role The Ceva Veterinary Sales Territory Manager is a bright, self-motivated, results-oriented sales driver.
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Territory Sales Manager- Outside Eyewear Sales. This exclusive territory is geographically focused on South America The Territory Sales Manager will travel throughout the territory, and will be equipped with dynamic tools and technology, including a rep-inspired sales cycling app.
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Currently, we are seeking EXPERIENCED Solar Sales Managers & Closers that would like to manage a team of sales consultants in their local area. SOLAR SALES MANAGERS for management.
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The Territory Sales Manager is responsible for the promotion and sales of IDT's full portfolio of products, including custom oligonucleotide solutions across key application areas such as qPCR, CRISPR, Functional Genomics, Synthetic Biology and Next Generation Sequencing.
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Provides clear, accurate and complete information, outlining potential sales opportunities to the sales support team and provides input to National Sales Director& VP of Sales & Marketing, regarding placement of sales opportunities into the funnel.
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Job Summary This professional sales position is responsible for driving profitable revenue of fence materials in a specific market area. Please complete your online profile and it will be sent to the hiring manager.
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The Territory Sales Representative is responsible for the promotion and sales of IDT's full portfolio of products, including custom oligonucleotide solutions across key application areas such as qPCR, CRISPR, Functional Genomics, Synthetic Biology and Next Generation Sequencing.
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The Ceva Veterinary Sales Territory Manager is a bright, self-motivated, results-oriented sales driver. Veterinary Sales Territory Manager - Portland, Maine.
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We are seeking a Group Sales Manager to target, solicit and cultivate business within the assigned group market segment, with efforts directed toward securing mid-week room night production and revenue generation, as well as securing group affiliated meeting and food & beverage revenues.
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The Territory Sales Manager will be the face of Oldcastle for our Barrette Outdoor Living and RDI Railing brands in their given territory (CO, UT, WY, ID). Improving and leading the assigned territory to increase sales at Retail lumber yards and assist with PK'S and special order of MoistureShield throughout the territory.
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Title: territory sales manager Company: Advanced Medical Balloons
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.