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As a Sales Consultant you will manage generating leads and building a sales pipeline through strategic account mapping, emailing, social media, newsletters, in-person events, educational events, and other sales marketing activities.
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The Sales Consultant position is a regular full-time (40 hours a week) exempt position. The Sales Consultant works within the Outside Sales Department to successfully create and enhance partnership with residential and commercial accounts.
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We are currently recruiting for a Inside Sales Consultant to join our growing business development team. Liaising with the Contract Manager and Finance team to ensure that all new sales are finalised with appropriate contract and service set up.
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Report activity as requested to your Sales Manager or Branch manager. Schedule new on-site appointments with homeowners or business owners to complete sales presentations and keep pre-scheduled appointments.
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The Outside Sales Consultant is a sales position that acts as the face of Alert 360 to sell Security, Smart Home Automation, and Video Monitoring camera solutions to both residential and business customers.
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Alert 360 provides you the product knowledge, sales training and consistent support for everything else. Job Details Job Location A360 Wichita - Wichita, KS Position Type Full Time Description Alert 360 is honored to be recognized once again as a "Best Place to Work" by The Journal Record's annual Reader Rankings.
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Job Details Job Location A360 Atlanta - Atlanta, GA Position Type Full Time Description Outside Sales Representatives are responsible for selling services and equipment to prospective customers by canvassing an assigned territory or receiving leads.
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Prospecting and networking to find new business within the criteria of commercial customers established by Sales Management. Utilize company provided Salesforce.com CRM for all leads and continual updates through the sales process.
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Outside sales, inside sales, B2B or door knocking experience a PLUS! Alert 360 is honored to be recognized once again as a "Best Place to Work" by The Journal Record's annual Reader Rankings.
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Join our Dynamic Sales Team and let your career SOAR at Alert 360! Alert 360 provides you the product knowledge, sales training, tons of contests, and just the right support for everything else.
$60,000 - $127,000 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Is a sales position that acts as the face of Alert 360 to sell Security, Smart Home Automation, and Video Monitoring camera solutions to both residential and business customers. Outside Security Sales Consultant.
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FEATURED BLOG POSTS
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.
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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.