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The Marine Sales Representative & Business Development Manager will be instrumental in driving outside sales, cultivating and maintaining customer relationships, and developing new business and dealer networks for Hornblower Marine's diesel engine products.
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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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If so, please consider joining our dedicated team of B2B Sales Professionals as an Outside Sales Consultant promoting contracts for the #1 fastest-growing franchise system in the world.
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Conducting business reviews to determine existing customers needs and areas of opportunity for growing sales. 1 year of prior sales, business, or food service experience. 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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The Field Sales Manager's primary responsibility is to grow the Grundfos business by defining, measuring, analyzing, improving, and controlling the activities with our partners in the Upper Midwest Region.
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Outside Food Sales Representative. How to establish your relationships in the vast network of resources available to you, a Gordon Food Service sales representative. This includes engaging you in various training offerings, including e-learning, classroom sessions, video roleplays, job shadowing, and peer sales representative mentorship.
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This includes pursuing new customers, deepening and strengthening existing customer relationships, and sales territory management. Sales Territory Management. We invite you to join our sales team where you’ll experience a world where servant leadership and cutting-edge tools and training come together to support your career growth and financial objectives.
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The Sr. Account Executive, Connectivity Product Sales is responsible for working with customers and T-Mobile for Business sales teams to solve business problems through product solution selling.
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Develop and maintain an active marketing and sales plan with Mohawk and Dal-Tile sales teams to drive ongoing, contractual business with end-users. Mohawk is looking for a Business Development Manager who will manage all sales related to residential new construction and multi-family replacement for their assigned region.
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The Car Sales Finance Manager is responsible for managing retail business including sales, finance and sales team. Manage and lead the Car Sales Team, knowledge of F&I processes, business acumen and identifying business needs, knowledge of industry pricing tools, vehicle product knowledge (features and benefits.
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Supports the New Home Consultant in the development of a sales and marketing business plan in order to achieve the division's business plan for the year. To assist the New Home Sales Consultant (NHC) participating in the sales process with customers - all to assist in the capture of new home sales.
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The Company’s advertising sales organization, which operates as SiriusXM Media, leverages its scale, cross-platform sales organization and ad tech capabilities to deliver results for audio creators and advertisers.
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Sales Training - Getting you Ready. Developing sales strategies that highlight products, services, values, and solutions offered by Gordon Food Service and presenting the sales strategy to prospective customers.
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Our suite of services includes licensing and multimedia sponsorship management; publishing, audio, digital and social media; data analytics; ticketing, ticket sales and professional concessions expertise; branding; and campus-wide business and sponsorship development.
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1-3 years of prior food service sales or restaurant managerial experience (front of the house) The sales process for engaging new customers. 1-3 years of prior food service sales or restaurant managerial experience (front of the house.
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business sales jobs Title: outside sales rep Company: Builders Firstsource
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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.
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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.
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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.