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Outside Sales Representative. As a 3508 Direct Sales Representative you also have the freedom to generate your own sales appointments. Ability to operate successfully as an independent 3508 direct sales representative.
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From marketing to sales, installation, and service, we have the best team, right along with the best gutter protection solution. Our highly successful, multi-channel lead generation platform provides you with high converting, and quality pre-set sales appointments.
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Our highly successful, multi-channel lead generation platform provides you with high converting, and quality present sales appointments. Short sales cycle Appointments take one hour including paperwork with install as soon as same day.
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Meet with prospective customers using established sales methodology to educate, consult, inform, and sell! Responsible for using established sales methodology to sell customer the proper product that fits their needs.
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Ability to overcome objections in the sales process. Operations and Sales. Since 2005, LeafFilter has grown from one small office in Hudson, OH to North Americas largest gutter protection company and a leader in the home improvement industry.
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AquaGuard Foundation Solutions, A Groundworks Company, is seeking talented Outside Sales Representatives to join their team in the Atlanta, GA area! Our Outside Sales Representatives, we like to call Certified Field Inspectors, are the friendly face of our organization and integral to our success.
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Dry Pro, A Groundworks Company, is seeking talented Outside Sales Representatives to join their team in Charlotte, NC! Experience in business-to-consumer and/or in-home sales. Travel within sales territory to conduct in-home inspections.
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JES Foundation Repair, A Groundworks Company, is seeking talented Outside Sales Representatives to join their team in Roanoke, VA! Maintain relationships with customers while tracking sales lead pipeline.
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Professional outside sales experience with portfolio of consistently meeting or exceeding sales goals. Generate sales of Snap-on equipment (John Bean products) within assigned territory.
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As an Equipment Sales Specialist, you will work within a defined territory to sell John Bean products to general service automotive repair facilities, Automotive Dealerships, and Collision Centers.
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Analyze territory potential, track sales, and generate reporting to management. Commitment to the sales of premium undercar service equipment. With our diverse talents and deep pride in the Snap-on family ofbrands, we drive innovation, we create value, and we maximize shops productivity and revenue.
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Snap-on is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices and laws. Since 1920, people know Snap-on for the quality of our products, but we know that it is the passion and character of our people that make our company a global leader.
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Foundation Systems of Michigan, A Groundworks Company, is seeking talented Outside Sales Representatives to join their team in the Livonia MI area! Our Outside Sales Representatives we call Certified Field Inspectors or CFIs , are one of the powerhouses of our organization and integral to our business' success.
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Alpha Foundations, A Groundworks Company, is seeking talented Outside Sales Representatives to join their team in the Tampa, FL area! Experience in commission-driven sales, business-to-consumer and/or in-home sales is a plus.
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Innovative Basement Authority, A Groundworks Company, is seeking talented Outside Sales Representatives to join their team in the Rush City, MN area! Pre-qualified, high-quality sales leads, no cold-calling required.
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Title: outside sales representative Company: Elavon
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.
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.
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.