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Previous role as a Direct Manager, Manager, Sales Manager, Area Manager, District Manager, Regional Manager, Business Development Manager, Branch Manager, Manager Trainee, Assistant General Manager, Outside Sales Manager.
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Communicate and coordinate activities with Regional Sales Manager, other Territory Sales Manager, Segment Managers, National Distribution Manager, and any other Storage Solutions representatives who could assist with a project or account.
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Assists the Executive Director/Regional Director of Marketing/Sales and the Regional Manager in the formulation of the annual advertising/marketing/sales’ budget. Provides information as requested/required from Corporate Staff, Regional Sales or Operations Manager and Executive Director.
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Experience as a Sales manager or Business Development Manager for capital equipment sales. Reporting directly to the Water Works, the Sales Manager will focus on building and cultivating relationships and ensuring excellent customer service.
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As a Territory Sales Manager you’ll be part of our sales team working as a remote w/ travel employee. Working to achieve revenue targets and KPI’s such as product quotas, yearly sales quotas, NPD sales requirements, minimum quote funnel requirement, as set by the business.
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Consistent alignment with the Regional Sales Director and Venue Brand Manager on the applicable accounts will be critical for success. Consistent alignment with the Regional Sales Director and Venue Brand Manager on the applicable accounts will be critical for success.
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We are seeking a professional, dynamic, and driven Regional Sales Manager with a strong background in consultative sales and a winning track record to join our team. Pharmaceutical Sales Manager.
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The Regional Sales Manager will work within the San Francisco Bay Area territory covering academia, biotech, biopharma, pharmaceutical, and government research markets. Reporting to the Sales Director, the Regional Sales Manager role will focus on developing and executing a strategic sales plan for the given territory.
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Coordinate injury management through Workmans Compensation Manager and assist in establishing area injury management resources and relationship building as assigned by the Regional Safety Manager.
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Set objectives as well as reviews with distributors and the Regional Sales Manager. The District Manager is responsible for territory plans and activities leading to achievement of sales quotas within his/her respective territory and assigned channels of distribution.
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Experience as a Healthcare Account Executive, Business Development Executive, Medical Sales Executive, Client Relationship Manager, Territory Sales Manager, Hospice Liaison, Home Health Specialist, Clinical Liaison, Hospice Care Consultant, Home Health Sales Rep, Hospice Sales Account Executive, Private Duty Home Care Marketer or Regional Sales Executive is helpful.
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Retail Regional Manager - East Region (Quad Cities/Clinton/Geneseo) - Full Time. As the Retail Regional Manager, you will ensure that a high-quality, fully-staffed team is in place at each assigned store through proper hiring, training, and direction and that high team member morale is maintained.
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New Business Development, Sales Representative, OEM Sales Rep, Manufacturers Rep, Manufacturers Sales Rep, Manufacturer Agency, Manufacturers Agency, Territory Sales Rep, Territory Sales Manager, Regional Sales Manager, Area Sales Representative, Area Sales Manager, cold-calling, cold calling, cold caller, hunter, new business dev, prospecting, customer acquisition.
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The Regional Sales Manager (RSM) reports to the National Sales Director. Regional Sales Manager. The RSM will work closely with the President, National Sales Director and VP, Business Development to accomplish CULA goals and objectives.
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The SLED Channel Account Manager will be directly responsible for managing assigned strategic partners and indirect sales within assigned territory as well as indirectly for the success of all partners working with Trellix.
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regional sales manager jobs Title: services project manager Company: Ge Renewable Energy
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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.
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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.