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The Auto Club Group is seeking prospective Field Insurance Sales Agents who can generate new sales, retain existing members and grow ACG's overall book of business through our multiple product offerings.
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IndiGO Auto Group is seeking a full-time Sales Consultant to join our Porsche St. Louis team. indiGO Auto Group is an industry thought leader representing 27 timelessly modern franchised dealerships in seven US markets, including Houston, TX, Rancho Mirage, CA, Palm Springs, CA, Riverside, CA, Marin, CA, St. Louis, MO, and most recently Redwood City, CA.
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Outside Sales Representatives are direct seller independent contractors contracting with 21 st Century Sales, LLC dba Luna Sales, and are responsible for their business incorporation, auto insurance, vehicle, and other expenses.
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Parts Sales, Parts management, Parts Inventory management, Parts counter assistance, Automotive parts manager, Auto Parts Manager, Dealer Parts Manager, Dealership parts manager, Car Parts manager, Parts ordering, Dealer Parts, Auto Parts, Car parts, Managing auto parts, Automotive parts, Dealership Parts, inventory, inventory manager, inventory control.
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Experience in Auto dealership and car sales, experience in auto financing and car sales regulations, experience with auto lenders, previous supervision, or managerial experience with P&L responsibility.
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Auto-Owners Insurance is an equal opportunity employer. Along with a competitive base salary, matched 401(k), fully-funded pension plan (once vested), and bonus programs, Auto-Owners also provides generous paid time off including holidays, vacation days, personal time, and sick leave.
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One year of auto sales experience, working as a sales representative, or related retail sales jobs is required. Requires knowledge in used car features, auto sales, car dealership protocols, financing options, and automotive sales.
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3+ years of experience as a Sales Manager at a franchise dealership or 7 years in an F&I or Floor Manager role. If you have experience in hospitality, guest services, or just simply love making people happy, we'd like to help you translate those skills into a successful career with Swickard Auto Group.
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If you have experience in hospitality, guest services, or just simply love making people happy, we'd like to help you translate those skills into a successful with Swickard Auto Group. Attend product and sales training as requested by the Sales Manager.
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Our Auto Club Group Insurance Customer Service Rep's earn a competitive salary ($33,086.40 - $39,010.34) with a potential of earning bonuses and sales incentives. Career growth opportunity examples: Insurance Sales Agent, Travel Agent, Performance Coach, and Membership Development Specialist.
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We are a highly reputable, family owned and operated dealership since 1951, providing professional and trustworthy car sales and auto body repair services in Laconia, NH and surrounding areas.
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1-year experience with auto parts sales preferred. Insurance: medical, dental, vision, life and pet insurance. Highline Brands: Swickard has positioned itself as a leader in highline brands such as Mercedes Benz, Volvo, Porsche, Audi, Jaguar-Land Rover, and more.
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As a Parts Back Counter Person, you will be one of the primary team members contributing to the success of the Parts Department by being involved and adding to our guest satisfaction. We're a hospitality company that happens to sell cars, parts, and service.
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Create a positive auto sales experience by taking a knowledgeable approach to presenting used car features, options, and differentiating characteristics. Accompany auto sales customers on test drives that you arrange.
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All of our current Automotive Customer Service Specialists have left their low paying hourly jobs from a wide range of fields such as trailer builder, cell phone sales, construction, restaurant manager, police officers, insurance sales, bartenders, real estate agent, truck driver, masonry, fast food workers, EMTs, ranch hands, prior military, and many more.
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auto sales jobs Title: insurance sales representative Company: Government Employees Insurance Company
FEATURED BLOG POSTS
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.
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.