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5+ years proven record of related chemical analysis capital equipment sales, preferably Atomic Spectroscopy instruments. Get in at the leading edge of our new cutting edge ICP-MS and ICP-OES, plus TOC and EA product sales in North America.
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Assist in the management of all other store processes as needed and support omni-channel sales. The Car Sales Finance Manager is responsible for managing retail business including sales, finance and sales team.
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Automotive, Used Car Sales Manager. Used Car Sales Manager. have experience in automotive sales management and the skill sets needed to be a manager. Must have minimum of 2 years’ previous automotive sales management experience.
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The Event Sales Manager is responsible for both inbound and outbound sales, as well as meeting/exceeding event sales goals. The Event Sales Manager responsibilities include Lead Generation, working directly with Clients to create Proposals and Bookings, Detailing Banquet Event Orders, and Managing Finances.
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Direct sales OR canvasser OR residential sales OR door to door OR home service OR in-home sales OR mobile sales OR community sales OR pest control OR solar sales OR roofing sales OR door sales OR landscaping sales OR fiber sales OR home security OR internet services OR cable sales.
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This role is a great opportunity for a new home sales manager with a proven track record to join one of the nation's largest and most-respected homebuilders. Knowledge and experience of new home sales, escrow, lending and sales training.
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Reporting to the Business Manager, the Regional Sales Manager is responsible for selling Renishaw's Raman Spectroscopy products in the assigned sales region. As part of our growth initiatives, we are seeking to recruit a Regional Sales Manager in our Raman Spectroscopy group.
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George Gee Cadillac Kia is seeking a motivated and enthusiastic Car Sales Representative/Consultant to join our sales department. Please submit your resume and a cover letter outlining your relevant experience and why you would be a great fit for the Car Sales Representative position at George Gee Cadillac Kia. We look forward to reviewing your application and potentially welcoming you to our team.
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Ron Tonkin Acura, the premier Acura dealership in Portland, is hiring an experienced Car Sales Representative/Consultant to join our Sales team. Working as a Car Sales Representative/Consultant, you could join a well-run and organized dealer.
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High school diploma or equivalent direct sales OR canvasser OR residential sales OR door to door OR home service OR in-home sales OR mobile sales OR community sales OR pest control OR solar sales OR roofing sales OR door sales OR landscaping sales OR fiber sales OR home security OR internet services OR cable sales EOE/ADA.
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Do you have what it takes to be a Car Sales Representative/Consultant? Car Sales Representative/Consultant Compensation & Benefits. Car Sales Representative/Consultant Job Responsibilities.
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New York Bus Sales , the largest authorized Blue Bird School Bus dealership in New York State currently has an immediate opening for a Service Technician III in our Ravena, NY location. New York Bus Sales is a full-service dealership offering sales, service, parts, and graphics.
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The High Speed Steel Sales Manager (HSS SM) has full responsibility to manage our business in the high speed steel round tool product areas. Dormer Pramet is seeking a High Speed Steel Sales Manager in our US Market.
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District Sales ManagerReporting To: RVP of Sales Direct Reports: YesStatus: Full-TimeExempt/Non-Exempt: ExemptDivision: Sales Job Purpose:The District Sales Manager is responsible for the leadership, management, and profitability of an assigned sales district within XL Parts.
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Includes: PC/Laptop, Cell Phone, Sales/Service tools needed for Success. Position Available: Educational Sales Consultant; Educational Sales & Service Consultant; Technical Sales & Consulting.
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sales job Title: store manager Company: Hibbett Sports Inc
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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.
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.