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We believe all employees affect customers, sales and revenue - directly or indirectly - and should be rewarded by sharing the company profits. Simpson Strong-Tie's drug policy is based upon Federal Law, and therefore will screen applicants for amphetamines, including methamphetamines, cocaine, phencyclidine, opiates, and marijuana.
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Benefits for Inside Sales Associates - Free Telemedicine, Medical Insurance, Health Spending Account (HSA), Medical, Dental, Vision, and Life Insurance, Wellness Program, 401K with company match, PT0 (vacation, sick, personal, holidays, half-holidays), Bereavement leave, Tuition Reimbursement.
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Position Overview: The Account Executive, Inside Sales is responsible for selling and servicing new accounts, building and implementing new ideas to drive ticket sales revenue, and performing basic office functions as needed.
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The Inside Outside Plant - Low Voltage Site Foreman/Supervisor will be supporting on Site in Columbia, SC Veterans Administration. Position Summary: MILVETS is currently seeking to fill a full time Inside Outside Plant - Low Voltage Site Foreman/Supervisor position.
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Inside Sales, Parts is responsible for working with customers, in person or on the phone, to sell products or services offered by the company that fill current or future needs and solve customers' problems.
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Company DescriptionJob DescriptionSixt is looking for a Rental Sales Agent to provide exceptional customer service. About us:We are a leading global mobility service provider with sales of €3.07 billion and around 7,500 employees worldwide.
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Being a Border Patrol Agent makes you a valuable member of the Federal Law Enforcement Officer (LEO) profession. Candidates must be referred for selection to the Border Patrol Agent position before reaching their 40th birthday in accordance with Department of Homeland Security Directive 251-03.
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Responding to aircraft sighting and other anti-smuggling activities and performing farm and ranch checks, traffic checks, city patrols, and transportation checks. Formal Training : Border Patrol Academy in Artesia, New Mexico, for approximately six (6) months of intensive instruction in immigration and nationality laws, law enforcement and USBP-specific operations, drivers training, physical techniques, firearms, and other courses.
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You qualify for the GL-7 grade level if you possess one of the following: Experience: One year of specialized work experience that shows you have the skills necessary to make sound judgments and decisions; to analyze information rapidly and make prompt decisions and apply these skills in a law enforcement capacity such as training others, managing finances, code enforcement, doing compliance work, corrections, security, military, emergency responders, etc.
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Detecting, preventing, and apprehending undocumented noncitizens and smugglers of noncitizens at or near the land borders by maintaining surveillance from covert positions. Newly appointed Border Patrol Agents will be offered a $20,000 recruitment incentive.
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JAC Products has been a pioneer in the Tier I automotive space for over 50 years and continues to test the limits of functional exterior trim products. JAC Products is seeking a Toolmaker to join our team in Saline, MI on 2nd shift.
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EARN UP TO $30,000 IN RECRUITMENT INCENTIVES Newly appointed Border Patrol Agents will be offered a $10,000 recruitment incentive upon successful completion of training at the academy and an additional $10,000 recruitment incentive after three years of service.
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Border Patrol work requires the ability to speak and read Spanish, as well as English. The first $10,000 to be paid upon successfully completing training at the Border Patrol Academy and the remainder to be paid after completing a three-year service agreement.
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If you have previous or current law enforcement or military law enforcement experience, you may qualify at the GL-9 or GS-11 grade level. If you have questions about the application process, contact a recruiter through the U.gov/cbp-events-calendar frequently for upcoming informational webinars, in-person recruiter events, and virtual career events.
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Using infrared scopes during night operations. These assets may include, but are not limited to motor vehicles, horses, watercraft, off-road vehicles, ATVs, snowmobiles, and motorcycles. You will be linked to the CBP Talent Network page.
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Title: inside sales agent Company: Jac
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).