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The Area Sales Manager will be based in Arizona reporting to the Regional Sales Director , and will work autonomously from their home-based office. We have an exciting opportunity for a full-time Area Sales Manager to join our growing team.
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The AC Hotel and Residence Inn/Springhill Suites Combo by Marriott downtown Greenville, SC is looking for an energetic Area Group Sales Manager. The purpose of the Area Group Sales Manager is to assist in assuring the overall success of the area hotels by meeting or exceeding the companys expectations for top line revenue.
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The Respiratory Sales Specialist provides clinical and educational tools and programs to ensure successful understanding and application of the respiratory product line. The Respiratory Sales Specialist assists in the development and expansion of new and existing businesses through in-services, training programs, and their respiratory clinical expertise.
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The Area Director, Cardiac Surgery (ADC) will coordinate and direct the actions of the Cardiac Sales Managers and Cardiac Ablation Specialists, in the performance of their duties. Drive activities of Cardiac Sales Managers and Cardiac Ablation Specialists in a manner that increases brand awareness, product presence and revenue generation for all AtriCure's products.
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The Area Sales Representative works under the guidance of the Area Sales Manager or Regional Sales Manager to meet sales goals. The Area Sales Representative supports the local markets by engaging in sales and relationship building with existing and potential accounts.
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POSITION SUMMARY: The Area Director, Sales is responsible for delivering annual revenue in the range of $700M to $1.3B. This comes from expert level planning, organizing, directing and coordinating the activities of the sales function for an Area to effectively execute sales strategies.
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The Area Associate Director of Sales for the Grand Hyatt Denver and Hyatt Regency Denver at the Colorado ConventionCenter is an experienced senior level hotel sales role that reports directly to the Director of Sales.
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Advanced scientific degree and/or preferred 5+ years of pharmaceutical or biotechnology experience as healthcare sales / MSL / HCP / nurse. Promotes approved indications of BMS products and the launch of KarXT (xanomeline-trospium) within a defined territory or region to meet or exceed assigned sales targets in a compliant manner.
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Renal Area Business Leader I: 2+ years’ experience in pharmaceutical/biotech sales management. Renal Area Business Leader II: 4+ years’ experience in pharmaceutical/biotech sales management.
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BMS will consider for employment qualified applicants with arrest and conviction records, pursuant to applicable laws in your area. Senior Therapeutic Area Specialist, Neuro Psych (HONOLULU, HI.
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Complies with all laws, regulations, and policies that govern the conduct of BMS. Required Qualifications & ExperienceAdvanced scientific degree and/or preferred 5+ years of pharmaceutical or biotechnology experience as healthcare sales / MSL / HCP / nurse.
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The Public Area Attendant is thereby contributing to a pleasant and positive guest experience that will meet established standards of the Fairmont Orchid Hawaii. The Public Area Attendant is responsible for performing a combination of tasks which maintains the hotel’s cleanliness in a clean and orderly manner.
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Baylor Scott & White Health is recruiting a full-time, BC/BE General Medical Dermatologist to join our growing practice in the North Austin area at our Tech Ridge Clinic in Austin,Texas. Dermatologist (Austin area.
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Serves as the property sales liaison with Area Sales, Group Sales, Revenue Management, Event Management, Regional Marketing Communications and other hotel departments as appropriate.
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Serves as the sales contact for the General Manager, property leadership team, Group Sales and Area Sales leaders. Evaluates and supports participation and account deployment with Area Sales and Group Sales within the Sales Office.
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area sales jobs Company: Kohl's
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.