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As an Outside Food Sales Representative, you'll be responsible for the overall sales and relationship management efforts for existing and prospective customers within your assigned territory.
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As an Outside Food Sales Representative, you will cultivate relationships, develop new business, and provide innovative solutions to our customers, helping them to achieve their goals and, in return, yours.
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Outside Food Sales Representative. How to establish your relationships in the vast network of resources available to you, a Gordon Food Service sales representative. This includes engaging you in various training offerings, including e-learning, classroom sessions, video roleplays, job shadowing, and peer sales representative mentorship.
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Luna is currently looking for strong, experienced outside sales representatives for in-home sales in the greater Baltimore, DC, and Northern Virginia Metropolitan areas. At the end of 90 days, most Outside Sales Representatives are solidly "off and running" on their way to a highly successful and lucrative sales opportunities selling Luna branded flooring.
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Outside Sales – Business Development – Customer service – B2B Sales – Commission. Prior experience in outside sales or account management. Minimum of 2-3 years outside sales experience.
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Luna is currently looking for strong, experienced outside sales representatives for in-home sales in the greater Manchester Metropolitan areas. 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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Why become a Luna Outside Sales Representative? We want to ensure all new Outside Sales Representatives have the financial incentive to commit to the information sharing/mentoring process and start running leads with some certain income.
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Two (2) - Three (3) years in an outside sales environment preferred, motivated and ambitious sales candidates will be considered regardless of experience. Title: Outside Sales Consultant.
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If you have experience in home improvement sales, auto sales, real estate, health club membership sales; any sales background that taught you how to close on the first visit, then you have the ability to be successful at Luna.
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The Outside Sales position presents an exciting opportunity for you to take on a highly visible role in our company. Demonstrate your B2B sales experience while developing strategies to grow our sales and customer base and exhibit exceptional customer service skills.
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Minimum of 2-3 years of outside sales experience. Fully document all sales calls in our industry-leading CRM during, or immediately after, each visit. Conduct “active” sales visits for new and existing customers – show and demonstrate new products, explain promotions and look for stocking opportunities.
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The Outside Sales Rep. is pivotal in building and maintaining relationships with our clients. Outside Sales - Business Development - Account Management - B2B Sales.
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The Outside Sales Representative will make outbound sales calls to dealership customers and qualified prospects and call on prospective client businesses to develop relationships.
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Grow and maintain sales of high-end stone sales for Austin South Region. The Design Consultant / Project Manager position is based at the Austin showroom reporting to the VP of Custom Sales.
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QUALIFIED leads generated through extensive Company-paid advertising, we offer hot leads or generate your own flooring sales for higher commissions. This position is 100% commission with sales bonus opportunities; there is no base salary, however the EARNINGS ARE UNLIMITED BASED ON YOUR SUCCESS.
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Title: outside sales rep Company: National Federation Of Independent Business Nfib
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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.
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.
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If you’re like most of us, you’d love to be wealthier. Having more money would alleviate stress. It would make it easier to pay your bills and buy nicer things. Maybe it’d allow you to spend more time with your kids and go on more vacations. You’re not alone if you wish you could somehow earn a more significant income.