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Keep storeroom neat and clean.
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In addition, the Sales Associate is responsible for upholding Dunn-Edwards store vision of fast and reliable service, while ensuring that the store is well stocked and maintained. Sales Associates at Dunn-Edwards deliver customer service that offers a distinctive shopping experience for both homeowners and professionals.
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Responsible for providing effective leadership, training, motivation, and supervision to assigned sales personnel. Direct sales and merchandising efforts in assigned area to ensure results are consistent with company goals and objectives.
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The hardworking diverse leaders we seek are responsible for handling an assigned sales territory, averaging $15 million in annual revenue, comprised of approximately 130 established retail accounts in a non-commission sales environment.
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Perform general office duties to support Sales & Marketing (e.g., filing, sending emails, typing, faxing, copying). Prepare sales-related documents throughout the sales process (e.g., proposals, contracts, or banquet event orders.
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This position will collaborate with the Director of New Site Success and cross-functional teams (marketing, operations, finance, IT) to standardize sales processes, manage data collection, analysis, and communication to the EWC Home Office team on a weekly basis, reporting progress to the Vice President of Operations.
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Handle sales and distribution within a given geography, including merchandising as needed. Altria GroupDistribution Company is currently seeking a qualified Sales Manager to join our Field Sales Force.
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Keywords: agronomy, agronomist, agronomic, grain, seed, chemical, fertilizer, applicator, recruiter, location, manager, sales, crop, field, scout, recommendations, agriculture, ag, cca, pca, elevator, co-op, cooperative, insurance, hail, adjuster, merchandiser, originator, origination.
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Territory Sales Managers must be able to lift, push, pull, reach, conduct overhead work and carry bags and boxes as part of the sales activities (up to 10 pounds on a frequent basis; up to 20 pounds on an occasional basis; possibly up to 50 pounds on a seldom basis.
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From marketing to sales, installation, and service, we have the best team, right along with the best gutter protection solution. Our highly successful, multi-channel lead generation platform provides you with high converting, and quality present sales appointments.
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Mr. Rooter Plumbing is currently looking to add a sales manager to help continue our growth. The ideal individual will have a strong sales background with at least 3 years of sales training.
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Prior home improvement sales experience is not required, though welcome, but integrity, drive, ambition, focus, attention to detail and solid communication skills are required to be successful in our exceptionally high paying sales positions.
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Under the management of a Franchise Owner, national sales director, and the support of a CycleBar Experience team, General Managers must exemplify leadership qualities in all areas of the business.
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Work with and coach Mr. Rooter Plumbing Service Professionals/Plumbers to maximize sales opportunities. As a Sales Representative, you will be asked to convert/generate sales of plumbing service, repair, installation, and maintenance services for residential, small business, and commercial customers.
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Keywords: new home sales, retail sales, Salesforce, CRM, Sales Strategies, Customer Relationship Management, Product knowledge, model homes, new home construction, custom builder, home buyers, single family homes.
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Title: sales Company: National Mortgage Home Loans
FEATURED BLOG POSTS
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.
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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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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.