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Professional outside sales experience with portfolio of consistently meeting or exceeding sales goals. With our diverse talents and deep pride in the Snap-on family of brands, we drive innovation, we create value, and we maximize shop’s productivity and revenue.
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Our Outside Sales Representatives we call Certified Field Inspectors or CFIs are one of the powerhouses of our organization and integral to our business’ success. Bay Area Underpinning, A Groundworks Company, is seeking talented Outside Sales Representatives to join their team in the Fairfield CA area.
$200,000 - $300,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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This is an outside sales position which will focus on growing our service business, including planned maintenance programs, repair services, parts, and accessory products. Successful candidates will combine a 4-year degree with a minimum of 3 years successful outside sales experience in an industrial or commercial setting.
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Overview Since 1920, people know Snap-on for the quality of our products, but we know that it is the passion and character of our people that make our company a global leader.
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Overview Since 1920, people know Snap-on for the quality of our products, but we know that it is the passion and character of our people that make our company a global leader.
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This is a full-time, W-2 outside sales representative position your role will be to develop relationships with prospective and existing customers. Statewide Remodeling, a division of Renuity, is hiring Outside Sales Representatives for our expansion in Dallas-Fort Worth, TX.
$150,000 - $250,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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We are seeking an Outside Industrial Sales Representative for the Portland, OR area. Outside Industrial Sales Representative. This is an outside sales position which will focus on growing our new construction business.
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Outside Sales Representative Job Description $60K - $120K + Commissions Classification: Exempt Department: Industrial Cleaning Reports to: Regional Manager Company Profile: USA DeBusk is a best-in-class mechanical and industrial cleaning services provider specializing in servicing the downstream energy market.
$60,000 - $120,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Job Opportunity: Outside Sales Representative - Building Materials First Year Earnings: Guaranteed $75,000 Potential Earnings: $100,000+ for top performers Are you a skilled sales professional with a passion for building materials, particularly lumber sales.
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Position Summary: As an Outside Machinist, you will provide maintenance, repair and technical support to the customer and provide technical support on shipboard machinery systems as a subject matter expert at Southwest Regional Maintenance Center (SWRMC.
$26 - $30Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Outside machinist, engineman, machinist mate, boilers, overhauls, valves, pumps, diesel, propulsion equipment, Blueprint, Machining, Marine, Valve repair, Valves, Boiler, Hydraulics, Shipyard, Engine, Repair, Diesel engine, Machinist Mate.
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ResponsibilitiesAs an Outside Plant Engineer, you will support all phases of utility construction for various types of telecom projects. We are experts in cell tower construction, RF engineering, broadband fiber optic cable installation, OSP engineering, wireline construction, and emergency maintenance services.
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This is an outside sales position which will focus on growing our new equipment orders and service business, including planned maintenance programs, repair services, parts, and accessory products.
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To sell all Rite-Hite products and various Allied Equipment to both existing industrial and new construction markets within an assigned geographic territory.
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This is an outside sales position which will focus on capital equipment sales, large projects and accounts. Arbon Equipment - A Rite-Hite Company is the global leader in the manufacture and distribution of industrial loading dock and door equipment.
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Title: outside representative Company: Navisite
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.