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As a Sales Development Representative, you will be part of the team forming key strategic customer relationships. At Ascend, our Sales Development Team is instrumental in driving the company’s growth.
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Dan Karel, Sales Development Director for the Sales Development team at Perforce is searching for a Senior Sales Development Representative to join the team.
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As a Senior Sales Development Representative, you will be responsible for sourcing, creating and supporting opportunities with prospective clients throughout North America. Prior experience as a Sales Development Representative with a proven track record of exceeding personal targets.
$65,000 - $80,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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The Sales Development Executive (SDE) is a frontline sales role that involves identifying new opportunities, handling inbound leads, nurturing marketing leads into sales qualified leads, and contributing to the sales pipeline.
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We have all the tools and insights to enable your success, including a best-in-class sales development academy that is set up to launch careers. We expect 60-70% of our Account Executive, Customer Success, and Sales Engineering roles to be filled by our SDR team.
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The Market Development Representative will be responsible for achieving volume and distribution goals for our Brands across Sazerac’s portfolio. Additional Responsibilities For The Market Development Representative Include.
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The Market development representative (MDR) On-Premise role is tasked with building the Sazerac portfolio in a given territory of On-Premise outlets such as Bars, Restaurants, and hotels.
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Additional Responsibilities For The Market Development Representative On-Premise Include. Market development and sales analysis experience. Support Market Development Manager with brand building, programming, and distribution activities with customers.
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Market Development Representative ? Minimum 1 year of relevant professional experience, or for new college graduates, a sales internship or full/part-time sales role (preferably in consumer goods.
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Minimum 3 year of alcohol beverage experience, or for new college graduates, a sales internship or full/part-time sales role (preferably in consumer goods) Ignite your sales career with Fireball.
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Build brands by utilizing consumer and category trends to educate customers, solve problems and maximize sales. Minimum 2 years sales experience. Sazerac Company produces and markets the most award-winning bourbons and whiskeys in the world, including Buffalo Trace, Pappy Van Winkle, Eagle Rare, Blanton’s, and Sazerac Rye. Additionally, Sazerac owns many popular brands across a range of spirits, including Fireball, Southern Comfort, Seagram’s V.O., Myers’s, Goldschläger, Parrot Bay, 99 Brand, and Platinum Vodka.
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As a Sales Development Representative (SDR), you will play a critical role in the success of our sales organization by proactively identifying, nurturing, and creating new opportunities.
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As a New York based Business Development Representative, you’ll be a pivotal member of the North American sales team. ● Working understanding of, or ability to quickly learn, sales enablement software systems (Hubspot, ZoomInfo, LinkedIn Sales Navigator, etc.
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The Sales Representative will be responsible for driving and cultivating new business opportunities in the pickleball space, as well as maintaining relationships with existing clients. We are seeking a dynamic and results-driven Sales Representative to join our team.
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As a 3508 Direct Sales Representative you also have the freedom to generate your own sales appointments. Ability to operate successfully as an independent 3508 direct sales representative.
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Title: sales development representative Company: Pitchbook Data
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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.
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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.