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The Business Development Manager will play a critical role in driving business growth and expanding our market presence in the renewable energy sector. Minimum of 5 years of experience in business development, sales, or marketing roles, preferably within the renewable energy industry or related sectors such as clean technology, energy efficiency, or environmental consulting.
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Support Market Development Manager with brand building, programming, and distribution activities with customers. The Market Development Representative will be responsible for achieving volume and distribution goals for our Brands across Sazerac’s portfolio.
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With some supervision, the Business Development Manager develops strategic relationships with targeted commercial & industrial companies in need of our expertise, products and services to enhance profitability for Solutions.
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Our Business Development Executives are responsible for executing an account-based go-to-market strategy, connecting with prospects and building new business & opportunities for the field sales team and pipeline growth.
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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. Create and manage solutions to grow their assigned accounts business, while driving results that deliver market share growth for Sazerac brands.
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The Business Development Manager (National) will be responsible for managing proposals from blue-team to proposal submission; managing BD activities, including coordinating activities of sales staff, managing CRM, and supporting the creation of marketing and advertising materials; supporting the development and tracking of budgets.
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The Business Development Representative (BDR) is responsible for generating new business opportunities by reaching out to potential customers and clients. This role sits on the Sales team and reports into the Director of Business Development.
$50,000 - $60,000 a yearInternExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Under supervision of the Senior Director, Advancement Services, the Business Analyst II uses the alumni and donor database, correlated systems and reports to support University Relations (UR) and campus-wide staff's informational and data needs.
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The Business Requirements Analyst (HR Job Title: Business Analyst) will also use effective communication, analytical, and problem-solving skills to help with the development process, and to make sure that project outputs meet the specifications.
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The Business Development Manager position presents an exciting opportunity for you to take on a highly visible role in our company. Demonstrate your B2B sales development experience while developing the team and strategies to grow our sales and customer base and exhibit exceptional customer service skills.
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3+ years of experience in business development, partnerships or sales preferable at a SaaS company, with a track record of top performance. We're looking for a passionate business developer with an entrepreneurial spirit who is excited to be a founding member of our sales team.
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As a Business Development Manager, your goal is to drive revenue influenced by alliance partners that are assigned to you. Alliance Sales and Business Development experience strongly preferred.
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The Business Development Executive will be responsible for driving growth of the firm's Digital Technology Consulting practice in middle-market to upper-market public and private companies.
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Southern California News Group (SCNG) is seeking a Business Development Executive (sales hunter) to lead revenue growth for our advanced digital and in-house content marketing channel, Skyline.
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Sazerac is growing our U.S. market development team with Market Development Representatives as part of a strategic company expansion. Additional Responsibilities For The Market Development Representative Include.
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Title: business development analyst Company: Regroup Therapy
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).