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SaveAround was founded in 2004 and is a family-owned company headquartered in Binghamton, NY. Our core business focuses on developing programs for non-profit organizations to use as a means for fundraising.
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It is a high-tech renewable energy company that focuses on smart PV & ESS, integrates research & development, manufacturing, and sales. HYXiPOWER has a global sales and service network, established overseas branches and service centers in Europe, North America, Latin America, Oceania, Asia Pacific, the Middle East, and Africa to provide fast, efficient, and high-quality services to global customers.
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A regional sales manager must be willing to travel several states to work with his salespeople. A regional sales manager must also maintain high personal and moral standards that uphold the Service Tool Co. vision of "Winning By Being The Best At Satisfying America's Impulse Appetite.
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Regional Sales Manager. Responsible for local sales and market maintenance of PV inverters and other products of the company , formulating sales plans and achieving sales targets.
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We are looking for a results-orientated Regional Sales Manager with strong value-based technical selling skills and previous experience in the construction, engineering and/or concrete markets.
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Sales manager must be performance driven toward the company goal of exceeding daily and weekly sales plan objectives. We are a company committed to sales and service, and we take great pride in our people who help Service Tool Company succeed every day by selling and servicing our quality brand of products.
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Our Regional Sales Manager will lead the sales process within an assigned territory of business for net new logos into prospective accounts and regional consultant influencers.
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Strong sales background a must, some management experience preferred, but not necessary. Increase volume of region by working closely with sales reps. Transmit daily sales reports.
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A Regional Sales Manager is responsible for developing and implementing sales, marketing, financial, and structural strategies supporting our partners. Hanwha Q CELLS America Inc. ("HQCA") is headquartered in Irvine, CA, and handles sales for the North American region.
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Our client, an established manufacturer of custom cabinetry is seeking a Regional Sales Manager to join their growing team! We are looking for a motivated self-starter and someone who has active contacts in the market with local and regional builders.
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The Regional Sales Manager, SLED Opportunity. Our Regional Sales Manager's are individual contributors who play a vital role in driving a significant share of revenue for Okta. We provide our reps with an environment in which they can make valuable contributions from day one while also building opportunities for learning and growth.
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The Regional Manager is expected to demonstrate a high level of managerial competency, including awareness of territorial market drivers, performance of our technology, the competitive position of E/One versus competition, and the performance of distribution relative to established sales targets and associated profitability.
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With technologies divided into 5 core segments; Imaging, Instruments, Interconnect, Seismic and Vehicles, Teledyne Marine sales staff can address not only brand level solutions, but turn-key, customized systems that leverage our full range of technology.
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Regional Sales Manager, Openpath Access Control - Denver. Bring your passion, potential and talents to Motorola Solutions, and help us usher in a new era in public safety and security.
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We are seeking an energetic, possibilities driven and dynamic Regional Sales Manager to help us sell one of the hottest products in the Health and Wellness marketplace. The Regional Sales Manager is a quota carrying position and will manage retail accounts geographically located in the East. They will manage broker relationships and play a key role in the expansion of the Simple Mills brand.
ExpandApply NowActive JobUpdated 10 days ago
Title: regional sales manager Company: Savearound
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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.
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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?
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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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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).