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Luna is currently looking for strong, experienced outside sales representatives for in-home sales in the greater Manchester Metropolitan areas. Outside Sales Representatives are direct seller independent contractors contracting with 21 st Century Sales, LLC dba Luna Sales, and are responsible for their business incorporation, auto insurance, vehicle, and other expenses.
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At the end of 90 days, most Outside Sales Representatives are solidly "off and running" on their way to a highly successful and lucrative sales opportunities selling Luna branded flooring.
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As an Outside Food Sales Representative, you’ll be responsible for the overall sales and relationship management efforts for existing and prospective customers within your assigned territory.
$100,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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As an Outside Food Sales Representative, you will cultivate relationships, develop new business, and provide innovative solutions to our customers, helping them to achieve their goals and, in return, yours.
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If so, we are looking for a Sales Rep to sell our unique brand of Hard Water Kefir (No, it's not Kombucha) to convenience and grocery stores, as well as on-premise accounts such as Bars and Restaurants.
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LeafFilter, a division of Leaf Home, is actively expanding its team of Outside Sales Representatives. Efficient Sales Cycle: Appointments are swift, taking only an hour, including paperwork, and installations can be scheduled as early as the same day.
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Our remarkably successful, multi-faceted lead generation platform ensures you have access to high-converting, premium pre-scheduled sales appointments. Remarkably, 95% of our Sales Operations Managers started as Sales Reps themselves.
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Tar Heel Basement Systems, A Groundworks Company, is seeking talented Outside Sales Representatives to join their team in Winston-Salem, NC! #Groundworks #StrongerTogether #OneTribe Groundworks companies include these extraordinary brands: Our Outside Sales Representatives, we like to call Certified Field Inspectors, are the friendly face of our organization and integral to our success.
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Key Responsibilities: Engage potential customers using established sales methods to educate, consult, inform, and ultimately close the sale. Leverage our industry-leading product samples, support, and technology to bolster your sales efforts.
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Job Title: Outside Sales. Assist Hy-Vee stores with all aspects of sales including but not limited to, wine and spirits. Works with confidential information including sales reports, company promotions, pricing and advertisements.
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Engage potential customers using established sales methods to educate, consult, inform, and ultimately close the sale. Minimum Skills and Competencies: Excellent communication and organizational skills Energetic and engaging interpersonal skills with the drive to succeed Ability to overcome objections in the sales process Travel within the assigned territory.
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Outside Sales Consultant - No Cold Calls. Experience with home improvement sales, replacement windows sales, bathroom remodeling sales, exterior home product sales, roofing sales, and other related-home service sales are considered a plus.
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We're proud of the fact that we've given talented, hard-working individuals in industries like automotive sales, insurance sales, retail store management, restaurant management, and real estate highly successful careers in home improvement sales.
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If this sounds outstanding to you, take the first step forward and explore a career with Dal-Tile. Dal-Tile is currently seeking an exceptional Sales Representative to join our TEAM! Primary Objective Increase market share and sales for the Dal-Tile SBU in the prescribed region/area.
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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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Title: outside sales rep Company: Stage Stores
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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?
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.