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The Sales Manager is responsible for the sale of products and services to clients. Sales experience in Aesthetics or n Hormone Replacement Therapy is a plus. 1 year plus of general sales experience.
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The Sales Manager will also have salesperson responsibility for the complete line of Gardner Denver air compressor product sales in order to meet monthly and annual goals. The position is a "working" Sales Manager role responsible for directing, managing, and leading the overall sales operation of a new organization that is an authorized dealer for Gardner Denver.
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Team with Store Manager, Designer and selling team to promote In-Home Design Sales program and drive store sales. Drive Sales to consistently achieve store sales goals by personally selling the furniture and accessories and services offered by La-Z-Boy.
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Responsible for achieving store sales goals by utilizing exceptional customer service and knowledge of La-Z-Boy products and services. Coach and counsel team based on results including completing performance reviews Store Standards / Operations: Effective Manager on Duty (MOD.
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Sales Manager, General Sales Manager, Automotive Sales Manager, Dealership Sales Manager, Finance Manager, Finance and Insurance Manager, Subprime Manager.
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Train, coach and develop selling team on product knowledge and selling skills to achieve store sales goals. Lead the selling team to achieve sales objectives, store standards and other duties to run a world class operation.
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2-year degree from an accredited university in Business Administration, Marketing, Hotel and Restaurant Management, or related major; 3 years experience in the sales and marketing or related professional area.
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4-year bachelor's degree in Business Administration, Marketing, Hotel and Restaurant Management, or related major; 1 year of experience in sales and marketing or related professional area. Activities could include sales calls, entertainment, FAM trips, trade shows, etc.
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Seed Sales Manager Duties & Responsibilities: Manage sales and business strategy for the North American potato market. Seed Sales Manager Minimum Qualifications: 4-year degree from an accredited university in business management, marketing, or related field and/or 5 years of agricultural industry experience.
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The Corporate Rental Sales Manager is responsible for achieving the company objectives through effective sales leadership, talent acquisition and management, and driving a sales culture that increases awareness, participation, growth and professional development.
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Seed Sales Manager Primary Function: Develop and maintain a customer base for seed potatoes. One of GPAC's top clients is looking to hire a Seed Sales Manager to join their team.
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We are seeking an Assistant Sales Manager to help the Area General Manager manage the studio operations, drive membership sales, and lead a team of membership sales consultants with training, lead management, and building rapport with clients utilizing their own skill and leadership abilities.
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As a Sales Manager you will lead and maintain a high-performing team in a fun working environment! Sales Managers are part of our Retail Marketing team which markets and sells our affordable, family friendly mini vacation packages through our retail locations based in Bass Pro shops throughout the country.
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The Branch Sales Manager is accountable for the operation of the branch, ensuring people engagement, maximum sales and profitability through merchandising, inventory control, associate accountability and operating costs.
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3+ years of experience as a Sales Manager at a franchise dealership or 7 years in an F&I or Floor Manager role. As a Sales Manager , you will be responsible for leading and coaching sales associates to deliver outstanding hospitality and achieve sales goals.
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Title: sales manager Company: The Workplace Advisors
FEATURED BLOG POSTS
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.
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.