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The Sr. Supply Planner will support the global business and drive operational excellence/business performance.
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Together our teammates are unified by our values and are grounded in our vision to inspire you with performance solutions you never knew you needed but can’t imagine living without.
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Together our teammates are unified by our values and are grounded in our vision to inspire you with performance solutions you never knew you needed but can’t imagine living without.
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Sales CoordinatorThe Sales Coordinator is a detail-oriented individual who contributes to the achievement of sales targets by supporting sales representatives, coordinating sales activities, qualifying inbound leads, conducting outreach, and maintaining both strong customer and partnership relationships.
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Our Retail Sales Representatives bring a wide variety of sales and non-sales-related experience. Our product/sales training and In-Home Design Program give new consultants a solid foundation to begin building an extensive client base.
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As a Sales Manager, reporting to the Director of Sales, you'll be responsible for overall management and main point of contact for both, multiple accounts, and new business development opportunities, leading all customer management activities as well as steering collaboration between customers and ALPLA Cross-functional team members to meet the company's short- and long-term goals.
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As the chief point of contact, the Sales Director manages the sales operations within the organization. Work closely with the team to activate and onboard new accounts, meeting or exceeding sales targets.
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Perform general office duties to support Sales & Marketing (e.g., filing, sending emails, typing, faxing, copying). Prepare sales-related documents throughout the sales process (e.g., proposals, contracts, or banquet event orders.
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Prior home improvement sales experience is not required, though welcome, but integrity, drive, ambition, focus, attention to detail and solid communication skills are required to be successful in our exceptionally high paying sales positions.
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Mr. Rooter Plumbing is currently looking to add a sales manager to help continue our growth. The ideal individual will have a strong sales background with at least 3 years of sales training.
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The candidate will report directly to the VP of Sales. They will be required to establish a report with potential buyers to meet weekly and monthly sales goals. The Stampede ranks among the top per-game attendance throughout Junior, College, and Semi Pro Hockey organizations and play at the Denny Sanford PREMIER Center.
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We hire for ambition, attitude, and ethics, then train for furniture knowledge and sales process. We are looking for driven, entrepreneurial sales professionals looking to yield uncapped earning potential.
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Representative(s) will be responsible for growing product market and market presence in regard to capital sales, recertifications, rentals, interfacing with coil tubing and wireline service companies throughout Texas, Oklahoma and North Louisiana.
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Two years sales experience in ready-mix concrete sales or sales in a related industry preferred. Attends Chamber of Commerce meetings and other community events to enhance networking and seek new opportunities for concrete sales.
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The Director of Sales at the Residence Inn by Marriott SeaTac is responsible for the sales strategies and functions of the hotel. Oversee operations of the hotel sales department including, but not limited to, direct sales, follow-up, sales administration, hiring of staff, training, managing, and coaching.
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Title: sales Company: Under Armour Inc
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).
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.