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The Vintage Park Regional Director of Sales position provides oversight and direction for the Sales & Marketing functions for a region of communities located in the state of Kansas within the Grace Management, Inc., portfolio.
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The Company’s advertising sales organization, which operates as SiriusXM Media, leverages its scale, cross-platform sales organization and ad tech capabilities to deliver results for audio creators and advertisers.
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Leads by example and is knowledgeable of current hotel sales practices and procedures including contracting, account management, RFPs and CRMs. Responsible for sales staff training, development, recruitment, selection and performance management.
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Our dedicated teams work on-site to offer comprehensive solutions in all areas of revenue generation, including day-to-day management of ticket sales, ticket operations, sponsorship and/or annual giving.
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As a Technical Sales Manager, you will be responsible for achieving sales objectives for our single cell RNA sequencing products through the development of new business and management of current customer accounts.
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Ten (10) - Fifteen (15) years of direct experience in Logistics, Supply Chain, Sales, Management, OEM Sales Preferred. Eight (8) - Twelve (12) Years of Direct Experience in Logistics, Supply Chain, Sales, Management, OEM Sales, FTL, TLT - FAK Required.
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Experience in SAP Subscription Order Management with SAP Sales and CPQ Cloud. SAP CX Sales & Service Cloud Manager. 8+ years of experience in project management, business blueprinting, business requirements analysis and solution architecture & technical architecture definition.
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Overall Experience: Minimum of 15+ years in technology sales, with a focus on ServiceNow or similar enterprise service management platforms. Revenue Achievement: Demonstrated ability to meet or exceed sales and revenue goals in the technology service management space.
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Store Management Achieve high customer service score (NPS) Train Sales Staff in customer interaction and processes Oversee store management as the second highest employee at location Support inventory and reconditioning processes Pricing of cars as needed Support omni-channel sales Monitor Store and ICC (Internal Audit Checklist) compliance Manage employee, consumer and vendor issues as needed Including concerns and complaints with Car Sales Leadership and HR.
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2-year degree from an accredited university in Business Administration, Marketing, Hotel and Restaurant Management, or related major; 4 years experience in the sales and marketing or related professional area.
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Field work with Area Sales Manager and other Indivior personnel. Maintain timely communication with Area Sales Manager and other members of the sales leadership team.
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Experience with learning management and eLearning course authoring software such as Articulate 360, Articulate Storyline, or Adobe Captivate. The Learning Specialist delivers instructor-led, classroom, webinar, one-on-one and web-based training to both new and existing SRG employees, with an emphasis on SRG sales, customer service, and leadership development.
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The CIB Business Management Director will work directly with business & COO leaders and support partners across the CIB and CB organizations and will serve as a trusted advisor and extension of senior Banking leadership, including being the primary partner for the Head of Regional Investment Banking Coverage.
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If you have skills in the following areas we encourage you to submit your application today: Customer Service, Assistant Site Manager, Assistant Manager, Service Industry, Assistant Store Manager, Management, Hospitality, Sales, Retail, Property Management, Real Estate, Manufacturing, Food Industry, General Labor, Supervisor, General Manager, Moving and Storage Industry, 5 Star Customer Service.
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Skills: Dealership Management, Dealership Operations, Automotive Management, Automotive General Manager, Automotive General Sale Manager, Financial Statement, Month End Closing, Automotive Dealership general manager, Dealership general manager, Auto dealer general manager, Car dealer general manager, Auto Dealership General Manager, Management, control Day-to-day operations of dealership, Automotive sales Management.
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sales management jobs Title: business manager Company: Westamerica Bank
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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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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.