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The Retail Associate Manager works in partnership with the Store Manager to lead and develop the store team to deliver T-Mobile's aspirations of earning a place in our customers' hearts and Mobile Associate success.
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Overview: Our Assistant Store Managers develop their leadership skills in real time by assisting the Store Manager with account management (collections), customer outreach, and risk management.
Full-timeExpandApply NowActive JobUpdated 29 days ago - UpvoteDownvoteShare Job
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The Retail Sales Manager has full responsibility for the financial performance of the store including product merchandising/stocking, expense control, and achievement of sales and profitability goals; Responsible for the Annual Operating Plan (AOP) and associated programs to deliver the desired sales and profit results; recruits, trains and develops employees.
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Mobile Associates, Store-in-Store are an integral part of the Retail Team responsible for bringing the T-Mobile brand to life within National Sales partner locations, where active customer engagement is crucial for success.
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Promote a culture of accountability to meet or exceed Ulta Beauty's goals related to retail and service sales, guest loyalty (including credit), payroll, omni-channel, and retail shrink as set by Ulta Beauty for the GM's store.
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Once the glasses are complete, the Lab technician is responsible for taking the glasses to the retail floor so the glasses can be dispensed to the receiving patient. One of the nation's TOP optical companies, Eyemart Express is seeking candidates with strong technical skills for a position at one of our store labs.
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Service model; managing and supporting customer service initiatives (for example, store of the community and community outreach programs); Teach); communicating and collaborating with all levels of associates regarding store operations, utilizing technology, business initiatives.
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The GM leads a team of managers and is accountable for all aspects of managing a single retail store, inclusive of the salon. The General Manager (GM) is responsible for leading through Ulta Beauty’s mission, vision, and values in order to develop a high-performing team that consistently delivers top-line sales growth for the store.
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Minimum of 1 year of retail experience as Cashier, Retail Floor Generalist, or Store Receiver is preferred. Reports to: Store Manager and/or Co-Manager. Designer Brands Inc. operates a portfolio of retail concepts in more than 640 locations under the DSW Designer Shoe Warehouse and the shoe co.
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Assisting fellow associates as needed throughout the store. From unloading trucks in the summer to filling ice cream in the freezer, this fast-paced job can be physically demanding - it's like being paid to go to the gym.
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Auto Glass Now offers fast, friendly, and convenient auto glass services.
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Internal: This role will interact with Territory Managers, Sales Leadership that include Vice President of National Sales VPNS, Vice President of Local Sales (VPLS), Regional Sales Manager (RSM), District Sales Manager (DSM) and Market President.
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Be available to assist in other areas of the store as needed. Floor & Decor provides equal employment opportunities to all associates and applicants without regard to age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, disability, veteran status, genetic information, ethnicity, citizenship, or any other category protected by law.
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The Pawnbroker / Retail Sales Associate partners with the entire staff of the store to ensure customer service on both the lending and retail sides of the business. The Full-Time Pawnbroker / Retail Sales Associate position offers an hourly wage, PLUS employees earn commission based on productivity.
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A Pawnbroker / Retail Sales Associate thrives on engaging with customers and assists with customer inquiries and problem resolution. (This is a representative list of the general duties the Full-Time Pawnbroker / Retail Sales Associate position may be asked to perform and is not all-inclusive; other duties may be assigned as needed.
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store retail jobs Title: retail manager market in Alabama
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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.
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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).
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.