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Experience with design and development of interfaces with business systems (ERP, WMS, CMMS, etc.) The Digital Transformation Senior Engineer is a technical leader in a team, focused on leveraging technology in manufacturing companies to transform business processes, improve visibility, enable the workforce, improve operational agility, quality and productivity.
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Individuals hired as Talent Development Professionals (TDPs) in Ready-Mix will be placed in a 12-month intensive, hands-on developmental program that will build the foundation for a successful career in CEMEX USA. During the program, TDPs will learn the operational aspects of Ready-Mix Concrete Operations to become a subject matter expert in their field.
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Expertise in all project phases including design, development, and implementation. Experience with customer requirements and specification development. Minimum of 5 years' experience in software development.
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Establish strategic marketing and business development plans to execute activities directed toward increasing appropriate patient referrals to the wound care center(s). + An Associates degree in Business Administration, Marketing or Public Relations and four (4) or more years of experience in medical sales/marketing or public relations.
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This position is responsible for managing dealer accounts within a designated sales territory and collaborating with the Business Development Manager to aggressively develop the Powersports dealer network.
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Business Office Manager The Business Office Team is responsible for collaborating and leading the Imaging Center team in providing excellent patient care and supporting the operational goals for both the Center and the organization.
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If you can manage an engineering department and all the duties that are required – scheduling and coordinating a group of field technicians, producing proposals, managing clients, business development, invoicing & billing – then we have a place for you.
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Leverages the Business Development Manager and General Manager/District Manager where applicable to manage client visitation schedules for optimal sales and service performance. Maintains all business records, processes and documentation as required to include personnel records, delivery and invoice records, product and asset inventories, MEI/VCR data, DOT requirements, and client sales, contact and pricing communication; Performs other administrative and sales operations duties as required; Responsible for managing or directing multiple direct reports and departments as a leader working remotely from ones direct manager or with minimal oversight.
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Patient Coordinator II - Business Office Supervisor - Business Office Manager. Serving patients in over 50+ communities, OIA is an imaging center management & development operation that is committed to delivering an affordable diagnostic imaging option without compromising customer convenience, care, technology, or results.
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This position represents the North American field safety team and supports the development, implementation, and reinforcement of initiatives, rules, and regulations for the mobile workforce in close partnership with field operations business unit leaders.
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Title: FMS Program Analyst 24-04 The Precision Fires Branch requirements for FMS Mid-Senior Level, as program analyst, incumbent will work under close guidance of the International Program Manager in support of multiple CENTCOM/EUCOM R3 and New Business.
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As our sales director, your role will be to define and drive our Strategic Market and Business Development plans for their region to optimize admissions and census growth. You will also coordinate with our team of Business Development Managers to evolve key account relationships in order to optimize our referral flow and gain competitive advantage.
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Competitive new-business and renewal commission, complemented by bonus programs (see below) which help your business growth at all stages of your agency’s development. Agency Development Bonus (ADB) - enhanced commissions first 3 years.
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The Woodbridge Group® a global manufacturer of foam products and just in time assembly & sequencing for diversified products offers innovative urethane and bead foam technologies, to serve the automotive industry and several other business sectors around the globe.
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This job delivers highly complex clinical and systems training courses, ongoing workshops in support of workforce development, technology and/or proprietary business systems, updates or creates course materials to reflect changes in processes or systems and manages the department training effectively to ensure efficient and effective learning.
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business development jobs in Decatur, AL
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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.