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We're looking for a high energy, motivated RV Sales Associate to grow the business. Camping World is seeking an RV Sales Associate for our growing team. 2+ years' experience in sales ideally RV, automotive, television, furniture, real estate, and homes.
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You will be responsible for ensuring that products are easy to see and buy, building sales by sharing product and gaming knowledge with guests, providing a clean, organized environment in which to shop, and growing guest loyalty and repeat business.
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Ensures cross merchandise, side stack products, j-hooks and gravity feed bins are placed appropriately, helping to drive add-on sales. Lowe's Companies, Inc. (NYSE: LOW) is a FORTUNE® 50 home improvement company serving approximately 17 million customer transactions a week in the U.S. With total fiscal year 2022 sales of over $97 billion, approximately $92 billion of sales were generated in the U.S., where Lowe's operates over 1,700 home improvement stores and employs approximately 300,000 associates.
TemporaryExpandApply NowActive JobUpdated 24 days ago - UpvoteDownvoteShare Job
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This is a true WORK FROM HOME position for the sales professional. · This is a 100% commission only, sole proprietor, 1099 sales position. · Our sales reps do NO Cold-Calling or Prospecting.
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Look no further than Congo Brands, LLC. We're seeking a Territory Sales Manager to help us drive sales and expand our reach, with a focus on building relationships, executing creative campaigns, and driving revenue in an assigned territory.
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Background in engineering and technical sales focused in the refining, petrochemical, specialty chemical or midstream industries. The KES Equipment Technology & Services (ET&S) group is seeking a Regional Sales Manager to join our team to promote our products and solutions for the Koch-Glitsch and Koch Heat Transfer brands.
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Competencies/Qualifications/Experience:Candidates should have three or more years of ag experience, including previous experience in agronomy, crop production or seed sales. Work in conjunction with the Stine Regional Sales Agronomist to provide a high level of sales support within the assigned territory.
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Min 5-7 years medical sales experience required, diagnostic sales experience preferred. Hospital sales experience preferred but not required. The Institutional Specialty Representative is responsible for working closely with Sales Leadership and local Area Sales Managers teams to target and promote Diatherix testing solutions.
Full-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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Associates degree or equivalent preferred 5+ years of relevant experience in consultative sales experience in selling ENVIRONMENTAL compliance and consulting services is REQUIRED or industrial/manufacturing sales.
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We are searching for a fast-paced, self-starter motivated to conquer West Central Kentucky with perseverance as our Territory Sales Manager. Join Purple Wave today and unleash your sales potential as we paint Kentucky purple with triumph.
Full-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Compensation Range - Commission OnlyThis is a true WORK FROM HOME position for the sales professional. Participate in ongoing sales training· Our sales reps do NO Cold-Calling or Prospecting.
Full-timeRemoteExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Collaborate and coordinate with all sales positions (VP, Sales, RSD’s, DSM’s, SAM’s, and GL’s) to ensure successful attainment of company goals and objectives. Sales support experience in healthcare (preferably oncology or pathology) with a history of proven past performance, meeting or exceeding expectations.
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Many of our Area Sales Director s, known as Area Directors, do have prior sales or marketing communications experience, but our unique low-pressure sales approach combined with the other aspects of the opportunity mean our most successful people are driven and act more like business owners.
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The performance of a direct sales team via the deployment of CRM tools. outside sales representative. This role involves creating regional sales strategies, meet. building a world class regional sales organization.
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NFIB uses cutting edge technology with automated sales and real-time processing through our web-based and mobile app. For over 75 years, NFIB has grown its membership base through in-person sales calls to small businesses.
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sales job Company: Home Instead in Bowling Green, MA, Arizona
FEATURED BLOG POSTS
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.
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.