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The commercial account representative must be self-motivated and able to perform with minimal supervision. The commercial account representative will be responsible for maintaining a given list of accounts and acquiring new accounts.
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Your JobGeorgia Pacific Corrugated Packaging division is actively seeking a driven Account Sales Representative to bolster our commercial operations in the Northwest region, focusing on the Olympia, Washington box plant.
$100,000 - $130,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The In-Plant Specialist will focus on maximizing Rite-Hite product sales and profitability through major account development, established Rite Hite Global Accounts, major projects, and market development.
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We partner with Meritain (An Aetna Company), and CVS Caremark to provide you with two options for medical coverage - a POS plan and an HSqualified (Health Savings Account) Plan. The POS plan comes with a $200 per year Getty Images contribution to an FSA account.
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You will partner with innovative product teams harnessing the power of crypto assets and blockchain technology to develop the new financial account for businesses and help plan and implement regulatory strategy against the evolving regulatory landscape for stablecoins and other digital assets.
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Polished personal presentation, representative of a premium cruise line and that of our business partners both online and in person. Periodically reviews online merchandising of primary and secondary flow, works with OBR Specialist and Creative Services to develop OBR materials relating to guest communication and pre-cruise sales.
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SummaryAs a Specialty Pharmacy Sales Representative, you will be responsible for effectively applying promotional and selling strategies to expand company business opportunities and deliver revenue in an assigned area and contribute to the achievement of the company’s revenue goals.
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Active book of Business for Specialty Pharmacy Sales. Required: Have Specialty Sales/ Home Infusion Pharmacy Experience 2-4 yearsA proven sales track record indicating accomplishments and success.
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Collaborate with other Account Specialist to promote BOTOX® for approved indications and execute individual, department, or group resident/fellow trainings within hospital/health system accounts.
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Our Account Director role has full accountability for our partnership with one or more clients. The Account Director is accountable for all strategic and operational activity for the account, leadership of the supporting teams and/or connectivity to global teams and ultimately overall performance and growth of the account.
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Business to Business Sales Experience as a distributor sales representative or manufacturer sales representative. Rainbow Ecoscience (a division of Rainbow Companies) is seeking a Pacific Northwest Sales Territory Manager covering Washington, Oregon, and Idaho, whose primary responsibility will be to identify targeted plant health care clients in the green industry.
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Jon-Don is now hiring an Sales Representative (Concrete sales division - distributor of Concrete surface prep and polishing/grinding products). This role is in Concrete Sales Division.
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3+ years of automotive dealership experience (sales associate/representative, service advisor, parts counter, controller, marketing associate) - Medical, dental, vision, life insurance, and a health savings account.
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The mission of the Field Sales Representative (FSR) is to support the business development team and our key partners by ensuring a best in class customer experience at assigned locations throughout our Costco roadshow program.
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As a Car Sales Representative/Consultant, our low-pressure, client-focused approach ensures our customers (and our salespeople) have the best possible experience when shopping and buying their next vehicle.
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account representative jobs Title: sales representative account in Seattle, Peoria, Arizona
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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.
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.