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No cold calling. Not all agents achieve the same or similar results, and no particular results are guaranteed. NOTE: No agent’s success, earnings, or production results should be viewed as typical, average, or expected.
RemoteExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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No more cold calling; gain access to quality leads, enabling you to focus on closing deals and maximizing your potential. No previous sales experience required; receive comprehensive training on our products/services, sales techniques, and virtual communication tools to ensure your success.
Full-timeRemoteExpandApply NowActive JobUpdated 29 days ago - UpvoteDownvoteShare Job
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In-Bound Leads Only: No cold calling, just in-bound leads. 100% Remote Sales: No door knocking or driving to homes. Look no further. 100% Remote Sales: No door knocking or driving to homes.
Full-timeWork from homeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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We provide you with all the training you will need on our carriers, products, sales scripts. We are looking for qualified candidates who have experience in customer service or sales, and are also flexible, adaptable and trainable.
Full-timeWork from homeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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No Cold Calling: We work exclusively with inbound leads. 100% Remote Sales: Work from anywhere, no door knocking or commuting. 100% Remote Sales: Work from anywhere, no door knocking or commuting.
Full-timeWork from homeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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No prior sales experience? We're seeking driven and self-motivated individuals to join our team as Inside Sales Executive! Comprehensive training on our products/services, sales techniques, and virtual communication tools.
Full-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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There is no cold calling—interested customers have already reserved seminar seats to learn more about our offerings. Are you looking for a lucrative and rewarding sales position as an independent contractor.
ExpandApply NowActive JobUpdated 3 days ago
FEATURED BLOG POSTS
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.
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 Write a Recommendation Letter for a Student
When a student applies for their first job or for their next academic degree, they don’t have much experience to showcase their skills and personal qualities. Hiring managers and admissions officers, therefore, often look at recommendation letters as a way to go beyond the student’s GPA and learn more about the student’s skills and personal qualities.
What is Career Cushioning?
Is your organization prepared for “career cushioning”?