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Bachelor's degree plus 6 years of Gallo winery or distributor sales or customer development experience to include a prior rotation as a Business Development Manager, Market Development Manager Sr, or Account Manager 2; OR Bachelor's degree plus 7 years of external alcohol sales experience to include account management experience.
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We want you to be able to bring your best self to work every day which is why we take equality and inclusion seriously and hold ourselves to account for our actions. In addition, you will work with the Area Leader(s) and client Account Leader(s) on developing project scopes and fee estimates, setting the best stage for profitable delivery, managing risk, identifying project staff, and related activities.
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7+ years of experience in one of more of the following areas: field reimbursement, key account manager, payer marketing, patient support programs and reimbursement HUB programsExperience with payer and health systems Experience working with specialty pharmacy dynamics, buy and bill process and Medicare Parts A, B, C, D as well as Medicaid and Commercial Payers Ability to travel up to 75.
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Excellent ability to properly qualify prospects and provide feedback to the Firefly pre-sales and account vetting teams to maximize an efficient sales cycle. Firefly is looking for an Account Executive based in New York, responsible for pitching and selling Firefly’s products to prospective clients through agencies and direct clients with new business as a core responsibility.
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Our ideal candidate is an Account Executive that is self-motivated, driven, creative, curious, solutions-oriented, tenacious, adaptable, detail-oriented, money-motivated, and runs their business with an ownership mindset.
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Three to five years of experience in B2B Account Management or Client Success experience (SaaS industry strongly preferred) Serve as the account/relationship manager for approximately 50-100 clients.
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1 year of malt or ready to drink beverage sales or account management experience. Gallo will comply with state and local laws prohibit discrimination for lawful out-of-work behavior, such as off-duty use of cannabis away from the workplace (subject to federal and state law exceptions), the existence of non-psychoactive cannabis metabolites in hair, blood, urine, or other bodily fluids as determined by a drug screening test (subject to federal and state law exceptions.
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BPCM is looking for a talented candidate to join our growing Influencer & Celebrity Relations team as an Associate Account Executive in Los Angeles. Our ideal candidate is a great multi-tasker and collaborative team player, who is well organized with 1-2 years of experience in influencer relations or influencer marketing experience.
$50,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Octagon is searching for a new Group Account Director to join our team as a leader and playmaker at the intersection of sports/entertainment and experiential marketing. Octagon is searching for a new Group Account Director to join our team as a leader and playmaker at the intersection of sports/entertainment and experiential marketing.
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Sweety High is seeking an experienced Account Manager to join our Brand Partnerships team to help strategically manage campaigns. Priority Program Proficiencies: Excel, Keynote, Instagram, TikTok, YouTube.
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The base pay actually offered will take into account internal equity and also may vary depending on the candidate’s geographic region, job-related knowledge, skills, and experience among other factors.
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Dick Clark Productions is hiring a Senior Vice President of Sales ideally with 10+ years of experience in content partnerships sales, business development, and account management, in the music industry, live event entertainment, tentpoles, or in unscripted television.
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Key Account Sales Consultant Public Sector (KPS) is critical to driving MSC’s Public Sector market position and achieve revenue and profit growth within Public Sector Mid/Large Market customers ($200,000-$5,000,000 potential.
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Upgrade your career Upgrade your career Submit your application Take the next step towards applying for the Housing Attorney - Landlord/Tenant position Login to CyberCoders Login using existing account Personalized Job Alerts Your resume unlocks Job Alerts and smart features 10 Applies with 1 Click Your resume unlocks Quick Apply and smart features Upload your resume Browse Must be 8 characters long and use letters and numbers.
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Have a TikTok account (strongly preferred) your talent and engage with your audience on TikTok LIVE (E-Commerce & Entertainment Live). As an official TikTok LIVE agency partner, we offer training, access to professional studios, and exposure opportunities to enhance content quality and maximize earnings.
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account job Title: account specialist Company: Salesforce in Burbank, CA
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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.
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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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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.