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NFL Network Technical Operations is looking for a part time A1 Audio Mixer.
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In addition, the Sales Associate is responsible for upholding Dunn-Edwards store vision of fast and reliable service, while ensuring that the store is well stocked and maintained. Sales Associates at Dunn-Edwards deliver customer service that offers a distinctive shopping experience for both homeowners and professionals.
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5 – 7 Years Pre-Sales Engineering, Customer Facing Experience. Work with your sales partner to provide pre-sales technical support to strategic enterprise customers and prospects to drive sales of their products and services.
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The Area Sales Manager will work in conjunction with the respective Directors of Sales/hotel leadership to achieve the revenue and market share goals for the hotels assigned. Perform any other duties as requested by the General Manager or Director of Sales.
$64,480 - $77,376 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Minimum of 8+ years of successful industrial wastewater treatment sales experience. Maintaining strong backlog and efficient sales forecasting for management review. Provide continued customer and technical service throughout the sales and after-sales process.
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Calling all conceptual thinkers, team players, and eyewear aficionados — KREWE is looking for a part-time Retail Sales Supervisor to join our Los Angeles Tiny House Store Team. Lead the sales cycle through every step of the process.
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Our DISH Media Ad Sales team, headquartered in New York City with additional offices in Chicago, Denver, and Los Angeles, empowers brands to reach their target audiences seamlessly across the DISH and Sling platforms.
$23.83 - $34.06 an hourFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Seasonal assignments offer valuable work experience at a leading beverage company. BlueTriton Brands is looking for a Seasonal Production Technician to support customer demand. Individuals in temporary and seasonal assignments are not eligible for all company benefits.
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Experience with heavy duty truck parts sales (outside sales experience preferred) We have an opportunity for a customer and sales-driven Outside Sales Representative who will be focused on growing our truck parts sales business.
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Partner with SVP, Sales & Business Development in pursuit of strategic relationships with largest clients. Complete ad hoc analyses as requested by SVP, Sales & Business Development. Reports to: SVP, Sales & Business Development.
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Roofing Sales Experience: While not required, previous experience in roof sales is a plus. If your previous roles include Energy Consultant, Solar Sales Rep, Solar Energy Consultant, Solar Sales Manager, or Solar Sales, we encourage you to apply.
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Reporting to the SVP of Global Sales, the Blitz Vice President of Global Sales will be a key member on the Blitz sales team responsible for leading sales, outreach, and generating revenue/prizing product for our Blitz Challenges.
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Driving key KPI’s by leading on sales and non-sales activity as directed by the Showroom Manager. We are currently looking for a Lead Sales Associate individual to join our LA team.
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Our sales and store support teams, also known as clerks in the grocery world, play an important part in ensuring our stores are clean, organized, and shoppable so that our customers can find exactly what they need to keep their families healthy and fed.
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Approaching service and sales needs with composure, integrity and compassion. - Competitive drive and proven ability to succeed in a fast-paced sales environment. - 6 months of customer service and/or sales experience, Retail environment preferred.
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Title: seasonal sales Company: Kawahara Nurseries in Inglewood, CA
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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.