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3+ years of experience as a Sales Manager at a franchise dealership or 7 years in an F&I or Floor Manager role. Forecast sales for upcoming months and quarters and compile the necessary reports for dealership management to review.
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Sales Associate - Stanford Shopping Center. Sales associates also ensure the store environment and visual merchandising standards are consistently maintained. The Sales Associate is a member of a talented team that provides service that is unique to our customers needs.
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Ability to be mobile on the sales floor for extended periods of time, operate POS system and lift and mobilize medium to large items, (up to 75 lbs.) As a Sales Associate you provide customers with a unique shopping experience by offering excellent customer service.
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We are looking for a full-time (40 hrs per week) Sales & Service Consultant. Furthermore, you:Possess a sales-mindset and the ability to close a sales and at the same time ensure that the customer is getting the best possible solution.
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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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After completing comprehensive training, Route Sales Representatives work on their own, operating and maintaining a Mobile Company Store with the full support of the Snap-on management team. Join our field-based sales team as a Route Sales Representative driving and working in a Mobile Company Store.
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From attentive sales representatives to meticulous clinicians, we are a team of professionals driven by customer satisfaction to offer the most advanced aesthetic dermatological treatments including laser hair removal, skin rejuvenation, CoolSculpting, and Botox.
$39,999 - $90,000 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Area Sales Manager will work in conjunction with the Directors of Sales/hotel leadership to achieve the revenue and market share goals for TETRA Campus. Perform any other duties as requested by the General Manager or Director of Sales.
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Build, scale, and manage a high-performing Sales team, driving GTM strategy, developing commercial and pricing models, overseeing inbound and outbound sales, and ensuring customer success.
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This will be a very hands-on role, reporting to the Director, Sales Compensation, and will help support the build out and ongoing administration of our sales incentive programs while overseeing the sales commission calculation and payout process.
$90,000 - $176,000Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Senior Group Sales Manager – Hotel Nia, Marriott Autograph Collection. A Senior Group Sales Manager at the Hotel Nia, Autograph Collection has you involved in a variety of tasks while working with a number of team members and clients.
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Job Summary As a Sales Associate, you act as a brand ambassador bringing your own personal style, passion for the product and welcoming energy to the sales floor each day. You’ll collaborate with your team members and managers to drive the business, jump in on tasks that help create a seamless customer experience, and bring a collaborative, kind, and inclusive energy to the sales floor.
$17.8 - $22.75 an hourPart-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Wealth Management Advisor (WMA) position is the investment planning and investment and insurance products lead on the Wealth Management Team. The WMA is responsible for facilitating the delivery of strategies and capabilities including portfolio management, trust administration, investment advisory and insurance.
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Proven experience (at least 5 years) in senior/Regional/VP Sales and Marketing roles within the hospitality industry. As the Vice President of Sales & Marketing you will manage and develop a regional and property-based sales team and personally execute a strategic sales plan to generate and optimize room revenues that include business transient, group, contract and Banquet and Catering revenue through direct sales and leading a revenue focused team that will impact positively on a portfolio of Radiate Hospitality in Northern California and Oregon.
$200,000 - $215,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Clinical Sales Advisor is a key member of the Sales & Business Development team and ensures our internal and external customers are educated on Athelas products and clinical applications.
$200,000 a yearFull-timeExpandApply NowActive JobUpdated Today
Title: sales advisor Company: Sky in Palo Alto, CA
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 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.