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Upgrade is a fintech company that provides affordable and responsible credit, mobile banking, and payment products to everyday consumers. The Regional Sales Manager for Indirect Auto Lending is responsible for leading the sales team, developing strategic sales plans, and driving business growth within the assigned region.
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Designing, provisioning, and administrating best practices for consumers across multiple cloud offering (Azure & Oracle Cloud). Managing Gap's Data Center, POP’s & Campus Network Infrastructure.
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Okta, the leading identity and access management platform, is seeking a Senior Product Marketing Manager to play a pivotal role in building Okta's strategy to connect SaaS builders and SaaS consumers within a secure, interoperable app ecosystem.
$250ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Reach & Scale: The products and platforms this group builds and operates delight millions of consumers every minute of every day – from Disney+ and Hulu, to ABC News and Entertainment, to ESPN and ESPN+, and much more.
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You should have a strong ability to build meaningful connections with high value consumers, forge brand partnerships with sales influencers and companies on social, and create buzz on social around our product.
$20,000 - $70,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Trusted by over 8,000 leading brands such as CB2, Urban Outfitters, GUESS, Dickey's Barbecue Pit, and Wyndham Resort, Attentive is the go-to solution for delivering powerful commerce experiences for consumers with the brands they love.
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In this role, you’ll develop insight-fueled strategies to tap the power of influencers and ambassadors to shift how consumers think about, adopt and engage with Quest MR/VR. You’ll lead thoughtful planning and flawless execution of influencer programs, driving measurable impact to our business.
$122,000 - $176,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Develop and implement social media strategies to engage with consumers and build brand loyalty, including digital marketing, social media, and influencer marketing. Identify and implement field marketing events to introduce Three Trees to consumers.
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The Product Management team guides the strategy and vision for Disney’s incredible global digital products portfolio - from Disney+, Hulu, ESPN+ and the ESPN App to Marvel Unlimited, National Geographic, ABC and ABC News, and film websites and games.
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All of that data that we process goes through Machine Learning and Deep Learning algorithms and models, all built and trained in-house, to ensure peak relevancy for consumers, and are constantly being improved upon, which results in one of the most advanced and mature Machine Learning practices in the world.
$270,000 - $310,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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The Disney Entertainment & ESPN Technology Transmission Engineering group provides 24-hour support for Disney’s event-based and linear streaming platforms; Disney+, ESPN+, and HULU. Responsibilities include but are not limited to acquisition health, configuration, distribution, switching, and quality control monitoring of signals, regardless of the format, for example: linear television, IP, fiber, satellite etc.
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From powering Rwanda’s national blood delivery network and Ghana’s COVID-19 vaccine distribution, to providing on-demand home delivery for Walmart, to enabling healthcare providers to bring care directly to U.S. homes, we are transforming the way things move for businesses, governments and consumers.
$135,000 - $175,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Generate trial of Monster Energy Company products by consumers. Ensure professionalism, exceptional communication, and proactive interactions with consumers. Approach consumers who “need” energy and generate trial.
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Since launch in 2007, the company has expanded to serve consumers in new categories including wall art, textiles, digital content and home decor, as well as serve major retailers and consumer products brands with data-backed design through licensing and wholesale partnerships.
$213,440 - $348,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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The EPM will lead the team in optimizing current news/events, data, research, and family and educator needs to develop best-in-class evaluations of the most popular digital tools being used by consumers and educators.
$140,000 - $166,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago
consumers job Title: call center Company: Orion Capital Solutions in South San Francisco, CA
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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 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.
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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.
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