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Dealership management experience is a plus (sales manager, internet sales manager, business development manager, F&I manager, marketing manager, marketing director, parts manager, service manager, fixed operations manager.
$55,000 - $75,000 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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The Monogram Senior Area Sales Manager (ASM) will focus only on Monogram resellers, both retail and builder contract, direct builders, as well as potentially new Monogram customers. Senior Area Sales Manager-Monogram.
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Position Overview: The Manager, Group Sales is responsible for generating maximum revenue through the sale of group tickets, full season plans, and partial season plans for the Washington Wizards.
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2-year degree from an accredited university in Business Administration, Marketing, Hotel and Restaurant Management, or related major; 3 years experience in the sales and marketing or related professional area.
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The Community Development Block Grant Disaster Recovery Senior Manager is r esponsible for growth, development, and leading large-scale disaster recovery programs. Certified Emergency Manager (CEM), Associate Emergency Manager (AEM), Program Management Professional (PgMP), Project Management Professional (PMP), certifications are preferred, but not required.
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Other related duties as assigned by the Pharmacy Manager. In addition to maintaining a closely integrated alliance with The George Washington University and The George Washington University Hospital (GWUH) which is separately owned and operated by Universal Health Services (UHS), the GW MFA has active referring relationships with 12 area hospitals.
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Piper Companies is seeking a Technical Project Manager with ERP implementation experience. The Technical Project Manager (TPM) is responsible for providing technical project planning, management, and oversight for our ERP implementation (Microsoft Dynamics AX), ensuring that these initiatives and projects are completed on-time, within scope and budget and with high quality.
$150,000 - $190,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Position Overview : Each Truancy Prevention Program Manager develops, delivers, and manages the school-based Truancy Prevention Program at a Washington, DC middle school. After students are referred to us, they are assigned to the Program Manager based upon their specific issue (truancy or behavior.
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We are looking for a seasoned Senior IT Asset Manager to join our client's team and take a leadership role in managing the lifecycle of technology assets. Seeking a Dynamic Senior IT Asset Manager.
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The National Democratic Institute (NDI) seeks an Agreement Manager to join the Program Coordination (PC) team. In addition, the Agreement Manager provides day-to-day award management support to assigned program team(s.
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Since launching the brand in October 2020, we have scaled to 7 figures in our first full year, $4m in 2022, and we expect sales of $8m in 2023. Manage and execute social media strategies to build brand awareness and increase engagement across all relevant platforms (e.g., Instagram, TikTok, YouTube, Pinterest, any other channel that deems relevant for our strategy.
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Content Marketing Manager - Remote. We are seeking a Content Marketing Manager to lead all aspects of content strategy, planning, and execution for our rapidly growing brand. Content Marketing Manager - Remote.
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SAP Sales and Service Cloud Manager. Experience in SAP Subscription Order Management with SAP Sales and CPQ Cloud. The SAP CX Sales & Service Consultant is responsible for delivering the required CRM functionality within an SAP Sales Cloud and SAP Service Cloud environment (aka Cloud for Customer, C4C) to meet the client's requirements.
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The Senior Group Sales Manager will be responsible to represent the Arlo Brand and embrace its values and culture within each interaction. Arlo Washington DC, soon to be added to the Arlo Hotels portfolio is now seeking a dynamic Senior Group Sales Manager.
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As a Sales Development Representative (SDR), you will play a critical role in the success of our sales organization by proactively identifying, nurturing, and creating new opportunities.
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Title: district sales manager Company: Nucor in Washington, DC
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.