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Work closely with Outside Sales Representative and Transition Specialist Representative to ensure a smooth and effective transition of client ownership during the initial phase, providing a seamless transition and continuity of exceptional service.
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Experience in sales, technical pre-sales, product development, or customer facing resources. You will lead and actively participate in highly visible and strategic initiatives and collaborate with stakeholders from our Sales, Services, Business Development, and Field Marketing teams.
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Our employee-led affinity groups foster a culture of inclusion that empower us to be proud of our differences. AWS Sales, Marketing, and Global Services (SMGS) is responsible for driving revenue, adoption, and growth from the largest and fastest growing small- and mid-market accounts to enterprise-level customers including public sector.
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The PMO Project Manager (Sales Operations) is the responsible for tracking and managing the progress of key strategic initiatives within A Place for Mom’s Sales and Operations organization.
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The Account Manager II will meet with the sales lead and Solution Architect to build an association with the hiring supervisor and establish a sound understanding of all program expectations.
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Diversity, Equity, and Inclusion have guided our current success while also moving our desire to improve. Derive insights from license usage and collaborate with Finance, Sales, IT, and Data Intelligence teams to understand their constraints and expectations.
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We are looking for a Regional Sales Manager in Atlanta, who will be responsible for driving deals in the market. BigDiversity: We're committed to creating a culture of inclusion, diversity, and equality - across race, gender, sexuality, disability, and neurodiversity - where innovation and growth thrive, every voice is heard, and everybody belongs.
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Increase profitable sales in assigned territory by developing current and prospect accounts into commercial sales. Balchem is committed to a workplace culture that values and promotes diversity, inclusion, equal employment opportunities, and a work environment free of harassment and hostility.
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We know that it's our people that make the difference and we are deeply committed to building a workplace and global community where inclusion is not only valued, but prioritized, providing an environment of mutual respect where equal employment opportunities are available to all applicants and team members.
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The Regional Sales Manager, New Homes Division will be responsible for the growth and development of the company’s New Homes sales channel as we expand our footprint nationally. We strive to foster an environment you can thrive in through our commitment to diversity, inclusion and belonging.
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As an Executive Account Sales Manager and Large Opportunity Specialist at Pearson, you'll be a crucial part of our College and Career Readiness efforts. Educational and Tech Savvy: Experience in technology or educational sales is a plus; a Bachelor’s degree required, with a background in education being beneficial.
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Genie is hiring a Regional Sales Manager. Title: Regional Sales Manager. We value diversity, equity and inclusion, safety, integrity, respect, servant leadership, courage, citizenship, and continuous improvement.
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Diversity and inclusion are fundamental to our core values at Waters Corporation. sales, chromatography, UPLC, LC-MS/MS, MS, field, Mass, Spectrometry, laboratories, biochemistry #LI-ML1.
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Major Accounts Sales District Manager. Weve received recognition as a global Best Places to Work and a recipient of many prestigious awards for diversity, equity, and inclusion, including a DiversityInc Top 50 Company, Best CEO and company for women, LGBTQ+, multicultural talent, and more.
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Reporting to the Chief Marketing Officer, the Product and Partner Marketing Manager is part of a team of peers who will each be responsible for the messaging and outcomes aligned with sales for their assigned use cases or verticals.
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sales inclusion jobs Title: manager in Atlanta, GA
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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.