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The Customer Service Advisor (CSA) often begins as a Pick-n-Pull Greeter and can work their way up through Part Sales, Parts Specialist and eventually a store Sales Lead through positive work ethics and evaluations.
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Named “Large Business of the Year” by Jackson County, Georgia’s chamber of commerce! Available to work full-time, 40 hours per week with opportunities for overtime. Bonus programs that include annual performance, sales goals and profit sharing.
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Qualifications/Minimum Requirements: Bilingual – 100% fluency in English and Spanish Bachelor's degree in business administration or related field 8+ years of progressively responsible experience in retail management, multi-unit retail, hospitality management, or property/mall management Your weekend (Saturday & Sunday) General Management presence onsite is a requirement for this position.
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Chick-fil-A, Inc., Founder S. Truett Cathy started the business in 1946, when he and his brother, Ben, opened an Atlanta diner known as The Dwarf Grill (later renamed The Dwarf House®). Today, Chick-fil-A has the highest same-store sales and is the largest quick-service chicken restaurant chain in the United States based on annual system-wide sales.
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Preferred Experience: Three ( 3) years Surgical Tech Experience, one (1) Year of First Assist Experience. Intensity of Work: Constantly 66-100% The surgical first assistant performs these functions under the direction and supervision of the surgeon and in accordance with hospital policy and appropriate laws and regulations.
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Bachelor's degree in Business, Sales, Marketing, Hospitality, Culinary Arts or related discipline OR HSD/GED and 3 years Restaurant Management, B2B or outside sales experience, or equivalent relatable experience including completion of the Sysco Sales Internship.
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Knowledge of hotel operations, including marketing plans, security and safety programs, personnel and labor relations, preparation of business plans, repairs, maintenance, budget forecasting, quality assurance programs, hospitality law, and long-range planning.
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Minimum Experience: In lieu of CPC certification, will accept 5 years direct pre-certification experience. Preferred Experience: One (1) year of direct pre-certification experience preferred with CPC certification.
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1 year experience with ammonia refrigeration. This role will Utilize Computerized Maintenance Management System (CMMS) to perform work (e.g., record work history, identify parts usage, identify warranties) in a timely and effective manner.
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Selectek is seeking a highly skilled Drafter/Detailer with expertise in AutoCAD and Inventor (Solidworks experience also considered) to support two manufacturing facilities specializing in custom-built overhead bridge cranes and runway systems.
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The chosen Chateau Storage Assistant Manager will attend our three-phase training program with our Certified Trainers on sales, operations, and our use of world-class marketing techniques to deliver Solutions to our clients.
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In 2024, Williams-Sonoma was recognized as a Great Place to Work ® and Forbes Best Employers for Women and Diversity, honors which reflect that we are truly a people-first organization. At least 1 year of experience driving a reach truck, order picker, or other types of forklift equipment as needed.
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SEE YOU ON THE OTHER SIDE. Additional Info: Minimum Age 16+ years old You are applying for work with a franchisee of Dunkin Donuts /Baskin-Robbins, not Dunkin Brands, Inc. or any of its affiliates.
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Requirements of the Truss Designer: Minimum 3-5+ years of Truss Design and Draft experience in the Construction and Building Materials industries. As the Truss Designer, you will also work closely with other Truss Designers, as well as, communicating and discussing changes or design issues with architects, engineers, and clients in the construction industry.
$70,000 - $80,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Join Our Growing Team as a Brand Ambassador Are you a passionate advocate for bourbon, beer, wine, or other alcoholic beverages, and skilled in promotions, marketing, or sales? Our commitment to redefining industry standards, coupled with a relentless pursuit of innovation and always being prepared to deliver an unparalleled experience that outrivals expectations sets us apart from other experiential marketing companies.
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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.