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The Chicago and Midwest Cluster are adding a Senior Business Travel Sales Manager to join their team in representing 14 Hilton corporate managed hotels! Preferably looking for someone with hotel sales experience and/or business travel sales experience.
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7+ years of experience and consistent record of success in manufacturing technology sales (prefer manufacturing software sales, machine tool capital equipment sales, and/or additive manufacturing sales experience.
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As a Sales Executive, you will be responsible for articulating the value of our platform to various industries including Financial Services, Retail, Manufacturing, and Hi-Tech organizations less than $1B in annual revenue.
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The Sales Support Specialist is responsible for helping our sales team secure digital printing projects, including large format printing, environmental graphics, signage and more. Support the sales team with various tasks, as needed.
$50,000 - $60,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Position Summary: As a Virtual Cyber Security Sales Engineer at our Client, you will play a pivotal role in driving the success of our cybersecurity solutions across the United States. Virtual Cyber Security Sales Engineer.
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Experience RequiredMinimum of 7 years of financial sales experience. Presentation skills and the ability to communicate and sell the bank's products and services are required to generate client sales.
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Knowledge of US Federal, State and Local, FAS109, Sales & Use Tax, VAT, Transfer Pricing, IFRS. Expertise on implementation of Tax tools / software applications Indirect Tax (e.g.: Vertex / OneSource IDT (Sabrix) / Taxware / Avalara / Sovos) and Vertex Accelerators / Global Next.
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The preferred applicant would be a Respiratory Therapist or Nurse with Adult Critical Care experience with business development/physician marketing experience or have a proven sales record in the local Home Medical Equipment market.
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Specialty Pharmaceutical Sales Rep/Clinical Specialist (Chicago South) Title: Specialty Pharmaceutical Sales Rep/Clinical Specialist. Field work with Area Sales Manager and other Indivior personnel.
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Works together with the other Regional Coordinators (Regional Community Testing coordinator, PrEP West Region) in the implementation of PrEP and Community based HIV. Will act as the South Region Community Testing Coordinator, alongside the Regional HIV Testing Coordinator.
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The Senior Field Sales Specialist (Natural Chain) will be responsible for representing the Garden of Life, Solgar, Vital Proteins and other assigned specialty brands (such as vitamins and supplements) with the sales and service of products, programs and services to independent and Key Account Retail locations such as Sprouts Markets and other Natural Grocery chains.
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The Regional Sales Manager (RSM) is responsible for growing the company's revenue through the development of new accounts, and the development and expansion of existing customers. The successful candidate will have a demonstrated track record of growth and expansion within existing accounts, along with management and development of a sales representative network, direct accounts, and OEMs. As Regional Sales Manager you will work with PI product and market business development teams to drive growth in your region.
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In 2015 CHHJM was named one of the fastest growing companies College Hunks World Headquarters is located in Tampa, FL. CHHJM Headquarters operations provides franchise support to their franchise owners across the country and operates a World Class Sales and Loyalty Center.
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NTN has an immediate opening is our Automotive Aftermarket business unit for AAM Western Regional Sales Manager. Must have automotive aftermarket sales and sales manager experience.
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The Pro Dealer Inside Sales Professional is responsible for sales in the Pro Dealer/Independent Distribution segment. Inside Sales Representative- Pro Dealer. The Inside Sales Professional generates leads, builds relationships, analyzes markets, makes data driven recommendations and decisions and provides customer focused service.
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Title: regional sales Company: Douglasnichole in Chicago, IL
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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?
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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 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.