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We are seeking an Outside Sales Representative to help us on our journey to become the Brand of Choice for our Customers and the Employer of Choice for Associate-Owners. JASPER’s Outside Sales Representatives serve as a face of the company and are focused on a mission to cultivate business with customers in the Galesburg, Monmouth, and Moline area of Illinois and Burlington, Davenport, Cedar Rapids, and Waterloo area of Iowa.
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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.
Full-timeExpandApply NowActive JobUpdated 22 days ago - UpvoteDownvoteShare Job
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Previous outside sales experience is not a requirement. If you are a sales PROFESSIONAL ready to be paid for your talents apply now and come join a team of the highest paid and most valued design consultants in home remodeling sales.
$220,000 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Minimum of 1 year outside sales experience or successful completion of a Cintas sales training program Valid driver's license High School Diploma/GED; Bachelor's Degree preferred. Job Segment: Sales Rep, Pre-Sales, Business Intelligence, Outside Sales, Sales, Technology.
Full-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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As an Outside Sales Representative for Mad City Windows and Baths, you will spend time with customers in their homes to determine their home improvement needs while providing outstanding customer service.
$450,000 a yearFull-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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A robust company like Platinum handles objectives like marketing, recruiting, customer service, and technology and innovation, so you can focus on what you do best—educating more customers and closing more sales.
$75,000 a yearExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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This is a full-time on-site role for an Outside Sales Representative. The Outside Sales Representative will be responsible for conducting sales presentations, building relationships with potential and existing customers, providing excellent customer service, and developing new business opportunities.
$250,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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1-2 years of sales experience OR experience/internships in Retail, Business Development, Teaching, Healthcare, Management, Military background, or Self-employed. Develop a consultative sales approach to build long term client relationships.
$100,000 a yearFull-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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By now, you are probably ready to apply immediately, but just in case you need 1 more reason to apply, check out this video from one of our sales reps on why Hibu is the right choice for you! Or maybe you have been thinking about switching career paths and moving into sales.
$122,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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You will receive thorough training in Platinum’s reliable 10-step sales system. You will be taught Platinum’s proven sales system, including how to identify highly qualified leads in each territory.
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Cutting-edge technological tools provided free of charge to streamline sales processes. Join Our Exclusive Sales Team and Propel Your Career Forward! Conclude meetings with compelling solution presentations and successful sales.
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Self-starter and ability to stick with a structured, proven sales model. Memorizing and utilizing NFIB s proven 5-minute verbatim sales presentation. Whether you have some sales experience or are new to sales, NFIB is here to set you up for success with best-in-class training.
$200,000 a yearExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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Outside sales / B2B experience. Our industry leading, revenue-sharing program includes commissions on all sales, while our easy, no-touch implementation process provides for seamless onboarding and support.
ExpandApply NowActive JobUpdated 19 days ago
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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.