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A Bulk MDU Account Executive is responsible for selling and managing bulk MDU efforts to maximize sales revenue and meet corporate objectives. Minimum 3 years' experience in drafting and negotiating proposals and contracts for the residential property management, or real estate development industries.
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Proficiency in customer relationship management (CRM) software. Measure and report on the performance of channel partners, using metrics such as activity, quotes, sales, and revenue. The Channel Partner Director is responsible for developing and managing relationships with channel partners to drive sales and revenue.
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Use your bachelor’s degree or higher in accounting or your Certificate as a Certified Public Accountant (CPA) and your experience to qualify for an Internal Revenue Agent (Examiner) employment opportunity.
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The ideal candidate will have a proven track record of success in sales management, excellent communication skills, and a deep understanding of the group sales market. 7+ years of experience in sales management, preferably in the group sales market.
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This sales leader will be responsible for all elements of team development - recruitment, hiring, enablement, and management of a sales team, as well as driving revenue growth and exceeding sales targets within the Southeast Region.
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The Area Sales Director is responsible for operations of the Area, including meeting revenue goals for the Area and expense management. Responsible for expense management/profitability, monitoring ROI.
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Additionally, the Area Director of Revenue Management provides significant data analysis, strategy, and reporting to identify current and future revenue opportunities. Support the properties integration into new reservations & revenue management technology and programs.
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The Area Sales Director (West) will provide leadership and vision in developing revenue generating initiatives to achieve the current year area business plan and support the long-term strategic sales plan for Neodent USA. This position will drive business growth through relationship management at the Regional Sales Director (RSD) and Digital Sales Specialist (DSS) level.
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The Vice President of Finance, Medical Group and Value-Based Care (including Home Care) has responsibility for the financial management, reporting, budgeting, strategic financial planning, provider compensation, coding, revenue cycle (including professional medical billing, revenue integrity, accounts receivable operations, coding education and workflows and rural health management.
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BASIC REQUIREMENTS All GRADES: A Certificate as a Certified Public Accountant (CPA) or a bachelor's or higher degree in accounting that included at least 30 semester hours in accounting or 24 semester hours in accounting and an additional 6 semester hours in related subjects such as business law, economics, statistical/quantitative methods, computerized accounting or financial systems, financial management, or finance.
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Develop, recommend, implement and manage the division's annual budget and the advertising, public relations marketing and sales plans and programs for the hotel to maximize rate, occupancy and food & beverage opportunities thus ensuring the hotel meets/exceeds management and owner revenue/profit goals and expectations.
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Manage, retain and deepen a portfolio of approximately 100 business clients in stable/mature stage with annual revenue greater than ~$5 million; provide business deposit and cash management solutions and manage business credit opportunities up to approximately $15 million; provide support to branch-based business bankers on sizeable business credit deals as needed.
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Collaborates with Contract Management in planning, writing/editing and delivering RFI/RFP responses for assigned accounts by established deadlines. The Strategic Account Manager "SAM" manages the sales relationship for existing contracts/programs with a goal of growing revenue and margin.
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MasTec’s Clean Energy and Infrastructure Group (CE&I) is a $4 billion annual revenue business unit that provides construction services for industrial facilities; building products manufacturers, power generation facilities, manufacturing plants; solar, wind, and thermal energy plants; buildings, and infrastructure.
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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 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.
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