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Job ResponsibilitiesClient account and relationship management Responsible for achieving budgeted sales within the assigned client accounts Client account development to drive new business opportunities across the verticals of RWE Clinical Trials business e.
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Manage a generalist book of business: Handle a variety of accounts, including BOPs, cannabis accounts, bonds, construction, habitational, and artisan contractors. Work with accounts $50k in premium or less: Focus on the small to middle market experience.
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Prepare monthly reconciliation of all bank accounts ensuring that all grant receipts are recorded in Intacct software in a timely basis. Review and monitor balance sheet accounts, including analysis of Trial Balance/General Ledger and perform adjustments on a monthly basis.
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Sets a strategy for development of the retail vertical sales territory for all major accounts. Identifies and leads the pursuit of the targeted new business opportunities within major retail accounts.
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Setting up accounts in RingCentral software. Creating Teams accounts to integrate soft phones on to desktops. Our client has a brand new opportunity for a qualified Telecom Analyst to join their team onsite in Milford, MA.
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Support Technical Sales Representative(s) with onboarding new accounts to ensure an effective handoff. Primary Duties/responsibilities: Manage all existing customer accounts within an assigned sales territory with focus on named high value/strategic accounts.
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Acts as a Liaison between VP of Sales, Field Sales, Sales Operations, Sales Training, Field Marketing and National Accounts to ensure operation as a seamless, customer-focused team. Acts as a Liaison between VP of Sales, Field Sales, Sales Operations, Sales Training, Field Marketing and National Accounts to ensure operation as a seamless, customer-focused team.
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The Regional Sales Director is an energy industry veteran who consistently pursues, acquires, manages, and maintains key accounts in the large commercial and industrial sector. Drive electricity and natural gas sales in the C/I market (large accounts) Develop, maintain, and retain a portfolio of satisfied, long-term clients.
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Minimum of 5+ years of experience as accounts payable manager including in person and hybrid teams. Oversee the processing of weekly accounts payable ACH and check runs, and other urgent payment requests.
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The Implementation Specialist is responsible for working with new and current accounts to implement pharmacy services and technology. Partners Pharmacy - Our mission is to define excellence within the health care community.
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Among your responsibilities will be processing accounts payable, accounts receivable, cash disbursements and cash receipts using QuickBooks Online and other software packages, participating in payroll review and maintaining ADP employee profiles, assisting in credit card receipts collections and reconciliations, maintaining timekeeping software updates, and client collections and communication.
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Serve as the Business Unit Valuation Actuary (BUVA) for all Group Benefits-National Accounts, FullscopeRMS. Oversee the development, implementation and documentation of valuation assumptions for all reserve bases: IFRS, NAIC, and Tax (including their annual updates in Experience Studies/ACMA.
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Health Reimbursement Account (HRA) and Flexible Spending Accounts (FSA) to offset medical plan and health care costs. Retail discounts include cell phone plans, pet insurance, home & auto insurance, car rentals, identity theft protection, office supplies, concert & museum tickets, travel, shopping, and much more.
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An accounts receivable (AR) manager is responsible for the overall management of an organization's accounts receivable process. The accounts receivable manager will have contact with senior-level Executives, reporting to the Controller, and will require strong interpersonal communication skills, both written and verbal.
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Support benefits administration of health, dental, life & disability insurance plans, spending accounts, and 403(b) retirement savings plans. CFS has teamed up with an independent day school to identify a Payroll & Benefits Coordinator that will work directly with the Director of Human Resources and the CFO.
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accounts job Company: Boston Beer Company in Ashland, MA
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
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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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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.