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We are looking for you Application Sales Engineer Application Sales Engineer PI (Physik Instrumente), LP is the world leader in high precision positioning systems: Nano Positioning, Micro Positioning, Precision Motion and Automation Systems.
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Possess the theory, application and experience in the operation of maintenance of refrigeration and condensing steam turbine-driven centrifugals compressors, evaporators, condensers, and related equipment.
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Oversee employee training in areas such as sales, logistics, operations, marketing, customer service, profitability, and safety. College HUNKS Hauling Junk and Moving is looking for a dynamic individual to fill our Operations Manager role.
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POSITION SUMMARY: The Sales Manager is responsible for planning, organizing, directing and coordinating the activities of the sales function for an assigned division to effectively execute sales strategies that will maximize sales volume, drive targeted profitable growth and professionally develop the sales staff.
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Provide limited furnace maintenance, including replacement of insulation, heating elements, and other components. Perform minor preventative maintenance to various pieces of equipment (i.e. oil changes, filter changes, valve replacements, etc.
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The Corporate Events Manager is a full-time position responsible for selling season ticket memberships, nightly suites, and corporate hospitality outings for WooSox home games at Polar Park. This key team member will focus on selling new season ticket memberships, developing strong relationships with members, and creating memorable experiences for corporate groups.
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Supervise other related public work functions, including civil disaster cleanup and safety operations, civil defense activities and any function of a public works nature that may be assigned to the DPW&P, such as, but not limited to, construction, operation, maintenance, and repair of municipal infrastructure and facilities.
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To assist Store Manager and Manager In Training with recruiting, hiring, training, and managing store personnel to achieve store and personal sales goals, control expenses, and to protect company assets.
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Kleinfelder has a great opportunity for a Water Treatment Process Senior Project Engineer or Project Manager for our New England Offices (Boston, Worcester, Springfield, Rocky Hill sites, as needed.
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Responsible for the maintenance and repair of all power plant equipment including boilers, turbine generators, air compressors, refrigeration equipment, pumps, motors and all other related equipment auxiliaries.
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With our range of services, including landscape design, development, maintenance and enhancements, there's no limit to what we can do, and what you can achieve. The superintendent is entrusted with the maintenance, operation and management of a golf course.
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High school/vocational school diploma and a minimum of 2 years' preferred experience in the operation and maintenance of Cogeneration plant systems, high-pressure boiler, and related Central Utility Plant auxiliaries or equivalent combination of training and experience.
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Related experience may include: Account Manager, Rental Sales, Parts Sales, Service Manager, Customer Service Representative, Construction Manager, Tools Manager, Counter Sales Representative, Equipment Associate, Manager Trainee, Manager in Training, Skilled Craftsman, Brand Ambassador.
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Assists with maintenance and testing of the 340B inventory management software. The position reports to the Manager, Pharmacy Business Systems. 340B is a Federal drug pricing program operated by the Office of Pharmacy Affairs (OPA) in the Health Resources and Services Administration (HRSA.
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Approaching service and sales needs with composure, integrity and compassion. Competitive drive and proven ability to succeed in a fast-paced sales environment. 6 months of customer service and/or sales experience, Retail environment preferred.
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manager maintenance counter sales jobs in Auburn, 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?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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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.