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Throughout your career with DXP, we will encourage and empower you to take an active role in identifying and driving your development, so you feel total confidence in your ability to achieve ongoing success.
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Handle all sales transactions while operating assigned cash register. Assist with unloading trucks. Fully cross-trained to assist with cash register operations, customer service and stock replenishment.
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FM helps clients maintain continuity in their business operations by drawing upon state-of-the-art loss-prevention engineering and research; risk management skills and support services; tailored risk transfer capabilities; and superior financial strength.
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Field Parts Associate. Field Parts Associate. Two years of experience as a technical parts representative or field service technician within the material handling industry preferred. Deliver parts to existing consignment and non-consignment customers.
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The Accounts Payable Associate is directly responsible for the overall administration, coordination and accuracy of the Accounts Payable function for the company. A leader in the textile industry for over 75 years, we are a stable Rhode Island manufacturer of non-woven textiles, wool blankets, and berets.
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100% Remote Sales: Work from anywhere, eliminating the need for door knocking or commuting. DISCLAIMER: This is a 1099 independent contractor commission-based sales role. 100% Remote Sales: Work from anywhere, eliminating the need for door knocking or commuting.
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Ignite Your Sales Career! Lead Management: Engage with warm leads and guide them through the sales process. Sales Documentation: Maintain accurate and detailed records of all sales activities.
$300,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Benefit from cutting-edge tech tools designed to simplify your sales process – and they're provided free of charge. Receive commissions promptly – our average sales cycle is just 72 hours.
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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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Join us as a Sales Specialist on a 1099 contract basis, whether you're an established sales professional or new to the field. No prior sales experience required; receive comprehensive training on our products/services, sales techniques, and virtual communication tools.
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This position is a 1099 independent contractor commission-based sales role. Our Sales Agents operate entirely online or over the phone, engaging with clients nationwide seeking insurance coverage.
$250,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Sales Documentation: Maintain accurate records of all sales activities. Lead Handling: Guide warm leads through the sales process. Positive Attitude: Maintains optimism and enthusiasm in sales environments.
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Benefits include: Associate discount; EAP; smoking cessation; bereavement; 401(k) Associate contributions; child care & cell phone discounts; pet & legal insurance; credit union; referral bonuses.
$15.5 an hourPart-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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If you are interested in changing careers, the positions that aligns well with ours are Auto Sales, Phone Sales and Medical Sales. We are currently seeking an experienced Sales Representative who can help us reach our goals.
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Outbound sales cold calling and emailing. Inbound sales follow-up. This is an entry-level position reporting to the Sales Development Manager. This sales quota-bearing position is responsible for the entire sales process for Bigbelly's small to midsize opportunities and for executing strategic lead-generation campaigns.
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Title: sales associate Company: Hln Financial in Hopedale, MA
FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.
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.