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Flexible schedules: Enjoy the freedom to create your own schedule and work from home. The Gardner Agency is currently hiring for licensed or non-licensed agents with a sales, business, or team building background.
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100% commission career: This is a commission-based role in life and health insurance. Fast-track licensing program: If you're not already licensed, the agency offers a program to help you obtain your license in 7 - 10 days.
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Your level of success will be determined by several factors, including the amount of work you put in, your ability to successfully follow and implement our training and sales system and engage with our lead system, and the Insurance needs of the customers in the geographic areas in which you choose to work.
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Quality leads: No cold-calling necessary! Not all agents achieve the same or similar results, and no results are guaranteed. No agent’s success, earnings, or production results should be viewed as typical, average, or expected.
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Advanced training and mentoring: Full access to training and mentoring calls to help you succeed. Opportunities for career advancement: The agency offers opportunities for career advancement and agency ownership.
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Marketing support: Get the support you need to market yourself and generate leads. If you're a self-motivated, goal-oriented, coachable, and disciplined candidate, this could be the perfect opportunity for you.
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All backgrounds considered: The agency welcomes applicants from all backgrounds. Powered by JazzHR.
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All backgrounds considered: The agency welcomes applicants from all backgrounds. Powered by JazzHR.
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All backgrounds considered: The agency welcomes applicants from all backgrounds. Powered by JazzHR.
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All backgrounds considered: The agency welcomes applicants from all backgrounds. Powered by JazzHR.
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All backgrounds considered: The agency welcomes applicants from all backgrounds. Powered by JazzHR.
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All backgrounds considered: The agency welcomes applicants from all backgrounds. Powered by JazzHR.
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All backgrounds considered: The agency welcomes applicants from all backgrounds. Powered by JazzHR.
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All backgrounds considered: The agency welcomes applicants from all backgrounds. Powered by JazzHR.
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All backgrounds considered: The agency welcomes applicants from all backgrounds. Powered by JazzHR.
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own schedule in home flexible currently hiring jobs in Missouri-city, Missouri
FEATURED BLOG POSTS
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.
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).