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5 or more years of combined post-secondary education in sales, marketing, hospitality or related course work and/or direct hotel or convention meeting space sales experience. Job Overview: The Account Executive is responsible for contributing to group sales revenue for assigned markets that meet or exceed individual target revenue goals through the prospecting process of securing new clients and maintaining existing client relationships to increase engagement in the Gaming Enterprise service offerings.
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Required Job Qualifications: Expert in B2B sales processes and interactive marketing, including search engine marketing, online media, social media, e-mail marketing and account-based and channel marketing.
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Many of our sales reps make six-figures from the comfort of their own home, selling luxury goods to established customers. Sales Representative (Outbound, No Cold Calling, Limitless Earning Potential.
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Four-year college degree is required; a Marketing related degree is preferred. At least 2 years of CPG Marketing experience is required. Manage KnB's & Gravy Train brand marketing budget over fiscal year, including reporting, reconciliation, and funding transfers.
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Partner extensively with Insights & Strategy, Innovation, Category Development, Creative Services, Shopper Marketing, Sales, and Operations to ensure alignment of volume and profitability targets to overall technology platforms.
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As an Inbound Sales Representative you will be playing a crucial role in the sales process by providing a customer-centric approach to guide potential and current customers through the buying process.
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Successful Thrivent financial advisors have come from a variety of career backgrounds, including outside sales, business management, education, ministry, hospitality, military and more. Thrivent is the marketing name for Thrivent Financial for Lutherans.
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Effectively utilize sales and marketing resources to increase annuity market share. Help coordinate and execute territory marketing campaigns, call campaigns, and other sales activities that drive territory growth.
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Proposal coordinators help develop and submit marketing proposals by providing administrative assistance to VP of Sales and Marketing. Proposal coordinators need a bachelor's degree in English, communications, or marketing.
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Outside Sales Representatives educate and inform homeowners on what they're entitled to through storm damage as it relates to roofing, siding and gutter projects protecting their most valued investment at a fraction of retail costs.
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THE MISSION:The HVAC Sales Presenter contributes to improved technician and organizational performance by assisting technicians via phone and computer, with customer interactions and presenting repair/replacement options.
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Strong understanding and experience of the marketing technology stack, Trade Promotion management, Demand Planning and CRM/customer data platforms. Provide advanced expertise on industry trends and emerging technologies in marketing technology and provide insights to our business.
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Over the past 10 years, Post has made 22+ acquisitions and reached $7 billion in net sales in fiscal 2023. We are seeking an experienced and motivated Internal Audit Senior Manager to join our dynamic team.
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Works with Sales, QA Manager and their customers to understand customer’s specifications, part application, inspection methods, production processes and all other factors affecting the production of the customer’s parts.
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The individual who is hired will sell and manage our multi-media marketing solutions including radio, digital and event sales to local small and medium-sized businesses. advertising sales media broadcast radio digital marketing HP1.
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sales marketing jobs Title: manager Company: A Marketing in Lakeville, MN
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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.
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.
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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.
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.