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The Customer Care Agent is responsible for effectively resolving consumer inquiries and complaints and the receipt, documentation, classification, and processing of product complaints within regulatory guidelines for North America.
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1-2 years prior FBO working experience or a customer-service related field experience (e.g. hospitality) preferred. The Customer Service Representative provides assistance to passengers and crew throughout the different stages of travel through our Jet Aviation FBOs. This position serves as the main point of contact for service requests, inquiries, suggestions, and complaints.
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As a Customer Service Representative, you will work as part of a supportive team to be the face of U-Haul company's exceptional service and ensuring that customers get all the help they need on their journeys by inspecting and maintaining equipment.
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Proven work experience as a Data Architect, Data Scientist, Data Analyst, or similar role. We are looking for an experienced Data Architect to support our global Customer Development (Sales) organization.
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Experience of Customer Success spanning across: Strategy, Experience Design, Digital Channels (Web, Mobility, Portals, Collaboration), Integration & Process Automation (Integration, APIs, Modernization, BPM, Automation), Marketing & Commerce (Digital Marketing, Commerce, Marketplace), Emerging Digital Technologies (Immersive Services, Cognitive Contact Center) Good understanding of the BFSI/CMT industry.
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Minimum of 7 years of experience in Customer Success or Field Sales, with a demonstrable track record of success in such roles (Evidence of success achieved in key customer accounts is mandatory.
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Starting salary to be determined by the education, experience, knowledge, skills and abilities of the applicant, internal equity, location, and alignment with market data. Bachelor’s Degree (or equivalent experience) in Business, Marketing, Communications, or a related field.
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Education: High School degree or equivalent experience in Customer Service Industry. Experience: 1 to 3 years customer service experience; retail customer service experience a plus.
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In addition to complying with all applicable laws, PVH also has a strong corporate commitment to inclusion, diversity and to ensuring that all current and future PVH associates are compensated solely on job-related factors such as skill, ability, educational background, work quality, experience and potential.
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3-5 years of experience with FMCSA/DOT regulations. Provide recommendations and actively identify areas for improvement for the over owner operator experience. Schedule and promote driver engagement activities that enhance the driver experience.
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More than 3 years of customer service-related work experience. Experience with optical spectroscopies such as Raman and PL is a plus. Is the primary point of contact for our Customer Spectroscopy customers, Field Service Engineers & global affiliates.
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The redesigned hotel offers all the comforts, service, and amenities of the world-class Hilton brand with the experience of a boutique hotel. Experience: Three to twelve months of employment in a related position guest relation position with this company or other organizations.
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Experience creating persona-based omnichannel customer engagement journeys. Evaluate program and campaign effectiveness and identify opportunities to optimize channel effectiveness with a goal to elevate customer experience.
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4+ years of recent customer service with order management experience within a warehouse /3PL environment or working in such capacity at an importer or wholesaler. Communicate daily with sales, operations, and various logistics departments to efficiently and accurately process, allocate and ship all customer orders based on specific retailer requirements.
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The Senior Manager, Partner Experience plans, manages, and executes channel strategies and initiatives to engage, enable, empower, and grow our Brother Channel partners in the Commercial ecosystem.
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Title: customer experience agent Company: Sumup in Warren, NJ
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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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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.