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This position may represent Fidelis Care at various community events, marketing sites, and in an individual’s home. Centene is transforming the health of our communities, one person at a time.
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WHAT YOU'LL DO Client Development Senior Managers (CDSMs) work at the intersection of business development, account management, marketing, and client engagement within BCG’s most strategic accounts.
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7+ years of years of experience in sales & marketing and/or commercial positions, including at least two years in outbound (demand generation) or sales leadership in a +$1B multinational technology organization.
$200,000 a yearFull-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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Plus get exclusive access to both Career Coaching and Resume Reviews at a deep discount, as well as expert skills tests, valuable job search tips and articles, webinars with job search advice, educational guides and courses, and more.
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The Team The Global Marketing Organization at FlexTrade is a fast-growing team and a vital function of our business. At least 5 years as a marketing manager in a sell-side technology firm (preferred) or financial institution.
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No Overhead - Wave goodbye to insurance barriers, marketing budgets, and other expenses associated with private practice. Finally, we offer a monthly bonus ($100-$4,000) based on the average number of clinical hours spent with clients on the platform per week, with eligibility starting at 3 weekly hours of client engagement.
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Exchange text, video, and audio messages with your clients from almost anywhere, at any time. This is a fully remote, part-time position. Monthly Bonus Incentive - Earn a MONTHLY client engagement bonus up to $4,000.
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Series 63 and or Series 66 - *If not held at time of hire, incumbent must obtain the above listed licenses within 90 days of passing Series 7 exam. Variable Annuity - *If not held at time of hire, incumbent must obtain the above listed licenses within 30 days of passing Series 63 exam.
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Reports To: Director of Sales Summary: The Senior sales & account manager focuses on high impact and high urgency marketing and sales strategy to increase brand awareness and generate leads at the franchise level through the education, communication and collaboration with local marketing and business development team members.
$200,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Own / Maintain lobby appearance / PBX back Office at all times. Knowledge of hotel operations, including marketing plans, security and safety programs, personnel and labor relations, preparation of business plans, repairs, maintenance, budget forecasting, quality assurance programs, hospitality law, and long-range planning.
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Are you a passionate advocate for bourbon, beer, wine, or other alcoholic beverages, and skilled in promotions, marketing, or sales? Our commitment to redefining industry standards, coupled with a relentless pursuit of innovation and always being prepared to deliver an unparalleled experience that outrivals expectations sets us apart from other experiential marketing companies.
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Must be at least 18 years old, possess a high school or equivalent diploma and have the ability to obtain the appropriate license pursuant to the New York State Lottery regulations. Perform observation and analysis of marketing promotions and special events for cost effectiveness and compliance with official rules and internal controls.
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We fund from $5,000 to $2,500,000 Inbound solicitation of warm leads coming in from our in-house marketing campaigns, inlsuing mailers and an extensive SMS Marketing Campaign. Note: This is an in-office position, located at our headquarters in Westbury, New York. Please consider this when applying Job Type: Full-time Benefits: 401(k) Dental insurance Health insurance Vision insurance Schedule: 8 hour shift Monday to Friday Supplemental Pay: Bonus pay Commission pay Work Location : In person.
$500,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Supports the Director, Administration and Marketing in planning and executing special events, both virtual and on-site at NYPCC’s Child and Family Mental Health Clinics. The Marketing Coordinator will manage the organization of special company events that promote NYPCC’s mission of health and wellness, inclusiveness and rapport building amongst employees.
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O Create sales and marketing martials [promotional fun day flyers, season promo materials, sales folders]Marketingo Perform marketing tasks related to acquisition of new account, partner or customer [back to school events, promotional events, conferences, etc.
$50,000 a yearFull-timeExpandApply NowActive JobUpdated Today
marketing at jobs in Elmont, NY
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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.