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In this role you will work cohesively with sales team members to engage, support, and provide customer service to Sleep Number customers. Our Associate, Part Time Sales position offers a great way to balance your personal and professional life with a fulfilling part-time career.
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Bringing your prior experience in a customer-facing role, preferably high-end sales. Uncapped commission on sales. Emotional - Access to mental health resources, caregiving support, paid time off and parental leave to support your emotional wellbeing.
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Help disseminate best sales and marketing practices across the region and SCA. Communicates physician or office staff needs, as identified, to sales and operations leadership team to create positive impact.
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Provide executive oversight and direction to the Chief Information Officer (CIO) in the development and management of information systems and cybersecurity initiatives of the College.
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Communicates with Outside Sales to ensure excellent account management and customer service for new and existing customers. Documents all customer contact and sales activities in the ACS system.
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2000 Retention Bonus: $500 at 90 days, $1500 at 180 days The Route Sales Representative is a full-time position that is responsible for delivering, selling, and merchandising Frito-Lay s complete line of products including Lay s, Doritos, Cheetos, Tostitos, Fritos, and many more to local stores including gas stations, dollar stores, and large grocery stores.
$67,200 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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If you think you would be a great fit for our sales team, fill out the contact information and a receptionist will follow up with you about setting up a virtual interview with a manager.
Part-timeWork from homeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Productivity Management: holds self and sales team accountable for personal sales. Enforces sales strategies, initiatives, and growth across all categories. What does a Squishable Retail Sales Lead do.
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Participate in the sales process by assisting with contract negotiations and leading new opening services for the transition of new business accounts. This role requires a strong background in food and beverage management, exceptional financial management skills, building and leading diverse teams, and a passion for delivering outstanding resident experiences.
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At least 2 years of retail sales, guest service, and/or management experience preferred. You will be responsible for ensuring that products are easy to see and buy, building sales by sharing product and gaming knowledge with guests, providing a clean, organized environment in which to shop, and growing guest loyalty and repeat business.
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Support quality and compliance by adhering to all procedures, work instructions, and forms per the Quality Management Systems (QMS). Report tooling status, project proposals and project plans to management.
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QUALIFICATIONS Required Education/Experience Bachelor's degree in Business, Sales, Marketing, Hospitality, Culinary Arts or related discipline OR HSD/GED and 3 years Restaurant Management, B2B or outside sales experience, or equivalent relatable experience including completion of the Sysco Sales Internship.
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Where you are part of a true mental health professional team, well-supported by management and technology, such that you know your patients quickly receive any medications they need, receive fast follow-up from providers and experience remarkable results.
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Dedicated pharmacy support, including pharmacy tech and onsite pharmacist to assist with medication management, INR support and diabetic education. Silverton and the surrounding communities are wonderful places to live and have a full complement of amenities and activities for all seasons.
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Create and execute a regional sales plan that aligns with business objectives. Analyze regional sales trends and uncover new opportunities for growth. Improve brand advocacy and drive sales of the client's products.
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sales job Title: and management intern in Gladstone, OR
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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?
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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.