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Act as a strategic partner to the sales, marketing, and operations teams to identify and update processes, systems, and metrics, streamlining the inbound and outbound lead-to-opportunity process for improved speed, accuracy, and effectiveness.
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When requested, participate in a variety of sales training and planning meetings to learn about new products and marketing promotions. Previous healthcare ultrasound sales experience and selling to managed care / hospital organizations preferred.
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The Sr. Training Developer/Instructor will be responsible for the development and execution of a complex and comprehensive training program for a Foreign Military Sales (FMS) Air Operations Center (AOC) Program.
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This role is within the Customer Success and Partner Marketing Digital and Design team; reporting to the Senior Manager of Design. An innovative designer focused on executing work that drives demand for Customer Success and Partner Marketing.
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ServiceMaster was founded with a deep commitment to integrity and customer service and does business under seven brands today across 50 states and nine countries that generate more than $3.5B in system-wide sales: ServiceMaster Restore, ServiceMaster Clean, Merry Maids, TWO MEN AND A TRUCK, Aftermath Services, Indoor Science.
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Support pre-sales and post-sales activities for OEM partner and HQ teams. Knowledge and experience in electron microscopy and semiconductor manufacturing technology/process control. We have a diverse range of portfolios throughout the ZEISS family in segments like, Industrial Quality & Research, Medical Technology, Consumer Markets and Semiconductor Manufacturing Technology.
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The Teamcenter Administrator/Engineer is responsible for the configuration, administration, Data Management, Integration, Upgrades and Migrations and support of the Teamcenter PLM system to ensure efficient and effective management of product data and processes throughout the product lifecycle.
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In-depth knowledge and experience with Salesforce Marketing Cloud or equivalent enterprise marketing automation platforms such as Adobe Marketo, Adobe Campaign, or Unica. 3-5 years of experience of Database Marketing, CRM, Email, Digital, Direct Mail, 1:1 marketing experience.
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Due to the nature of this sales position, AEs work rather independently, continually growing a network of third-party originators, industry contacts, and other valuable referral sources. Account Executives may be supervised by Regional Sales Managers and ultimately report to the Senior Vice President of Third Party Originations.
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Machine Learning, Product Design, Internationalization, Data Science, Personalization, Mobile, and Growth Marketing. Advertising, Digital Marketing, Information Services, Software, Information Technology, Social Media, Technology, Computer Software, Internet, Information Technology and Services.
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May perform a support role in Sales, Marketing and Services leadership meetings. + Establish relationships with the Arrow Supplier teams, partners and customers in support of joint Sales, Marketing and Services team objectives and engages and leverages resources, abilities, budgets and personnel as appropriate.
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Work as part of a cross-functional project development team that includes project finance, operations, legal, marketing and communications to secure new business and ensure delighted customers. Significant experience in a quota-driven sales environment, exceeding sales production targets.
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Effective sales development managers utilize the sales enablement and training resources at their disposal to quickly understand the hospitality and travel industry, typical economic buying centers, Wyndham's value proposition, and the underlying content, research tools, systems and processes available to support effective prospecting.
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Consistent track record of large-scale enterprise sales to commercial institutions. 2+ years of outbound sales experience focusing on closing net new business. Work with the other Sales team members to improve and streamline internal processes.
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A minimum of 5 years of experience in luxury sales, with a strong network in the travel industry. As the Director of Luxury Sales, you will spearhead our strategic initiatives, manage key accounts, and foster long-term relationships with our partners.
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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.
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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.
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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.