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As the Vice President of Sales & Marketing you will be responsible for meeting overall revenue growth and profitability targets, in conjunction with key sales and marketing initiatives.
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The Vice President of Women’s Merchandise Planning serves as a member of the AE Brand leadership team, guiding the business to achieve the sales and profit objectives aligned to the Company and Brand Strategy.
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Collaborate with advertising agency and vice president of sales and marketing regarding media, public relations, and advertising. Collaborate with the home office, develop, and execute marketing and public relations plans for the entire continuing care retirement community (CCRC) to achieve optimal sales/occupancy goals and meet or exceed projections.
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Supervise, train, mentor, monitor and promote sales team activity to achieve performance goals. Achieve individual sales and marketing goals and targets in addition to ensuring that goals of sales and marketing team are achieved.
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Aggressively drive new business development to achieve sales and revenue goals. The Wireless Venue Sales VP is responsible for developing wireless connectivity sales in the Eastern US for the placement of DAS, Cellular and Private Networking (CBRS) networks.
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The Senior Vice President of Sales will actively pursue new business opportunities while developing road maps to diversify the business into new sectors to achieve targeted sales growth.
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As the Vice President of Sales, you will be a key member of our leadership team, responsible for developing and executing the overall enterprise strategy to achieve long-term company goals.
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Work with the Vice President to achieve daily, weekly, monthly, and annual rental and sales goals. Job Desc/Summary: Sales Representatives establish relationships within the geographic territory to drive rental revenue and equipment sales.
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A few details about the role:Collaborate with the home office, develop, and execute marketing and public relations plans for the entire continuing care retirement community (CCRC) to achieve optimal sales/occupancy goals and meet or exceed projections.
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Assist the Regional Vice President in the development and implementation of the RGO marketing plan. Produce within the assigned territory and achieve satisfactory sales results and submissions of OneAmerica/AUL products.
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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.
A Potential TikTok Ban?!
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.
The Effects of Workplace Racism and Sexism
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).