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Tri Pointe Homes Coastal Carolina's is seeking an entrepreneurial, strategic and highly motivated individual to join our team as the Vice President of Land Acquisition. Tri Pointe Homes Coastal Carolina's is seeking an entrepreneurial, strategic and highly motivated individual to join our team as the Vice President of Land Acquisition.
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SkyBridge Luxury & Associates is excited to announce our partnership with an ultra-luxury hospitality brand as we seek a dynamic and experienced Executive Vice President of Human Resources in Charleston.
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As the Vice President of Land Acquisition, your leadership experience and ability to build a pipeline of land is critical. As the Vice President of Land Acquisition, your leadership experience and ability to build a pipeline of land is critical.
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The Area Vice President is responsible for driving revenue growth by cultivating and managing relationships with new and existing clients. Professional designation may be preferred, including CEBS, CPCU, CIC, or ARM.
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Position Overview: Cantey Tech Consulting is seeking a dynamic and measurable results-driven Vice President of Sales to lead our sales team and drive revenue growth. Position Overview: Cantey Tech Consulting is seeking a dynamic and measurable results-driven Vice President of Sales to lead our sales team and drive revenue growth.
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About the Role: We are seeking an experienced and results-oriented Vice President of Growth Marketing, Americas to oversee our marketing efforts and manage the BDR team across the Americas region with a focus on driving pipeline to hit growth targets.
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As a Vice President, Sales Executive, Healthcare working remotely in the US, you'll be a part of creating and delivering amazing customer experiences while you also #ExperienceTTEC, an award-winning employment experience and company culture.
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Collaborate with the President, Vice President for Strategic Planning, Faith Integration & Christian Leadership and Vice President for Academic Affairs in the development of systems assuring that the University’s operational plans and programs are coordinated with the University’s strategic plan, particularly its financial aspirations.
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Works with Division President, sales managers, marketing director/manager, design studio manager, and divisional controller to set community and option pricing, manage homesite releases, margins, and sales pace.
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Workiva is looking for an exceptional product leader to take over a high-performing team and expand our global ambitions in the rapidly growing, multi-billion dollar technology market for Sustainability and ESG solutions.
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Buffalo Groupe's Vice President of Client Strategy & Service is a golf focused strategic integrated marketing leader who is responsible for driving growth for their teams, clients and the agency.
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Coordinates capital budget priorities, working closely with deans, executive administrative officers and the Office of the President. Quicklink for Posting: Activity: Establishes policies for and provides leadership of key offices and departments including Capital Projects, Maintenance and Skilled Trades (including Grounds and Custodial), Environmental Health and Safety, Campus Planning and Space Utilization, Utility Services, and the Center for Sustainable Development.
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We’re seeking a Vice President of Marketing & Communications to lead and champion innovative strategies that effectively convey our narrative, resulting in compelling new acquisitions and increased user adoption.
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We are an established Private Equity group operating and continually acquiring Residential Solar EPCs across the US. Currently we have a portfolio of over 40 EPCs in 7 states.
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As a team we follow the EOS methodology based on the book Traction by Geno Wickman. We're fanatics about client service, we run a responsive and professional operation, and we love what we do. We currently have a great VP of Sales but he'd like to step back a little and focus just on selling.
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Title: president Company: North Orange County Community College District in Charleston, SC
FEATURED BLOG POSTS
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).