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You will need experience in commercial sales , but this doesn't need to be in roofing, this can be taught. This is solutions-based selling based on value (not price) and you will collaborate with a wider team of sales, estimating, operations and technicians to turn opportunities into deals.
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Operate Water System Vehicle; maintains in clean and orderly condition; ensures that preventive maintenance is performed on scheduled basis; operate cellular phone and electronic communications equipment; report major automobile repair needs in prompt manner.
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Appliance, Furniture or Electronic sales experience. Sales Associates are experts in our products and financing services with product categories including electronics, appliances, furniture, mattresses, and more and are expected to be creative in offering solutions to each customer's needs and overcoming objections.
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Strong field sales career growth & talent development culture for top performers. Retail Sales Associates are responsible for all aspects of customer service, running registers, merchandising, and store maintenance.
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As an Insurance Sales Agent, you will begin with an already existing book of business and have the exciting opportunity to grow the business through your work and dedication. Role: Life Insurance Sales Agent.
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Drives store sales which may include performing in all Five Below services (ear piercing, balloons, buy online pick up in store, etc.) If you want to be at the beat of the Five Below pulse, our part-time Sales Associates get right in the middle of all store action.
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Inquiries in order to achieve high levels of sales conversion. To drive sales performance and achieve profit targets by continually identifying new opportunities. To deliver exceptional customer service to ensure customer satisfaction and deal with sales.
$100 - $120Full-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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As a Sales Representative for our Reliable Onsite Services (ROS) division, you will drive profitable revenue in your assigned geography, and act as a single point of contact for ROS products and services.
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Helps in the unloading of merchandise from delivery trucks, organizes merchandise, and transports merchandise from stockroom to sales floor. As a Family Dollar Customer Service Representative you will be responsible for providing exceptional service to our customers.
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At Aaron's we offer sales and lease-to-ownership of specialty items including furniture, consumer electronics, home appliances, and accessories throughout the United States and Canada. At Aaron's, being a Sales Manager can be a building block in the career you've always wanted to create for yourself.
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Classic Ace Hardware seeks part time Sales Associate. Classic Ace of is a family owned operated hardware store. Classic Ace Hardware seeks part time Sales Associate. Must be friendly, dependable, accurate, and willing to work with others.
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Outside Sales Representatives educate and inform homeowners on what they're entitled to through storm damage as it relates to roofing, siding and gutter projects protecting their most valued investment at a fraction of retail costs.
$60,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Superior Fence & Rail of Greenville is a fence industry leader that is currently seeking an experienced Fence Sales Consultant for immediate hire. 2 - 3 years of In-Home Sales Experience Preferred.
$125,000 - $150,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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A Retail Sales Associate, or Sales Advisor, as referred to internally, is responsible for delivering the Best Customer Experience that contributes to the store's sales and profit.
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Assist Operations teams with all non-sell duties as assigned by Sales Team Manager. Accept additional duties or sharing responsibilities as requested by Sales Team Manager. Positions available on our sales team consists of Sales Associates and Guest Experience.
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Title: sales representative Company: Keystaff in Spartanburg, SC
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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?!
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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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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).
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.