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The Trade Marketing Manager will collaborate closely with sales, marketing, finance, manufacturing, and distribution teams to stay ahead of business trends and optimize trade programs.
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As a key component of this team you will be responsible for the company's sales functions and this role will be responsible for leading sales and marketing for a highly centralized production home builder and will report directly to the Vice President of Sales & Marketing.
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Evangelize audio within the category with Client and Agency partners and work with iHeart Sales and Marketing leadership to optimize our approach based on marketplace feedback and your perspective.
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Sales, Cloud, Service Cloud, Marketing Cloud, Field Service, CPQ, eCommerce, Communities certifications and project experience preferred. You will partner with our clients and other West Monroe team members on transformational program in the areas of Sales, Service and Marketing solutions.
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Contact Center Support Engineer position which handles level 2 break fix incidents, contact center deployments, application upgrades and service transformation initiatives for Optimum, Suddenlink and all BPO sites for Altice USA (Sales, Customer Service, Field Service, Billing and Collection, Product and Marketing.
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Execute and/or participate in all Sales Administration functions for the Division as delegated by the Marketing Manager and V.P. of Sales and Marketing.
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Dealership management experience is a plus (sales manager, internet sales manager, business development manager, F&I manager, marketing manager, marketing director, parts manager, service manager, fixed operations manager.
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Senior counsel advising the Global Airline Catering Sales Group, the Retail Sales Group, and other corporate office functional groups (e.g., Accounting, Tax, Treasury, IT, Marketing, Procurement, and Real Estate.
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Organizing and maintaining merchandise to meet Brand Marketing guidelines and enhance product appealReplenishing the flow of merchandise from the stockroom to the sales floor.
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In collaboration with the local Director of Sales and Marketing, Regional Director Sales, and Marketing (RDSM) and Vice President Sales and Marketing (VPSM), ensures the sales team has clear expectations, monitors, and maintains accountability to support the day-to-day marketing activities and programs to meet budgeted monthly and annual sales goals.
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Working with the VP Sales for the Americas, the SVP Sales, Marketing & Customers and the Business Unit VP/GMs you will develop the campaign strategies that will differentiate us in the marketplace and enable us to win strategic campaigns with customers in the Americas.
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Represent Hyatt Regency Dallas at trade shows and all functions which are related to the sales and marketing efforts of the Hotel. The Hyatt Regency Dallas is looking for an experienced Group Sales Manager to join our highly skilled and recognized Sales team.
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Develop and execute digital marketing campaigns to drive traffic and sales, including email marketing, social media promotions, and PPC advertising. Proficiency in e-commerce platforms (e.g., Shopify, Magento, WooCommerce) and digital marketing tools (e.g., Google Analytics, Newsletter.
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Reporting to the Vice President, Sales Technology, the Director, Sales Technology will play a critical role in our ongoing CRM and Sales process transformation, and will also partner closely with the Vice President, Marketing Technology in our ongoing Marketing Automation transformation.
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Monitor and help develop forecasted sales quantities for marketing items and new programs in conjunction with the Inventory Analyst and Buyer. Instrumental in determining various marketing vehicles, SKU selection, new merchandise programs, sales trends, and assortments which lead to sales growth and overall productivity in their area.
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sales and marketing jobs in Dallas, TX
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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).
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.