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Create work Instructions and job aids for Call Center and eligibility & enrollment supervisors to provide instruction on what action is required for specific codes as it relates to Workforce Management.
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MCI assists companies with business process outsourcing, staff augmentation, call center services, customer services, and IT Services needs by providing general and specialized hosting, software, staff, and services.
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We are seeking tenacious candidates with healthcare and outbound call center experience to work for an excellent Healthcare company in Dallas! Assist coworkers, supervisor or management to accomplish product goals and reports any potential issues in a proactive manner.
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Staffing, Recruiting, Accounting and Finance, Technology, Administrative, Call Center, Human Resources, Executive Search, Sales, Supply Chain, Healthcare Revenue Cycle, Marketing, and Management Resources.
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15.00 / hourENTRY-LEVEL CONTACT CENTER AGENT (FULL-TIME)We are looking for call center agents to support inbound and outbound customer service and sales projects for a wide variety of clients.
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We are a Secret Cleared Facility and our core competencies are Information Technology, Engineering, Customer Service/Call Center, Admin/Clerical, Finance/Accounting, Scientific/Clinical, Sales/Marketing, Legal, Human Resources, Light Industrial (limited), and Professional across a range of industries.
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Ensure all aspects of call center are working in unison (Call Center, Technology, Handset Logistics and Account Management). Implement call center best practices and drive call center management education to instill accountability for productivity and performance goals within the call center team, and within the call center management team, developing a metric-driven focus.
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Going onsite between Farmers Branch, Call Center in Addison TX, and Dallas FT Worth warehouse locations. Must Haves:3+ years of experience as an end-user support technicianKnowledge and competency with ServiceNow ticketing system (or similar)Enterprise level experience, handling tickets for 500+ usersExperience resolving tickets related to printer fixes; break-fix issues; device management; device delivery; equipment setup; equipment testing; equipment updates; etc.
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Previous experience with a Customer Relationship Management (CRM) system in a call center environment (Salesforce, Oracle, etc.) Additionally, we provide excellent benefits and pay bi-weekly, including a base salary and commission.
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Actively interacts with Distribution Center, Credit, Inventory, Regulatory, Finance, IT, Quality, Legal, Call Center, and Implementation teams to ensure enterprise alignment and execution against KPI's.
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You have internship experience, or 1+ years work experience in a customer-facing role, such as hospitality, retail sales, customer service, call center, field marketing, account management, sales, or a related position.
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MCI is seeking an experienced Insurance Call Center Claims Manager experienced in Property and Casualty and Life insurance to support complex business process outsourcing accounts. Experience in BPO insurance contracts, claims, call center operations, customer services and/or retention is preferred.
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Factoring, call center, retail, or another high-touch customer-facing industry experience is required. Skills & Abilities Required: Technology Proficiency: Familiarity with using Microsoft Office, training tools, learning management systems (LMS), and virtual training platforms.
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Customer Service #Collector, #Collections, #Call Center, #Auto, #Loan, #Credit, #Inbound, #Representative, #Financial, #Account Management, #Negotiation, #Team, #Leadership, #Operations, #Management, #Financial, #Collector, #collections, #Callcenter, #auto, #credit, #representative, #Customer, #Billing, #DebtCollection #fastpaced.
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Experience working across Digital (web, mobile app), Field Service management (Point of Sale), Call center channels building omni channel experiences. Proven experience in product management and leadership roles, preferably in a technology-driven environment.
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call center management jobs in Irving, 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?!
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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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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.