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This position is required to grow top line sales at assigned Lowes stores within geographic territory through implementing sales/marketing programs, training activities, service and merchandising responsibilities.
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Lead your team to reach or exceed sales goals by selling loan or pawn products to consumers, identifying local marketing strategies, leveraging business-to-business partnership opportunities, obtaining referrals, and hosting and participating in community events.
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Knowledge of production management platforms and digital marketing tools, i.e. ZenDesk, Google AdWords, Google Display Network, Facebook, Twitter, Wordpress, etc. The candidate for this position will need a working understanding of the digital footprint initiatives that are offered by CMG. This is a unique opportunity to support Search campaigns for a growing cutting-edge local search marketing advertising solution for large and small businesses alike.
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Sustainability Support: Assist marketing, district managers, and sales teams by providing sustainability-related information, facilitating product reuse/reclamation/recycling, and supporting technical sales efforts.
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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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This includes DB Regional Sales Officers (RSO), Marketing Director (DMD), and Strategic Pursuit Directors (SPD). Provides overall leadership/accountability for the design build sales and marketing team.
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What you'll bring to Circle: Experience: 10+ years of relevant experience in any combination of the following: Partner Marketing, Web3 Marketing, Consumer Finance or Payments Marketing, Growth Marketing, or Business Development and Partnerships.
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Sales & E-commerce:Drive sales through the TikTok Shop via livestreams using innovative tactics and deep product knowledge. Wahool, a leading TikTok partner, seeks talented individuals to grow their livestream business in the Greater Seattle Metro Area. The ideal candidate will have a blend of fashion retail expertise, on-camera experience, and a passion for social impact.
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Remote Marketing Associate 5+ years experience in marketing and/or financial services industry. Collaborate and work with leaders to execute on sales enablement priorities with stakeholders.
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We are seeking enthusiastic and customer-oriented Sales Representatives to join our team in Atlanta, GA, and help our customers discover the benefits of eco-friendly transportation.
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Work seamlessly with Channel, Sales, Marketing, Product, and Sales Operations teams to capitalize on GSI sales opportunities. Define KPIs and metrics to evaluate channel sales performance, analyzing results to refine strategies and drive continuous improvements.
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Floor & Decor’s Sales Associates play a key role in continuously providing customers with friendly, accurate service and support in finding products to complete their project. If you love to learn and have a passion for helping others, come join us on our sales floor.
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The selected candidate will also assist senior Stout practitioners with business development and marketing activities including proposals, presentations, articles, pitchbooks, and related research as well as market-facing activities to develop / maintain relationships with clients and prospects, principally commercial litigation attorneys and in-house legal counsel.
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In the Field Marketing team, our job is to build marketing programs that serve as a growth engine for the Grid Automation sales teams in North America (NAM) and Latin America (LAM.
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Leads the planning, development, and execution of lifecycle marketing campaigns across all owned channels using a hypothesis-led learning agenda (A/B testing). The Lead B2C Lifecycle Marketing Specialist will join our new Consumer Marketing Team as we lay our team's strategic, operational, and technological groundwork.
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sales and marketing jobs Title: development Company: Capgemini in Atlanta, NJ, United Kingdom
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).