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The Amazon Web Services (AWS) Global Sales Compensation (GSC) Operations team is seeking a Sales Compensation Analyst to join our operations team. Prior sales compensation experience - Experience with sales ICM tools such as Varicent, Xactly, or similar software.
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Our proprietary training approach to healthy lash extensions boosts the confidence of our guests, builds trust in our brand, and sends our community out into the world with a smile. 5+ years or more in Front Desk Sales role, preferably in Salon/Spa or Membership focused businesses.
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Validated experience in a similar role such as Solutions Architect, Technical Consultant, or Pre-sales Engineer, with hands-on experience with Elastic solutions or equivalent technologies. Collaborate closely with the account team, including the Account Executive and the Solutions Architect (Pre-sales engineer), to provide ongoing technical coverage and support, while the account team focuses on identifying new deals.
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Attend training sessions with the Director of Sales to practice, refine, and demonstrate mastery of the script and how to handle objections. You will be provided with an initial 2–3 days of training on the sales script, sales procedures, and use of the CRM and telephony software.
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With nearly $2B in annual retail sales, fairlife's portfolio of delicious, lactose-free, real dairy products includes: fairlife ultra-filtered milk ; Core Power High Protein Shakes, a sports nutrition drink to support post-workout recovery; fairlife nutrition plan , a nutrition shake to support the journey to better health.
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This includes working with our internal marketing brand team as well as other NFP teams as needed (HR, training, technology, etc.) Summary:In this role at NFP, you will be supporting and driving marketing efforts and sales needs across the Retirement business line in support of overarching marketing goals.
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The Mobile Site Director of WIC is responsible for hiring, coaching, supervising, evaluating, training, and professional development of the WIC Mobile Truck Staff. Program & Organizational Requirements - Comply with program and/or Agency requirements related to: X Background check X DMV check X Drug Testing Fingerprinting Additional Position Details: Hybrid or fully on-site: Supervisor role: Yes Immediate Supervisor: WIC Director Employment Type: Full Time.
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Report sales results to the Senior Sales Director and Business Development Manager, providing valuable industry and market insights. Collaborate with Senior Sales Director and Business Development Manager to seek out new business opportunities within major markets across the assigned territories.
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Attend our free, paid training through the world renown Paragon School of Pet Grooming for Nail & Ear tech program. attend our free, paid training through the world renown Paragon School of Pet Grooming for Nail & Ear tech program.
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The Architectural Sales Representative (ASR) is responsible for promoting the full line of Brickworks products and services to architects, designers, contractors, distributors and other construction industry professionals in their assigned territory.
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IMTS Lock and Dam Operator Training and Certification Program: These positions fall under the USACE Inland Marine Technology System (IMTS). Employees at WY-05 and WY-07 will participate in a formalized training and development program for Lock and Dam Operators involving on-the-job training, classroom instruction, and related correspondence courses.
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Mercedes-Benz of Chicago is looking to hire a Sales Consultant to join our team! Apply for Mercedes-Benz Sales Consultant. Continuously develop product and sales acumen to become the vehicle authority.
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All online adjunct faculty are required to complete an 8-week training course reviewing online pedagogy best practices prior to teaching their assigned courses. Our curriculum and training opportunities prepare graduates to deliver outstanding professional services emphasizing the ability to understand and work with diverse populations.
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Experienced in delivering live in-person and virtual sales training, with proficiency in video recording/publishing and professional-grade presentation development. Have significant hands-on experience with Salesforce CRM either as a quota'd sales professional and/or sales enablement/training manager.
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This position will report to the Director of Sales and collaborate with multiple teams with Storck USA business unit. The Channel Sales Manager Value Channel is responsible for the overall direction, coordination and evaluation of their territory, including evaluating performance, rewarding and/or redirecting brokers, if applicable.
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training sales jobs Title: director Company: Circle in Chicago, AL, Us
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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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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.