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This is an outside sales position which will focus on growing our new construction business. Successful candidates will combine a 4-year degree with a minimum of 3 years successful outside sales experience in an industrial or commercial setting.
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As an Industrial Sales Representative, you will be responsible for selling conveyor belting and industrial rubber products. A day in the life of an Industrial Sales Representative can look like.
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This is an outside sales position which will focus on growing our new equipment orders and service business, including planned maintenance programs, repair services, parts, and accessory products.
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Rite-Hite Sales Professionals work within protected territories to represent our various lines of products and services. Sales, Marketing & Product Management Full time. In addition, our Sales Representatives must possess excellent communication, interpersonal and presentation skills, be skilled at building productive business relationships, and have a good mechanical aptitude.
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This is an outside sales position which will focus on growing our service business, including planned maintenance programs, repair services, parts, and accessory products. Sales Representatives must have knowledge of their territory and its customer base, be able to develop solid territory business plans, and be able to effectively cover their territories on a daily basis.
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Our Outside Sales Representatives we call Certified Field Inspectors or CFI’s , are one of the powerhouses of our organization and integral to our business’ success. BQ Basements & Concrete, A Groundworks Company, is seeking talented Outside Sales Representatives to join their team in the Philadelphia, PA area.
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This position reports to the District Sales Manager and is responsible for developing the assigned territory in terms of market penetration, sales volume and profitability by promoting the professional services and quality products sold by the District Office and developing long-term customer relationships.
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This is an outside sales position which will focus on capital equipment sales, large projects and accounts. Our innovative products and world class sales organization ensure solid, consistent growth, both for our company and our staff.
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Arbon Equipment - A Rite-Hite Company is the global leader in the manufacture and distribution of industrial loading dock and door equipment. Rite-Hite is an Equal Opportunity/Affirmative Action employer offering a drug free workplace for our customers and employees.
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Arbon Equipment - A Rite-Hite Company provides competitive compensation and a comprehensive benefits package with medical, dental, and vision coverage along with life and paid medical leave. Rite-Hite sells the best, and we hire the best.
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Foundation Recovery Systems, A Groundworks Company, is seeking talented Outside Sales Representatives to join their team in the Des Moines, IA area! Experience in commission-driven sales, business-to-consumer and/or in-home sales is a plus.
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Foundation Support Specialists, A Groundworks Company, is seeking talented Outside Sales Representatives to join their team in the San Antonio TX area! Pre-qualified, high-quality sales leads, no cold-calling required.
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Indian Foundation Services, A Groundworks Company, is seeking talented Outside Sales Representatives to join their team in the Indianapolis, IN area! Travel within sales territory to conduct in-home inspections.
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The purpose of the Inside Sales Account Manager position is to actively close advertising sales on existing billboard inventory and/or set up sales appointments for outside sales account executives over the telephone.
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Immediate need for a Regional Automotive Dealership Controller with multi-store Automotive Dealership experience to oversee and maintain the timely and accurate accounting and reporting of numerous new car dealerships / stores.
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outside sales representative regional manager jobs Title: sales representative Company: Companies in Salt-lake-city, Ut Rose Park Area
FEATURED BLOG POSTS
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.
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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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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.