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We sell the latest AI technologies from Nvidia, Supermicro, Dell, HP, Microsoft, Google, Cisco, Lenovo, Apple, VMWare, Adobe, APC, IBM, Nutanix, EMC, Pure Storage, Samsung, Intel, Eaton, and all the hottest AI and Green Data Center, Virtualization, Energy Conservation, Cloud, Storage, Security, Wireless, SD Wan, Video, Identification, solar, and battery technologies.
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Technical Account Management, Client Relationship Manager, Customer Success Manager, Sales Engineer, Service Delivery Manager, or similar. - Microsoft Azure and M365 Cloud. - Own onboarding and lifecycle of multiple clients (Ex: Understanding contract language, cloud environments, Network Infrastructure, product lifecycles, technical documentation, workstation clean up, etc.
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Proficient in Microsoft programs and Salesforce Marketing Cloud. The Marketing Specialist will partner with the Industrial Solutions Marketing leader to create and manage the language, programs and projects that enable the growth and sales of Generac’s Industrial Solutions products.
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Salesforce certifications: Advance Administrator, Sharing & Visibility Architect, Data Architect, Platform App Builder, Sales Cloud Consultant, Experience Cloud Consultant and Service Cloud Consultant.
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Provides primarily pre-sales technical support for the development and implementation of complex products/applications/solutions. Prior experience of at least 7 years inmanaged service / cloud service providerApplied Azure and/or GCP and/or AWSinfrastructure architect and presales skills.
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Familiarity with marketing, email, go-to-market, and webinar software such as Adobe Creative Cloud, Marketo, Staff Base, Zoom Info, and Go To Meeting Web Conferencing. Minimum of 5 years' experience in B2B marketing, communications, sales, or product support roles.
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Working knowledge of Sales Force Marketing Cloud and Seismic is a plus. Ensure all communication content is posted to Seismic and our external website in partnership with our Digital team.
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Compensation: Base salary + Sales Incentive Plan. Manages the annual renewal process for current accounts, drives opportunity for additional growth and product sales, and coordinates all internal partners as required.
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Working in partnership with component product and engineering teams, develop a scalable cloud ops template for foundational services including last mile delivery. They will be responsible for assisting the regions with GTM support ranging from solution architecture, to responding to complex RFPs. The digital delivery team will develop and scale processes for cloud and on-premise deployment, multi-modal data integration on the data fabric, day 1/2 ops processes and for ensuring successful service delivery for the STO components.
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Lead Research & Collaboration with groups like Product, Channel, Sales for new Service Programs offerings across Milwaukee Tool product portfolio. Proficiency in PC skills including MS Office, Adobe Creative Cloud and Internet usage is required.
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Managing relationships with both internal and external cross functional support teams in the Sales, IT, Operations, Support and Engineering organizations. The Senior Cloud Applications Consultant role entails engaging in large, complex B2B solutions and critical strategic customer accounts.
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Under the direction of the Vice President of Strategic Development, the Marketing Specialist -Social Media and Brand Compliance, will amplify, and support membership and program sales, event promotion and community awareness through dynamic marketing tools and plans.
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Must have strong knowledge of network security, zero trust solutions, cloud services, managed services, IoT/DX solutions and a willingness to learn emerging technologies. - Proactively manage day-to-day client needs, reporting progress to Director of Sales, and identifying new business opportunities across the client's full range of operations.
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In this role, we are looking for Sales Athletes that can be described as creative, diligent, tenacious, passionate, intuitive, big picture thinkers, optimistic, self-motivated, adaptable and collaborative.
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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.
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.
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.