sponsor, solution fit, and a time frame that is less than 12 months away
from vendor selection.
• Help drive attendance to events and may be asked to represent us
at industry events and trade shows.
• Significant role in the execution of the company’s marketing
• Works closely with industry marketing leaders, solution and sales
executives on targeted marketing campaigns.
• Works closely with marketing to respond to inbound leads.
• Responsible for profiling accounts by identifying trends, major news,
and key players.
• Work directly with the account managers, solution executives, and
presales consultants to prospect accounts and develop opportunities. Upon
final approval, the developed opportunity is turned over to the account
manager to further pursue.
• Supports the sales team in the completion and submission of RFIs or
• Requires an individual with a strong understanding of the
business-to-business sales process, preferably in the high technology
• Requires tenacity, intelligence, quick thinking, strong analytical
ability, self-confidence, ability to work well independently,
professionalism, strong organizational and prioritization skills, as well
as attention to detail.
• Strong drive toward attainment of goals is essential.
• Strong overall communications skills are also essential, including
good presentation skills, particularly over the telephone.
Minimum 4 years experience in a corporate environment, ideally in sales
• Strong understanding of the way large businesses operate, the roles
of various departments within a corporation, and have a general
understanding of business processes
• Experience selling to the senior executive level (VP, CXO)
• Good understanding of the sales process
• Strong communication skills are essential
• Highly persuasive individual with the ability to present him or
herself with a high level of credibility and professionalism
• Strong organizational and project management skills, attention to
detail, strong ability to prioritize and manage multiple, competing demands
• Good analytic ability, thoroughness and tenacity are key requirements
• High-energy, enthusiastic, highly-responsive individual willing to
tackle a variety of tasks
• Strong ability and desire to work as a member of a team
• Comfortable spending a significant portion of each day on the
telephone (5-6 hours)
• Ability and desire to work in a constantly-changing, rapidly growing
• Desirable Skills/Experience
• Good general knowledge of the following industries: High Tech,
Consumer Goods/ Retail, Automotive/Industrial
• Enterprise software sales experience is desired…
eir resume, portfolio, profile, video Bio and simply perform an on-line interview without downloading software or signing up for a paid conference account. All registered applicants will be automatically prioritized and ranked ensuring top talent with every search result.
If you have positions that you are looking to fill, enter them on www.gulpfish.com for free. We will feature your entered positions at the Career Fair. The DSP will be available to Job seekers after May 18th.
can successfully work part-time, job share and/or telecommute...they work many more hours than they are scheduled to work. It took lots of communication, excellent time management and prioritization skills for the employees involved to balance the work load and make the situation satisfying for everyone.
In the end, the employees that pursued this arrangement said they appreciated the companies' willingness to work with them and ultimately the flexible schedule made the "extra hours" they worked managable.
Keep in mind, others will come forward and request "job sharing" arrangements for their position too...A well-prepared response will prevent frivolous requests. "Job sharing is considered on a case-by-case basis...requests must come through management..."
Good luck, the challenges are worth it when you are retaining excellent employees, like we did.…
xecutives and internal stakeholders coordinated, standardized and prioritized. This does that automatically and captures it all in an internal system, so rates aside, it basically automates a completely frustrating, completely manual process and eliminates the need for a $2/hr person entirely. I think that it's definitely worth the salary of the average recruitment coordinator who spends almost all their time handling scheduling or frees up that headcount for more strategic, value added activities like sourcing, screening and branding, among other things.
I was a skeptic, too, but seriously, it's been way too long for someone to step in where Tungle.me left off and do so on an enterprise level - scheduling sucks, but this makes it as automated as acknowledging receipt of an application in an ATS - and eliminates one of the more frustrating realities of recruiting.…
onfiguring and managing of Oracle Data Bases and Cold Fusion, HTML, and Java Script interfaces. The position requires creativity and the ability to work independently; work with others in a team environment to develop and maintain the front end access for customers, and import access data from various sources in the FAA to integrate this data into databases for reporting to FAA customers.
Job Requirements/Qualifications: Individual should have skills in designing web-based front end applications and should have skills designing and managing a RDBMS (Oracle experience preferred). Position requires excellent interpersonal/communication skills and the ability to prioritize and perform multiple tasking. B.S. degree in a technical discipline is preferred with a minimum of 10 years work experience. Advanced degree is preferred but not required. Previous FAA experience is a plus. Position is located in Washington, DC. Compensation is based on years of experience and level of education.…
nts out how you match the job well and I'll eagerly open your word doc, anticipating a great resume.
I'm working on a search now where communication skills are a big part of the job and am amazed at how few people send any kind of a detailed letter. The ones that do stand out in a sea of resumes. Interestingly, there seems to be a correlation between quality of cover letter and quality and appropriateness of candidate resume. The resumes that have no letter are the least relevant in most cases and I suspect they're just firing off the word docs to any job that catches their eye (or that has an intriguing title...doubt they even read the description in many cases.)
Only thing I'd advise people is to not send the cover letter as an attachment, unless you have to. Just paste into the email and attach the resume. Otherwise, if I get an email with two attachments, I usually jump right to the resume, which isn't always a good thing.…
r time. Since I am a sole proprietor this is important to me. If a client just wants me to fling resumes their way then so be it but I am not going to spend any real time on that. Developing a relationship with a real "decision maker" - usually the smaller to mid sized companies - has always been paramount to me. In order to do this I need to research, not just the company website, put press releases, etc. to get a grip on where they are going and how I can help. Usually the presentation of a MPC comes in to play at this point or at least a pipeline of appropriate talent. As far as "we already have that person in our database" line goes I have been hearing that for over 30 years. I include a procuring cause clause in my agreement so if the candidate hasn't been approached by a company employee or agency recruiter about that position then I shall receive credit because I am the procuring cause of the hire.…