This weeks role focus is for two market leading wigs, haircare and extension brands in London 🔥🫶🏼 Operations Manager London, Office Based £50,000 - 55,000 Junior Growth Manager London, 3 Days in office £25,000 - 30,000 (entry level or flex for someone with strong exp) We will be doing interviews for these positions this week and next week, send over your CV to Leon Cortez or email him at Leon@cortezagency.co Have a fab week team 🫶🏼
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Hiring - how we can be better. One of the things we are addressing at Alpine Testing Solutions, Inc. is our hiring process. In particular, how quickly we provide feedback, and how quickly we get offers out. Being a candidate can be so frustrating. Waiting on hiring teams to let you know if you’re moving forward in the process or not can be agonizing and frustrating. Slow (weeks and months), and sometimes NO communication is a practice I have seen far too often, and frankly, is unacceptable. Candidates want a yes or no as quick as possible, so they can move on. And when we have a great candidate, we need to get an offer out to them asap. So I am working with our HR department and hiring managers to ensure we at Alpine make sure we are empathetic to our candidates needs and emotions, and provide as best a hiring process as possible. - when it’s a no, we let them know - ghosting candidates is not cool! - get the process done asap - great candidates get an offer quick As leaders we must do better for those seeking to work with us.
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Two great professionals, Viktoriia Prydatko CEO at recruitment company VP Team, and Maryna Nikitchuk, Head of Sales at Expandi, shared their experience and tips for hiring sales managers. Here are a few key takeaways: ✨Write detailed and concrete job descriptions to avoid misunderstandings about the role's expectations, as there are many differences between sales manager, sales development representative, lead generation, account executive, etc. ✨A test task is essential to see the flow of candidates' thoughts. A basic exercise is the 30-60-90 plan. ✨Sales specialists should ask questions about the basic salary and bonus during the first interview and focus on greater rewards for greater results. ✨Many companies require salespeople to work from the office. Employers need to understand the goal of working from the office, as many sales are conducted with clients from other locations. ✨It is almost impossible to expect salespeople to be great at both sales and a specific domain. Good salespeople are adaptive and understand trends. Some companies hire bankers with a great network instead of sales specialists. However, the company can grow domain expertise among the salespeople they hire. ✨And the last thing I love: hire people whose basic standard and inner ethic is to work and perform outstandingly. They just can’t do it any other way. We at DICEUS are looking for a Business Development Representative. Apply today if you are looking to grow with a strong team.
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Sales is easy, said no one ever. But implementing a robust hiring process can take a massive load off the shoulders of your sales team. As someone who has been recruiting sales talents over the years, here's an inside tip - Always remember to look beyond the resume. Yes, a well-structured CV and relevant experience matters but so does attitude, personality and a growth mindset. Take it from me, in sales, hiring for skills is important but hiring for attitude is critical. Always hire individuals with the resilience to bounce back from rejections and the tenacity to consistently chase their goals. The skill set can be taught but shaping one's attitude takes time. In conclusion, follow this mantra - Hire for Attitude, Train for Skills. You'll never go wrong!
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I make print/sign/label/promo sales easier, better, and more fun for people who can’t, won’t, or don’t know how.
I read a job description recently and it almost made me want to apply. Check it out: • Has a reputation for initiating ideas and programs presenting options, not just delivering what is requested; • Has a strong appreciation and regard for the challenges, pressures and stress that continually surround an organization; • Is politically sensitive and savvy but not political; • Has a high level of curiosity. I am constantly asked about hiring a sales rep. Most of the questions have to do with where to look. This post addresses a different topic: What to look for. From the outside, does your company look like a place great people would want to work?
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Founder @ Prospa Media | £40m+ generated for clients | We help ecom businesses get more customers, generate more sales and grow their top line every month.
We’ve increased the size of our team by 50% in 6 months. How did we do it so successfully? ▶ Clearly understand your culture and company values. These principles underpin how we approach scouting out our A-players. Skills can be taught but attitude is permanent. ▶ Build an environment that champions innovation and creativity. Our team works across hundreds of accounts daily, therefore collaboration is necessary for top tier results. ▶ Create clear processes which are easy to find and follow. This will simplify everyone's roles, allowing them to focus on their work and increase output. ▶ Prepare a new starter onboarding process which covers all of the above points and allows the new team member to sync into the workflow. Training can also be included in this step to set them up for success. In the agency space, job turnover is high and people jump between companies. At Prospa we strive to create an environment that people can build their career in. Hiring the best talent available allows us to scale the agency with confidence and stability.
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As a company, we're often asked how we're able to do things so differently. Well, one of the key ingredients to our success is our people. Today, we want to share with you what we look for when hiring: 1. People that care. At the top of our list is finding individuals who genuinely care. We believe that this trait cannot be taught, it's in your DNA. It doesn't matter if they have experience in our industry, we can teach that, but we can't teach you to care. 2. People that have grit. We look for individuals who have "fire in their bellies." We want people who are passionate about what they do and are willing to go the extra mile to achieve their goals. 3. People who can get along well with others and understand the importance of our company culture. We believe that a strong team is built on individuals who work well together and share the same values. 4. Uncommon people with big ideas. We're always on the lookout for individuals who bring fresh perspectives and innovative ideas to the table. At Walker Lumber and Supply, we believe that finding the right people is key to our success. We're proud to have a team of individuals who embody these traits and are committed to our mission... and when we come across an individual who meets this criteria, we hire them!
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A-Players don't need your role like you think they might. No matter how good your opportunity is, the reality is that top talent is currently making good money and they're being taken care of by their current company. What does this mean if you're hiring? 👉Treat your hiring process like a sales process to find the top performers you want.
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