Seeking local to Columbus, OH - successful sales professional in any industry!
As a Sales Executive, this is your unique opportunity to set your mark and live on the leading edge. As a Sales Executive, you will be responsible for the profitable sales growth of Kohler, Sterling & Kallista brands through the remodel channel as well as driving market share by developing Kohler, Sterling & Kallista commitment in dealer and K&B showrooms. Individual would also be responsible for developing and owning the relationships with channel influencers including remodelers, dealers, designers and custom homebuilders and showroom sales staff.
This position is based in Columbus Ohio. The territory will cover Columbus and Cincinnati.
HOW YOU WILL CONTRIBUTE
• Establish and maintain regular contact with remodelers, dealers, designers and custom homebuilder’s showroom sales staff to inform them of the advantages of using Kohler Co. plumbing products, provide product training as needed, and to motivate them towards specifying Kohler Co. plumbing products for their customers.
• Analyze and evaluate assigned territory/account regarding sales trends and potentials, competition, economic/business conditions, and performance; recommend changes in sales programs and customers to make territory/account more effective in meeting sales volume quotas.
• Prepare annual sales forecast, for assigned territory/account, projecting sales volume for the next year based on knowledge of sales trends and potentials, area competition and economic/business conditions. Review and discuss sales quotas with Branch Manager.
• Attend and participate in Company sales meetings and trade or industry meetings, shows and conventions to increase knowledge of Kohler Co. plumbing products, improve selling techniques and cultivate good working relationships with accounts and product users.
• Prepare various correspondence, reports and forms related to daily activities, expenses, claims, Customer Relationship Management (CRM) entry, etc.
• Manage pricing programs in territory/account according to established company policies and procedures.
MINIMUM REQUIREMENTS - WHAT YOU NEED TO QUALIFY
• Bachelor’s degree required; preferably in Business, Marketing, or Interior Design
• Minimum of 2 years of sales experience required.
• Must possess solid skills in written and oral communication with all levels of management and with outside contacts.
SKILL PREFERENCES – HOW YOU CAN STAND OUT
• Proven success with driving sales goals and growing your business.
• Previous sales experience in the building industry, with a solid understanding of two-step distribution processes; preferably have experience working with designers and architects.
• Ability to drive two-way communication.
• Knows customer value drivers.
• Ability to identify economic drivers.
• Skilled negotiator who understands the decision-making process and the priorities of different stakeholders.
To apply online, click here:
Sales Executive - Columbus, Ohio
Contact:
kimberly.hughes@rightthinginc.com
Ah resume review, part of what a recruiter lives by. The critical thinking doesn't stop at the boolean, search strings, or sourcing strategy. Rating resumes means trying to understand an individual's professional work history, experience, and skills. But between the lines lies the intangibles, long-term objectives, motivators, personal characteristics and interests.
Whether it's an applicant in your ATS, a referral, or a sourced candidate, you're going to have to take a look at the resume to proceed. When I started recruiting, I asked a lot of questions about the best way to go about this. There are a lot of factors, but let's keep this instructional post simple. How about a recipe comparison? Everyone likes to eat, right?
The resume is a recipe for a candidate. Is it going to be good? Does it fit your needs (for the meal)? It could be from the internet (sourced), your favorite cookbook (ATS), or Grandma's cabinet (referral).
The Chef
The chef is the hiring manager in this case. A conversation validating the intent for the meal or the target cadidate is important. Is the job description true to form, do alterations need to be made? Are there any favorite recipes or benchmark candidates? Talk through the resume of that candidate about what was favorable - past companies, job titles, specific duties, eduction, etc. On the ocassion that the chef is not available to chat, you should break down the job details (recipe) as you have been given.
Ingredients
The minimum requirements for the job description are the ingredients.
First and foremost, does your candidate have the education, years of experience, technical tools/requirements? It's the easiest knock-out when there aren't any eggs in the fridge. If my client has a strict policy on the degree, my eyes go straight to eduction on the resume.
Directions
The job description/duties are the directions. The way it's worded in the recipe could be different than you're used to doing. Do you whisk or whip, do you bother to use a sifter? A candidate may not describe their tasks and responsibilties in the same manner that the job description points toward. Not everyone is up on the SEO of their cv, hah, while some are over-the-top on listing keywords. So this is the hard part of resume review. Is it close enough? If you spend too much time reading into this, you could have found another qualified candidate, right? Try to pin down those keywords. Hilighers on-guard. A recruiter who doesn't know about the find function (Ctrl+f), blasphemy! It will be your best friend. Anything to make those buzzwords pop. You might have to check other sites or cookbooks to understand a certain process (wikipedia, indeed, LinkedIn). And you'll learn from each new recipe/resume you see - more alternative meanings, associations, related job titles. Sometimes, the formatting is just a mess. If you're reviewing vitaes digitally, you might have the luxury to copy and paste to try to get a clearer vision of what it's portraying. If this is Grandma's chicken-scratch recipe, maybe not. You're motivation to "clean-up" will probably be dependent upon the job you're trying to fill/result you're trying to achieve.
Notes in the margin
All the little things we go through while resume rating. Second guessing, double checking. You've gone through your list of keywords, but you are feeling on the edge of qualifications. I've had that feeling and moved forward with a candidate who was ultimately hired. Granted, this was a lower level position. Most times, if I'm second-guessing so much I'm sure the hiring manager would too. Quality takes precident of quantity otherwise managers would just be interviewing everyone.
Tasting the food
The next step is to contact and screen that candidate. But this post is about resume reviewing, so we'll save that for later.
I've realized this has been a tough analogy since a recipe is one document and I'm relating it to two documents - a resume and a job description. So, there's a lot up in the air. Unlike this culinary confusion, rating a resume has to be a yes or no question. Just like when choosing the best cookie recipe for your party, you should go with your gut! Try a scale of 1-10 and if you can rate the candidate higher than 5 you move forward, less, you don't - like reading the reviews in a recipe. If they meet the minimum relquirements but the experience just isn't quite aligned, will they be best person for this job? In the end it's all about best match for the candidate and the client. A perfect pallette.
Whether it's an applicant in your ATS, a referral, or a sourced candidate, you're going to have to take a look at the resume to proceed. When I started recruiting, I asked a lot of questions about the best way to go about this. There are a lot of factors, but let's keep this instructional post simple. How about a recipe comparison? Everyone likes to eat, right?
The Chef
The chef is the hiring manager in this case. A conversation validating the intent for the meal or the target cadidate is important. Is the job description true to form, do alterations need to be made? Are there any favorite recipes or benchmark candidates? Talk through the resume of that candidate about what was favorable - past companies, job titles, specific duties, eduction, etc. On the ocassion that the chef is not available to chat, you should break down the job details (recipe) as you have been given.
Ingredients
The minimum requirements for the job description are the ingredients.
First and foremost, does your candidate have the education, years of experience, technical tools/requirements? It's the easiest knock-out when there aren't any eggs in the fridge. If my client has a strict policy on the degree, my eyes go straight to eduction on the resume.
Directions
The job description/duties are the directions. The way it's worded in the recipe could be different than you're used to doing. Do you whisk or whip, do you bother to use a sifter? A candidate may not describe their tasks and responsibilties in the same manner that the job description points toward. Not everyone is up on the SEO of their cv, hah, while some are over-the-top on listing keywords. So this is the hard part of resume review. Is it close enough? If you spend too much time reading into this, you could have found another qualified candidate, right? Try to pin down those keywords. Hilighers on-guard. A recruiter who doesn't know about the find function (Ctrl+f), blasphemy! It will be your best friend. Anything to make those buzzwords pop. You might have to check other sites or cookbooks to understand a certain process (wikipedia, indeed, LinkedIn). And you'll learn from each new recipe/resume you see - more alternative meanings, associations, related job titles. Sometimes, the formatting is just a mess. If you're reviewing vitaes digitally, you might have the luxury to copy and paste to try to get a clearer vision of what it's portraying. If this is Grandma's chicken-scratch recipe, maybe not. You're motivation to "clean-up" will probably be dependent upon the job you're trying to fill/result you're trying to achieve.
Notes in the margin
All the little things we go through while resume rating. Second guessing, double checking. You've gone through your list of keywords, but you are feeling on the edge of qualifications. I've had that feeling and moved forward with a candidate who was ultimately hired. Granted, this was a lower level position. Most times, if I'm second-guessing so much I'm sure the hiring manager would too. Quality takes precident of quantity otherwise managers would just be interviewing everyone.
Tasting the food
The next step is to contact and screen that candidate. But this post is about resume reviewing, so we'll save that for later.
I've realized this has been a tough analogy since a recipe is one document and I'm relating it to two documents - a resume and a job description. So, there's a lot up in the air. Unlike this culinary confusion, rating a resume has to be a yes or no question. Just like when choosing the best cookie recipe for your party, you should go with your gut! Try a scale of 1-10 and if you can rate the candidate higher than 5 you move forward, less, you don't - like reading the reviews in a recipe. If they meet the minimum relquirements but the experience just isn't quite aligned, will they be best person for this job? In the end it's all about best match for the candidate and the client. A perfect pallette.
Wednesday, July 24, 2013
Seeking candidate with civil engineering/architecture/structural experience, project management preferably with retail and hospitality projects, budgeting, design and analysis of concrete, steel and timber structures and computer structural modeling programs. Relocation available.
As a Sr. Structural Engineer, this is your unique opportunity to set your mark and live on the leading edge. This position provides technical design/development support and leadership required in the areas of structural engineering, equipment installations, and major facilities construction. This position acts as Project Engineer/Manager, directing the work of other engineers in these areas and is responsible for developing feasibility studies, creating project timelines, developing plans and specifications, creating cost estimates, installing building systems, developing punch lists, troubleshooting, and project close-out. These functions are on a global scale and the engineer shall be personally responsible for construction budgets. Typically, these budgets are in excess of $5,000,000 annually.
Click here to apply online:
Sr. Structural Engineer
Contact:
kimberly.hughes@rightthinginc.com
As a Sr. Structural Engineer, this is your unique opportunity to set your mark and live on the leading edge. This position provides technical design/development support and leadership required in the areas of structural engineering, equipment installations, and major facilities construction. This position acts as Project Engineer/Manager, directing the work of other engineers in these areas and is responsible for developing feasibility studies, creating project timelines, developing plans and specifications, creating cost estimates, installing building systems, developing punch lists, troubleshooting, and project close-out. These functions are on a global scale and the engineer shall be personally responsible for construction budgets. Typically, these budgets are in excess of $5,000,000 annually.
HOW YOU WILL CONTRIBUTE
Supervision
- Direct the work of the team members within Facilities Engineering Department. (Dotted Line Relationship).
- Investigates problems described in work requests and recommends resources to the Supervisor of Civil Engineering.
- Mentors junior members of the Civil Staff.
Consulting
- Investigates project needs to define direction of effort.
- Ability to review and interpret domestic and international Codes and Standards.
- Develops feasibility and design studies.
- Conveys preliminary solutions, cost and time estimates to appropriate personnel.
Design/Engineering
- Reviews potential solutions, perform risk analysis and provide alternatives.
- Use sound engineering practices to develop a detailed engineering solution.
- Coordinates the efforts of the various departmental disciplines and other non-company personnel to develop the project solution.
- Contacts vendors and manufacturers to obtain information on, and prices of, equipment.
- Develops detailed engineering specifications and CAD drawings, obtains bids and prepares ACT’s when appropriate.
- Estimates complete costs of projects.
- Develops project schedules.
- Maintains appropriate records.
Installation
- Issues work orders/purchase orders to the various crafts/contractors for fabrication and installation.
- Supervises installation of projects.
- Evaluates and recommends approval of payment submitted for work on the project.
- Maintains the appropriate records.
Secondary Support
- Troubleshoots as required.
- Issues complete set of drawings, recommended spare parts lists, operating procedures and manuals.
- Maintains the appropriate records.
MINIMUM REQUIREMENTS - WHAT YOU NEED TO QUALIFY
- Requires a Bachelor’s Degree in Civil Engineering or Architecture with a structural emphasis. Master’s Degree is a plus
- 12 years of related experience, working in the field, managing projects end-to-end with an industrial focus. Retail and hospitality projects are a plus.
- Experience with budgeting and budget tracking throughout the project.
- Proven ability to design/analyze concrete, steel and timber structures.
- Proficiency with MS Office Suite and knowledge of computer scheduling applications and RISA modeling.
- Professional Certification strongly desired, PE or SE.
- Willingness to travel internationally to remote locations and developing countries.
Click here to apply online:
Sr. Structural Engineer
Contact:
kimberly.hughes@rightthinginc.com
Wednesday, July 17, 2013
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