Why Your LinkedIn Profile Could Be Killing Your Professional Chances of Success

Why Your LinkedIn Profile Could Be Killing Your Professional Chances of Success

Whether you like it or not, your LinkedIn profile has become a regular part of potential clients (or employers) looking you up on online. Here’s how to make sure it shines.

CREDIT: Getty Images
By John Nemo, Founder, and CEO, LinkedIn Riches

You may have set your LinkedIn profile up years ago and then promptly forgotten about it.

If so, you’re putting your personal brand at potential risk, given how high up your LinkedIn profile typically ranks on Google searches and other online queries.

(Just for fun, Google your own name right now and see if your LinkedIn profile pulls up on the first page of results!)

More important, LinkedIn is often the top stop for potential employers, clients and other stakeholders wanting to learn more about who you are and what you’re up to professionally.

So, what will they find when they come across your page on LinkedIn?

The Secret to a Successful LinkedIn Profile

To start with, let’s make sure you’re not making the same mistake so many others do on LinkedIn – having a profile page that reads like a virtual résumé.

Most LinkedIn profiles read this way, talking about where you worked, awards you’ve won and job titles you’ve had.

Here’s the big problem with that: Your ideal clients, your ideal prospects and your ideal customers could care less about you.

Instead, they are far more concerned with themselves – with solving their most pressing professional problems and pain points.

To really make yourself appealing on LinkedIn, you must create what I call a “client-facing” profile.

It’s Not About You

Instead of being all about yourself, your LinkedIn profile should be all about your target audience. It should focus on what you do for clients or employers, the problems you solve for your specific target audiences through the services and products you provide and so on.

Although he never lived to see LinkedIn (or even the Internet, for that matter), Dale Carnegie knew what he was talking about when he wrote these words in his 1936 bestseller “How To Win Friends and Influence People”:

“Why talk about what we want? That is childish. Absurd. Of course, you are interested in what you want. You are eternally interested in it. But no one else is. The rest of us are just like you: we are interested in what we want. So the only way on earth to influence other people is to talk about what they want and show them how to get it.”

When it comes to LinkedIn, you must build a profile that talks about what your potential clients or employers want, and then shows them how working with you helps them get it.

Profile Perfection Made Easy

In fact, I have an entire copy-and-paste LinkedIn profile template you can download right now to build out your profile with some of my favorite phrases and formatting tips.

Either way, you owe it to your personal (and professional) brand online to make sure your LinkedIn profile is up to par – especially because potential clients and employers are going to be looking at your page whether you like it or not.

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The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

How You Promote People Can Make or Break Company Culture

How You Promote People Can Make or Break Company Culture

Managing promotions effectively is one of the most powerful ways leaders can drive their company’s success. We surveyed over 400,000 U.S. workers in the past year and found that when people believe promotions are managed effectively, they’re more than twice as likely to give extra effort at work and to plan a long-term future with their company. They are also five times as likely to believe leaders act with integrity — a key underpinning of the high-trust, high-performing companies we’ve studied for the past three decades as part of the FORTUNE 100 Best Companies to Work For ranking.

The payoff is impressive: at these companies, stock returns are nearly three times the market average, voluntary turnover is half that of industry peers, and metrics for innovation, productivity, and growth consistently outperform competitors.

However, even these companies struggle when it comes to managing promotions. Among the 100 Best Companies, 75% of employees believe promotions go to those who best deserve them. That may sound high, but it ranks as the third-lowest of all 58 items we assess.

Why, even in the best workplaces, do promotions pose such a challenge?

Promotions are highly personal. At their core, they are both relationship-driven and among the most important indicators of how well leaders’ actions align to the company’s stated values. A solid promotions process allows leaders to elevate each employee to their full potential — while showing the company what type of results and behaviors are valued. However, if promotions aren’t managed well, one person’s success can foster feelings of resentment in others, and the career aspirations of employees across the company can be left unrealized.

Leaders can improve the effectiveness of their promotions process by re-focusing their energy on the people the process is meant to support, at every stage of the process:

Before the promotion: clarify aspirations. Setting the stage for effective promotions starts with defining each team member’s long-term aspirations, so you both know how they will contribute as the business grows — and how you can best support them. 

Consider a senior call center leader from one of our large technology clients. When she came on as the team’s leader, she held meetings with each employee to understand their current role and performance, their interests and ambitions, and gaps.

When a customer support employee expressed his desire to work in IT, she made him her “go to” person for all A/V needs in the call center. When senior leaders would come in to present to the group, she would introduce him, highlight his IT certifications, and invite him to set up their equipment. After months of advocating for this employee (as she did with all her team members), she received a call from the IT leader saying a support role had opened up on his team. To everyone’s delight, the call center employee was able to fill the spot.

This call center leader developed more high-performing leaders than any of her peers in the organization. That was not an accident; she was clear about her team’s aspirations, and supported each of them in realizing their advancement goals. What’s more, when her people were promoted, the full team celebrated — rather than questioning the promotion. After 14 months of her leadership, her center rose from being one of the lowest-performing groups to the highest performing of all.

When a new job posting comes out: encourage and advocate. A common complaint employees have about their company’s promotions practice is a sense that by the time the job is posted, “the fix is already in.” Regardless of how transparent the opportunity is, they believe there is already a preferred candidate who will get the position. This lack of faith in the system dissuades people from applying, even when they are interested and qualified.

When a new position is posted, even if you’re in lock step with your team on their career aspirations, don’t assume the people you expect to raise their hands will do so. Place the burden on yourself to encourage, advocate, and coach people to raise their hand. Let those you hope will apply know: “I want to see you raise your hand for this. Even if you don’t feel you’re ready, it will give you practice in understanding what’s required for the next step in your career.”

No tool or system can address a fundamental lack of trust in the promotions process. What will shift this type of mindset is a leader who reaches out when opportunities arise.

Once the decision is made: generate buy-in. Everyone is curious to learn the “who” component of a promotion decision. However, the opportunity to fully engage people lies in explaining why the decision was made. Rather than rehash criteria from the job description, share inspiring stories and examples of how the individual consistently met the criteria, and also, how their promotion benefits the broader team.

To illustrate this last point, we can look to a midsize biotech client of ours. A business leader there recently shared with us his frustration around competition for promotions within his team. There were not enough senior-level seats opening up, and he was losing team members to C-level positions in smaller companies. “Every time I promote one person, I disappoint 10 others,” he lamented.

His colleague, who led the company’s research division, said he too was challenged in this way. To address the dynamic, he partners with his leaders as a group to discuss how the organization’s growth goals will create opportunities for each team member to grow and advance over time.

“As long as my team knows I want them to go as far as they can, and understand how we can all contribute in a way that makes their ambitions a reality, they feel a sense of shared ownership in any promotion that happens,” he said.

He went on to share how he routinely anchors promotions announcements with recognition of people on the team who strengthened the business’ ability invest in a new role. That way, it isn’t about just celebrating the selected individual, but also all those who made the promotion opportunity possible.

There will always be some level of disappointment among those not chosen for the desired opportunity. But the next best thing to personally winning is being a valued member of a winning team, and nearly everyone can get behind that.

Post-announcement: re-calibrate. After the announcement has been made, circle back with those who didn’t get the job (or didn’t even apply for it) to re-calibrate. Was the issue a matter of readiness (“not now”), aspiration (“not this”) or an issue with the company overall (“not here”)? 

In all cases, your support at this juncture is critical to that person’s future success. For those in the “not now” camp, work together to secure the development and training they need for the next time a similar opportunity comes up. For those who say “not this,” you can help navigate the organization from a cross-functional and strategic investment standpoint to see what other opportunities are better-aligned to their career aspirations.

For those who are having doubts about the company long term, this may signal they’re not interested or feeling supported to advance over time. If you believe the employee is a good fit for the organization, it’s worth investing the time to understand the situation so you can determine how to support them.

By systematically empowering leaders at every level to use these principles within their teams, results will be remarkable as more people across the company re-connect with their aspirations, feel a sense of sponsorship, extend trust to leaders when promotions decisions are made, and get excited about what’s possible as a valued member of a winning team.

Promotions are about people. When leaders take a caring and coaching-oriented approach, every promotion can feel like a shared win.





Want to Know If Someone’s Actually Qualified for the Job?

Want to Know If Someone’s Actually Qualified for the Job? Ask this 1 Question

CREDIT: Getty Images

Why asking about an applicant’s work tools can reveal their job aptitude.

Back when I was a kid working on constructions sites in Boston with my Nonno (that’s grandfather in Italian, by the way), he taught me the most important interview question you could ask an applicant. Nonno was an architect and contractor, who came over from Sicily with his dad and brother with their trowels and pails. Together, they built up a pretty good sized company over the years, including building the Prudential Tower in Boston and several of the buildings at Harvard and MIT.

My grandfather was a smart man but he had a family to feed and a business to run–he didn’t spend his days reading business articles on the most revealing interview questions or the three most essential questions to ask. Nevertheless, when it came to interviewing, he knew just what to ask.

People would walk on his job sites all the time, asking for work. Nonno would look the worker over and ask, “What’s your trade?” They’d answer something like framer, carpenter, plumber, etc. He would nod his head sagely, and say, “Great, let’s go take a look at your truck and tools.”

If they were a framer, the worker should have had heavy hammers, T-squares, levels, etc. If they were a finish carpenter, their toolset would have included little pin hammers, miter boxes, etc. However, if the worker said they were a framer and didn’t have a T-square, my Nonno would immediately know the applicant was blowing smoke.

These days, most of us don’t work on construction sites and we can’t look at someone’s toolbox to know if the applicant would be a great salesperson, content marketer, or finance manager. All we have to judge a potential applicant before we meet them is what the person writes on their resume and LinkedIn. So how do we know if a person is just blowing smoke or is really qualified for the position?


Recently, I was interviewing a candidate for a sales position, but the experience on their resume wasn’t matching up with what the candidate was claiming on LinkedIn (which is usually the more accurate of the two sources). Alarm bells went off. I felt this person might be overselling their skills. However, I couldn’t be sure unless I talked to the applicant in person. What could I ask to determine what their true job skills were?

I thought back to my Nonno and how he asked what an applicant’s tools were. I couldn’t look at the person’s toolbox, but by asking about the applicant’s typical work day, I could find out what computer programs they used and tasks they accomplished.

Ethnographer’s call these “descriptive questions,” because they can help you understand the extent of the worker’s “cultural” job knowledge.

So when I meet a candidate and want to know if they are truly qualified to be a salesperson or a content marketer, I ask, “Tell me about your typical day: where are you, what are you doing, what tools are you using?”

This is a great way to flesh out what the candidate really does–not the fluff the applicant gives you on the resume/LinkedIn.

As the candidate responds, I listen for the keywords about the computer programs they use and what tasks they accomplish in a typical day, just like my Nonno looked at the tools in a construction worker’s truck, and I know right away if the person is what they claim to be.

It’s also a good way to know up front, what someone can really do, especially if they are what they claim. Then you’ll know what tools they can use and how they can help your team.



Inc. Magazine Bill Gates: Every American Who Lives a Comfortable Life Should Read This Book Jessica Stillman/Jan 2, 2018

Bill Gates: Every American Who Lives a Comfortable Life Should Read This Book

Jessica Stillman/Jan 2, 2018
CREDIT: Getty Images

Doing OK? Congrats! Now learn how and why so many of your fellow citizens are struggling.

How was your holiday season? If it was filled with love, plenty, and relaxation, congrats! I hope you enjoyed it to the fullest. But now that you’re back to work and settling into 2018, Bill Gates has a book recommendation for you that will remind you just how many of your fellow Americans aren’t so lucky, and why you should be grateful for your good fortune.

On his blog recently, he recommended a number of reads, including Evicted, by Gates Foundation grantee, Princeton sociologist, and MacArthur Foundation “Genius” grant winner Matthew Desmond. Gates showers praise on this exploration of poverty and housing insecurity in America, suggesting ithat the book is worth reading for every American who hasn’t personally experienced the threat of eviction and homelessness.


The book is a deep dive into a simple but horrifying statistic: millions of Americans are evicted from their homes each year. Why is that number so high and what are the knock-on effects of all those forced moves? In the course of digging into this important issue, Desmond paints “a brilliant portrait of Americans living in poverty,” Gates claims.

That’s a painful but important picture for those of us blessed with more comfortable lives to examine, Gates insists. “I have no personal experience with the kind of crisis faced by… the people profiled in Evicted, so I can only learn about it by hearing their stories. This book gave me a better sense of what it is like to be very poor in this country than anything else I have read,” Gates reports.

“I also got a glimpse of how gut-wrenching it must be when someone piles up your belongings on the curb and you don’t know where your family is going to sleep that night,” he adds.

Desmond offers nuanced and moving portraits of individual Americans struggling to keep a roof over their heads while also serving up startling statistics, like this one highlighted by Gates: “Most experts agree that the ideal is to spend no more than 30 percent of your income on housing; according to Desmond’s research, most poor families have to spend over 50 percent on housing, and for many it’s over 70 percent.”

“When you’re paying so much to keep a roof over your head, there’s no room for bad luck,” Gates stresses.


The book might be engrossing, but it obviously isn’t a cheerful page turner, so why take the time to read it? Besides offering a useful empathy workout to those of us who are more privileged, as Gates suggests, it’s also likely to help you appreciate what you have, and gratitude has been shown by science to be a key to both happiness and success.

The book’s exploration of the causes of this housing crisis and possible solutions (as of yet incomplete pending further research, Gates notes)will also make you a better informed citizen. “Evicted is well worth reading for anyone who wants to better understand poverty in America. It is beautifully written, thought-provoking, and unforgettable,” Gates concludes.

If you’re looking to be more clear-eyed, informed, grateful, and empathetic this year, consider picking it up.



Sales Account Manager

Employee Recognition Services Sales – Dallas, TX

Primary Industry



Company Information

Our client is the world leader in the employ recognition, specializes in helping companies inspire their employs through pear to of achievements in the workplace.

Being rewarded in by your boss or department heads and having it recognized instantly by your co-workers can be a remarkable sense of pride and accomplishment.

Creates this atmosphere through its products and services.

Everyone likes to be rewarded and recognized for being exceptional.






Texas [TX]


Sales Account Manager

Job Description

The successful candidates will take over existing business already established and be required to create a competitive field sales model to create sales techniques and drive new business.

You would be responsible for generating sales, closing deals and hitting sales targets.

The ability to negotiate with both existing and new clients will be essential increasing revenue.

Required Knowledge/Experience:

Prospecting, business development, generating leads, attention to detail are a must.

You will be required to do presentations and captivate an audience by knowing Microsoft, PowerPoint, inside and out.

Should be able to manage a large territory meeting expectations.

You will be required to attend meetings, training events, sales events, trade shows.

You need to have familiarity with including Salesforce, you would also be responsible for territory client and revenue date reporting.

Documented proven competitive sales experience documented the history of surpassing sales targets and quota, professional sales training, ability and command of different closing and sales techniques, mastery of the Microsoft Office Platform, fast-tracker organized, gritty, persistence communicative, territory management, are all attributes needed in order to be successful in this position.


Apply Now!

Healthcare Sales Professional

Healthcare Sales Professional


The company, an industry leader in Health Information Management (HIM) and Revenue Cycle Management (RCM) solutions, is seeking a highly-motivated individual for and Ancillary services sales position.


  • Directs and oversees the organization’s sales policies, objectives, and initiatives.
  • Sets short- and long-term sales strategies.
  • Oversees workflow of all business processing including preparation of reports, charts, and other statistics to support and direct the sales effort.
  • Identify target markets in accordance with organizational strategy to generate and close sales with physician offices and hospital administrators.
  • Complete face-to-face sales meetings with physicians, schedules, practice managers, and hospital administrators to ensure understanding, as well as to close business, ensuring that obstacles are identified and minimized.
  • Develop sales and retention strategies for target markets and facility service lines.
  • Recommends service enhancements to improve client satisfaction and sales potential
  • Establish new accounts by organizing and planning daily work schedule to build on existing or potential sales outlets
  • Provide historical records by keeping records customer inquiries and sales


  • Strategically target a sales program to physicians and hospital administrators.
  • Ability to research, understand and explain RCM services offered and HIM software platforms
  • Solid analytical and problem-solving skills.
  • Possess strong ability to prospect, negotiate, and close sales
  • Strong healthcare service knowledge, client relation, and presentation skills
  • Possess self-confidence, positive mentality, with the ability to manage territories effectively
  • Knowledge of key industry business drivers, emerging medical trends, and performance metrics, and ability to leverage that knowledge to close sales.
  • Strong communication, interpersonal, collaborative, and analytical skills with a customer focus.
  • Independently motivated and driven to achieve high goals and seek continuous improvement in knowledge and skills.


  • Bachelor’s Degree in Business, Marketing, or other related fields.
  • Requires a minimum of 2-5 years in a sales and business development role and 2 years in Healthcare related industry
  • Must have 2 years experience selling medical services; medical billing services preferred.
  • Experience in developing profitable strategies and implementing vision
  • Experience in public speaking; demonstrated presentation skills.


Requires the ability to travel in the Chicago land area on a regular basis.


Apply Now!

Grain Sales Representative

Grain Sales Representative

Position Title

Grain Sales Representative


Chicago, IL

Job description

• Coordinate and manage Grain business

• Participate in Grain business development and planning

• Assist the sales manager with tasks and documentation

• Manage project details (project flow, time management, and budget) and maintain detailed client files

• Master and maintain vast knowledge of Grain business, competition, latest industry news and trends

• Directly communicate with buyers of large corporations nationwide

• All other assignments and projects as needed

• Daily business communication between HQ and Grain suppliers in the US

• Regular visit to major suppliers and grain loading facility including export terminal

• Develop suitable Grain business model including US grain origination method

• Research on US grain market information and relay to HQ

• Try to find possible investment opportunity related to Grain business


• Bachelor’s / Associates Degree in a related discipline (Business)

• 3-4 years working experiences in sales required

• Possess effective communication skills both verbal and written

• Proficiency in computer skills (Word, Excel, Outlook)

• SAP preferred

• Excellent math and organizational skills

• Demonstrated ability to work with internal and external customers

Required Qualifications

• Authorization to work in the United States without sponsorship

Employee Benefits

• Medical, Dental, Vision and Life Insurance

• 401K

• Lunch Provided

Apply Now!

Sales Representative

Hardwood Flooring – Sales Representative


Backed by some public relations experience and a solid network of contacts amongst the Architect & Designer community, Identify, market, and pursue medium to large scale commercial and residential project and opportunities. With a deep understanding of the Architect, Designer, and Dealer network position our brand at the early stage of the specification process. Prospect, present, specify, service and follow-up in coordination with the project team to secure our brands.

Manage all aspects of the relationship with the established Dealer network, and develop new Dealer clients to promote the brand(s). Enhance networks, relationships, and expand awareness of product lines, service and capabilities of the business.


  • Initiate the sales process at the early stage of the scope and/or specification of projects to position Vintage (brands as required), and achieve budgeted targets
  • Work to nurture and improve relationships by conveying a deep understanding of the Architect, Designer, Developer, and Dealer interests and needs while working on reinforcing clients position in regards to our products and service
  • Support the Dealer and installers on projects and be the “liaison” with Architects, Designers, Builder and Developer in a continuous and timely fashion
  • Maintain a high standard of customer service in the areas of sales, communication, inquiries, follow-ups, complaints, etc.
  • Provide feedback on market, market trends, competition, and any relevant information;


  • Identify key stakeholders/decision makers within the Architect, Designer, and Builder community and keep abreast of potential development and projects
  • Maintain/enhance reference list/network with key information sought from personal contacts, media sources, attending functions/community activities at a local and State/National level
  • Work closely with the Vintage team to find options and solutions to align and fulfill customer needs while maximizing margins, profits and market share
  • Work closely with Sales team to either lead or provide support/information on targeted accounts and provide timely and accurate reporting of market information or sales opportunity and tactics that may improve net mill returns and business positioning
  • Act in ways that protect, uphold and improve the Vintage brand and reputation



Degree/Diploma in Sales/Design or relevant field


7 to 10 years in Sales/Account Manager (Personal Network is Key)


Communication, People management, Analytical & Problem solving, Leadership, Computer


Creativity, Initiative, Professionalism, Teamwork, Accurate, Detailed, Dependable, Ethics, Autonomy, Social, Passion for Business.

Apply Now!

Sales Manager Hospitality Services

Sales Manager Hospitality Services

About the company

Our client is a leading global hospitality company, providing an alternative to standard hotel accommodations with more than 50,000 apartments in over 60 countries.

Experience Requirements: A minimum of 3 years experience in direct sales of product and services. Extended stay, hotel, real estate or serviced apartment sales experience preferred.

Position Overview

The Sales Manager is responsible for identifying prospective clients, developing those prospects into actual clients and maintaining client relations at the highest levels. The position requires a self-motivating individual who can convey an image of confidence in themselves, value in our company, and leadership to others. This position requires an individual who can align themselves and their day-to-day functions with our Brand.

Responsibilities Include

1. Generating Business

  • Identify key decision makers for extended-stay travel
  • Generate leads through cold calling on the telephone, person-to-person meetings and networking with prospective and actual clients
  • Work with prospective and current clients selling vertically within each industry and business segment to identify additional business opportunities within their companies
  • Network and participate in local professional organizations within key industries specific to the assigned territory. Familiarity with organizations such as ERC and SHRM plus others is required
  • In-person follow up on leads received through general referrals, cross-selling, advertisements, and inquiries
  • Create and distribute sales materials and presentation collateral as appropriate for each appointment
  • Tour prospective key decision makers through apartment communities as necessary
  • Assist the General Manager in general sales activities, including trade shows, advertising, public relations and others as directed
  • Generate Cross-sold business outside local market to support the company system and function as a total resource for the local client base.

2. Reporting

  • Maintain a list of the top 25 revenue accounts and work on expanding that list
  • Maintain a quarterly target list of 8 top accounts and work on producing business and expanding that list
  • Complete weekly plans and quarterly action steps and review with the Director of Sales
  • Update the company’s database with client information daily and weekly as needed

3. Administrative

  • Assist the GM and DOS in developing the Sales Department annual budget and work within the budget
  • Make recommendations on apartment inventory for existing and pending sales
  • Maintain area map complete with inventory and client locations noted for making recommendations on apartment locations and new markets
  • Work designated territory in a structured format
  • Participate in apartment pricing issues and decisions

Specific Job Knowledge, Skills, and Ability Requirements

  1. Excellent verbal and written communication skills
  2. Confidence, enthusiasm and a strong dedication to the job and company
  3. Customer focused approach to problem-solving and resolution skills
  4. Strong innovation and experimentation skills
  5. Knowledge of travel and or relocation industry, current market trends and economic factors
  6. Extensive skill in development and delivery of sales presentations
  7. Ability to access, understand and accurately input information using Microsoft Word, Outlook, Access. PowerPoint and Tasks manager systems
  8. Ability to read, listen and communicate effectively in English, both verbally and written
  9. Previous experience using Sales Automation Software for tracking sales and account activity
  10. Proven success in a Customer focused sales environment
  11. Previous experience calling on upper management level clients through phone and in-person sales presentations


Bachelors of Science or Bachelors of Arts is preferred.

Formal negotiation training is ideal

Travel (approx): Visit current and prospective local clients as needed.

Personal Development:

  • The Company, through Passport to Your Success will assist in achieving the skill set required (via training and mentoring), thus enabling you to reach your full potential in line with your career aspirations.

Personal Attributes:

  • Commits to embracing and embedding all of the -Company teammate characteristics: Relentless in creating a lasting impression; Resourceful with your positive attitude; Reliable with your commitment and actions – to name a few
  • Understands the impact of delivering the Company Corporate Drivers: Service Excellence; Relationships; Leadership; and Growth
  • Acts as a role model within the Sales Team, and to the Company Team as a whole
  • Demonstrates passion – approaches all tasks in an enthusiastic way
  • Committed to upholding professional standards
  • Takes responsibility for own actions
  • Results-focused – understands what is important to the organization, other Company Teammates and clients – is committed to achieving goals. Tenacious approach to delivery, quality of output and organization
  • Self-motivated and self-aware – recognizes own strengths and weaknesses and is committed to personal development
  • Has a sense of fun.
  • This is by no means an exhaustive list of responsibilities. The role may evolve and more responsibilities would be added to the current job description or delegated as and when necessary.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

Apply Now!

Outside Sales Representative Construction – Toronto

Formwork, Shoring, and Concrete Supplies – Toronto

Our client is one of the world’s largest manufacturers and suppliers of formwork and scaffolding systems.


We are recruiting for an AE who will be responsible for the rental and sale of vertical and horizontal concrete formwork and shoring solutions in the concrete construction industry.

This individual will reach business targets through excellent telephone sales, outside sales, and communications skills using a courteous and knowledgeable approach.

The Sales Representative will also develop his/her revenue generation through the creation of sales leads, initiation of prospect calls, and an establishment of ongoing rapport with existing and potential customers leading to future sales.

Integrity, vision, and passion are essential for this role. The ideal candidate would have the concrete background but we would consider someone with GC or project management who knew the landscape of construction projects in the Chicago area with limited sales exposure.


  • Territory: Toronto
  • Province: Ontario


Outside Sales Representative Construction

Job Description:

Essential Duties and Responsibilities include the following (other duties may be assigned):

  • Develops new customers; identifies and pursues valuable leads.
  • Services current client base, responding to needs and requirements; provides technical advice.
  • Maintains records of projects to properly manage job sites; generates other reports as required.
  • Assists with bidding on jobs and material takeoffs.
  • Resolves customer disputes during the initial setup of contract; serves as a resource to the Customer Service Representatives (CSR) following contract completion.
  • Assists CSR’s with dispute resolution following completion of the contract.
  • Determines preliminary equipment and labor availability.
  • Provides clarification to customers on terms and conditions.
  • Consults with engineering and operations departments as required.
  • Generates revenue in the commercial and construction markets.
  • Grow existing customer accounts and relationships.
  • Develop and build relationships with new accounts and develop additional contacts within existing accounts and increase market share.
  • Develop and execute strategies aimed at growing target accounts related to geography, market segment, product line or account resulting in revenue growth.
  • Keep up-to-date records on sales calls, customer contacts, and details of meetings in a timely manner in the format required.
  • Prepare and present technical presentations on products and services.
  • Entertain clients as required.
  • Maintain a professional appearance, demeanor, and attitude at all times.
  • Perform other duties as required.

Required Knowledge/Experience

  • Bachelor’s degree (B. A.) from four-year college or university with emphasis on business, marketing, mathematics, engineering or similar discipline; strong ability to read blueprints;
  • ability to visualize shoring, forming and scaffolding schemes;
  • at least 5-10 years outside sales experience in construction field; or equivalent combination of education and experience.

Language Skills

Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.

Mathematical Skills

Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts of basic algebra and geometry.

Reasoning Ability

Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

Computer Skills

To perform this job successfully, an individual should have knowledge of Excel and Microsoft Word.

Certificates, Licenses, Registrations

Must possess valid driver’s license

Apply Now!