Demonstrated experience personally building and maintaining a talent pool, bench, or candidate ... Remote-first collaboration: Work alongside recruiters, sales, and operations professionals in a ...
Demonstrated experience personally building and maintaining a talent pool, bench, or candidate ... Remote-first collaboration: Work alongside recruiters, sales, and operations professionals in a ...
SAP ABAP Senior Developer/Analyst
Affton, MO · Remote
$54.50 - $73.75/hr
US Citizens or GC Holders only Must be on our W2 - no C2C Direct - Hire Will consider Remote ... Custom ABAP reports/Module Pool * User exits/enhancements/ Business Add-Ins (BAdIs) * LSMW/BDC
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SAP ABAP Senior Developer/Analyst
Affton, MO · Remote
$54.50 - $73.75/hr
US Citizens or GC Holders only Must be on our W2 - no C2C Direct - Hire Will consider Remote ... Custom ABAP reports/Module Pool * User exits/enhancements/ Business Add-Ins (BAdIs) * LSMW/BDC
SAP ABAP Senior Developer/Analyst
Affton, MO · On-site +1
$54.50 - $73.75/hr
US Citizens or GC Holders only Must be on our W2 - no C2C Direct - Hire Will consider Remote ... Custom ABAP reports/Module Pool * User exits/enhancements/ Business Add-Ins (BAdIs) * LSMW/BDC
SAP ABAP Senior Developer/Analyst
Affton, MO · On-site +1
$54.50 - $73.75/hr
US Citizens or GC Holders only Must be on our W2 - no C2C Direct - Hire Will consider Remote ... Custom ABAP reports/Module Pool * User exits/enhancements/ Business Add-Ins (BAdIs) * LSMW/BDC
Remote Pool Sales information
What is remote pool sales?
Remote pool sales involve selling swimming pools, pool equipment, or related services to customers without meeting them in person. Sales representatives use phone calls, emails, video conferencing, and online tools to connect with potential clients, understand their needs, and guide them through the purchasing process. This role often requires strong communication skills, product knowledge, and the ability to build trust with customers remotely. Remote pool sales professionals may work for pool manufacturers, retailers, or service companies. The job can offer flexible hours and the opportunity to reach clients across different regions.
What are the key skills and qualifications needed to thrive as a remote pool sales representative?
To thrive as a Remote Pool Sales Representative, you need strong sales acumen, product knowledge of pool systems, and preferably experience in remote or inside sales. Familiarity with CRM software, virtual meeting tools, and digital sales platforms is typically required. Outstanding communication, self-motivation, and relationship-building skills help you engage clients and close deals remotely. These skills are crucial for meeting sales targets and delivering excellent customer experiences in a virtual environment.
What are some common challenges faced in a remote pool sales role, and how can they be effectively managed?
One common challenge in remote pool sales is building trust and rapport with clients without face-to-face meetings. Successful sales professionals often overcome this by leveraging video calls, virtual pool design software, and thorough follow-ups to create a personalized and transparent experience. Additionally, staying organized with digital CRM tools and maintaining proactive communication with both customers and in-house teams are essential for managing leads and project timelines efficiently. Strong self-motivation and time management skills are key to thriving in this independent, remote work environment.
What is the difference between Remote Pool Sales vs Remote Pool Service Technician?
| Aspect | Remote Pool Sales | Remote Pool Service Technician |
|---|---|---|
| Credentials | Sales experience, knowledge of pools, certifications vary | Pool maintenance certifications, technical skills |
| Work Environment | Remote, client communication, sales calls | Remote or on-site, technical repairs, inspections |
| Industry Usage | Sales roles in pool industry | Service and maintenance roles in pool industry |
Remote Pool Sales focuses on selling pool products and services remotely, requiring sales skills and industry knowledge. Remote Pool Service Technicians perform technical maintenance and repairs, often with technical certifications. Both roles serve the pool industry but differ in responsibilities, credentials, and work environment.
What are the most commonly searched types of Pool Sales jobs in Missouri?
The most popular types of Pool Sales jobs in Missouri are:
What are popular job titles related to Remote Pool Sales jobs in Missouri?
For Remote Pool Sales jobs in Missouri, the most frequently searched job titles are:
What job categories do people searching Remote Pool Sales jobs in Missouri look for?
The top searched job categories for Remote Pool Sales jobs in Missouri are:
What cities in Missouri are hiring for Remote Pool Sales jobs?
Cities in Missouri with the most Remote Pool Sales job openings:
Full-time
This job post has expired today. Applications are no longer accepted.
Job description
This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Recruiter - Talent Pipeline and Candidate Community based in Netherlands.
This is a fully remote, full-time recruiting role focused on building talent pipelines before hiring demand emerges. You will own a live, continuously engaged, and carefully vetted talent community across several business-critical role families. Your mission is to make strong candidates available within days rather than starting every search from scratch. Alongside filling active positions, you will maintain candidate relationships, improve recruiting processes, and use data to continuously raise the quality and speed of hiring. The environment is highly autonomous, metrics-driven, fast-paced, and focused on experimentation rather than bureaucracy. This opportunity is ideal for a recruiter who enjoys ownership, moves quickly, and sees talent communities as a strategic advantage rather than simply a database.
Accountabilities
- Build, maintain, and continuously expand a proactive talent community by sourcing, interviewing, and vetting candidates before specific roles become available.
- Segment candidates by role, seniority, readiness, availability, and other relevant criteria, keeping records accurate and identifying when candidate pools are becoming stale.
- Maintain consistent re-engagement cadences to keep qualified candidates informed, interested, and ready for future opportunities.
- Own full-cycle recruitment for multiple concurrent positions, from job posting and sourcing through screening, interviews, shortlisting, offer coordination, and successful placement.
- Develop job postings that attract highly relevant candidates while clearly communicating expectations and discouraging poor-fit applications.
- Partner with hiring managers to understand the genuine requirements and performance bar for each position, challenging unrealistic wish lists when appropriate.
- Conduct structured, evidence-based screening and interviews and present concise, high-quality shortlists that hiring managers can trust.
- Deliver a responsive candidate experience by acknowledging applications within 24 business hours and providing useful, honest feedback to candidates who reach the interview stage.
- Maintain strong relationships with rejected candidates and potential future hires, creating a community that remains engaged and willing to reapply or refer others.
- Use AI and automation to eliminate repetitive recruiting tasks, improve efficiency, and experiment with new sourcing, screening, and evaluation approaches.
- Own at least one recruitment improvement initiative that strengthens processes or systems for the wider recruiting function.
- Track and communicate recruiting performance through weekly metrics and scorecards, taking accountability for delays, identifying root causes, and implementing corrective actions.
- Work toward ambitious delivery targets, including a 14-day or faster time to fill, candidate presentation within 24 hours of a new client request, and strong conversion from presented candidates to interviews.
- Demonstrated experience personally building and maintaining a talent pool, bench, or candidate community, including interviewing and vetting candidates before roles opened, maintaining engagement, and ultimately hiring from that pool.
- Recruitment experience within at least one of the following areas: customer service or support, executive assistance, virtual reception or front-desk roles, accounting or bookkeeping, or sales operations.
- Experience recruiting for the U.S. market and working directly with U.S.-based companies or hiring managers.
- Proven ability to manage multiple open roles simultaneously and deliver hires against tight deadlines.
- Advanced written and spoken English, with the ability to communicate confidently and professionally with candidates, hiring managers, and clients.
- Ability to work Monday through Friday with substantial overlap with U.S. Central Time business hours.
- Reliable home-working setup and the ability to operate independently in a fully remote environment.
- Strong candidate assessment skills, with the ability to distinguish between candidates who meet basic qualifications and those who are genuinely ready to succeed in a role.
- High ownership, accountability, organization, and follow-through, with comfort having performance measured through clear weekly metrics.
- Comfortable experimenting with new sourcing channels, AI tools, screening approaches, and automation, and using data to determine what works.
- Preferred: Experience recruiting remote talent across regions such as LATAM, the Philippines, or Africa.
- Preferred: Background in staffing agencies, BPO, RPO, offshore staffing, or similar high-volume recruiting environments.
- Preferred: Experience using Workable or another applicant tracking system effectively.
- Preferred: Previous experience in a highly metrics-driven environment where weekly output and results were transparent.
- Competitive compensation: $1,250 USD per month during the first 90 days, increasing to $1,500 USD per month thereafter.
- Fully remote: Work from anywhere with a reliable remote setup.
- Full-time schedule: Monday to Friday, with most working hours overlapping U.S. Central Time.
- High ownership: Take responsibility for an entire recruiting desk and the talent community supporting it rather than operating within a narrow task-based role.
- Global exposure: Work directly with U.S. operators and hiring stakeholders across multiple industries and role families.
- Metrics-driven environment: Clear goals, weekly scorecards, transparent performance expectations, and direct accountability for outcomes.
- Autonomous culture: Make decisions, prioritize your own work, and take action without requiring day-to-day management.
- Continuous improvement: Experiment with AI, automation, sourcing channels, and recruiting methods to make the function faster and more effective.
- Remote-first collaboration: Work alongside recruiters, sales, and operations professionals in a distributed environment.
- Growth opportunity: Build expertise in talent community strategy, high-speed recruiting, process improvement, and data-driven talent acquisition.
How Jobgether works:
We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.
We appreciate your interest and wish you the best!
Why Apply Through Jobgether?
Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.
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We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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