$200K — $250K *
Starkey Hearing Technologies is on a rapidly evolving journey to redefine how hearing healthcare impacts patients across the globe. Many recent advances are already being recognized as disruptive technologies that have positioned Starkey hearing aids as the industry’s first devices that go beyond providing just audiological amplification. Our hearing aids now incorporate Artificial Intelligence, embedded activity sensors, language translation and transcription services, as well as an always-on personal voice assistant. On the horizon, upcoming launches will extend this innovative leadership to further our vision of enabling each patient to become the very best possible version of themselves. At Starkey, we are passionate about reconnecting patients with their loved ones and the lifestyles that they too often pull away from when communication becomes difficult.
We are seeking to add a dynamic Managing Director of US Sales that will deliver exceptional revenue and market share growth enabled by a high performing sales and retail marketing team that is focused on building long term customer partnerships driven by a disciplined sales process which increases customer satisfaction and patient outcomes. The Managing Director will be responsible for leading a team of Account Executives and Sales Representatives in a specified geography. This position is responsible for cultivating talent through key performance management activities to include coaching and feedback sessions, building and executing employee development plans, and driving accountability with direct reports to achieve sales objectives through the sales process and sales tools. The Managing Director will be responsible for executing region business strategy to align with the national commercial sales objectives.
You Will Need:
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. 41 CFR 60-1.35(c)
Valid through: 3/12/2021
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