Job Description:

**This role can be based out of Seattle, Arizona or St. Louis**

The Portfolio Territory Manager is selling Aesthetic Capital Devices to physicians in Plastic Surgery, Dermatologist, Facial Plastic Surgeon, Cosmetic, and Medical Spas. This role is responsible for the Ulthera, LaserMe and SaltFacial devices. You will be uncovering needs and selling capital equipment based on its value proposition. In addition, you will conduct product demonstrations and basic product training for medical office staff and physicians. This role collaborates with marketing for advertising and promotional sales strategy ideas.

Responsibilities:

Building a sales funnel via cold calling, networking, and phone prospecting; booking appointments and closing the sale.

• Contact, visit, and sell existing and potential clients on the company’s portfolio of capital equipment products while addressing client questions or concerns.


• Coordinate any additional resources necessary to meet client’s needs.


• Manage the territory budget.


• Execute the sales process effectively, ensuring quarterly new business goals are met for Portfolio counterparts.


• Manage Sales funnel and appointments.

Compliance

• Follow all company’s policies and procedures in a compliant manner, while maintaining a high level of integrity.


• Submit all administrative reports, expense reports, and business plans complete and on time.

Requirements:

• Bachelor’s degree.


• Five to eight years’ experience in sales and cold calling, funnel building, and management.


• Excellent planning and organizational skills.


• Excellent verbal and written communication skills.


• Ability to understand and explain economic value as well as help clients understand “fit” of Merz Aesthetics capital products within the capital equipment landscape.


• Ability to work independently.

The base salary for this role is $95,000 with an incentive compensation plan. 

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)

Sales (ALL)

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