Regional Manager, Dallas/Fort Worth- Sports Medicine

Work Flexibility: Remote
• Manage activity and productivity standards, time management, territory management, schedules.
• Initiate monthly work with sessions including a follow up letter for development
• Conduct monthly review of data tracker sales results with salesperson
• Develop and manage ABC Target Pipeline lists
• Recruit, hire, train, develop and promote sales professionals.
• Establish monthly meetings with Area VP Sales to discuss Region goals and status
• Initiate strategic communication with Home Office Management and Sales Management
• Submit Quarterly Operations report to Area VP Sales
• Review and analyze sales commission reports and statements
• Conduct minimum of Quarterly Region Team sales training sessions.
• Conduct individual download meetings with each sales person
• Be accessible for daily trouble shooting and strategic discussions with each sales person
• Communicate regularly with Marketing Directors, Corporate Accounts, regarding strategic
selling situations
• Reinforce Sage Corporate Sales philosophy and culture statement
• Create healthy competitive “Team” environment
• Be involved in top ABC Target Accounts and competitive situations
• Minimum Qualifications
• Bachelor’s Degree in Business, Marketing or related area
• Minimum 7 years of experience in sales
• Demonstrated experience in sales field’s concepts, practices and procedures
Travel Percentage: 50%Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.Stryker Corporation 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.