Overview:

Responsibilities/Essential Functions:

Lead a team of sales professionals and drive profitable sales growth in assigned territory; Recruit, develop, coach, and support new and existing Account Executives, and ensure that they meet their weekly activity guidelines to achieve high performance; Evaluate and develop existing and new business opportunities through a consultative selling approach; Build strong relationships, internally and externally, to ensure the overall success of new sales.

Knowledge/Skills/Abilities:

Strong track record of accomplishments and demonstrated success managing sales professionals through the use of formal activity guidelines and technology based measurement systems; Professional presence and proficiency in consultative selling skills; Strong presentation and communication skills; Proficiency in Microsoft Office and contact-management software such as Salesforce, ACT, etc

Working Environment/Safety Requirements:

Experience:

Minimum two years business-to-business outside sales experience focused on new account generation, preferably selling a service; Minimum three years managing sales professionals using an account management approach (prospecting, selling, growing, maintaining, and retaining accounts)

Travel Requirements:

Willing to travel, including some overnight travel

Education:

Bachelor's degree or equivalent experience

License Requirements/ Certifications:

A valid driver’s license

Compensation: The salary rate that Aramark reasonably expects to pay for this position ranges from $85k - $100k, depending on circumstances including an applicant’s skills and qualifications, certain degrees and certifications, prior job experience, market data, and other relevant factors. Additional compensation may include a bonus or commission.

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)