Product Support Sales Representative / Territory Manager

PAPE’ MATERIAL HANDLING, INC. – EUREKA, CA

PRODUCT SUPPORT SALES REPRESENTATIVE / TERRITORY MANAGER:

Are you a people person? Do you love building long-lasting relationships? Are you driven to win? If you answered yes to these questions, we would love to hear from you! Pape’ Material Handling, the premier capital equipment dealer in the West, is seeking a Product Support Sales Representative / Territory Manager to join their team.

In this role, you will sell equipment, parts and service to customers to ensure they are well equipped and that their equipment is running in peak form. Think of yourself as the liaison between Pape’s Parts and Service Departments and our customers.

 Every day you will be responsible for relationship-based selling with our customers by determining what our customers’ needs are, recommending solutions, and providing these services to them.

WHAT YOU’LL DO:

• Sell new and used material handling equipment to new and existing customers.
• Maintain (and grow!) your own knowledge of material handling products, parts, services, and the costs of each.
• Assist the Product Support Manager, Parts Supervisor, and Service Supervisor.
• Provide price quotes to customers.
• Provide after-market sales support for the parts and service departments.
• Proactively monitor customer fleet repairs and maintenance using telematics.
• Promote and sell telematics subscription renewals, extended warranties, and planned maintenance plans.
• Manage your customer base and sales using CRM software.

WHAT YOU NEED:

• Self-motivation and the desire to win.
• Proven sales experience
• Financing background preferred.
• Knowledge and experience of material handling equipment, parts and service preferred.
• Excellent communication skills, including the ability to form strong relationships with customers.
• Experience planning, developing, and executing sales action plans.
• Driver’s license with a good driving record.
• Strong computer skills, including experience with Microsoft Office suite (Word, Excel, PowerPoint & Outlook).

Compensation: Salary + Commission

Why work for Pape’:

• Competitive pay based on your skills, training, and experience level.
• Outstanding benefits including – 401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.
• Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 40 hours of Sick Leave, and 7 paid holidays each year. Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.
• Advancement– Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.  
• Stability and reputation — Pape’ is a family-owned, fourth-generation company with over 160 locations, over 4,500 members and 85 plus years of experience. Pape’ is known for their stability, honesty and integrity.
• Equipment– We have the largest equipment inventory in the West and an unparalleled parts inventory!
• Employee impact– Enjoy an open-door policy where your voice will be heard and your opinions will matter.
• Training– You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.

The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.

Licenses & Certifications

• Driver License

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)