What are the responsibilities and job description for the Direct Sales Executive position at Aramark Uniform Services?
Overview : The Direct Sales Executive is responsible for achieving an assigned New Business Sales Quota, driving new business both independently (cold calling or warm lead follow-up) and in partnership with the Vestis field. This individual represents Vestis Direct Sales in all facets of the business relationship with both internal (market center) and external customers. New business is defined by : companies who have never ordered from Vestis or former Vestis customers who have not purchased from Vestis in 24 months. Responsibilities / Essential Functions : Hunts for new business in collaboration with the market center sales and service teams to identify and acquire new business opportunities. Travels consistently to Market Centers within their region to develop relationships and sales strategies with sales and service teams in the field and to visit Vestis customers; Share fresh direct sale message every week in regional / market center GM / Sales calls; Provide ongoing education to market center sales and service teams on all direct sale products / services; Develop sales tools that will make it easier for the sales and service teams to promote Direct Sales; Communicates process and procedural needs and improvements to sales and service teams; Follow up onVestis Direct Sales leads in Sales Force from the Account Executives; Formulates and implements account strategies to win new customer business or reactivate inactive customers; Subscribe and prospect to business journals in major metropolitan territories in the assigned region; Using a value-based sales approach, deliver a complete product and service solution to prospects that secures margins appropriate to the level of service provided; Obtain competitive intelligence that will ensure quotes delivered are appropriate for each prospect; Participate in regional tradeshow(s) and ensure positive return is achieved by managing event and delivering projected revenue by executing an effective post-show prospecting campaign; Call out on former Vestis Direct Sales customers and trade associations using SFA and / or call lists provided by the Vestis Direct Sales marketing team; Cold call on SIC-based, product-focused, Vestis rental new / lost customer prospect lists provided on a recurring basis in SFA and / or Vestis Direct Sales marketing; Performs sales presentations to close new business opportunities; Demonstrates product expertise for Vestis employees and customers; Ensures smooth and positive transition of new accounts post first-sale to Key Account Manager; Maintains a 30-60-90 day pipeline in SFA that is required to achieve assigned sales quota; Performs other duties as assigned or requested. Knowledge / Skills / Abilities : Strong consultative, B to B relationship selling skills are required; Sales experience and a proven track record in acquiring new business over the phone and in person; Outstanding verbal and written communications skills are required; Ability to work well with other departments as well as an outside field sales force; Basic computer skills, including Windows-based applications such as Word, Excel, and Outlook is required; Knowledge of Salesforce. com is preferred. Working Environment / Safety Requirements : Experience : Five to seven years of corporate sales experience to medium-to-large size companies is preferred and required. Travel Requirements : Must be open and willing to travel up to 35%; Ability to travel 25%; 35% of the time is requiredEducation : A Bachelor's Degree in Business preferred. A High School Diploma. License Requirements / Certifications : 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)
