What are the responsibilities and job description for the Inside Sales Representative position at Pape' Kenworth?
PAPE’ KENWORTH –PORTLAND
INSIDE SALES REPRESENTATIVE:
Do you love to compete? Are you driven to win? Do you like creating your own success and results? If you answered yes to these questions, we want to hear from you! Pape’ Kenworth, the premier medium and heavy-duty truck and equipment dealer in the West, is looking for a motivated inside sales member to join their team in Portland.
At Pape’, you can count on us to heavily invest in your career through training, resources, and support. We want to see you grow your skill set and experience, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!
WHAT YOU’LL DO:
As our Inside Sales Representative, you will be in a lucrative sales career where your earning potential and success are unlimited! In this role you will work directly with the General Manager, Used Equipment Manager, and sales team in a focused effort to achieve target account penetration and market growth opportunities. You will generate and qualify new sales leads through database mining, personal research, client referrals, and cold calling, along with actively pursuing sales opportunities with target customers and working with Territory Managers to close sales opportunities. Areas of focus will be Mullen EV prospecting/sales, Used Trucks sales, as well as assisting walk-in/call-in New Truck customers and some marketing duties.
WHAT YOU NEED:
- BA or BS degree or four years related experience and/or training or equivalent combination of education and experience preferred.
- Strong phone presence, experience making daily cold calls, and must be naturally resilient.
- B2B sales and/or capital equipment industry experience preferred.
- Excellent verbal, written, and interpersonal communication skills with ability to grow relationships.
- Ability to multi-task, prioritize, and manage time efficiently.
- Ability to operate in a fast-paced environment.
- Strong proficiency in Microsoft Word, Excel, PowerPoint, and CRM.
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), 24 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.
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)
