Senior Sales Representative-Switchgear [JOB POSTING] 80-100K

SUMMARY

First let’s start by why you should work for us!  We offer a generous salary, bonus, virtual office and a superior benefits package.  Most important we offer a excellent work life balance and our ethics are rivaled by no other company.  We do the right thing..for our employees and our customers.

We are a manufacture that offers critical power solutions through paralleling switchgear and related controls for distributed generation applications and emergency standby power.  We are actively seeking a Senior Sales Representative Switchgear.  The ideal candidate will have previous experience selling paralleling switchgear within the assigned territory.  We are willing to generously reward you for your contacts.

PRIMARY RESPONSIBILITIES

1. Provides product, service, or equipment technical and engineering information by answering questions and requests.

2. Identifies business opportunities by identifying prospects and projects; researching and analyzing sales options. Follow up on new leads and referrals.

3. Submit request for proposals (RFP’s) to factory by obtaining blueprints, plans, and related project documents; consulting with engineers, architects, and other professional and technical personnel.

4. Prepare presentations, action plans and proposals to identify specific targets/projects by establishing contact and developing relationships with customers; recommending solutions.

5. Write sales agreements and close orders for the company.

6. Maintains relationships with clients by providing support, information, and guidance; researching and recommending new solutions for customers’ applications.

7. Resolve client concerns by identifying problems; developing and implementing solutions; making recommendations to management.

8. Identifies product improvements or new products by remaining current on industry trends, market activities, and competitors.

9. Monitors competition by gathering current marketplace information on pricing, products, new products, delivery schedules, sales techniques, etc.

10.Keeps management informed by submitting activity and results reports such as, monthly activity reports and sales forecasts.

11.Maintains professional and technical knowledge by reviewing professional publications; establishing personal networks; attending trade shows/conferences.

12.Contributes to team effort by accomplishing related results as needed.

KNOWLEDGE AND SKILL REQUIREMENTS

1. Demonstrated success meeting sales goals and growing sales.

2. Demonstrated understanding and application of effective selling strategies and techniques.

3. Reading, writing, and arithmetic skills required. High computer application literacy (including Microsoft Office Suite, and ability to learn internal business systems)

4. Ability to persuade and influence others.

5. Ability to develop and deliver presentations.

6. Ability to read engineering drawings and blueprints.

7. Team player who works productively with wide range of people, both inside and outside our company.

8. Strong interpersonal and communication skills, both verbal and written.

9. Maintaining a professional appearance and providing a positive company image to the public.

10. Work requires significant regional travel to current and potential clients. This requires a willingness to fly on commercial airlines and the ability to provide transportation to meet required face-to-face customer appointments.

11. Position requires willingness to work a flexible schedule including overnight travel.

MUST HAVES

Previous experience selling paralleling switchgear.

For a confidential conversation contact Nanette Foster the Transformer Recruiter.

Keywords:

Nanette Foster the electrical recruiter, President jobs in electrical, Electrical Engineer jobs, Mechanical Engineer jobs, Power engineer jobs, General Manager jobs, Power Transformer Design Engineers, Power Transformer Test Engineers, Power Transformer Quality Assurance Engineers, Power Transformer Sales Engineers, Power Transformer Sales Managers, Switchgear Design Engineers, Distribution Class Switchgear, Paralleling Switchgear, Switchgear Sales Engineers, Distribution Transformer Design Engineer, Distribution Transformer Test Engineer, Distribution Transformer Sales Engineer, Magnetic Design Engineer, Magnetic Test Engineers, Magnetic Quality Assurance Engineers, Vice President of Engineering, Transformer Vice President of Sales, Distribution Transformer Vice President of Engineering, Distribution Transformer Vice President of Sales, Substation Design Engineer, Relay Engineers, Transmission and Distribution, Project Management, , Transformers, Substations, Switchgear, Utilities, Power Generation, Power Distribution, Power Transmission, Smart Grid, Motors, Drives.

Specialties: Executive Recruiter in Power Transformer, Distribution Transformers, Magnetic Transformers, Switchgear and Substation, Distribution Class Switchgear, Paralleling Switchgear, Motors and Drives and sub-sets.

Senior Electrical Transformer Design Engineer [JOB POSTING]

Our company is a custom manufacturer of magnetic components such as dry type transformers and inductors. We design both analog and digital power supple controls. Due to growth in the market we are seeking an experienced Senior Electrical Transformer Design Engineer with experience with power electronics and electromagnetic design and AC and DC custom power supplies.

We offer a rich benefits package which includes paid vacation, holiday and personal time, health, dental, life, short term and long term disability. We offer a flexible spending plan a 401K plant, tuition assistance and profit sharing. With an excellent work life balance. If you are interested in working for a company that allows you to wear multiple hates and allows for both professional and personal development this is the opportunity for you.

If you have these qualifications and have ever felt like a number or less than the most valued asset at your current company do yourself a favor and apply for this position!

Qualifications:

  • BSEE with at least 5 years of power electronics and electromagnetic design.
  • Experience designing power converts.
  • Experience designing high power 10kW and above AC and DC custom power.

Only candidates that have the qualifications and have legal authorization to work in the USA will be contacted.

Previous experience from a transformer manufacturer is highly desired.

Take a look at this video:

http://youtu.be/zpvEzKLmg8g

Keywords:

“Nanette Foster Power Generation Recruiter”, President jobs in electrical, Electrical Engineer jobs, Mechanical Engineer jobs, Power engineer jobs, General Manager jobs, Power Transformer Design Engineers, Power Transformer Test Engineers, Power Transformer Quality Assurance Engineers, Power Transformer Sales Engineers, Power Transformer Sales Managers, Switchgear Design Engineers, Distribution Class Switchgear, Paralleling Switchgear, Switchgear Sales Engineers, Distribution Transformer Design Engineer, Distribution Transformer Test Engineer, Distribution Transformer Sales Engineer, Magnetic Design Engineer, Magnetic Test Engineers, Magnetic Quality Assurance Engineers, Vice President of Engineering, Transformer Vice President of Sales, Distribution Transformer Vice President of Engineering, Distribution Transformer Vice President of Sales, Substation Design Engineer, Relay Engineers, Transmission and Distribution, Project Management, , Transformers, Substations, Switchgear, Utilities, Power Generation, Power Distribution, Power Transmission, Smart Grid, Motors, Drives. “Nanette Foster electrical recruiter”

Specialties: Executive Recruiter in Power Transformer, Distribution Transformers, Magnetic Transformers, Switchgear and Substation, Distribution Class Switchgear, Paralleling Switchgear, Motors and Drives and sub-sets.

Switchgear Electrical Design Engineer [JOB POSTING] 75-95K

We are a manufacturer of custom pad mount switchgear and enclosures.  Our business is exploding and we are looking for an experienced Switchgear Electrical Design Engineer.  Our factory and engineering department has recently been upgraded.  You will not be disappointed in talking with us!

Responsibilities: Just a few

Design low and medium voltage switchgear.

Work with engineering and manufacturing to ensure quality of design.

Ability to interact with manufacturing.

Experience:

Bachelors Degree Electrical Engineering or equivalent experience.

Previous switchgear design experience.

Ability to work in a team environment.

Excellent communication and analytical skills.

What’s in it for you?

Excellent pay, benefits and work life balance.

Advancement opportunities

Relocation assistance

How to apply

Candidates must have proof of work authorization for the USA at time of application.  Email your resume to Nanette[at]fosterconner[dot]com for a confidential conversation.  All candidates with previous electrical distribution design experience are encouraged to apply.

Keywords:

Nanette Foster the electrical recruiter, President jobs in electrical, Electrical Engineer jobs, Mechanical Engineer jobs, Power engineer jobs, General Manager jobs, Power Transformer Design Engineers, Power Transformer Test Engineers, Power Transformer Quality Assurance Engineers, Power Transformer Sales Engineers, Power Transformer Sales Managers, Switchgear Design Engineers, Distribution Class Switchgear, Paralleling Switchgear, Switchgear Sales Engineers, Distribution Transformer Design Engineer, Distribution Transformer Test Engineer, Distribution Transformer Sales Engineer, Magnetic Design Engineer, Magnetic Test Engineers, Magnetic Quality Assurance Engineers, Vice President of Engineering, Transformer Vice President of Sales, Distribution Transformer Vice President of Engineering, Distribution Transformer Vice President of Sales, Substation Design Engineer, Relay Engineers, Transmission and Distribution, Project Management, , Transformers, Substations, Switchgear, Utilities, Power Generation, Power Distribution, Power Transmission, Smart Grid, Motors, Drives.

Specialties: Executive Recruiter in Power Transformer, Distribution Transformers, Magnetic Transformers, Switchgear and Substation, Distribution Class Switchgear, Paralleling Switchgear, Motors and Drives and sub-sets.

 

 

Contingency VS Retained-which is better for the company?

For those of you who don’t know my background let me give you the Readers Digest version.  Girl is working for corporate America, girl meets boy in city she was transferred to, girl marries boy..girl doesn’t want to travel.  Hence, how my career began as a electrical industry recruiter.  After several years with a national agency, I left deciding that I wanted a more personal, client focused business.  But, what did that mean?  To me, it meant servicing fewer clients with better, faster results.  How does a contingency recruiter do just that without starving?  Simple, or so one would think.  Choose to only work on a retained basis.  Makes sense, right?  After all, I don’t think many people would show up for work without the guarantee of some kind of pay.  I mean let’s be candid here would any hiring manager show up daily, do a job and then not get paid?  That is what happens to contingency recruiters-we do a search, focus all of our attention on it, only to have the dreaded call the position has been put on hold.

So, in my quest for changing the world and bringing people together , these are the things I have learned.  Let me start with addressing why most recruiters work on a contingency basis.  Very simple it is easier to “sale” when you can say-“you will only pay my fee if you hire my person”.  In other words it cost you nothing to look at my candidate.  You only pay my fee if you hire them.  The challenge with this thought or idea.  The candidate you are interviewing is also interviewing with all of your competitors.  Since this is no longer 2009 and technical talent is at a premium, the company that moves the fastest and pays the best gets that candidate.  Folks forgive my honesty here but this is what happens.  Remember contingency recruiters only get paid if a offer is made and accepted.  They are going to give themselves the highest odds of getting an offer for that candidate.  Hence, a payday for them.  The big challenge of using a contingency recruiter with no sales ability…who do you think is selling the candidate on your position?  Bet, you never thought of it that way!

What does this mean to the companies that have a search that requires a giraffe, with pink and white polka dots and speaks four languages?  It means, that more than likely that search will not be worked on no matter how many agencies you give it out to.  Why?  Simple-they cannot afford to work on a search that is not exclusive and is more difficult than finding Nemo.  Now, my real epiphany is this, why is there not more retainers for technical talent when it is nearly impossible to fill the openings being created just by the Baby Boomers retiring, let’s not mention how many of us, that went to college in the 1980’s and 90’s and did not get technical degrees.  Yes, there is a HUGE shortage of technically competent candidates in the USA.

Let me try to get back on track and the whole reason I decided to write this today.  As I have been talking to those former clients the ones that I can now freely talk with (someday I will write about my feels on non competes) and they are filling me in on how they were “dubbed” by giving a retainer to someone that had no qualifications to fill the role.  In other words, someone told them they were an “expert” and this was the only way to get the position filled was to pay them up front…shame on those unethical recruiters…

I believe in the value of a retained model.  That stated, the only way I would EVER give a recruiter a dime of my hard earned money is to make sure of a few things.

  1. They must have a deadline to deliver an agreed upon amount of QUALIFIED candidates.
  2. That recruiter needs to be able to answer certain questions about said industry for me to believe they are an expert.
  3. Last but not least, retained searches should be paid based on performance.  I personally focus on a model that pays part of the fee at the start of a search but the remaining fee is not paid until the candidate says yes.

In closing, I now have such a clearer understanding of why companies do not want to do a retainer.  As I talk with them, I understand their frustration of giving someone a retainer and expecting results as they should!  My question is this…what results did that recruiter promise?  Was the fault more that the chosen agency didn’t know the industry?

I will end with this thought.  Retainers work, it is truly a win/win for each party.  The recruiter knows the company is serious and therefore will work on the search.  The company should have expectations of when the position will be filled.  But, the true question is are you working with a recruiter that specializes in your industry and can fill the position that needs filled.  Are you trusting a rookie with your most valuable assets-your future employees?