Work Flexibility: Remote

This Southwest area Market Development Lead will be responsible for facilitating the implementation of growth strategies and development plans consistent with overall business objectives of our JR and Capital sales teams to grow Mako within key SW area hospitals and ASCs. They accomplish this through executing strategic marketing plans, primarily focused at increasing the brand recognition and education of Mako SmartRoboticsTM for joint replacement candidates.

What you will do

Lead the development and execution of local marketing plans with the goal of driving technology awareness and patient activation in a given geographyConduct formal business review presentations to both hospital C-Suite and surgeon customers, as well as sales leadership teamsUtilize market analytics to determine appropriate locations for patient activation & technology awareness campaignsExecute integrated marketing campaigns and strategiesDevelop and execute quarterly reporting dashboards for marketing effortsDetermine appropriate tactics based on market dynamics and investigate new avenuesSupport customer marketing efforts to drive technology awareness & patient educationManage a centrally-held budget

What you need (required)

Bachelor’s degree required4+ years of work experience required

What you need (preferred)

2+ years experience in a marketing, sales or business management roleBackground in hospital marketing or healthcare products highly preferred

*$87,600 - $186,700 salary plus bonus eligible + benefits. Individual pay is based on skills, experience, and other relevant factors.*

Travel Percentage: 40%

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation 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.