As a Marketing Associate on Stryker’s Interventional Spine team, you will help bring innovative, minimally invasive spine and pain solutions to life by supporting product launches, enabling the sales force, and driving strategic marketing initiatives that improve patient outcomes. You will collaborate cross functionally with internal teams, engage with field sales and customers, and contribute to commercialization strategies that elevate product visibility and adoption. This role offers a strong foundation for career growth in marketing or sales within one of Stryker’s fastest growing businesses.
WHAT YOU WILL DO:
Will provide sales support by answering and/or resolving customer questions and /or issues on assigned products via telephone, e-mail and sometimes in person
Will develop and/or initiate the development and production of marketing support material (e.g. product brochures, surgical technique videos, etc.)
Will assist in the marketing of our products through exhibits, trade shows and medical educational lab execution
Will develop and execute strategies for communicating product-related updates to sales representatives
Will develop and deliver education material for sales representatives
May work with sales representatives and engineering teams to identify and implement improvements to existing products
May support key product trials, presentations or installations as directed by Marketing Manager
Will analyze sales trends and submit periodic reports on assigned topics
WHAT YOU NEED:
Required
Bachelor’s degree
0+ years of work experience
Preferred
Internship experience related to marketing, sales, and/or healthcare
Travel Percentage: 50%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.