Description
Electronic Security Systems powered by LaForce has an excellent opportunity for an Account Manager on our Security Integration team! We are passionate about providing solutions to our customers to meet their life, safety and security needs and looking to find someone with that same passion.
The primary objective of this Account Manager position is to sell commercial card access control systems, video surveillance and other security products and services to education, healthcare, private business and industrial establishments.
Work with products made by Brivo, Eagle Eye, Open Path, RS2, Hanwha, Vanderbilt and more!
Major Responsibilities of the Account Manager :
- Establish relationships with existing accounts and cold call on new prospects
- Be a technical resource for customers and provide exceptional customer service to accounts throughout the sales cycle
- Work with vendors to understand product features, use and applications
- Meet or exceed annual revenue goals and objectives
- Problem solve with customers and work in a fast-paced, deadline driven environment.
Qualifications of the Account Manager :
- Bachelor's degree required, emphasis in sales / marketing or technology preferred, or combination of education and related experience
- 1-3 years of outside sales / B2B experience required.
- Strong communication and computer skills required
- Experience in security, video surveillance, cloud based sales or SaaS is preferred
- Valid driver's license and good driving record required
Benefits
LaForce offers great benefits in a fun and professional working environment!
- Medical, dental and vision insurance
- Health Savings Account or Health Reimbursement Account
- 401k plan with a match
- Life Insurance
- Paid Time Off program
- Short and long term disability
- Employee Assistance Program
- Tuition reimbursement
- Company wellness and volunteer programs
- Vehicle and cell phone expense reimbursement program
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)
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