US Territory Sales Representative Capital Medical Equipment (Patient Care & Suction/Oxygen Therapy)

As a Territory Sales Representative, you will sell two product lines — capital patient care equipment and suction/oxygen therapy products — directly to hospitals, health systems, architects, general contractors, equipment planners, and distribution partners across one of three defined US territories: North Central (NY, MA, MT, WY, NE, KS and surrounding states), Southeast (FL, AL, GA, NC, SC, VA, WV), or South Central (TX, AZ, NM, OK and surrounding states). The primary decision-makers you will call on are Nurse Managers, Clinical Engineers, Biomedical staff, Respiratory Therapists, Purchasing Agents, Project Managers, Architects, and General Contractors. This role is new business development focused — approximately 95% new business in Year 1. Leads come from a combination of ConstructionWire project tracking, inbound leads, cross-division intelligence within the parent company, and your own cold outreach. You will not be handed an existing book of accounts. This is a newly created territory position reporting to a District Sales Manager, who reports to the Vice President of Sales. The base salary is $50,000 – $60,000 CAD, plus uncapped commission and bonuses.

COMPENSATION & BENEFITS

• $50,000 – $60,000 CAD base salary
• Year 1 OTE: $115,000 – $130,000 CAD at quota (based on actual team performance — last year, every rep from junior to senior achieved President's Club)
• Year 2+ OTE: significantly higher as shipment commissions from Year 1 orders compound with new Year 2 POs — top performers are earning $180,000 – $200,000+
• Commission: 1% on purchase order + 1% on shipment, with accelerators when the $3M annual territory target is exceeded
• Quarterly bonuses — uncapped (example: 180% of quarterly goal = ~$30,000 bonus check for that quarter)
• Year-end bonus — uncapped
• All travel expenses paid via company credit card (flights, hotels, meals, ground transport)
• Full health benefits package (employee contribution required — details confirmed on offer)
• Laptop and cell phone provided
• Private office
• President's Club — annual recognition trip (full team qualified last year)
• Company social events and outings

THE COMPANY & CULTURE

Our client was founded approximately 30 years ago and is a privately owned division of a larger North American manufacturing group with approximately 1,000 employees across all divisions. The division being hired for has 100+ employees and a dedicated sales team of 5 representatives. The business is in high-growth stage — consistently delivering 30%+ revenue growth year over year. Headquartered in Richmond Hill, Ontario, the division manufactures and distributes capital medical equipment, including patient care furniture, patient lifts, ICU and OR boom systems, surgical lights, and suction/oxygen therapy products. Customers are large hospital systems, long-term care facilities, architects, general contractors, and distributors across North America. The corporate culture is competitive, high-energy, and tight-knit. Tenure on the sales team is exceptional — multiple team members have been with the company 7 to 10 years. The team socializes outside of work, and cultural fit is weighted heavily alongside qualifications in the hiring decision. Business casual dress code. Glassdoor reviews reflect previous company-wide concerns that predate the current sales division structure and are not representative of current sales team experience.

OFFICE LOCATION & SALES TERRITORY

• Head Office: Richmond Hill, ON
• Work arrangement: Office-based 5 days per week during probation. Post-probation hybrid — 2 days work from home per week plus travel days. No one comes in on Fridays as a standard practice. Flexibility increases with performance and travel schedule.
• Sales territory: Three US regions available — North Central 2 (NY, MA, and other northeastern states plus MT, WY, NE, KS), Southeast (FL, AL, GA, NC, SC, VA, WV), South Central (TX, AZ, NM, OK and surrounding states). One rep per region.
• Overnight travel: approximately 7–8 business days per month (roughly 35–40% of business days). Travel is project-driven — some months are heavier, some lighter. All expenses covered.
• Candidates must be based in Canada and commutable to the Richmond Hill, ON office. No relocation required for the candidate.
• Must be legally able to drive and work in the US. Valid driver's licence and own vehicle required.
• Hours: Monday to Friday, standard business hours.

EXPERIENCE, BACKGROUND & EDUCATION REQUIREMENTS

• 0–2 years of B2B sales experience. Our client is open to candidates with no sales experience — several of their current top performers joined with none. One year of experience is ideal; candidates with strong sales instincts and drive will be considered regardless.
• B2B experience strongly preferred — multi-stakeholder, multi-step sales environments. Consumer sales (B2C) experience does not transfer well to this role.
• Industry experience is not required — our client will fully train the right person. Backgrounds in HVAC, copier/document solutions, science, business-to-business services, or technical products are all relevant transfer profiles.
• Science or technical academic background is a plus — several top performers on the team came from science degrees and no sales experience. Technical comfort and detail orientation transfer directly to this role.
• Post-secondary education preferred but not required. No specific degree required.
• Driver's licence required. Must be able to drive and work in the US.
• Must be a Canadian resident commutable to Richmond Hill, ON. No relocation required.
• Native or fully fluent English required. French bilingualism is an asset but not required.
• Candidates must not require employer sponsorship for work authorization in Canada.

TECHNICAL SKILLS

• Microsoft PowerPoint — Intermediate (used for client presentations)
• Microsoft Excel — Basic to Intermediate
• Online screen sharing and video conferencing — Intermediate (Zoom or equivalent)
• CRM — Basic (Freshsales is the company CRM; training provided)

THE PRODUCT / SERVICE / SOLUTION

• Patient Care Equipment: capital equipment including over-bed tables, bedside cabinets, labour and delivery furniture, bassinets, fetal monitor carts, and custom cart solutions. Large-ticket, consultative, and custom-specification sales — typical POs are significant in value.
• Suction and Oxygen Therapy (SOT): flow meters, regulators, and related products. More transactional and recurring in nature — once won, hospital systems continue repurchasing. Technically specified but shorter close timelines than patient care.

PROSPECTIVE CUSTOMERS / INDUSTRY FOCUS / DECISION MAKER(S)

• Hospitals and health systems across the US — with a focus on new construction projects, tower builds, and renovation projects (tracked via ConstructionWire)
• Long-term care facilities and retirement homes
• Architects, equipment planners, and designers involved in healthcare facility design
• General contractors on hospital and healthcare construction projects
• Local, regional, and national distributors who service the healthcare space
• Company size: primarily enterprise (1,000+ employees). Hospital system buying groups can span dozens of facilities.
• Primary decision-makers: Nurse Managers, Clinical Engineers, Biomedical staff, Respiratory Therapists, Purchasing Agents, Project Managers, Architects, General Contractors, and Equipment Planners

SALES CYCLE / ORDER VALUE / ACCOUNT SIZE

• Average order value: approximately $200,000 USD per PO on the patient care side. SOT orders are smaller but recurring.
• Annual revenue per customer: ranges from a few thousand dollars (small recurring SOT) to several million (large hospital system relationships).
• Sales cycle: highly variable. Direct hospital construction projects can take up to 18 months from first contact to close. Distribution channel deals can close in days. The rep manages both simultaneously.
• Top performer annual revenue: $6,000,000. Year 1 quota: $3,000,000 USD.

COMPETITIVE ADVANTAGES

• In-house manufacturing capability — enables custom solutions and tighter control over quality, delivery, and specification compliance
• Competitive pricing — cost structure allows the company to compete effectively against US and European manufacturers
• Dual product lines — representatives can sell into both patient care and SOT, creating more revenue touchpoints per hospital relationship
• Shared intelligence across divisions — the parent company operates multiple divisions, allowing early visibility on upcoming construction projects and facility expansions
• Commission structure with no internal competition — all reps in a region are credited on territory revenue, including the District Manager and rep together, eliminating sandbagging and internal conflict

TYPICAL DAY & DUTIES

• 60% New Business Development (outbound prospecting, cold calling, ConstructionWire lead follow-up, inbound lead follow-up)
• 30% Presenting and moving the sale forward (in-person and Zoom presentations, RFP preparation, stakeholder meetings)
• 10% Administrative duties (CRM logging in Freshsales, pipeline updates, call reporting — target 600–700 outbound calls per month in Year 1, decreasing as relationships develop)

On a typical day you will be working outbound calls and emails into hospital systems and construction projects in your territory, following up on warm leads from ConstructionWire and cross-division intel, preparing for presentations to clinical and facilities decision-makers, logging all activity in Freshsales, and traveling to your territory for in-person calls approximately 7–8 business days per month.

LEADS

• 30% supplied and warm: ConstructionWire project leads (a platform that tracks large construction projects nationally and internationally), inbound website leads, and cross-division intelligence from the parent company's other divisions who are involved in opportunities early
• 70% self-prospected: outbound cold calling and emailing into hospital systems, hospital networks with prior Amico relationships, architects, general contractors, and distributors in the territory

Significant cold outbound activity is a core expectation of this role, particularly in Year 1. The territory exists and is generating revenue without a dedicated rep — which means there is immediate opportunity, but capturing it requires proactive outreach.

OVERNIGHT TRAVEL

Approximately 35–40% of business days per month involve overnight travel (7–8 business days). Travel is project-driven — some months require travel every week; others are much lighter. All travel expenses are covered by company credit card. No personal vehicle is required for US travel.

SUPPORT & TRAINING

• Approximately 3 months of structured training directly with your District Sales Manager
• Training covers: hospital terminology and departments (ICU, NICU, PACU, PCU, OR), product lines and technical specifications, custom solution design on the patient care side, how to navigate and infiltrate a hospital system, prospecting approach and phone scripts
• Training format: live phone calls and outreach with the District Manager, in-person joint visits, Zoom role-plays and mock presentations using the company's on-site video studio
• You will be involved in live opportunities from your first week — training is not purely theoretical
• Expected to feel comfortable selling independently within 3–4 months. Fully productive within 6 months.
• Ongoing support from District Manager — involvement decreases as competence increases, but the manager remains available at any stage for complex deals

WHY YOU SHOULD APPLY

• Every single rep on the team — from junior to senior — hit their target and qualified for President's Club last year. The comp plan is real and the territories produce results.
• Your territory is already generating revenue without a rep in it. You get commission credit on every order that ships in your region from day one of probation completion — including large POs that close shortly after you start.
• Uncapped earnings with accelerators: the more you exceed your target, the higher your commission rate per dollar. A rep at 180% of quarterly goal received a $30,000 bonus check for that quarter alone.
• Industry experience is not required — our client has a strong track record of developing people from adjacent backgrounds and science fields into top performers. If you have the drive and the discipline, the training program sets you up.
• Long-term career path: Territory Sales Representative → Regional Sales Manager → District Sales Manager → Director. All current managers were promoted internally from territory rep roles. The company is growing and will need directors.
• Tight-knit team with exceptional tenure — 7 to 10-year sales veterans are common here. People stay because the culture is genuine, the earnings are real, and the team is one they want to be part of outside of work.

Equal Opportunity Employer

Just Sales Jobs and our clients are equal opportunity employers. We do not discriminate. All candidates are evaluated solely on performance merit and organizational fit.

Not the Right Fit? We May Have Other Roles for You.

If this particular role isn't the right match, we encourage you to browse our other open positions at -opening/ and apply for any that interest you. Our recruiters review every resume we receive — and if we have another role that could be a great fit for your background, we will reach out to you directly.

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