About this opportunity
你的影响，从这里开始
作为关键客户主管，你将负责推动所辖区域的业务发展，帮助更多符合条件的患者获得所需的疾病管理支持。你将深入了解区域市场、医疗机构和客户需求，制定并执行有针对性的业务计划，同时推动医院准入、市场活动和患者教育工作。通过与医疗专业人士、患者组织、经销商及公司内部团队紧密协作，你将帮助团队识别市场机会、解决实际问题，并实现可持续的区域业务增长。
你将带来
我们期待你具备扎实的医药行业经验，能够独立管理区域业务，并以合规、专业和以患者为中心的方式开展客户合作。
医药、医学或相关专业大专及以上学历，本科学历优先。
至少3年医药代表或相关医药销售岗位工作经验，肿瘤或罕见病特药领域销售经验优先考虑。
具备跨国制药企业相关岗位经验者优先，但不是必需条件。
能够根据市场信息制定区域业务计划，并持续跟进执行结果。
具备良好的客户沟通、关系维护和跨部门协作能力，能够通过灵活沟通推动共识与行动。
能够熟练使用 Word、Excel 和 PowerPoint，并按时完成业务报告和计划。
你将负责
深入分析所辖区域的市场情况，制定并执行区域业务计划，推动年度业务目标达成，并合理管理相关预算。
定期拜访医疗专业人士，准确传递疾病及产品相关信息，建立并维护专业、合规和长期的客户合作关系。
了解当地医保及相关准入政策，及时向直线经理和相关团队反馈市场变化，并推动目标医院的准入和进药工作。
跟进区域库存情况，与经销商保持有效合作，及时识别并处理库存及近效期药品相关问题。
协助开展市场活动、学术项目和患者教育活动，完成会后跟进，评估执行效果并反馈市场洞察。
持续学习疾病及相关专业知识，按要求完成公司培训、报告及合规流程，确保所有业务活动符合公司政策和相关要求。
We commit to an inclusive recruitment process and equality of opportunity for all our job applicants.
Job details
How this role compares
Computed from every other active Sales role in our database, not just this employer's listings.
We currently track 5204 comparable Sales roles across 216 biopharma companies.
Salary context
807 of 5204 peers report a salary range (USD, annualized)
Peers share this role's job function. This posting doesn't list a seniority level, so peers aren't narrowed by seniority either -- the range below may span more levels than usual.
Where these roles are based
Top locations among the 5204 comparable roles
+ 75 more countries
Seniority mix
1993 of 5204 peers have a known seniority level
Therapeutic area mix
1070 of 5204 peers have a known therapeutic area; the rest are genuinely unlabeled, not hidden
Similar opportunities
The closest matches from our peer group, ranked by how similar they are, not how well you'd qualify for them -- treat this as market context, not a guaranteed shortlist; a weak match is labeled as one below.
Open in 2 locations
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How we calculate "similar"
No black box, no LLM guesswork: a deterministic score built from four normalized attributes. Here's this role's own peer group at different match levels, so you can see the mechanism, not just the result.
Every comparison starts from the same 100-point budget: 25 for working in the same function, 40 for the same therapeutic area, 20 for the same or adjacent seniority, 15 for the same country. A dimension we can't confirm on both sides contributes nothing, never a guess, never a free pass.
0 points, never a partial guess. A role we know almost nothing about beyond its function bottoms out at 25%; it never inflates to 100% just because there's little to compare against. Seniority uses a defined ladder (Associate → Manager → Associate Director → Senior → Principal → Director → Senior Director → Executive/VP) so "Director" and "Senior Director" count as adjacent, but "Director" and "Executive/VP" do not.