Aquestive District Sales Manager
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences.
Thus we need to decide which sections to include: About the role? The posting has "About Aquestive Therapeutics" (company overview) and "The Role". Could combine into "About the role"? But instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can include sections that have content: About the role (maybe combine company overview and role description). Responsibilities (Key Responsibilities). Qualifications (Required and Preferred). Benefits (Available benefits). Pay (Expected salary range). Possibly "Who Thrives Here" could be considered Skills or maybe not needed; but it's substantive describing ideal candidate traits. Could be placed under "Qualifications" or "Skills". The instruction says we can use Skills heading. But we have "Who Thrives Here" describing mission-driven leaders etc. That could be considered Skills or maybe "Qualifications". However we already have Qualifications section for required/preferred. "Who Thrives Here" is more about cultural fit; could be placed under a separate section like "Skills" or maybe we omit to keep few sections. But we need to preserve ALL substantive information; we cannot drop that. So we need to include it somewhere. Could create a section "Skills" and list those traits as bullet points. Or we could incorporate into Qualifications as a subsection but still need to preserve. Probably better to have a "Skills" section with those traits.
Also there is a Compliance section: "Compliance Maintain alignment with corporate policies..." That's also substantive. Could be part of Responsibilities or a separate section like "Compliance". The instruction list includes Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. No explicit Compliance heading, but we could put under Responsibilities as it's about compliance duties. However the Compliance paragraph is separate after "Who Thrives Here". It says: "Compliance Maintain alignment with corporate policies, training, and legal/regulatory requirements Ensure field compliance with all company and industry standards, including: Sampling and PDMA (if applicable) Adverse Event (AE) and product complaint reporting On-label and compliant promotional dialogue CRM data quality and timely documentation." That's basically a responsibility. So we can incorporate into Responsibilities.
Also there is a line: "The Company is required to provide a reasonable estimate of the salary range for this job in certain states and cities within the United States. Final determinations with respect to salary will take into account a number of factors, which may include, but not be limited to the primary work location and the chosen candidate’s relevant skills, experience, and education. Expected salary range: $180,000 - $210,000/per year." That's Pay.
Benefits: "Available benefits include bonus eligibility, health care and other insurance benefits (for employee and family), retirement benefits, paid holidays, vacation, and sick days."
Also there is a line: "The above statements are intended to describe the general nature and level of the work being performed by colleagues assigned to this position. This is not intended as an exhaustive list of all responsibilities, duties, and skills required. Aquestive reserves the right to make changes to the job description whenever necessary." That's boilerplate; we should remove as it's generic legal.
Also: "As part of Aquestive’s employment process, final candidate will be required to complete a drug test and background check prior to employment commencing." That's also boilerplate/application instruction; remove.
Also: "Aquestive provides equal employment opportunities..." that's EEO boilerplate; remove.
Thus we need to produce HTML with sections: maybe About the role (company overview + role description), Responsibilities (including Key Responsibilities and Compliance), Qualifications (Required and Preferred), Skills (Who Thrives Here), Benefits, Pay.
We must not include Schedule (no info). Not include Requirements separate if we have Qualifications.
We need to use
for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information: we must not lose any details.
Let's extract content:
About Aquestive Therapeutics: "With more than 20 years of pioneering patient-centered innovation, we've transformed how millions access life-saving medications. Our track record speaks for itself: 6 FDA approvals, 2.5 billion doses delivered worldwide, and a presence across 6 continents. As we prepare to launch Anaphylm™, our latest breakthrough in overcoming patient barriers, we're building a sales team that shares our commitment to innovation that matters."
The Role: "As a District Sales Manager, you'll be the architect of launch success in your region, building a team that doesn't just hit numbers, but changes patient outcomes. You'll recruit talent, develop future leaders, and translate corporate strategy into territory-level wins. This isn't management from a distance; you'll be in the field coaching your territory representatives through complex sales cycles, celebrating breakthrough moments, and holding the line on performance and integrity."
We can combine these into a prose paragraph(s) under About the role.
Key Responsibilities: list bullet points:
- Build & Lead a High-Performing Team
- Recruit exceptional Therapeutic Specialty Representatives who combine sales excellence with mission alignment.
- Develop your team through consistent field coaching, structured feedback, and individualized development plans.
- Create a culture of accountability and growth where representatives take ownership of their territories and support each other's success.
- Foster diversity, equity, and inclusion across your region—ensuring every team member has the support and opportunities to thrive.
- Identify and cultivate future leaders within your team.
- Drive Strategic Execution
- Partner with VP of Sales, Areas Sales Director and peer DSMs to shape national sales strategy, leveraging field-level insights to inform direction.
- Translate corporate objectives into district business plans that account for local market dynamics, competitive landscapes, and payer environments.
- Establish clear performance metrics and tracking mechanisms that connect daily activities to launch milestones.
- Analyze territory performance data to identify gaps, opportunities, and best practices worth scaling.
- Coach for Impact
- Conduct frequent field rides that balance observation, real-time coaching, and collaborative problem-solving.
- Help representatives master the consultative selling approach required for Anaphylm's value proposition.
- Guide your team through objection handling, particularly around payer access and product differentiation.
- Connect daily sales activities to the broader mission—helping representatives see how their work removes barriers for patients who need an effective, easy-to-carry, easy-to-use epinephrine rescue medication.
- Navigate Market Access Complexity
- Develop fluency in payer landscapes—national plans, formularies, and local coverage nuances.
- Translate payer insights into actionable pull-through strategies for your team.
- Collaborate with Market Access and Hub Services to resolve coverage barriers and accelerate patient starts.
- Track and share market access wins, barrier patterns, and successful resolution strategies.
- Foster Cross-Functional Alignment
- Partner with Marketing, Medical Affairs, Training, and Market Access to ensure consistent brand execution.
- Serve as the voice of the field—sharing customer insights, competitive intelligence, and execution challenges that inform broader strategy.
- Facilitate collaboration with specialty pharmacy partners and patient services teams.
- Represent your region in national sales meetings, strategy sessions, and launch planning forums.
- Ensure Operational Excellence
- Drive CRM discipline across your team—ensuring high-quality documentation of calls, payer feedback, and sampling activity.
- Monitor compliance with all regulatory requirements including PDMA, AE/product complaint reporting, and promotional guidelines.
- Conduct regular territory business reviews that assess performance, identify improvement areas, and align on priorities.
- Manage district budget and resources efficiently to maximize ROI.
We also have Compliance bullet points: "Maintain alignment with corporate policies, training, and legal/regulatory requirements Ensure field compliance with all company and industry standards, including: Sampling and PDMA (if applicable) Adverse Event (AE) and product complaint reporting On-label and compliant promotional dialogue CRM data quality and timely documentation."
We can incorporate these under Responsibilities as a bullet under Operational Excellence or separate.
Qualifications Required: list:
- Bachelor's degree
- Minimum 5 years leading pharmaceutical or specialty sales teams (front-line management experience required)
- Proven success leading teams through product launches—ideally in specialty, allergy, or related therapeutic areas
- Deep understanding of sales strategy, market access dynamics, and HCP engagement models
- Track record of developing talent and improving team performance through effective coaching
- Strong analytical skills with ability to translate data into strategic action
- Willingness to travel 60 – 75%, including overnight stays for field rides, customer events, and company meetings
Preferred:
- Experience in rescue medication, allergy, or products addressing medication adherence/administration barriers
- Background in specialty pharmacy or hub services operations
- Previous management of geographically dispersed team
Who Thrives Here: list traits:
- Mission-Driven Leaders who measure success not just by quota attainment, but by the patient lives improved through your team's work.
- Launch Veterans who have built markets from scratch.
- Talent Developers who get genuine satisfaction from watching team members grow, earn promotions, and achieve things they didn't think possible.
- Strategic Executor who thinks big picture but obsesses over execution details.
- Emotionally Intelligent Coaches who read people well, adapt coaching styles to individual needs, and build trust through authenticity and consistency.
- Collaborative Partners who break down silos naturally. Marketing, Medical, Access—you speak their language and align with them around common goals.
- Resilient Competitors who can navigate challenges, maintain team morale during setbacks, and find paths forward.
Benefits: "Available benefits include bonus eligibility, health care and other insurance benefits (for employee and family), retirement benefits, paid holidays, vacation, and sick days."
Pay: "Expected salary range: $180,000 - $210,000/per year."
We also have note about salary estimate: "The Company is required to provide a reasonable estimate of the salary range for this job in certain states and cities within the United States. Final determinations with respect to salary will take into account a number of factors, which may include, but not be limited to the primary work location and the chosen candidate’s relevant skills, experience, and education." That's substantive about salary determination; we should keep it as prose under Pay section.
Now we need to output HTML fragment only.
We'll structure:
About the role
... combined prose ...
Responsibilities
- ... each bullet ...
...
Qualifications
- Required
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. Thus we need to decide which sections to include: About the role? The posting has "About Aquestive Therapeutics" (company overview) and "The Role". Could combine into "About the role"? But instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can include sections that have content: About the role (maybe combine company overview and role description). Responsibilities (Key Responsibilities). Qualifications (Required and Preferred). Benefits (Available benefits). Pay (Expected salary range). Possibly "Who Thrives Here" could be considered Skills or maybe not needed; but it's substantive describing ideal candidate traits. Could be placed under "Qualifications" or "Skills". The instruction says we can use Skills heading. But we have "Who Thrives Here" describing mission-driven leaders etc. That could be considered Skills or maybe "Qualifications". However we already have Qualifications section for required/preferred. "Who Thrives Here" is more about cultural fit; could be placed under a separate section like "Skills" or maybe we omit to keep few sections. But we need to preserve ALL substantive information; we cannot drop that. So we need to include it somewhere. Could create a section "Skills" and list those traits as bullet points. Or we could incorporate into Qualifications as a subsection but still need to preserve. Probably better to have a "Skills" section with those traits. Also there is a Compliance section: "Compliance Maintain alignment with corporate policies..." That's also substantive. Could be part of Responsibilities or a separate section like "Compliance". The instruction list includes Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. No explicit Compliance heading, but we could put under Responsibilities as it's about compliance duties. However the Compliance paragraph is separate after "Who Thrives Here". It says: "Compliance Maintain alignment with corporate policies, training, and legal/regulatory requirements Ensure field compliance with all company and industry standards, including: Sampling and PDMA (if applicable) Adverse Event (AE) and product complaint reporting On-label and compliant promotional dialogue CRM data quality and timely documentation." That's basically a responsibility. So we can incorporate into Responsibilities. Also there is a line: "The Company is required to provide a reasonable estimate of the salary range for this job in certain states and cities within the United States. Final determinations with respect to salary will take into account a number of factors, which may include, but not be limited to the primary work location and the chosen candidate’s relevant skills, experience, and education. Expected salary range: $180,000 - $210,000/per year." That's Pay. Benefits: "Available benefits include bonus eligibility, health care and other insurance benefits (for employee and family), retirement benefits, paid holidays, vacation, and sick days." Also there is a line: "The above statements are intended to describe the general nature and level of the work being performed by colleagues assigned to this position. This is not intended as an exhaustive list of all responsibilities, duties, and skills required. Aquestive reserves the right to make changes to the job description whenever necessary." That's boilerplate; we should remove as it's generic legal. Also: "As part of Aquestive’s employment process, final candidate will be required to complete a drug test and background check prior to employment commencing." That's also boilerplate/application instruction; remove. Also: "Aquestive provides equal employment opportunities..." that's EEO boilerplate; remove. Thus we need to produce HTML with sections: maybe About the role (company overview + role description), Responsibilities (including Key Responsibilities and Compliance), Qualifications (Required and Preferred), Skills (Who Thrives Here), Benefits, Pay. We must not include Schedule (no info). Not include Requirements separate if we have Qualifications. We need to use
for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information: we must not lose any details.
Let's extract content:
About Aquestive Therapeutics: "With more than 20 years of pioneering patient-centered innovation, we've transformed how millions access life-saving medications. Our track record speaks for itself: 6 FDA approvals, 2.5 billion doses delivered worldwide, and a presence across 6 continents. As we prepare to launch Anaphylm™, our latest breakthrough in overcoming patient barriers, we're building a sales team that shares our commitment to innovation that matters."
The Role: "As a District Sales Manager, you'll be the architect of launch success in your region, building a team that doesn't just hit numbers, but changes patient outcomes. You'll recruit talent, develop future leaders, and translate corporate strategy into territory-level wins. This isn't management from a distance; you'll be in the field coaching your territory representatives through complex sales cycles, celebrating breakthrough moments, and holding the line on performance and integrity."
We can combine these into a prose paragraph(s) under About the role.
Key Responsibilities: list bullet points:
- Build & Lead a High-Performing Team
- Recruit exceptional Therapeutic Specialty Representatives who combine sales excellence with mission alignment.
- Develop your team through consistent field coaching, structured feedback, and individualized development plans.
- Create a culture of accountability and growth where representatives take ownership of their territories and support each other's success.
- Foster diversity, equity, and inclusion across your region—ensuring every team member has the support and opportunities to thrive.
- Identify and cultivate future leaders within your team.
- Drive Strategic Execution
- Partner with VP of Sales, Areas Sales Director and peer DSMs to shape national sales strategy, leveraging field-level insights to inform direction.
- Translate corporate objectives into district business plans that account for local market dynamics, competitive landscapes, and payer environments.
- Establish clear performance metrics and tracking mechanisms that connect daily activities to launch milestones.
- Analyze territory performance data to identify gaps, opportunities, and best practices worth scaling.
- Coach for Impact
- Conduct frequent field rides that balance observation, real-time coaching, and collaborative problem-solving.
- Help representatives master the consultative selling approach required for Anaphylm's value proposition.
- Guide your team through objection handling, particularly around payer access and product differentiation.
- Connect daily sales activities to the broader mission—helping representatives see how their work removes barriers for patients who need an effective, easy-to-carry, easy-to-use epinephrine rescue medication.
- Navigate Market Access Complexity
- Develop fluency in payer landscapes—national plans, formularies, and local coverage nuances.
- Translate payer insights into actionable pull-through strategies for your team.
- Collaborate with Market Access and Hub Services to resolve coverage barriers and accelerate patient starts.
- Track and share market access wins, barrier patterns, and successful resolution strategies.
- Foster Cross-Functional Alignment
- Partner with Marketing, Medical Affairs, Training, and Market Access to ensure consistent brand execution.
- Serve as the voice of the field—sharing customer insights, competitive intelligence, and execution challenges that inform broader strategy.
- Facilitate collaboration with specialty pharmacy partners and patient services teams.
- Represent your region in national sales meetings, strategy sessions, and launch planning forums.
- Ensure Operational Excellence
- Drive CRM discipline across your team—ensuring high-quality documentation of calls, payer feedback, and sampling activity.
- Monitor compliance with all regulatory requirements including PDMA, AE/product complaint reporting, and promotional guidelines.
- Conduct regular territory business reviews that assess performance, identify improvement areas, and align on priorities.
- Manage district budget and resources efficiently to maximize ROI.
We also have Compliance bullet points: "Maintain alignment with corporate policies, training, and legal/regulatory requirements Ensure field compliance with all company and industry standards, including: Sampling and PDMA (if applicable) Adverse Event (AE) and product complaint reporting On-label and compliant promotional dialogue CRM data quality and timely documentation."
We can incorporate these under Responsibilities as a bullet under Operational Excellence or separate.
Qualifications Required: list:
- Bachelor's degree
- Minimum 5 years leading pharmaceutical or specialty sales teams (front-line management experience required)
- Proven success leading teams through product launches—ideally in specialty, allergy, or related therapeutic areas
- Deep understanding of sales strategy, market access dynamics, and HCP engagement models
- Track record of developing talent and improving team performance through effective coaching
- Strong analytical skills with ability to translate data into strategic action
- Willingness to travel 60 – 75%, including overnight stays for field rides, customer events, and company meetings
Preferred:
- Experience in rescue medication, allergy, or products addressing medication adherence/administration barriers
- Background in specialty pharmacy or hub services operations
- Previous management of geographically dispersed team
Who Thrives Here: list traits:
- Mission-Driven Leaders who measure success not just by quota attainment, but by the patient lives improved through your team's work.
- Launch Veterans who have built markets from scratch.
- Talent Developers who get genuine satisfaction from watching team members grow, earn promotions, and achieve things they didn't think possible.
- Strategic Executor who thinks big picture but obsesses over execution details.
- Emotionally Intelligent Coaches who read people well, adapt coaching styles to individual needs, and build trust through authenticity and consistency.
- Collaborative Partners who break down silos naturally. Marketing, Medical, Access—you speak their language and align with them around common goals.
- Resilient Competitors who can navigate challenges, maintain team morale during setbacks, and find paths forward.
Benefits: "Available benefits include bonus eligibility, health care and other insurance benefits (for employee and family), retirement benefits, paid holidays, vacation, and sick days."
Pay: "Expected salary range: $180,000 - $210,000/per year."
We also have note about salary estimate: "The Company is required to provide a reasonable estimate of the salary range for this job in certain states and cities within the United States. Final determinations with respect to salary will take into account a number of factors, which may include, but not be limited to the primary work location and the chosen candidate’s relevant skills, experience, and education." That's substantive about salary determination; we should keep it as prose under Pay section.
Now we need to output HTML fragment only.
We'll structure:
About the role
... combined prose ...
Responsibilities
- ... each bullet ...
...
Qualifications
- Required
for prose. We need to preserve all substantive information: we must not lose any details. Let's extract content: About Aquestive Therapeutics: "With more than 20 years of pioneering patient-centered innovation, we've transformed how millions access life-saving medications. Our track record speaks for itself: 6 FDA approvals, 2.5 billion doses delivered worldwide, and a presence across 6 continents. As we prepare to launch Anaphylm™, our latest breakthrough in overcoming patient barriers, we're building a sales team that shares our commitment to innovation that matters." The Role: "As a District Sales Manager, you'll be the architect of launch success in your region, building a team that doesn't just hit numbers, but changes patient outcomes. You'll recruit talent, develop future leaders, and translate corporate strategy into territory-level wins. This isn't management from a distance; you'll be in the field coaching your territory representatives through complex sales cycles, celebrating breakthrough moments, and holding the line on performance and integrity." We can combine these into a prose paragraph(s) under About the role. Key Responsibilities: list bullet points: - Build & Lead a High-Performing Team - Recruit exceptional Therapeutic Specialty Representatives who combine sales excellence with mission alignment. - Develop your team through consistent field coaching, structured feedback, and individualized development plans. - Create a culture of accountability and growth where representatives take ownership of their territories and support each other's success. - Foster diversity, equity, and inclusion across your region—ensuring every team member has the support and opportunities to thrive. - Identify and cultivate future leaders within your team. - Drive Strategic Execution - Partner with VP of Sales, Areas Sales Director and peer DSMs to shape national sales strategy, leveraging field-level insights to inform direction. - Translate corporate objectives into district business plans that account for local market dynamics, competitive landscapes, and payer environments. - Establish clear performance metrics and tracking mechanisms that connect daily activities to launch milestones. - Analyze territory performance data to identify gaps, opportunities, and best practices worth scaling. - Coach for Impact - Conduct frequent field rides that balance observation, real-time coaching, and collaborative problem-solving. - Help representatives master the consultative selling approach required for Anaphylm's value proposition. - Guide your team through objection handling, particularly around payer access and product differentiation. - Connect daily sales activities to the broader mission—helping representatives see how their work removes barriers for patients who need an effective, easy-to-carry, easy-to-use epinephrine rescue medication. - Navigate Market Access Complexity - Develop fluency in payer landscapes—national plans, formularies, and local coverage nuances. - Translate payer insights into actionable pull-through strategies for your team. - Collaborate with Market Access and Hub Services to resolve coverage barriers and accelerate patient starts. - Track and share market access wins, barrier patterns, and successful resolution strategies. - Foster Cross-Functional Alignment - Partner with Marketing, Medical Affairs, Training, and Market Access to ensure consistent brand execution. - Serve as the voice of the field—sharing customer insights, competitive intelligence, and execution challenges that inform broader strategy. - Facilitate collaboration with specialty pharmacy partners and patient services teams. - Represent your region in national sales meetings, strategy sessions, and launch planning forums. - Ensure Operational Excellence - Drive CRM discipline across your team—ensuring high-quality documentation of calls, payer feedback, and sampling activity. - Monitor compliance with all regulatory requirements including PDMA, AE/product complaint reporting, and promotional guidelines. - Conduct regular territory business reviews that assess performance, identify improvement areas, and align on priorities. - Manage district budget and resources efficiently to maximize ROI. We also have Compliance bullet points: "Maintain alignment with corporate policies, training, and legal/regulatory requirements Ensure field compliance with all company and industry standards, including: Sampling and PDMA (if applicable) Adverse Event (AE) and product complaint reporting On-label and compliant promotional dialogue CRM data quality and timely documentation." We can incorporate these under Responsibilities as a bullet under Operational Excellence or separate. Qualifications Required: list: - Bachelor's degree - Minimum 5 years leading pharmaceutical or specialty sales teams (front-line management experience required) - Proven success leading teams through product launches—ideally in specialty, allergy, or related therapeutic areas - Deep understanding of sales strategy, market access dynamics, and HCP engagement models - Track record of developing talent and improving team performance through effective coaching - Strong analytical skills with ability to translate data into strategic action - Willingness to travel 60 – 75%, including overnight stays for field rides, customer events, and company meetings Preferred: - Experience in rescue medication, allergy, or products addressing medication adherence/administration barriers - Background in specialty pharmacy or hub services operations - Previous management of geographically dispersed team Who Thrives Here: list traits: - Mission-Driven Leaders who measure success not just by quota attainment, but by the patient lives improved through your team's work. - Launch Veterans who have built markets from scratch. - Talent Developers who get genuine satisfaction from watching team members grow, earn promotions, and achieve things they didn't think possible. - Strategic Executor who thinks big picture but obsesses over execution details. - Emotionally Intelligent Coaches who read people well, adapt coaching styles to individual needs, and build trust through authenticity and consistency. - Collaborative Partners who break down silos naturally. Marketing, Medical, Access—you speak their language and align with them around common goals. - Resilient Competitors who can navigate challenges, maintain team morale during setbacks, and find paths forward. Benefits: "Available benefits include bonus eligibility, health care and other insurance benefits (for employee and family), retirement benefits, paid holidays, vacation, and sick days." Pay: "Expected salary range: $180,000 - $210,000/per year." We also have note about salary estimate: "The Company is required to provide a reasonable estimate of the salary range for this job in certain states and cities within the United States. Final determinations with respect to salary will take into account a number of factors, which may include, but not be limited to the primary work location and the chosen candidate’s relevant skills, experience, and education." That's substantive about salary determination; we should keep it as prose under Pay section. Now we need to output HTML fragment only. We'll structure:
About the role
... combined prose ...
Responsibilities
- ... each bullet ... ...
Qualifications
- Required