Aquestive District Sales Manager

We need to output HTML fragment with sections: About the role? Actually the posting includes "About Aquestive Therapeutics", "The Role", "Key Responsibilities", "Qualifications", "Who Thrives Here", "Compliance", "Expected salary range", "Available benefits". Also maybe "Pay" and "Benefits" sections if present. The instructions: Use

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 based on content. We have: - About Aquestive Therapeutics (company description). Could be "About the role"? Actually "About the role" is a heading suggestion, but we have "About Aquestive Therapeutics". The instructions say use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). They gave examples but we can use other headings if appropriate? Probably we should stick to those headings where applicable. However "About the role" could map to "About Aquestive Therapeutics"? Not exactly. The posting includes "About Aquestive Therapeutics" describing company. Could be considered "About the role"? Might be better to use "About the role" heading and put the company description there? But they said do NOT repeat the job title as a heading. They didn't forbid using other headings. The examples are just examples; we can use other headings if they match content. But they said "Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." This suggests we should use those headings when appropriate. So we can have sections: About the role (maybe combine company description and role overview), Responsibilities (Key Responsibilities), Qualifications (Required and Preferred), Benefits (Available benefits), Pay (Expected salary range). Possibly also "Who Thrives Here" could be considered "Skills" or "Qualifications"? Might be better to incorporate into Qualifications or a separate section like "Who Thrives Here" but not in examples. Could treat as "Skills" maybe. But we can also create a section "Who Thrives Here" as it's substantive. However they said prefer a few substantive sections over many thin ones. So maybe combine "Who Thrives Here" into Qualifications or Skills. But it's more about cultural fit. Could be a separate section "Who Thrives Here". Not in examples but still a heading. Might be okay. We also have "Compliance" section with details. Could be part of Responsibilities or Qualifications. Might be separate. We need to avoid filler. All content is substantive. We need to use

  • for any list of duties/requirements/benefits. So for responsibilities list, we should use
    • . For qualifications list (required and preferred) also list. For benefits list also list. We need to use

      for prose. We must not include boilerplate like EEO, drug test, background check, equal employment opportunities, etc. Those are legal/EEO boilerplate; remove them. Also remove "The above statements are intended to describe the general nature..." etc. Also remove "As part of Aquestive’s employment process, final candidate will be required to complete a drug test and background check prior to employment commencing." Also remove "Aquestive provides equal employment opportunities..." etc. Also remove "The Company is required to provide a reasonable estimate of the salary range..." maybe keep salary range but that sentence is boilerplate? It says "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 somewhat boilerplate but also provides context for salary range. Might keep the salary range line but drop the surrounding boilerplate. The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." The salary range explanation is somewhat legal but not exactly EEO. Might be considered boilerplate. However they said "never create Pay/Schedule/Benefits sections unless the posting actually states them." The posting does state expected salary range and benefits. So we need to include Pay and Benefits sections with the specific content: Expected salary range: $180,000 - $210,000/per year. Available benefits include bonus eligibility, health care and other insurance benefits (for employee and family), retirement benefits, paid holidays, vacation, and sick days. Thus we should include Pay section with that sentence (maybe just the range). Benefits section with list. Now about "Who Thrives Here": It's a list of attributes. Could be a section "Skills" or "Qualifications". But we already have Qualifications (Required and Preferred). Could add a subsection "Who Thrives Here" under Qualifications? But they said use

      for section headings. Could have a section "Who Thrives Here" with

      • . That's okay. Now "Compliance": Could be part of Responsibilities (Operational Excellence includes compliance). Might be okay to keep as a separate section "Compliance". But we might combine into Responsibilities under Operational Excellence bullet. However the compliance paragraph includes details: "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." This is somewhat a list. Could be part of Responsibilities. Given the instruction to prefer few substantive sections over many thin ones, we could combine Compliance into Responsibilities. Thus sections: About the role (company description + role overview), Responsibilities (including Key Responsibilities and Operational Excellence/Compliance), Qualifications (Required and Preferred), Who Thrives Here (maybe as Skills), Pay, Benefits. We need to ensure we don't create empty sections. Now we need to extract substantive content and format. Let's parse the posting: **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." **Key Responsibilities**: bullet list: - 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. **Qualifications Required**: bullet 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**: bullet list of attributes: - 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