TERRITORY: North London and East Anglia

PRODUCTS: Balances, centrifuges, moisture analysers, bench mounted scales and floor platforms.

CLIENTS: Pharmaceutical, Chemical, Food, University and Hospital laboratories. A new focus to expand into will be production and industrial.

Job Package

Competitive basic salary
Bonus/Commission
Company car
22 days holiday
Pension scheme
Healthcare
Dental cover

Person Profile

At least one year in a laboratory or laboratory sales based role.

Knowledge of the Laboratory Life Science industry
Knowledge of Laboratory equipment and consumables.
Life Science degree or relevant background
PhD would be an advantage but not essential.
Determined, self-motivated, enthusiastic, rewards driven, articulate and well presented.


Interview Process

It is the policy of Sartorius Limited to carry out a two stage interview process. It is important that all candidates that are due to attend interviews are aware of this format. Brief details of the format are as follows;

1st Stage Interview (informal);

The interview will generally last about 1 hour.
Verify knowledge of company and general job role.
Suitability against job profile, and knowledge of the organisation and its business.
Discuss any areas of concern with regard to CV details.
Discuss remuneration and benefits package.
Answer any questions that the candidate may wish to ask.
Possible psychometric test or similar.

2nd Stage Interview (formal);

The interview will generally last about 2 hours.
An in depth discussion into skills, knowledge, work experience, suitability etc.
The candidate will be taken through the full job description.
Confirm remuneration and benefits package.
Practical test(s) see below.

Where possible, summary feedback will be given on the suitability of all candidates interviewed. Such feedback will be directed to the specific recruitment partners.
Testing
Testing candidates during the interview process is becoming commonplace in today's business recruitment field. At Sartorius Limited we may decide to use various testing methods to aid the selection process. These tests may include;

· Psychometric testing (personality and ability)
· Presentations
· Scenarios
· Hypothetical exercises
· Practical tests

In all cases, if a decision has been made to use a specific test during the interview process, then advance notification will be given. Where testing is carried out, the results will never be used in isolation to make a decision on the suitability of a candidate. Where possible those candidates that are tested will receive a copy of their test results.

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