- Team Leadership & Management
- Lead and manage a team of field representatives responsible for collecting HCP consent.
- Monitor and drive team performance to ensure KPIs and targets are consistently achieved.
- Assign territories and individual targets to reps based on strategic planning.
- Recruitment & Development
- Recruit high-quality field representatives and maintain optimal team headcount.
- Conduct regular coaching, performance reviews, and skill development to maximize individual and team effectiveness.
- Field Operations
- Perform regular field visits to support reps, identify effective engagement strategies, and overcome barriers such as clinic gatekeepers.
- Audit field activities to ensure adherence to protocols and identify opportunities for improvement.
- Strategic Planning
- Design and implement consent collection plans that increase HCP coverage and success rates.
- Explore and test alternative methods to gather consent beyond face-to-face interactions, including digital outreach and event-based engagement.
- Problem Solving & Optimization
- Identify roadblocks and operational challenges in the consent collection process.
- Develop and execute solutions to improve speed, efficiency, and success rate of HCP consent collection.
- 3-5 years of experience as a medical sales representative, preferably in the pharmaceutical industry.
- Strong communication, leadership, and problem-solving skills.
- Willingness to travel for field visits and audits.
- Proactive, performance-driven, and able to thrive in a fast-paced environment.
- Previous experience leading a team of medical reps or field agents.
- Familiarity with pharma compliance and consent practices.
A different kind of company. A Public Benefit Corporation.
Unlike a traditional corporation, whose only legal duty is to maximize shareholder value, PBCs consider their public benefit purpose and the interests of those materially affected by the corporation’s conduct—including customers, employees, and the community—in addition to shareholders’ interests.
What sets us apart
In February 2021, Veeva became the first public company to convert to a Public Benefit Corporation (PBC).
Unlike a traditional corporation, whose only legal duty is to maximize shareholder value, PBCs consider their public benefit purpose and the interests of those materially affected by the corporation’s conduct—including customers, employees, and the community—in addition to shareholders’ interests.
Veeva’s public benefit purpose is to help make the industries we serve more productive and create high-quality employment opportunities.
At Veeva, we believe in giving back. Veeva’s support for charitable causes is entirely employee driven because we think giving is personal and should be directed by the individual. With our 1% Veeva Giving program, each employee receives an amount equivalent to 1% of their base salary annually to support the non-profit(s) of their choice. We don’t dictate favored corporate causes or ask employees to donate to specific non-profits. We never support a charitable cause in exchange for commercial advantage or preferential treatment.
Veeva’s core values — do the right thing, customer success, employee success, and speed — guide our decision making and define our culture. Doing the right thing means that we are concerned about more than just financial success and return to shareholders. We recognize a responsibility to customers, employees, environment, and society.As individuals, we pride ourselves on being good people who are honest, fair, and direct. We treat others with respect. As a company, we strive to be a good corporate citizen, a positive force in the business community, active in our communities, and an example to others.
Our equity program is designed to enable the vast majority of our employees to participate. Our unique approach to awarding equity grants allows our employees to be shareholders so they can benefit financially in the company’s growth.
Veeva has taken a strong stance against the use of non-compete agreements that can limit employee opportunities. We do not require our employees to sign non-compete agreements, and we have taken legal action to fight the unfair use of these agreements by other companies because we believe such agreements limit an employee’s fundamental right to work where they choose. We believe in our people and want them to be successful here at Veeva or wherever their careers take them.
News and recognition
Grow, contribute and be recognized
“Veeva’s engineering teams take a pragmatic approach to software development. We offer an ideal environment for engineers who value focus, speed and integrity in their work.”
—Jacob Marcus
VP, Engineering
“I appreciate that Veeva values autonomy over alignment. As a result, we get to make decisions as a small team and ship products faster.”
—Shilpa Chandermohan
Software Engineer
“As a software engineer at Veeva, I’m proud to be doing meaningful work building clinical trial software that will benefit so many people.”
—Durward Denham
Software Engineer