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Key statistics

The identity block — every fact is canon, none is generated.

2 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

41-0000

sales

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Leads a team of clinical and technical sales support specialists who advise veterinarians, farmers, and clinicians on product use. At the Manager II (M2) level, the role owns an established team or sub-function, cross-project coordination and priorities, and drives group delivery and development. Manages a team; sometimes manages leads.

What this level does

Leads a skilled team of clinical specialists and mid-level sales engineers, owning tactical case-coverage and training-delivery outcomes for the territory
Coordinates cross-functionally with sales reps and engineers to confer with customers on equipment needs and translate them into product configurations
Manages the team's HCP training programs, ensuring instruction on safe and effective device utilization and sterile technique meets clinical standards
Handles exceptions and escalated technical questions during procedures, applying judgment within established clinical and regulatory factors
Tracks competitive market-share understanding across the team and reports territory trends and win/loss patterns to sales management

Knowledge applied: Applies deep product, clinical, and regulatory knowledge to lead a skilled team; makes judgments on configurations and training approaches within known clinical and device factors.
Complexity & problem solving: Resolves escalated technical and case-support problems using judgment within established parameters; balances coverage tradeoffs across the team.
Collaboration & interaction: Cross-functional cooperation with sales, engineering, and marketing; represents the team to customers and coordinates case logistics.
Typical experience: 2–5 years in team leadership or specialist clinical/technical sales roles.

Skills at this level

Clinical fluency: — Understands the clinical side of products, including anatomy, body systems, medical terminology, sterile technique, and how surgeries progress from prep to close, and ensures teams apply this during on-site case support.
Regulatory and clinical knowledge: — Understands device classifications, FDA guidelines, and the differences between implants, disposables, capital equipment, and robotics, and applies these to compliant support and credentialing practices.
Product and scientific knowledge: — Commands the scientific processes and component functions of the products being sold, enabling teams to deliver credible presentations and orient customers technically.
Solution selling: — Aligns cross-functional department goals and directs the sale of complex technical solutions at scale to clients with complex needs.
Technical presentations and demonstrations: — Prepares and delivers, and coaches teams to deliver, technical presentations and product demos that explain products or services to healthcare professionals and engineers.
Customer needs assessment: — Confers with customers and engineers to assess equipment needs and determine system requirements, then translates them into product configurations.
Training and education: — Directs training programs for healthcare professionals on the safe and effective utilization of devices and techniques.
Business analysis: — Analyzes sales movements and conducts statistical data management to identify business opportunities and guide where clinical-support effort generates revenue.
Case coverage management: — Plans and assigns on-site clinical case coverage across a territory, ensuring specialists are credentialed, scheduled, and available to provide OR/cath-lab troubleshooting.
Territory and market-share awareness: — Maintains competitive understanding of market share within the territory and uses it to prioritize accounts and position technical support against competitors.
Vendor credentialing compliance: — Ensures team members maintain hospital vendor credentialing through systems such as VendorMate and Reptrax so they can access clinical facilities for case support.
Strategic account and provider relationship leadership: — Directs the management of strategic accounts and high-value provider relationships, including leading clinical conversations and supporting contract negotiations.
People leadership and coaching: — Supervises, develops, and coaches clinical specialists and sales engineers on technical demonstration, case support, and solution-selling capability.
Support-model and budget management: — Owns departmental operating and demo-fleet budgets, headcount planning, and the operating model by which clinical and technical support is deployed to the field.

Model-authored from 15 retrieved sources, then adversarially reviewed by an independent judge panel and held to a minimum-evidence floor before publication. Distinct from corpus-extracted content, which is labelled as such.

Pay across the ladder

Clinical & Technical Sales Support — median with , by . Real canon data.

Pay figures are modeled estimates from our market equation — level-differentiated, with honest-wide bands. They refresh as new leveling evidence lands; treat per-role dollars as directional.

Demand — is the field growing, or just turning over?

SOC 41-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

-4.3%Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products · United States

306,980 → 293,930 jobs

27,200 openings / year, split into:

replacement / exits 26,624

Growth — new jobs (2%)Exits — backfill (98%)

2% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.9%
Growth share of hiring: 2%
Exit / retention pressure high: 98%
Openings / year: 27,200

Two quantities, kept apart: observed = employment growth differenced from two BLS OEWS vintages (what already happened); projected = BLS Employment Projections 2024–34, openings decomposed into growth + exits (growth derived from projected employment change). Neither is a pay figure.

Where this role sits — growth vs. pay

level M2 held

Demand axis is projected growth (not raw openings — that just measures churn). A curated, de-duplicated set of recognizable occupations held at this level; this role is highlighted.

Where it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$203k

San Francisco-Oakland-Fremont, CA$182k

Washington-Arlington-Alexandria, DC-VA-MD-WV$168k

Boulder, CO$166k

Seattle-Tacoma-Bellevue, WA$166k

Boston-Cambridge-Newton, MA-NH$159k

Lexington Park, MD$155k

Trenton-Princeton, NJ$154k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $122k; the demand-cube initiative will add growth-by-metro.

What changes across the ladder

Level-distinction canon isn't available for the adjacent levels of this profile yet.

Level differentiators

What separates M2 (M2 — Manager II) from the levels around it — this level only. Every word is real canon for this profile.

Scope: An established team or sub-function
Autonomy: Owns planning for the group
Complexity: Cross-project coordination and priorities
Impact: Group delivery and development
Decision rights: Owns staffing, priorities, performance for the group
Leadership: Manages a team; sometimes manages leads

Full level-by-level matrix (side by side across the ladder) lives on the Ladder drill-down — not here.

Promotion

The next rung from M2 is M3.

Performance criteria for this profile render in the assessment kit →

People also watch

Nearest coordinate neighbors — same , same level. Each row's (confident / review / no match) comes from its — computed, not curated.

Profile	Key	Median	Δ structural
SVP of Clinical & Technical Sales Support	jf_clinical_technical_sales_support::E2	$355,744	confident0.06
Technical Sales Support Advisor	jf_clinical_technical_sales_support::P2	$79,759	confident0.06
Clinical Sales Support Representative	jf_clinical_technical_sales_support::S2	$47,314	confident0.06
Clinical & Technical Sales Support Supervisor	jf_clinical_technical_sales_support::M1	$94,378	confident0.06

Capability cluster

O*NET 41-4011

Core to this role. Click any element with an ⓘ for its O*NET definition. A job-specific capability model (SkillFrame) will sharpen this and add worked examples.

The Job Swatch

M2

jf_clinical_technical_sales_support::M2

Senior Supervisor, Clinical & Technical Sales Support

Clinical & Technical Sales Support

The swatch is JobFrame's core primitive: a hueset deterministically by the role's superfunction, the profileKey as its color code, the level ladder, and a content fingerprint. Two swatches that look alike are alike.

Because every role carries computable coordinates, similarity, leveling, and pricing become measurable instead of arguable— the whole point of "Pantone for jobs."

Structural

structural@1

Where it sits— position in the work taxonomy + level (weighted Gower, level > function > focus).

Track: M
Superfunction: sales
Function: sales
Family: clinical_technical_sales_support
Universal level: 2 / 8

Content

content@2

What it's about— a fingerprint over the role's tasks & capabilities.

Two roles can sit far apart structurally yet be close in content — that gap is itself a signal.

3-state matching

How any two swatches compare — a real distance in coordinate space, resolved to a calibrated verdict (never a fake "94% match").

Alliance Partnership · M2review0.17

Applications / Systems Engineering · M2review0.17

Customer Relationship Management · M2review0.17

Field Sales · M2review0.17

Inside Sales / Telemarketing · M2review0.17

Life Sciences & Medical Device Sales · M2review0.17

Editions — frozen & versioned

structural@1live

Released 2026-06-17

content@2live

Released 2026-07-28

pay@2live

Released 2026-07-02

semantic@1live

Released 2026-07-02

Coordinates belong to a frozen, versioned edition — a coordinate computed today still means the same thing next quarter. Re-fitting issues a new edition, so comparisons are never silently redefined.

How to read this profile

Every number here is traceable — to a named source, a stated method, and an as-of date — and each value is labeled by how we know it: observed from data, computed by a model, projected forward, or governed canon. Nothing is a black box, and nothing is invented to fill a gap.

Where every number comes from

What	Source & method	Edition	State
Median pay + range	JobFrame pay equation (function base × family multiplier × level × focus differential)	pay@2	computed
Pay across the ladder	Same equation applied at each universal level	pay@2	computed
Demand — growth & openings	BLS Employment Projections; openings decomposed into growth + exits	EP 2024–34	projected
Pay by metro	BLS OEWS metropolitan medians	OEWS 2024	observed
Level distinctions	JobFrame universal-level canon (scope · autonomy · complexity · impact · decision rights · leadership)	canon	canon
Capability cluster	O*NET Knowledge / Skills / Abilities	O*NET 41-4011	computed
Coordinates	JobFrame coordinate system — structural (weighted Gower) + content fingerprint	structural@1 · content@2 · pay@2 · semantic@1	computed
Related roles	Nearest neighbors in the structural coordinate space	structural@1	computed

The principles behind the numbers

Ranges, not false precision

Pay is P10 · median · P90, never a single misleading number.

Three honest states, never a fake %

Role matches resolve to confident / review / no-match — a calibrated verdict, not a made-up percentage.

Provenance on every value

Each number carries whether it's observed, computed, projected, or canon — so you always know how much to lean on it.

Gaps shown as gaps

When a figure isn't available at the grain you need, we say so — we don't fabricate a number to fill the cell.

Frozen, versioned editions

Pay and coordinate editions are pinned, so a comparison you make today still means the same thing next quarter.

Privacy by min-N

Any aggregate over people is suppressed below a minimum count, so no individual is identifiable.

Freshness

As of2026-07-30Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)