Topcon GPS / Grade Control Support Specialist

PAPE’ MACHINERY, INC. - CONSTRUCTION & FORESTRY - CORPORATE

TOPCON GPS / GRADE CONTROL SUPPORT SPECIALIST:

Do you love setting others up for success? Do you enjoy working and communicating with people? Do you love being able to pass on your knowledge to others? If you answered yes to these questions, we want to hear from you! Pape’ Machinery, the premier capital equipment dealer in the West, is seeking an experienced and motivated Support Specialist to assist our customer base with Grade Control Technology on their equipment.

At Pape’, you can count on us to heavily invest in your career through training, resources, and support. We want to see you grow your skill set and experience, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!

WHAT YOU’LL DO:

As our Support Specialist, you will serve as one of our Grade Control Technology experts and provide technical telephone support to our internal and external customers. This includes working closely with our Field Support and Sales Specialists to not only provide technical support, but also enhance growth opportunities.

Every day, you will be involved in:

Managing and tracking the incoming customer calls and the related issues in our CRM platform.

Seeking and advising on potential business and growth opportunities.

Maintaining our customer subscriptions to various technology partners, including Top

NET, Magnet, Sitelink.

Attending manufacturer trainings and delivering new Grade Control Technology content to our Pape’ regions.

This position will serve all Pape’ Machinery, Inc. - Construction & Forestry Division locations throughout Oregon, Washington, California, Hawaii, and Nevada. The work location for the position is negotiable and can be accommodated for the right candidate.

WHAT YOU NEED:

At least four or more years of related work experience or training, preferably in Topcon Grade Control Technology.

Knowledge of Sales, Parts and Service facets of GPS & Grade Control Technology.

Prior technical equipment experience a plus.

Excellent customer relation skills.

Excellent oral and written communication skills.

Starting Compensation:

$65,000-$90,000/yr (Depending on Experience)

Why work for Pape’:

Competitive pay based on your skills, training, and experience level.

Outstanding benefits including –401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.

Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 24 hours of Sick Leave, and 7 paid holidays each year. Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.

Advancement– Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.

Stability and reputation— Pape’ is a family-owned, fourth-generation company with over 150 locations, over 4,300 members and 85 plus years of experience. Pape’ is known for their stability, honesty and integrity.

Equipment– We have the largest equipment inventory in the West and an unparalleled parts inventory!

Employee impact– Enjoy an open-door policy where your voice will be heard and your opinions will matter.

Training– You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.

The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

41 CFR 60-1.35(c)