Sales Rotational Excellence Program - Bray Controls

Sales Rotational Excellence Program

The Bray Sales Rotational Excellence Program (SREP) is an 18-24 month sales engineering development program based in Houston, TX. During this structured program, candidates undergo competency-based rotations in the valve, actuator, and controls industries, with coaching and mentorship from cross-functional leaders. This program facilitates the development of competencies through challenging projects and a defined training curriculum that covers manufacturing operations, technical product development, product management, and sales execution. By networking with senior leaders across the business and learning to achieve sales targets, SREP candidates help drive Bray’s bright future. Upon successful completion of the program, participants are deployed to a technical sales engineering role within a US territory.

An executive program committee supports the Bray Sales Rotational Excellence Program by providing experiences to help participants:

• Complete four 1-6 month rotations impacting Bray’s business
• Develop skills/passions through coaching and mentoring
• Identify the best fit in a technical company
• Maximize success and workplace experience
• Receive customized training for the end-placement role
• Launch an impactful technical sales career

To apply for SREP, candidates must have a bachelor’s degree in engineering (preferred majors: Mechanical, Electrical, Industrial/Systems), reside in the greater Houston area during the program, the ability to travel as required, and be open to US relocation after completion of the program. Candidates should also possess a strong competitive drive, highly developed interpersonal communication skills, and an aptitude for solving technical problems.

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) Sales