Customer Success Manager
Salary undisclosed
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Staffing Pros, a division of VETS Inc., is recruiting for a full-time Customer Success Manager in Warrenton, VA.
Our client is looking for a Customer Success Manager with relevant experience to join our U.S. operations team. Reporting to the Program Manager, this role offers a great opportunity for a results-driven individual to thrive in a rapidly growing and niche market. The position focuses on managing a portfolio of customers, providing post-sales support, and proactively engaging with clients. This role offers significant autonomy and opportunities for growth within the organization.
- Manage a portfolio of customers, providing proactive post-sales support and serving as the primary point of contact.
- Develop strong relationships with key stakeholders, understand their specific needs, and guide them to maximize the value of our products and solutions.
- Collaborate with the Sales Team to manage warranties and subscriptions.
- Monitor and report on customer metrics and KPIs, providing feedback for improvement.
- Proactively reach out to customers with feature updates and gather feedback.
- Identify and implement process improvements to enhance customer outreach and engagement.
- Communicate professionally with customers, both verbally and in writing, with a preference for those with customer-facing experience.
- Travel up to 25% of the year.
Qualifications
- Bachelor’s degree in a relevant technical discipline with 5 years of related experience, or an equivalent combination of education and experience.
- Comfortable working in a fast-paced environment and collaborating with a team to meet customer delivery deadlines.
- Experience in customer support is preferred.
- Previous experience in the Defense industry or similar fields is highly favorable.
EEO Statement
Staffing Pros a division of VETS-inc is an 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.
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.
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