Carrier Success Manager

• Achieve budgeted growth targets for ancillary services including DAT IQ, Outgo, TMS integrations, Trucker Tools Tracking, and CMS.
• Develop and document best practices for obtaining product upgrades; share and train across the team.
• Drive penetration of new services and partnership offers within the existing carrier base.

• Maintain a working understanding of each territory: economic factors, competition, penetration rates, churn rates and reasons, equipment types, and customer mix.
• Ensure top 100 fleet accounts per territory are fully profiled, covering: number of employees, decision makers, TMS in use, competitive presence, growth potential, risks, revenue, and load types.
• Use territory data to build growth strategies and identify expansion opportunities.

Customer Feedback & Voice of the Customer

• Own the method and cadence for collecting and reporting customer feedback to Product Management and Product Marketing.
• Represent the customer perspective in UAT cycles and PM discussions.
• Analyze and synthesize feedback into actionable reporting with sufficient detail for product decisions.

• Hire, develop, and retain Carrier Success Representatives; manage PIPs and attendance as needed.
• Conduct 1:1s twice per month with each direct report.
• Lead team meetings twice per month and territory-focused meetings once per month.
• Ensure reps understand and can execute basic Salesforce reporting; advanced reporting continues through Sales Analysts.

• Ensure processes, training, and job focus align with Sales, Product, and Support teams.
• Participate in OKR cycles, Quarterly Business Reviews, and weekly supervisor meetings.

• Highly effective account manager who will build and maintain relationships with customers in a B2B environment.
• Deep understanding of the freight and logistics industry.
• Strategic thinker with demonstrated experience developing profitable relationships with customers.
• Detail oriented and adaptable multi-tasker who can manage multiple projects in a fast-paced environment.

Why DAT?

DAT is an award winning employer of choice.

For starters, we have a hybrid work environment, but we also know what makes a great workplace.

We have a time-tested and resolute set of operating values predicated on integrity, mutual respect, open communication, and executing with excellence.

These values inform our strategic vision as much as any one of our products does.

We’ve been an employer of choice in the Portland metropolitan area for four decades, and within one year of opening our Denver office, DAT was #26 on Built In Colorado’s 100 Best Places to Work In Colorado.

• Medical, Dental, Vision, Life, and AD&D insurance
• Parental Leave
• Up to 20 days of paid time off starting in year one
• An additional 10 holidays of paid time off per calendar year
• 401k matching (immediately vested)

• Short- and Long-term disability sick leave

• Additional programs - Employee Referral, Internal Recognition, and Wellness
• Free TriMet transit pass (Beaverton Office)
• Competitive salary and benefits package
• Work on impactful projects in a cutting-edge environment
• Collaborative and supportive team culture
• Opportunity to make a real difference in the trucking industry

For Colorado-based candidates, in compliance with the Colorado Equal Pay for Equal Work Act, the salary range for this role is $33.07 - $53.07/hour + commission.

DAT considers factors such as scope and responsibilities of the position, candidate's work experience, education and training, core skills, internal equity, and market and business elements when extending an offer.

DAT embraces the value of a diverse workforce, and believes it is a core strength of our company that we encourage those values in every DAT employee, at every level of our organization, regardless of tenure or rank. We provide equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state, and local laws.

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)

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