Marketing InterninRedmond, WAatStryker Corporation Date Posted:1/3/2019 -Job Snapshot -Employee Type: Full-Time -Location: Redmond, WA -Job Type: Sales and Marketing -Experience: Not Specified -Date Posted: 1/3/2019 -Job ID: R409546 -Job Description Insert dDeliverables: Evaluate end-user pricing, product discounts and promotions over last three years, evaluate if sales have increased or decreased as a result of those decisions and provide conclusions on future decisions of this nature. Key items to review: Focus on US MAP price adjustment for Stryker devices only, suggest pricing change for CR Plus / CR2 and HeartSine devices Review global promotions and their results, meet with marketing managers to understand any outlying considerations, propose best promotions to use going forward. Compare / contrast Stryker US MAP against competitive device MAP and draw conclusions regarding adjustment of MAP pricing for devices over next two years. Using sales data, evaluate price structure for LIFELINKcentral AED Program Manager on a global basis, determine new price points and offers that will increase sales of program management over the next 3 years. Evaluate feasibility of leasing, rental and / or monthly service agreement offerings for devices and program management cross market segments. Goal is to reduce customer barriers to entry and increase sales revenue. Make appropriate suggestions for next steps to be undertaken by W&C marketing team. etailed job description here. Work From Home: No Travel Percentage: None Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer M/F/Veteran/Disability. Stryker Corporation 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 contractors legal duty to furnish information.