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Fsc Corporation

MS430a - Psychiatrist

Jackson, MS · On-site

All ADHD treatment. Only one day a week in the office which will be located close to the candidate's address. 1099 hourly. Part time or full time hours available. Tagged as: Physician How to Apply If ...

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How much do how to adhd jobs pay per year?

As of Jul 13, 2026, the average yearly pay for how to adhd in the United States is $127,976.00, according to ZipRecruiter salary data. Most workers in this role earn between $110,500.00 and $140,000.00 per year, depending on experience, location, and employer.

What is the 30% rule for ADHD?

The 30% rule for ADHD suggests that individuals with ADHD may experience a significant decline in focus or productivity when tasks exceed approximately 30 minutes without a break. This concept is used to help manage attention by encouraging short, focused work periods followed by breaks, which can improve job performance and task completion. It is not a formal clinical guideline but a practical strategy for managing attention challenges in work environments.

How to work better when you have ADHD?

ADHD can impact focus and organization, so individuals in roles like ADHD professionals or those managing ADHD should implement strategies such as breaking tasks into smaller steps, using timers or reminders, and creating structured routines. Utilizing tools like planners or digital apps can improve time management and productivity, while maintaining a consistent schedule helps reduce distractions and increase focus.

What are the key skills and qualifications needed to thrive as an ADHD Coach, and why are they important?

To thrive as an ADHD Coach, you need a background in coaching, psychology, or education, often supported by specialized ADHD coach training or certification. Familiarity with productivity tools, coaching platforms, and neurodiversity resources is typically required. Outstanding active listening, empathy, and motivational skills help build trust and support clients’ personal growth. These skills are essential to empower clients with ADHD to manage challenges, set goals, and achieve lasting behavioral change.

What is the difference between How To Adhd vs How To ADHD Coach?

AspectHow To AdhdHow To ADHD Coach
CredentialsGeneral knowledge, self-help resourcesCertifications in coaching, ADHD specialization
Work EnvironmentOnline, self-guided learningOne-on-one coaching sessions, online or in-person
Industry UsageEducational, informationalPersonal development, mental health support
Search IntentLearning about ADHD managementFinding personalized coaching for ADHD

While How To Adhd provides general information and self-help strategies for managing ADHD, How To ADHD Coach offers personalized coaching services to help individuals implement strategies effectively. Both serve different needs within the ADHD community, with the coaching focusing on tailored support and accountability.

What does 'How To ADHD' mean?

'How To ADHD' typically refers to a popular online resource and YouTube channel created by Jessica McCabe, which provides tips, strategies, and support for people with Attention Deficit Hyperactivity Disorder (ADHD). The channel covers a range of topics, including managing symptoms, improving productivity, and understanding the science behind ADHD. It has become a valuable community for both individuals with ADHD and their loved ones. The content is designed to be accessible, informative, and encouraging, helping viewers navigate the challenges of ADHD in daily life.

Can people with ADHD focus at work?

People with ADHD can focus at work, especially when they use strategies such as structured routines, task prioritization, and minimizing distractions. Many find that breaks, time management tools, and accommodations like flexible schedules improve their ability to concentrate and perform effectively.

What are common challenges faced by ADHD coaches in supporting clients, and how can these be addressed in the role?

ADHD coaches often encounter challenges such as helping clients develop consistent routines, manage time effectively, and maintain motivation. Each client’s needs and responses to strategies can vary widely, requiring coaches to be flexible and creative in their approach. Building trust and fostering open communication are key, as is staying updated on the latest ADHD research and tools. Collaborating with other professionals, like therapists or educators, is also common to ensure clients receive well-rounded support.

Do people with ADHD struggle with jobs?

People with ADHD can face challenges in the workplace, such as difficulty with focus, organization, and time management. However, many succeed by using strategies like structured routines, task prioritization, and accommodations such as flexible schedules or noise-canceling tools.
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How To Adhd jobs near you
Infographic showing various How To Adhd job openings in the United States as of July 2026, with employment types broken down into 31% Internship, 13% Full Time, 9% Part Time, 2% Contract, and 45% Nights. Highlights an 76% Physical, 2% Hybrid, and 22% Remote job distribution, with an average salary of $127,976 per year, or $61.5 per hour.
CNS/Neuroscience, ADHD Territory Sales Representative - Macon GA

CNS/Neuroscience, ADHD Territory Sales Representative - Macon GA

Collegium Pharmaceutical

Macon, GA • On-site

Full-time

Posted 11 days ago

Job description

Collegium Pharmaceutical is building a leading, diversified biopharmaceutical company committed to improving the lives of people living with serious medical conditions. We have a leading portfolio of responsible pain management and neuropsychiatry medications.
POSITION OVERVIEW
The ADHD Specialist responsibility is to compliantly meet and strive to exceed all quarterly and annual sales objectives by executing territory specific sales strategies and plans aimed at driving utilization within their defined geography.
RESPONSIBILITIES
  • Achieve territory sales goals/targets on quarterly and/or annual basis.
  • Applies resources (call activity, speaker programs, payer access tools etc.) against best business opportunities, tracks impact and adjusts accordingly. Utilizes different modes of communication: Face-to face, Virtual, or phone to engage customers (HCPs & staff).
  • Analyzes market to understand local dynamics impacting the business and executes against trends that can impact the business.
  • Develops and executes territory business plans and call plans aligned with meeting territory and national objectives.
  • Keeps current on local and national payer access environment and identifies opportunities for pull-through in their local market.
  • Demonstrates thorough understanding of disease state, treatment approaches, competition, and our product, to serve as a valued resource to our customers.
  • Partners with key stakeholders internal/external to help remove barriers to access.
  • Participates in industry meetings, conventions and exhibits as necessary to build relationships and strong awareness of brand and company.
  • Leverages selling model to build a call continuum over time with logical and sequential steps to gain commitment and action from customers.
  • Takes ownership by actively seeking out challenges and resolving problems to build solutions that consider implications on the customer and the larger organization.
  • Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement.
  • Leveraging business tools to evaluate data using strategic and critical thinking skills to build business / call plans to drive performance
  • Ensuring that the customer perspective is a driving force behind business decisions and activities; crafting and implementing service practices that meet customers' and own organization's needs.
  • Using appropriate interpersonal styles and communication methods to gain acceptance of a product, service, or idea from prospects and clients.
  • Keeping the organization's vision and values at the forefront of associate decision making and action; ensure all compliance standards and company policies and procedures are adhered to.

REQUIRED LEADERSHIP BEHAVIORS
At Collegium, how we achieve results is just as important as what we achieve. Our Leadership Behaviors define how we work, collaborate, and succeed as we continue to evolve as an organization.
We group these behaviors into three pillars:
  • HEAD
    • Think Entrepreneurially
    • Take Decisive Action
    • Drive Results
  • HEART
    • Communicate Effectively
    • Enable High Performance
    • Collaborate with Purpose
  • GUTS
    • Take Smart Risks
    • Be Tenacious About Change
    • Compete to Win

Successful candidates will demonstrate these behaviors through their ability to challenge the status quo, build strong relationships, drive results, embrace change, and contribute to a high-performance culture.
COMPETENCIES
  • Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement.
  • Acting as a tenacious high-performing sales professional who excels at identifying and seizing new opportunities within their market and demonstrative relentless drive and determination to achieve sales targets and expand market presence.
  • Leveraging business tools to evaluate data using strategic and critical thinking skills to build business / call plans to drive performance
  • Ensuring that the customer perspective is a driving force behind business decisions and activities; crafting and implementing service practices that meet customers' and own organization's needs.
  • Using appropriate interpersonal styles and communication methods to gain acceptance of a product, service, or idea from prospects and clients.
  • Keeping the organization's vision and values at the forefront of associate decision making and action; ensure all compliance standards and company policies and procedures are adhered to.

QUALIFICATIONS
  • Bachelor's degree required.
  • 2-4 years of pharmaceutical sales or equivalent life sciences sales experience required and experience in specialty sales strongly preferred: Neuroscience, psychiatry; ADHD/Pediatric psychiatry
  • Strong account based selling skills with demonstrated success in prior sales roles
  • Working knowledge of strategies and tactics to pull-through local formulary wins.
  • Understanding of prior authorization process and experience partnering with key healthcare providers and office personnel on manufacturer sponsored market access support programs preferred.
  • Have a valid driver's license and be insurable.

Pay Range
$115,000-$150,000 USD
Collegium is an equal opportunity employer. It is the policy of Collegium, in all of its relations with its employees and applicants for employment, to base all employment-related decisions upon valid job-related factors, without regard to age, national origin, citizenship status, ancestry, race, color, religion, creed, sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or expression (including transgender status), sexual orientation, military or veteran status, physical or mental disability, genetic information, or any other status protected by applicable federal, state, or local law. This policy applies to hiring, training, promotion, compensation, disciplinary measures, access to facilities and programs, and all other personnel actions and conditions of employment. By this policy, Collegium seeks to ensure that all employees have the opportunity to make their maximum contribution to Collegium and to their own career goals. This policy provides for an equal employment opportunity program that will simultaneously serve the requirements of society, the law, sound business practices and individual dignity.
If you have questions or concerns about equal employment opportunities in the workplace, you are encouraged to bring these issues to the attention of the Head of Human Resources. We will not allow any form of retaliation against employees who raise issues of equal employment opportunity. To ensure our workplace is free of artificial barriers, violation of this policy may result in disciplinary action, up to and including termination.

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