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Rhythm Management Group Jobs in Florida (NOW HIRING)

PaceMate

Product Lead

Clearwater, FL · On-site +1

$145K - $160K/yr

... cardiac rhythm management software and remote monitoring. Combining the most technologically ... JOIN OUR TEAM Joining the PaceMate™ Team means becoming a vital part of a group that is dedicated ...

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Rhythm Management Group information

See Florida salary details

$21.7K

$36.2K

$51.9K

How much do rhythm management group jobs pay per year?

As of Aug 21, 2026, the average yearly pay for rhythm management group in Florida is $36,166.00, according to ZipRecruiter salary data. Most workers in this role earn between $31,400.00 and $36,200.00 per year, depending on experience, location, and employer.

What is a Rhythm Management Group?

A Rhythm Management Group job typically involves working with cardiac rhythm management devices, such as pacemakers and defibrillators, to support patients with heart rhythm disorders. Professionals in this field may work in roles such as clinical specialists, sales representatives, or device technicians, assisting healthcare providers with device programming, troubleshooting, and patient education. These jobs often require knowledge of electrophysiology, cardiology, and medical device technology. Many positions involve travel to hospitals and clinics to provide on-site support.

What does a typical workday look like for someone in a Rhythm Management Group position?

A typical workday in a Rhythm Management Group position involves monitoring cardiac device data, communicating with patients and physicians about device-related issues, and programming devices as needed to optimize patient care. Team members often coordinate with cardiologists and electrophysiologists, review alerts from remote monitoring systems, and document interventions in electronic health records. The role can include both in-clinic patient visits and remote monitoring responsibilities, providing a dynamic and varied workflow. This collaborative, technology-driven environment helps ensure patients with cardiac rhythm disorders receive timely and thorough care.

What are the key skills and qualifications needed to thrive in the Rhythm Management Group position, and why are they important?

To thrive in a Rhythm Management Group role, you need strong knowledge of cardiac rhythm management, device programming, and patient care, typically backed by a degree in nursing or a related healthcare field and relevant certifications like CCDS or IBHRE. Familiarity with cardiac devices, remote monitoring technologies, and healthcare information systems is essential. Excellent communication skills, attention to detail, and the ability to work both independently and as part of a multidisciplinary team are crucial. These competencies ensure accurate monitoring, effective patient education, and optimal outcomes in the management of cardiac rhythm disorders.

What are popular job titles related to Rhythm Management Group jobs in Florida?

For Rhythm Management Group jobs in Florida, the most frequently searched job titles are:

What job categories do people searching Rhythm Management Group jobs in Florida look for?

The top searched job categories for Rhythm Management Group jobs in Florida are:

What cities in Florida are hiring for Rhythm Management Group jobs?

Cities in Florida with the most Rhythm Management Group job openings:

Rhythm Management Group jobs near you
Infographic showing various Rhythm Management Group job openings in Florida as of August 2026, with employment types broken down into 100% Full Time. Highlights an 92% In-person, and 8% Remote job distribution, with an average salary of $36,166 per year, or $17.4 per hour.

Area Director of Sales

American Healthcare Management Group

Saint Johns, FL • On-site

Full-time

Re-posted 2 days ago

Job description

Area Director of Sales
American Healthcare Management Group | Multi-Community Field Role
Reports To
Executive Vice President
Direct Reports
Directors of Sales & Marketing (DSMs) across assigned communities
Location / Travel
Travel requirement 80%; Preferred states: FL, GA, SC, NC
FLSA Status
Exempt
Position Summary
The Area Director of Sales will hold AHMG communities accountable to a consistent, disciplined sales process and to accelerate occupancy growth across a defined portfolio of communities. This role it multiplies the effectiveness of the Director of Sales & Marketing (DSM) through coaching, accountability, and standardization, while giving ownership and executive leadership a single point of visibility into pipeline health, sales execution, and occupancy trajectory across every assigned community.
This position is built for a portfolio of communities currently in, or emerging from, active lease-up, where occupancy is being tracked against defined financial covenants. The Area Director of Sales is the connective tissue between community-level sales execution and portfolio-level financial accountability, ensuring the AHMG Sales Playbook is not just a document but a living operating rhythm at every community.
The role reports to the Executive Vice President and carries dotted-line accountability to each community's Executive Director for on-site sales performance.
Key Areas of Accountability
  • Occupancy & Revenue Performance: Own the portfolio-wide occupancy growth plan; track each community against budgeted census, move-in targets, and PE covenant milestones; escalate at-risk communities early. Accountability is the key to success.
  • DSM Coaching & Development: Run structured 1:1s, ride-along, and tour observations with each community's DSM; own onboarding for new DSM hires using the standardized 30/60/90-day onboarding framework; build a bench of promotable sales talent.
  • Sales Process & CRM Standards: Enforce consistent use of the sales process and CRM compliance standards in Welcome Home across every community.
  • Outreach Strategy Oversight: Audit each DSM's weekly outreach cadence (50 contacts/week standard), lead-source mix (Digital/Print, Outreach, Aggregators), and community event calendar (3 events/month minimum) for consistency and ROI.
  • Data & Reporting: Deliver a recurring portfolio scorecard to ownership and executive leadership - occupancy, tour-to-deposit conversion, net sales per community, pipeline aging, and lost-lead trends.
  • Cross-Functional Partnership: Partner with each Executive Director, Director of Healthcare, and department leader to keep the full community team engaged in the sales process, consistent with AHMG's team-based selling philosophy.
  • Competitive Intelligence: Ensure each community maintains a current competitive market study (rates, occupancy, specials within a 5-10-mile radius) on a quarterly basis.
  • Culture Driver: Area Director of Sales is expected to model AHMG's servant-hearted leadership philosophy while developing sales teams that prioritize relationships, resident experience, and ethical sales practices.
Operating Rhythm
Cadence
Regional Director of Sales - Accountability Focus
Daily
Review CRM activity across all assigned communities; flag stalled leads, missed follow-ups, or tour no-shows for same-day DSM coaching.
Weekly
1:1 pipeline review with each DSM; verify 50+ outreach contacts and tour volume benchmarks are on pace; spot-check CRM hygiene in Welcome Home.
Monthly
On-site visit to each community (rotating); review budgeted census attainment vs. actual; audit event calendar compliance (3 events/month standard); present portfolio scorecard to Executive Vice President
Quarterly
Lead competitive market study rollups across the portfolio; conduct formal DSM performance reviews; refresh territory prospecting and lead-source strategy with each community.
Key Performance Indicators
  • Portfolio-wide occupancy attainment vs. budgeted census and PE covenant milestones
  • Net sales per community per month (AHMG benchmark: NET 3-4)
  • Tours per community per month (AHMG benchmark: 20) and tour-to-deposit conversion rate (benchmark: 30-35%)
  • DSM ramp time to full productivity following the 30/60/90-day onboarding plan
  • CRM data integrity and pipeline hygiene across all assigned communities
  • Outreach consistency: 50 contacts/week sustained per DSM, with a balanced Community Leadership / Usual Suspects mix
Travel Requirements
This is a field-based role requiring regular travel to each assigned community, including overnight travel where geography requires it. Onsite travel will be in the range of 80% of working time, concentrated around monthly on-site visits, DSM ride-along, new-hire onboarding support, and executive/ownership reviews. This role is subject to expansion with portfolio growth and strong performance.
Qualifications
  • 5+ years of senior living sales leadership experience, including demonstrated success driving occupancy during lease-up
  • This role suits an energetic, highly organized leader who enjoys working in the field, building relationships across multiple communities, and thrives in a fast-paced, travel-intensive environment.
  • Prior experience managing, coaching, or supporting multiple DSMs or sales teams strongly preferred
  • Working knowledge of senior living CRM systems; Welcome Home experience a plus
  • Valid driver's license and ability to travel independently across the assigned portfolio
  • Bachelor's degree preferred; equivalent industry experience will be considered

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