ASC_Sales Manager

About the Position

Ready to take your career to the next level? The future of mobility isn’t just anyone’s job. Make it yours! Join AUMOVIO. Own What’s Next.

A Sales Manager is responsible for acquiring business, managing product solution changes and is the key contact for the customer or a product solution aspect. The position sells ASC product to customer.

Responsible customer will be defined according to the latest situation and candidate's background.

Responsibilities

• Build up a trustful relationship with key contacts.
• Gather market intelligence.
• Negotiate and communicate effectively.
• Represent Continental in front of the customer in own area of responsibility.
• Create and manage customer strategies.
• Have financial knowledge and basic knowledge of automotive technology.

Requirements

• Relationship management: external/internal
• Market intelligence
• Negotiation/Communication skill
• Accountability for complex projects
• Financial Knowledge
• Basic knowledge of Automotive technology
• Customer strategy creation and management

We Offer

• Full-time position
• Onsite Job in Frankfurt, Germany

About the Company

AUMOVIO SE is a part of Continental SE, which achieved 19.6 billion Euros in sales in 2024 and employs approximately 87,000 people at over 100 locations worldwide. The headquarters is located in Frankfurt, Germany.

Harassment Prevention Rules

AUMOVIO Japan adheres to the following harassment prevention rules during the recruitment process.

Applicant Harassment Prevention Rules

Issued by Human Resources Department, AUMOVIO Japan

The company ensures that all officers, employees, contractors, and others involved in recruitment activities comply with the AUMOVIO Code of Conduct.

2. Scope of Application

This rule applies to all individuals involved in recruitment activities, including interviews, casual meetings, company presentations, workplace tours, factory tours, visits from alumni, internships, educational internships, and online recruitment activities.

3. Conducting Interviews and Meetings

(1) Timing

Interviews and meetings should be conducted during the company's regular working hours. If unavoidable, prior approval from the department head or Human Resources Department is required.

(2) Location

Interviews and meetings should be conducted in open spaces or via online conferencing systems.

4. Communication Methods

Communication with applicants should be conducted through approved methods by the company.

5. Workplace Tours, Factory Tours, and Internships

Workplace tours, factory tours, and internships should be coordinated by the receiving department and Human Resources Department to ensure proper guidance and management.

6. Prohibited Actions

The following actions are prohibited:

(1) Sexual behavior

• Questions about romantic experiences or relationship status
• Sexually explicit statements
• Comments on appearance, clothing, or body type
• Persistent inquiries about marriage, pregnancy, or childbirth

(2) Inappropriate requests

• Requests for personal relationships
• Persistent invitations for meals or meetings
• Requests to exchange personal contact information

(3) Other Inappropriate Behavior

• Unnecessary physical contact
• Intimidating, discriminatory, or insulting behavior
• Private use of personal information obtained during recruitment
• Conducting meetings or meals involving alcohol during recruitment activities

7. Handling of Data and Personal Information

Personal information obtained during the recruitment process (including contact details) should not be used for purposes other than recruitment selection and related activities.

8. Consultation Points

The company provides consultation points for applicants who have experienced or suspect harassment during recruitment activities. These points will be publicized through brochures, the company website, etc.

If you notice any behavior that could be considered harassment (including potential harassment), please report it to the consultation point without hesitation.

Consultation Points:

• Human Resources Department

  • E-mail: [email protected]

• Legal Consultation Point

  • E-mail: [email protected]

9. Cooperation in Fact-Finding

Upon receiving a consultation or report, the company will verify the facts with the complainant, the alleged perpetrator, and other necessary parties.

Individuals requested to provide testimony must comply without valid reason.

10. Consideration for Complainants

If harassment is confirmed, the following measures will be taken as necessary:

• Avoiding contact with the perpetrator
• Implementing necessary corrective actions for the perpetrator
• Taking other necessary measures to ensure the applicant can continue their job search with peace of mind

11. Protection of Privacy

The privacy and personal information of complainants, alleged perpetrators, and those cooperating in fact-finding will be strictly protected. The content of consultations and reports will not be disclosed to third parties without just cause.

12. Prohibition of Adverse Treatment

Applicants who have reported harassment or cooperated in fact-finding will not be subjected to adverse treatment, such as non-selection.

Similarly, those who cooperate in fact-finding will not be subjected to adverse treatment.

13. Response to Violations

Violations of this rule will result in necessary measures, including disciplinary action, based on company regulations and internal rules.

14. Education and Awareness

The Human Resources Department will educate and raise awareness about this rule among those involved in recruitment activities.

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