{"@context":"https://schema.org","@type":"JobPosting","title":"Sales Executive – Lead Generation","description":"

Job Description – Sales Executive – Lead Generation | ONESELECT

Location: Gurugram (On-site/Hybrid)

Experience: 1-3

Employment Type: Full-time

Organization: ONE SELECT . AI

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Position

Sales Executive – Business Development (Lead Generation)

Reporting To: Founder / Business Head

Purpose of the Role

The Sales Executive will be responsible for generating qualified business opportunities for the firm's Permanent Hiring and HR Consulting services. The primary objective is to identify organizations with active hiring needs, establish relationships with key HR and business decision-makers, generate qualified meetings, and create a strong sales pipeline for the consulting team.

The role focuses on opening doors with prospective clients through outbound sales, market research, and strategic prospecting while supporting the conversion of opportunities into long-term recruitment and HR consulting partnerships.

Key Responsibilities

1. Lead Generation

Identify target companies across defined industries and business segments.
Build and maintain a high-quality database of prospective clients.
Identify key decision-makers including:

CHROs
HR Directors
HR Managers
Talent Acquisition Heads
Recruitment Managers
CEOs
Founders
Business Owners
Operations Heads
Functional Department Heads (for niche hiring)

2. Outbound Sales

Conduct cold calls to prospective clients.
Reach out through personalized emails and LinkedIn.
Introduce the firm's recruitment and HR consulting capabilities.
Understand the client's hiring challenges and workforce requirements.
Qualify leads based on hiring potential.
Schedule meetings for the Business Head or Recruitment Consultants.
Maintain regular follow-ups until opportunities are converted.

3. Market & Industry Research

Research and identify:

Companies expanding operations
Businesses opening new offices
Companies receiving funding
Startups entering growth stages
Organizations with aggressive hiring plans
Companies launching new products or services
Mergers & acquisitions leading to hiring requirements
Industries facing talent shortages
Fast-growing SMEs and mid-market companies
Companies with recurring recruitment needs

Prepare weekly target company lists along with the rationale for targeting.

4. Sales Strategy

Develop strategies for:

Target industries
Company size
Hiring-intensive sectors
Decision-maker mapping
Multi-channel outreach campaigns
Employer pain-point identification
Value proposition refinement

Provide competitor intelligence and market insights on recruitment firms and HR consulting providers.

5. CRM & Pipeline Management

Maintain:

Prospect database
Call records
Meeting tracker
Opportunity pipeline
Follow-up schedules
Client interaction history
Sales dashboard

Ensure no qualified prospect is lost due to inadequate follow-up.

6. Client Conversion Support

Coordinate with internal teams for:

Requirement gathering
Client presentations
Service proposals
Commercial discussions
Recruitment process planning
HR consulting presentations
Contract closure support

Expected Deliverables

Daily

50–70 outbound calls
15–20 meaningful conversations
CRM updated
Research on 3–5 target companies
5–10 LinkedIn connection requests/messages
Personalized email outreach to prospective clients

Weekly

200–300 new prospects added
25–35 qualified leads
10–15 meetings scheduled
Industry hiring trends report
Competitor activity update
Sales pipeline review

Monthly

45–60 qualified meetings
10–15 proposal opportunities
3–6 new client acquisitions (depending on sales cycle)
Updated target company database
Sales performance dashboard
Industry opportunity report

Key Performance Indicators (KPIs)