Business Development Manager - IT Software Sales
2 - 4 yrs
₹6L - ₹9L / yr
Delhi, Gurugram, Noida
Skills
Sales
Business Development
Enterprise Resource Planning (ERP)
SaaS
Direct sales
Job Profile: Business Development Manager
Industry Type: IT Software
Job Location: Delhi NCR
Qualification Required: MBA in Sales & Marketing (good to have)
Experience: 2-5 Years
Responsibilities
- Develop new business opportunities for sales & marketing of ERP and other software solutions offered by the organization.
- Experience in selling ERP Software into Pharma/Chemical, Plastic Manufacturing, FMCG and So on verticals of process manufacturing industry
- To be involved in the entire sales process right from identifying the prospect and target market to closing the deal and maintaining relationship with the client and Engage in proactive sales activities to convert suspects into prospects and further convert prospects to proposals
- Responsible for expanding the Client base in market for the ERP & CRM Services
- Present the product demo and elaborately describe the introduction, benefits & features of the same.
- Ensure client satisfaction and retention through regular meetings with key clients
- Meet, cold calls, Send Emails, linked contacts to the shortlisted leads by the company
- Stays current with industry and competitive research and information to enable rich client dialogue; maintains an understanding of client business challenges, industry trends and markets.
Desired Candidate Profile
- Experience of Marketing Management and outbound B2B sales, coupled with MBA (Sales & Marketing) qualification and a track record of success in ERP /Software Solution Sales
- Candidates should be able to build relationship with corporate customers , understand the technical requirement of customer
- Team oriented person, should possess excellent verbal & written communication and presentation skills and an expert in understanding the customer requirement.
- Must be able to achieve overall sales target & servicing clients with the objective of increasing the market share of the company.
- Willing to travel extensively all over India.
- Candidate should have an excellent track record of achieving deadlines on time and ability to meet and exceed revenue targets.
Preferred
- ERP, CRM and Cloud Experience and Internet Promotions and Sales
- Candidate with technical (IT Software) knowledge would be preferable
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About Appstean Infotech
Founded :
2012
Type :
Product
Size :
20-100
Stage :
Profitable
About
Appstean Infotech is a next-generation IT-enabled services provider and software development company founded in 2012 that assists businesses in 360° digital transformation. Customer centricity is the prime focus of Appstean. It is reflected in our value-driven services that use the exponential power of the cloud and is empirical to offer you hyper-personalized digital experiences. Appstean specialization and expertise with the right blend of innovation, information technology, exceptional software development, and all-round digital transformation.
Appstean's brainiac team has been catering its services globally and is also proudly a member of NASSCOM and ISO 9001-2008 company. From ideation and conceptualization to development, deployment, and after-sales services, our proficient team never hesitates to walk the extra mile to cater to our clients' industry-specific needs.
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Internal Job Transfer (IJP)
Definition:
A transfer is defined as “a change in job” where the new job is substantially equal to the old in terms of status and responsibilities. It can be a lateral or vertical shift causing movement of individuals from one position to another which may or may not involve any marked change in duties responsibilities, skills needed or compensation.
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This policy outlines the procedure to be followed by HR departments, line managers and employees, when employees wish to be considered for an internal vacancy in other departments within Time Analytic & Shared Services Private Limited. It outlines the protocol to be used during the initial contact, interview process, offer of employment and eventual transfer.
Objective
It is important that employees of Time Analytic & Shared Services Private Limited should foremost see the opportunity to develop their careers within, and not outside Time Analytic & Shared Services Private Limited. They shall not be disadvantaged by applying for vacancies elsewhere in the organization. Preference for filling vacancies should be given to internal candidates where feasible.
The objective and benefits of this policy are to:
• Support departments by introducing a consistent, transparent and open process.
• Create a process that encourages our employees to develop their careers across the organization.
• Ensure that all stakeholders involved in inter-company recruitment are kept informed appropriately.
Time Analytic & Shared Services Private Limited
• Make it clear that poor recruitment practices are not acceptable.
• Have an established policy for resolving disputes between departments.
Topics you will find on this page
• Eligibility
• Procedure for inter-departmental recruitment and transfer
• Recruitment Process
• Responsibilities
Eligibility
This policy is eligible to full-time employees, whose tenure with Time Analytic & Shared Services Private Limited is not less than 18 months in the current position they hold.
Procedure for Inter-Departmental Recruitment and Transfer
Time Analytic & Shared Services Private Limited is committed to encouraging employee development and career progression. Where an employee wishes to explore or apply for vacancies within the organization, the following working procedures should be followed.
Advertising of vacancies: Hiring Managers / Recruiters, as appropriate, will inform on the IJP requisition. The Recruitment Lead will advertise the vacancies across the organization through Workday and IJP Mailers.
Application Process: Where an applicant from another team/department is being considered for a vacancy in another team/department, the process should be carried out in an open and transparent way that ensures all involved parties are informed of what is happening at each stage of the process.
If an employee wishes to discuss a vacancy informally with the recruiting Line Manager for the purpose of establishing suitability, this discussion can take place confidentially between the potential candidate and the recruiting line manager. An informal discussion is defined as either an email exchange or telephone conversation, not a face to face meeting.
The Recruiter would check the eligibility of the employee applied with the HRBP and approval from the reporting manager. Based on approvals received schedule Assessments & Technical interviews.
Time Analytic & Shared Services Private Limited
Recruitment Process: If an employee wishes to formally apply for a vacancy, the employee must inform their Line Manager. The employee must also inform their Line Manager of the details of any interviews. All parties should respond to this development in a positive and supportive way.
Following the interview should the recruiting line manager choose not to proceed they should advise either the candidate directly or via their HR department. The recruiting line manager should be prepared, to provide constructive feedback with HR to the unsuccessful candidate.
Offers of employment may see uplift in an internal applicant’s benefits package depending upon the potential role, levels of seniority, responsibilities and market conditions. It is not acceptable to make significant improvements in package for similar levels of roles where this can lead to internal wage inflation.
Employees should be released from their current position within a reasonable timeframe that balances the business needs of both the outgoing and incoming team/department. The confirmation of release date should be shared by the reporting manager (no later than a month).
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• Ensure overall adherence to this policy
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• Inform appropriate HR colleagues of the progress of internal applications
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• Resolve questions /issues with respect to any offer of employment
• Induct employee into their business
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• Ensure overall adherence to this policy
• Inform appropriate Line Managers of the progress of internal applications
• Provide current package details and a reference when requested
• Facilitate a start date in the event of transfer
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• Give honest appraisal of employee
• Coach employee in career choice
• If employee accepts an internal transfer, agree a reasonable transfer date
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Shubham Vishwakarma
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