Reporting To: Senior Leadership (Founders / CEO / COO)

Experience: 10+ years overall; 2+ years running a multi-state, multi-tier field org (150+ people)

Language: No single language required; multi-language comfort important (South India + Hindi belt)

Notice Period: 30-60 days

Role Overview: Own the field organization end to end, raise productivity per head as it grows, and build the systems that let it scale without losing quality or integrity. This is a builder's role, not a caretaker's - you will still be in the field, personally.

Core Responsibilities:

- The Number: Convert marketing demand into admissions against a seasonal curve; own the field's contribution to the 9-state admissions target.

- Coverage & Capacity: Territory design, headcount allocation, beat/visit planning; own the capacity model showing whether the team can mathematically hit target.

- Productivity Per Head: Raise admissions per SRO as the team grows, not just by adding headcount - the outcome that matters most.

- People at Scale: Hiring engine, ramp-to-productivity, performance management across four tiers, the SRO to ABH promotion ladder, and hard calls on the bottom decile.

- Rhythm & Systems: Daily huddles, weekly/monthly reviews, counselling-season war rooms; visit SOPs, follow-up cadence, lead routing, SLAs, and the performance dictionary.

- Cost Management: Field cost per admission, travel/expense governance, incentive design that drives the right behaviour.

- Data & Integrity: CRM/app adoption, data hygiene, visit audits; zero tolerance for fabricated data or over-promising to families.

Key Outcomes Expected:

- Hit the field's share of the 9-state admissions target on a seasonal curve, not a year-end scramble.

- Show a rising admissions-per-SRO trend as the team scales, not headcount-driven growth alone.

- Stand up a working capacity model and a functioning SRO to ABH hiring/ramp/promotion pipeline.

- Establish the full review rhythm and SOPs, and get CRM/data hygiene to a standard where audits catch issues early.

Must-Have Candidate Profile:

- Screened on what you've run, not on years: Owned 150+ field people across multiple states and languages (not a single-city team).

- Managed at least two layers of leadership below you (manager of managers), across a four-tier structure.

- Run a consultative, high-consideration sale - insurance, education, lending, healthcare, real estate - not a fast transactional product.

- Planned capacity for a compressed peak season (March/exam/harvest-type) and managed the trough after.

- Fluent in field economics - cost per visit, productivity per head, cost per acquisition - without prompting.

- Built a hiring engine: 50+ field hires in a year, with a view on ramp time and early attrition.

- Caught data fabrication or mis-selling in your own team and acted on it.

- Still in the field - leads from the ground, not the dashboard.

- 10+ years overall, incl. 2+ years running a multi-state, multi-tier field org of this scale.

- Strong pluses: exposure across South India and the Hindi belt; experience making a CRM/field-app rollout stick against field resistance; a track record of building or rebuilding a field system rather than inheriting one.

Preferred Industry Background: Edtech experience not required. Strong candidates are just as likely to come from insurance agency channels, gold-loan/microfinance branch networks, coaching chains, or BFSI direct sales.

What We Offer:

- Scope and mandate - full ownership of the field engine across nine states, reporting into senior leadership.

- A build, not a maintenance job - the systems, incentives and bench are yours to shape.

- Founder and leadership access - you'll be in the room where strategy is set.

- Compensation - competitive fixed plus a performance-linked component tied to admissions and cost efficiency, benchmarked against insurance/BFSI field leadership pay.